which the client can be self-reliant or can participate and stay in their home environment for as long as possible, or to fulfilling the need for sheltered accommodation or care'. The exploration also assesses the element of 'one’s own capacity', in other words can the person independently reduce or eradicate limitations which they experience, using the usual sources of support, volunteer care or other people in their social networks, or by using general provisions. People who need this can rely on independent client support, free of charge. The object is to support the client with information and advice on the application process and the acquisition of a suitable provision. The law guarantees the right to make one’s own choice for the desired support. Subject to certain conditions people can purchase the required care themselves using a so-called 'personal healthcare budget'. People with disabilities can use this to retain (more) control of their lives and select healthcare providers who can provide support in the desired way and at the desired times. However, this right is subject to certain conditions: the person must actually be able to take control, such as being able to make working agreements with the care provider(s) and keep records. The budget is not paid directly into the client's account, but is paid out to the healthcare provider by an implementing body which is supervised by the national government. III Specific provisions of the Convention Article 5: Equality and non-discrimination Legislative safeguards Article 1 of the Dutch Constitution states: 'All persons in the Netherlands shall be treated equally in equal circumstances. Discrimination on the grounds of religion, belief, political opinion, race or sex or on any other grounds whatsoever shall not be permitted.' The current government's coalition agreement states that this article will be supplemented with the grounds of sexual orientation and disability. A bill to this effect has already been submitted to Parliament. The Act on Equal Treatment on the Grounds of Disability or Chronic Illness provides additional substance to the equal treatment standard laid down in Article 1 of the Constitution where it concerns the ground of disability or chronic illness.
In 2017 existing instruments and products for tackling female victims of boys/human trafficking were amended in such a way that they are suitable for boys and girls with mild mental disabilities, as well as for young people with psychological disorders. These instruments focus on identification, risk assessment, cooperation with the police and judicial authorities, reporting to the Human Trafficking Coordination Centre and support and help for victims. Preventing exploitation and abuse in employment relationships Tackling labour exploitation is a high priority for the Inspectorate of the Ministry of Social Affairs and Employment. With regard to vulnerable groups the Inspectorate carries out studies and analyses to assess whether there are any grounds for interventions. It carries out these interventions in order to prevent these groups from becoming victims of exploitation during their work. In 2017, in addition to asylum seekers and minors, people with mild mental disabilities were also included in the target groups for which there is special attention. Psychosocial occupational health hazards Everyone who works is entitled to decent work in a socially safe environment. Aggression and violence are elements of psychosocial occupational health hazards in addition to bullying, sexual intimidation and pressure of work. These hazards are a persistent problem that is accompanied by an unsafe working environment. In the Netherlands, tackling undesirable behaviour is primarily the responsibility of employers and employees. In the Working Conditions Act, aggression and intimidation are included 'psychosocial occupational health hazards'. On the grounds of this Act, employers are obliged to pursue a policy aimed at preventing or limiting these hazards. The Working Conditions Decree further details this obligation and compels employers to identify the risks in a risk inventory and evaluation. In addition, the action plan must include present and future measures to prevent aggression and intimidation. Via various programmesand with activities, the Dutch government has tried to encourage and facilitate employers and employees to take preventive measures against undesirable behaviour, to ensure that employees can contact someone if they feel unsafe and to monitor undesirable behaviour via the Inspectorate. Besides encouraging and facilitating managers, works councils, prevention