Et voilà! 10 must-reads (in French) about DEI - The Allyance Newsletter
The Allyance newsletter provides many useful references on recruitment, diversity and inclusion.
Morning everyone,
Every year in France, September is known as “la rentrée”, which refers both to the start of the new school term and to the moment books entering competition for literary prices come out. This is the time to read, reflect, make new resolutions as the summer nears its end.
📚 On this occasion and for the very first time, The Allyance created a list of the 10-must-read-books on diversity and inclusion. We decided to introduce books written in French because most of the references are usually in English. If you want to shine at work, share references with your colleagues, this list is for you!
Discover the complete list here. It’s The Allyance approved!
✅ The Allyance newsletter provides many useful references on recruitment, diversity and inclusion. What follows are some stimulating articles about remote work being safer for people of color, ambitious Australian female investors, the recruiting email checklist, questions to ask during interviews and discrimination faced by trans people in France.
✊🏽 Remote work gave people of color a reprieve from racism
In previous editions, we highlighted that underrepresented groups were less than enthusiastic about returning to the office after months (almost years) of remote work.
The Los Angeles Times published an easy-to-read yet heart-breaking piece showcasing “Black workers and other people of color who found that remote work lessened the racism they faced on the job.” They face a dilemma: either they choose to prioritize their mental health and have less career opportunities or they risk facing microaggressions at work. In this context, companies must consider their remote policy as a competitive advantage if they want to keep valuable employees of color.
“Working remotely during the pandemic showed him a whole different lifestyle: no commute, more time with his family and a break from the onslaught of microaggressions and other racist behavior he’d had to endure.”
🐨 The Australian female leaders changing the funding game
Whereas European VCs see an exodus of women investors, Forbes Australia celebrates Australia’s female VC leaders changing the funding ecosystem. If you want something done right, you have to do it yourself! Right?
In Australia, “the level of venture capital funding allocated to women-founded and led businesses has halved since 2020 to just 3%.” Several high-profile businesswomen who have spent millions of dollars of their own money attempting to change the investing landscape are named in this article. It could be a way to turn the tables.
“Some research also shows women-founded businesses are better overall performers, at least in the early stages. The Diversity Council of Australia’s Inclusion@Work Index (2019-2020) found that for every dollar of funding, women-founded startups generated 78 cents of revenue, compared to 31 cents for male-founded startups.”
📧 The checklist you need to reach out to candidates
Robin Choy, HireSweet’s CEO, always shares applicable advice and food for thought. He recently posted the checklist which I believe everyone should apply when it comes to reaching out to candidates.
Every person involved in sourcing efforts should bookmark it 📌
📢 Questions to ask when interviewing
We are supporting and coaching 10 people in their job search at the moment. From a Machine Learning engineer to a Product Manager, everyone wants to make sure they join a financially sound company.
“Although you can’t predict exactly how a new job will turn out, you can use the interview process to get a really good feel for the health of a company, and how leaders are thinking about steering the ship.” Otta’s blog offers 8 powerful questions to help candidates. Here are a few examples:
How has your sector been affected by the economic downturn?
How much do you expect to grow in the next 12-24 months?
How are you thinking about the value of employee share options given the market adjustment?
🏳️⚧️ Pour 8 recruteurs sur 10, la transidentité est un “obstacle” en France
Depuis notre création, The Allyance a soutenu plusieurs personnes trans dans leur recherche d’emploi et nous continuerons à le faire activement et à aider des entreprises à être plus inclusives.
Cet article du magazine Neon met en lumière des chiffres inacceptables. “Selon une étude intitulée "Inclusivité et transidentité au travail" menée par Indeed France et OpinionWay [l’étude n’a pas encore été publiée], “87 % des candidat‧es, être "ouvertement trans reste souvent un obstacle à l'embauche". Un avis partagé par les recruteurs et recruteuses qui sont 80 % à le penser. En cause ? Notamment le fait que la transidentité reste un "sujet tabou dans les entreprises" pour plus de 8 personnes sur 10.”
“Les entreprises doivent jouer un rôle pour faire changer les mentalités. Elles rythment nos vies. C'est en leur sein qu'on passe une bonne partie de nos journées.”
Backstage secrets
🪩 The Allyance welcomed new clients: AssoConnect, Pixmania and Kartoon last month.
😇 I spent one day at ALGOSUP, a software development school, in Vierzon. I was a jury member for the presentation of the students’ long project.
🕵🏻♀️ Morgane is looking for Senior Fullstack Engineer and a PHP Tech Team Lead.
🕵🏻♀️ I am hiring a AI Art Director and a Senior BackEnd Engineer.
🫡 Belody and I are working on a secret project we might announce next month.
🔥The Allyance is being coached by Cyrielle Collignon to define our future strategy.
You can contact us : contact@theallyance.one
🎉 This summer, we created a page dedicated to our archives.
You can easily find our past newsletters here.
Today, we sent our 35th newsletter and we feel proud. With an average opening rate of 56%, we exclusively get amazing feedback from our readers and always try to offer you content you would not have read without our help. Thank you for being so loyal.