Good morning readers !
Have you ever gone out of your comfort zone?
Last week, I got invited to speak at a recruitment event. Unfortunately, I already had plans for the evening. But, not wanting to miss out, I suggested recording a video about the gender fatigue (spoiler: there is no such thing) expression.Â
If you understand French, this video will probably make you laugh (đ€). If not, enjoy my acting talent đ Last but not least, Madonna has a cameo in it.
â The Allyance newsletter provides many useful references on recruitment, diversity and inclusion. Here are some articles about appearance discrimination, team efficiency, queer representation in GenAI, hiring women in India and getting ready for tech interviews âŠ
đ The scourge of lookism : appearance discrimination in the workplace
Even if French law prohibits discrimination based on bodily appearance, people are discriminated against because they have tattoos, curly hair or are overweight. Not convinced or unsure about it? Read this Aeon article!
âWeâd be outraged if a business owner told an employee she wouldnât receive her bonus unless she lost weight. With most jobs, our looks should be regarded as irrelevant to our suitability and remuneration. What matters is that we have the skills for the job and put them to good use. Yet appearance discrimination, or âlookismâ, is pervasive and consequential in the workplace. Can lookism in employment ever be justified? And, when it canât, should we legislate against it.â
đ How Generative AI depicts Queer People
I was going to avoid talking about Pride Month because every month is Pride Month (to me) but I read this fascinating study from Wired about the way queer people are depicted by GenAI. The article focuses on Sora, OpenAIâs video tool and MidJourney. In a relevant way, the article states that even if the field of AI is filled with queer experts, the representation generated can be quite cliché⊠Quite ironic when you know that OpenAIâ CEO is gay.
âHow image generators depict humans reflects the data used to train the underlying machine learning algorithms. This data is mostly collected by scraping text and images from the web, where depictions of queer people may already reinforce stereotypical assumptions, like gay men appearing effeminate and lesbian women appearing butch.â
𧩠Opening doors to diversity in India
While preparing a training for Ingersoll Rand about inclusion, I made sure to personalize the content of my slides to the regions where they operate. India is one of their key markets so I found this article which describes how a management leader (Preet Dhupar, Chief Financial Officer at IKEA India) brings about change. When Ikea opened its first store, they only got 20% of female applicants. IKEA India therefore decided to begin âa nationwide hunt for top female talent, reaching out to business networks, organizations and universities. The result is great : a 50:50 split of men to women.â
âIf India wants to be a strong economy, then we canât ignore 50% of the population. But entering the workforce as a woman in India can sometimes be met with skepticism from the surrounding society.â
đȘ 23 questions to know if your team functions well
This set of 23 questions provided by the Harvard Business Review is going to be useful for managers or people leading teams because it will help you determine if your team is efficient! â75% of cross-department teams are dysfunctional. Some of the reasons for failure include problems with coordination, motivation, and competition â as well as waiting too long to address these issues.â
Two examples :
Our results tend to exceed clients' expectations of quantity, quality, and timeliness.
Our group has open, constructive discussions about disagreements or problems.
â Conseils pour trouver un travail dans la tech
Yannick Grenzinger est un dĂ©veloppeur expĂ©rimentĂ© qui a cherchĂ© assidĂ»ment un poste avant dâĂȘtre recrutĂ© chez PayFit en tant quâEngineering Manager. Avec 18 ans dâexpĂ©rience, la recherche sâest avĂ©rĂ©e pleine dâobstacles et de dĂ©ceptions. Heureusement, Yannick a croisĂ© le chemin de The Allyance. GrĂące Ă mon coaching, il a abordĂ© les entretiens diffĂ©remment.
Yannick a rédigé un article à mettre dans les mains de toutes les développeuses et de tous les développeurs pour préparer leurs entretiens techniques.
âVous allez avoir beaucoup de frustration, de rejets, parfois la personne en face nâest pas de bonne humeur et nâimporte quelle raison sera la bonne pour arrĂȘter la. Sur 18 candidatures, je nâai finalement eu que 3 propositions.â
đ©· The Allyance community
The Allyance invited a few of the people the company has helped for an informal get-together. We celebrated The Allyanceâs fourth anniversary! đž GaĂ«lle Cloarec
đ€« Backstage secrets
âš Congratulations to Rebecca, Nicole, Marie-Alice and Alexandra for starting a new role !
âš Congratulations to Charles for his AI Lead role at a promising startup !
đ I am coaching an AI Engineering Manager, a Principal Engineer, a Senior Front-End Engineer and a former friend from Sciences Po.
đš I shared all the tools we use at The Allyance with promotion codes for hiring tools such as Amazing Hiring (sourcing) and Shine (bank account).
đ I gave a talk about inclusion alongside Laury Maurice, CEO at Shodo. She doubled the number of female engineers working at her company.
You can contact us : contact@theallyance.one
đ©·Hot jobs we are working on
đ«” Staff Engineer (Back-End)
đ«” Senior Data EngineerÂ
đ«” Fullstack Lead (Crawling)
đ«” Senior Python Engineer
đ«” Senior Product Manager
More jobs hereâŠ
Caroline Therwath-Chavier, The Allyance CEO
