🎂 Four years and a pandemic!
The Allyance newsletter provides many useful references on recruitment, diversity and inclusion.
Good morning readers !
🎉 The Allyance is turning four! In 2020, in the middle of a global pandemic, I created what was going to become the best professional experience of my life and I can confidently say that I am very proud of this outcome.
I could have never imagined that I would work with Zalando, Resilience, Doctolib and all.
I could have never imagined that I would hire for C-level roles and such diverse tech professionals.
I could have never imagined that I would coach more than 110 tech professionals.
Here are a few numbers to appreciate the extent of the work accomplished so far :
73 companies have trusted us and we can proudly announce a 68% retention rate over the years
78% of the people that we have hired for our clients belonged to at least one minority group
89,36% of the attendees would recommend that their peers follow a training delivered by The Allyance
12 diversity and inclusion audits were conducted
40 newsletters were published (archives available here)
Like many underrepresented people, I underestimated my abilities. I am glad to have been proven wrong and want to thank everyone who trusted The Allyance at some point.
To celebrate this milestone, Alexandre (my partner in crime) and I have been cooking videos to highlight our successes, our current projects, and the people and books we love! Make sure to follow us on Instagram or Linkedin to watch the videos.
✅ The Allyance newsletter provides many useful references on recruitment, diversity and inclusion. Here are some articles about PhotoRoom’s diversity report, salary differences between newcomers and existing employees, tips to hire and retain disabled employees, a non-binary’s journey and equality in France.
⭐️ PhotoRoom publishes its 2023 diversity report
Back in 2022, The Allyance audited PhotoRoom on the diversity and inclusion efforts. They reached out because “they had hired more engineers called Matthieu than they had women”.
This month, Lyline Lim, Head of Impact & Sustainability, shares their 2023 Diversity report. They highlight their progress and future goals. It’s a true transparency effort and their way to address DEI is inspiring for other companies.
“We benefited from an audit by The Allyance. Soon, the volume of talented female candidates applying for our engineering roles was on the rise, but we also wanted to reduce biases in the process. This included reviews of our job ads to ensure gender-neutral language, identifying a diverse interview panel tailored to each role, and providing inclusive interview training for those taking part in the hiring process - steps integral to our diversity, inclusion, and belonging (DE&I) plan today.”
💶 When new hires get paid more, top performers resign first
No matter if you manage people, work in HR or are an employee, you know this : to attract new talent, employers often offer new hires higher wages than what current employees get. The authors of the Harvard Business Review article are hopeful and think that the recent regulatory changes will encourage companies to prevent salary gaps from increasing.
“Our data suggests that unless employers adjust existing employees’ wages soon after making a higher-paid new hire, employees tend to resign — and that top performers tend to resign even faster than others. As such, employers should be aware of the psychological effects that hiring higher-paid external talent can have on their teams, they should conduct regular pay equity analyses to ensure that any disparities are fully explainable.”
🦻🏾 A new ILO handbook on getting people with disabilities into the workplace
The International Labor Organization recently published a report compiling practical examples of initiatives led by 30 leading multinational companies such as AXA, Microsoft and Salesforce. Entitled “Businesses leading the way on disability inclusion, A compilation of good corporate practices”, the suggestions cover all aspects of employment – including making recruitment processes fully accessible, appropriate skills training, awareness raising, accessible physical and digital infrastructures and reasonable workplace adjustments.
I especially liked Nestlé’s initiative to be inclusive of deaf and hearing-impaired people and Zain’s career development program.
There are an estimated 1.3 billion people with disabilities in the world, or one in six persons globally. On average, people with disabilities are twice as likely to be unemployed compared to their peers without disabilities.
💡 Being non-binary
This month, a former colleague of mine reached out : “I am non-binary and I struggle at work because no one knows. Can you help?”. I am part of the LBGTQ+ community and I like to make sure that no one is discriminated against because of their sexual orientation or gender. And I am always keen to hear other people’s stories and needs.
I am aware that we all need to fit in a professional set-up with norms and internal rules while being able to just be ourselves. And, sometimes being your true self takes time. Today, I want to highlight Raphaël Champeimont’s testimony about understanding they were non-binary.
Being non-binary has been like an invisible force in my mind that pushed me to do things even when I was not aware of it. I now realize I was already non-binary even in my early childhood, even though I did not know (just like I sometimes fell in love with boys long before learning about the idea of “gay”).
📊 Les chiffres à connaître sur l’égalité entre les femmes et les hommes en France
Tous les ans, je lis ce rapport pour mettre à jour les données que je cite lors de mes interventions publiques ou les formations que je dispense.
Les chiffres rapportés par le ministère chargé de l’Égalité entre les femmes et les hommes et de la Lutte contre les discriminations ont été publiés ce mois-ci. Dans son ouvrage Chiffres-clés : Vers l’égalité réelle entre les femmes et les hommes, le ministère partage les statistiques sur l'égalité professionnelle et l'autonomie économique, la culture de l’égalité et la situation des femmes dans le monde.
Ce sont des éléments factuels qui nous encouragent à faire mieux et à mettre en place les mesures correctives nécessaires. Voici quelques chiffres :
En 2022, les hommes gagnent en moyenne 14,1% de plus que les femmes.
La part des femmes parmi les cadres a doublé en 40 ans, mais la parentalité continue d'affecter davantage l’activité des mères.
Dans la fonction publique, les femmes gagnent en moyenne 296 € de moins par mois que les hommes. Plus les rémunérations augmentent, moins les femmes sont représentées.
🔦 The Allyance in the spotlight
Rebecca Alexander, Senior Data Analyst, reflects on her journey from India to France, from academia to the private sector and explains how The Allyance coached her to land her current job.
🤫 Backstage secrets
✨ Congratulations to Helvira for landing a Software Engineer role at sunday !
✨ Congratulations to Anaël for landing a Machine Learning role at Alan !
🎢 Yannick Grenzinger shares his feelings about the rocky road applying is and thanks me for my support on the way.
🎉 I am currently coaching 4 people : a 23-year-old .NET expert, a Machine Learning engineer, a Researcher and a Senior Product Manager specialized in Health Tech.
🚀 I was invited by Coming Up to speak about women in tech for the company Linkt
You can contact us : contact@theallyance.one
🩷Hot jobs we are working on
🫵 Chief Product Officer
🫵 Machine Learning Engineer
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🫵 Head of AI Applied Science
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