🐣 Hello from the other side - The Allyance Newsletter
The Allyance newsletter provides many useful references on recruitment, diversity and inclusion.
Dear you,
Since spring is finally around the corner, here is an Easter egg for you: say hello to the brand new The Allyance Newsletter 🙌
As you may have noticed, we didn’t send our monthly newsletter in March but fear not, for we are now back in business, musical references to boot! We’ve missed you 💙 and we have a lot of brand new resources to share with you, so get ready!
You can still find all our previous editions here and if you wish to recommend our newsletter to your friends and colleagues, you can:
forward this newsletter to them
send them this link
Without further ado, let’s discover our April’s edition of The Allyance’s Newsletter ✨
What follows are some stimulating articles about senior software engineers, gender nonconformity at work, accessibility in Tech, “diversity fatigue”, scaling teams in Tech and women in administrative boards (🇫🇷)
❓What does “senior” mean in engineering?
Everyone working in Tech has heard of the Junior Software Engineer, as well as the Senior Software Engineer.
We know what the first mean but the definition of the later is somehow less obvious, and depending on the companies, the recruiters, the career paths … it changes! So what exactly does it mean to be a Senior Software Engineer? What does it take, years of experience? A specific kind of expertise? Some hyper-specialisation on a technical stack?
This excellent article written by Luciano Mammino, gives us practical and measurable elements, as well as precious personal insights, to answer the question.
Quote 👇
“The definition of a senior software engineer is complex and multifaceted, but it generally involves possessing a deep technical expertise, a broad understanding of the industry, and a range of soft skills that enable effective communication, leadership, and problem-solving.
To become a senior software engineer, it’s important to continually develop and refine your skills, focusing not just on technical abilities but also on communication, leadership, and business acumen.”
🏳️⚧️ Trans and gender-nonconforming inclusion at work
It is a real tragedy that in this day and age we are still faced with what is happening to Trans people across the USA. Ban by ban, politicians are taking it upon themselves to regulate and police gender identity, and they do so without even hearing the voices of the people impacted by these measures. Worse, they are actively trying to censure those voices…
This article explains the chilling context before explaining how companies and allies can better help trans and non-conforming people at work, and how to address hate and harm through systemic change.
Quote 👇
“None of our recommendations is particularly unreasonable or expensive to implement, other than the mental and cultural shifts that are required to treat everyone fairly at work. These shifts require a systemic approach as well as clear expectations for behavior and accountability for failures. Our recommendations will help companies be more inclusive generally because solving problems for marginalized communities helps everyone.”
📝 ADHD accessibility in Tech
We talk a great deal about disability, when we talk about Diversity and Inclusion, but how many apps and softwares are actually accessible to disabled people? 👀
Today, we are choosing to shine a light on people with ADHD, who face very different yet specific kinds of struggles and who are often forgotten when it comes to product design.
This article is packed-full with definitions, useful resources and great tips to better understand ADHD and to design features that will specifically help people with this disability.
Quote 👇
“As UX designers, product managers and software developers, we have it in our hands to make the digital space accessible for everyone and to even drastically improve the life of users with disabilities with great design. Compared to 10–15 years ago, when digital products were not such an integral part of my life, I am now much better at dealing with my cognitive issues. Software helps me remember things, follow healthy routines, and overall manage my life.”
🗣 Let’s talk about “Diversity Fatigue”
While Diversity and Inclusion is not a trend and should not be treated as such, there is no denying the concept has been surfing a great wave for the last few years.
We hear about it, we read about it, we talk about it … but when it’s piled on top of an already complex world to navigate, the term “Diversity Fatigue” makes a lot of sense.
So let’s talk about it, to understand what it means and how we can work around it because once again, Diversity and Inclusion is not a trend but a commitment.
Quote 👇
“Ultimately, we need to consider D&I as a fully integrated part of the workplace culture. While we may be used to the trope that it’s not a bonus but an essential, it’s no less true, and perhaps doubly so for some younger staff who have only known a workplace with D&I high on the agenda and may well not accept less.”
⚙️ How to scale your engineering team from 5 to 250
Scaling up is always a tricky curve in the life of a startup 🚀
Which is why, in today’s tool corner, we would like to share this incredible guide on how to scale your engineering team from 5 to 250, focusing on three key points:
Velocity
Quality
Outcome
👉 The guide is very detailed and full of free resources for you to use!
🇫🇷 Les femmes dans les conseils d’administration
En matière de parité dans les conseils d’administration, qu’en est-il de la France?
Des obligations légales (notamment la loi Copé-Zimmermann, Janvier 2011) imposées par le gouvernement pour faire bouger les lignes ont permis de belles avancées dans le bon sens, mais il reste encore du chemin à faire …
Cet article met en lumière des statistiques précises sur l’évolution de la place des femmes dans les conseils d’administration, et prévient des dangers liés aux stéréotypes sur ce sujet.
Quote 👇
“Sur ce point, les conséquences de la loi Rixain seront suivies au plus près. Ce texte adopté fin 2021 prévoit des quotas de 30 % de femmes cadres-dirigeantes et de femmes membres des instances dirigeantes en 2027 (40 % en 2030) dans les entreprises de plus de 1000 salariés.”
Backstage secrets
Read about how we helped Abeba land her new job at Leboncoin 🔥
Read about how we helped Payfit diversify their Software Engineering Pipeline 🚀
Morgane is currently coaching a Data Product Manager 🎶
Morgane is going to give a training about Unconscious Biases & Inclusive Management this month 💪
We are still looking for several positions, don’t hesitate to reach out to us 👇
🍧 Contact us if you want to know more: contact@theallyance.one.
Thank you for taking the time to read our newest edition of The Allyance’s Newsletter!
To end this on a really good note, I am celebrating my two years at The Allyance this month 🥳
I am over the moon about it 🚀
It has been an exciting adventure and a challenge sometimes but I can safely say the best is yet to come!
I look forward to sharing more diversity and inclusion content with you 🖖🏻
Morgane Dalbergue - Sourcing & Recruitment Expert
morgane@theallyance.one