🎼 It's All Coming Back to Me Now
The Allyance newsletter provides many useful references on recruitment, diversity and inclusion.
Good morning readers !
Céline Dion was right… and we are celebrating the power of professional relationships. Morgane Dalbergue is once again joining forces with me, marking our fourth collaboration! Our shared passion for inclusive recruitment continues to drive meaningful change in the tech industry, proving that strong partnerships create lasting impact.
When it comes to tech and product hiring, you can rely on The Allyance. Ian, Tanguy, Morgane and myself will be happy to help.
The visual has been crafted by Anne-Katrin Clemens. 📸 Caroline by Gaëlle Cloarec & Morgane by Anne-Katrin Clemens.
✅ The Allyance newsletter provides many useful references on recruitment, diversity and inclusion. Here are some articles about engineering teams needing diversity, racial bias, how to handle difficult employees, autism and trans, non-binary inclusion.
🩷 Why engineering teams still needs DEI
I am always happy when allies speak up (and add relevant trigger warning). I am super proud because the author is a Head of Engineering we hired in 2022 for Resilience.
In his reflective piece, Loïc Goyet, makes a compelling case for why Diversity, Equity, and Inclusion (DEI) remain essential in engineering and tech teams.
Drawing from personal experience, he highlights the subtle yet persistent biases that hinder diverse hiring and limit team potential. Loïc underscores that diverse teams consistently perform better, innovate more effectively, and build products that better reflect the needs of a global audience.
He challenges the myth of meritocracy in tech, noting that equal qualifications rarely translate to equal opportunities, especially for women and minorities. The article also stresses that inclusive hiring isn’t just a moral imperative, but a strategic one in a competitive talent market. Ultimately, Loïc urges tech leaders to embrace DEI not as a trend, but as a long-term driver of growth and social progress.
“As a white heterosexual man, you might perceive DEI policies as a form of discrimination against you. It may have crossed your mind that it seems unfair not to be selected for a position based on your skin color or sexual orientation.”
🫱🏿🫲🏾 How Gig Platforms Can Mitigate Racial Bias in Ratings
Recent research highlights how customer rating systems on gig platforms like Uber and Upwork can unintentionally perpetuate racial bias, impacting worker income and opportunities. The study found that workers of color receive slightly lower average ratings than white workers, despite no evidence of differences in performance. These small disparities, when scaled across thousands of transactions, translate into significant income gaps.
However, a simple shift from a five-star rating system to a thumbs up/thumbs down model eliminated these racial gaps in both ratings and earnings. The authors recommend platforms adopt simpler, more structured evaluation systems and regularly audit for demographic-based disparities. These changes not only improve fairness but also lead to more accurate assessments of service quality.
“We found that white workers received an average rating of 4.79 stars, whereas workers of color received 4.72 stars on a five-star scale. Though this 0.07-star difference may appear small, our findings indicate that it translates into meaningful disparities in worker earnings because of the subsequent reliance on ratings.”
👽 The 5 Most Difficult Employees (And How To Actually Handle Them)
Claire Lee, CEO at Canopy, outlines common challenging employee types in the workplace and provides actionable strategies for managing them effectively. My favorite one is the Entitled Veteran 😈 It reminds me of so many engineers I came across.
The Entitled Veteran
The Passive Resister
The Brilliant Aggressor
The Perpetual Victim
The Performance Rollercoaster
🌈🏳️⚧️ Guide AGIR p𝗼𝘂𝗿 𝗹’𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗱𝗲𝘀 𝘁𝗿𝗮𝗻𝘀𝗶𝗱𝗲𝗻𝘁𝗶𝘁𝗲́𝘀 𝗲𝘁 𝗻𝗼𝗻-𝗯𝗶𝗻𝗮𝗿𝗶𝘁𝗲́𝘀 𝗮𝘂 𝘁𝗿𝗮𝘃𝗮𝗶𝗹
L'Autre Cercle publie un guide inédit pour accompagner les employeurs et organisations dans la mise en place d’un environnement de travail plus inclusif pour les personnes trans et non-binaires. Fondé sur une enquête nationale (auprès de 500 personnes trans et non-binaires) et des contributions d’expert·es, ce guide apporte des solutions concrètes pour comprendre les enjeux, agir efficacement et accéder à des ressources adaptées. Les chiffres sont édifiants :
61 % des personnes transgenres et non-binaires optent pour un coming-out partiel ou sélectif au travail, par crainte de discriminations.
48 % ne peuvent pas utiliser les pronoms de leur choix dans leur environnement professionnel.
1 personne trans ou non-binaire sur 8 a déjà quitté un emploi en raison de discriminations vécues ou perçues.
Seules 8 % des organisations employeurs disposent d’un guide ou d’une page d’information sur l’inclusion des personnes transgenres et non-binaires.
🔦 The Allyance in the spotlight
La semaine dernière, le 2 avril, a eu lieu la journée mondiale de sensibilisation à l’autisme. Une occasion essentielle pour briser les stéréotypes et ouvrir la discussion sur l’inclusion des personnes autistes dans le monde du travail.
🔹 Saviez-vous qu’en France, seules 0,5% à 20% des personnes autistes travaillent en milieu ordinaire ?
🔹 Que le handicap invisible est encore largement méconnu et sous-estimé par les entreprises ?
Dans un article puissant et personnel, Léa de The Allyance partage son parcours, son diagnostic tardif et les défis qu’elle a dû surmonter en entreprise. Fatigue chronique, incompréhensions sociales, surcharge mentale… Mais aussi aménagements possibles, forces insoupçonnées et pistes pour un environnement plus inclusif.
Parce que l’inclusion ne doit pas être un vœu pieux mais une réalité, lisez son témoignage et partagez-le pour sensibiliser davantage 👇
🤫 Backstage secrets
✨ Congratulations Françoise for her Senior Product Manager role !
🪩 A delighted client publicly expressed his happiness. I hired a Senior Analytics Engineer within 6 weeks.
✨ You are more than 1 000 subscribers to read this newsletter. Thank you !
🫧 This quarter, 60,5% of our candidates were women!
❤️🔥 On Linkedin, I highlighted 8 women who got a job thanks to The Allyance.
🫱🏻🫲🏿 If you want to contribute to our blog, feel free to reach out! Our most read articles are pieces from Yannick (tech interviewing techniques), Eustache (Green Tech) and Léa (already!).
You can contact us : contact@theallyance.one
🩷Hot jobs we are working on
🫵 Senior Software Architect (Javascript / Typescript, Node.js - Full remote)
🫵 Senior Frontend Engineer (React - Full remote)
🫵 Fullstack Engineer (React - Full remote)
🫵 Lead Design Engineer (LLM)
🫵 Machine Learning Engineer - Geographic Neural Networks (AI startup)
More details here…
This month, several familiar faces came back : past clients, past co-workers. I devoted myself to recruitment exclusively while working on brand new projects.
I have one question for you 👇
Caroline Chavier, The Allyance CEO
(the lady who missed her chance to grab Lady Gaga’s tickets 🪇)
