✨ It's gonna be May - The Allyance Newsletter
The Allyance newsletter provides many useful references on recruitment, diversity and inclusion.
Dear you,
We hope you are enjoying a beautiful month of May, with flowers 🌷, sunshine ☀️ and good content to read around a cup of coffee. ☕️
As the news have been on fire lately, some good and some bad, it’s important that you take care of your mental health and be able to stop to appreciate the little things that bring you joy. It can be a ray of sunlight hitting a beautiful landscape just right, good food you get to enjoy in peace, a captivating book, a few lines of a poem, a funny movie, a stroll in a park to enjoy nature …
We also hope this newsletter will bring you some joy and if you get a song stuck in your head reading this edition, we decline all responsibilities 😈
What follows are some stimulating articles about Allyship, Managers in Engineering Team, Data about Diversity & Inclusion, Inclusive Language, and a guide for LGBTQIA+ parents and future parents (🇫🇷)
5️⃣ ways to nurture inclusive workplaces through allyship
Allyship is such an important and major concept, and not just when it comes to Diversity and Inclusion. At The Allyance, we firmly believe everyone can and should be an ally. 🌈
This short article, written by Lydhia Igweh, highlights 5 ways people can nurture an inclusive workplace through allyship. She gives practical and actionable tips, and insists on the importance of being authentic, and not performative.
Quote 👇
“Allyship is about building and nurturing supportive relationships with individuals or groups who have historically been underrepresented, marginalised, or subjected to discrimination, with the ultimate aim of advancing inclusion. This involves consistently and actively demonstrating supportive behaviour that is not merely performative. It is important to note that the purpose of allyship is not to “fix” others, but rather to uplift them and provide platforms for them to be heard.”
👉 Your engineering team might need managers after all
At the beginning of The Allyance, Caroline worked with Pigment to help them recruit engineers and she met Cécile Ritte, their Lead Engineering Manager.
Cécile wrote a fantastic article about the role of managers in engineering teams, why and how they are useful, as well as the traps to avoid when scaling up and structuring your team. She covers everything, from coaching and mentoring to technical choices, it’s a very interesting read 🙌
Quote 👇
“The corollary to this point is equally important in my eyes: no one should become a manager if they are a disaster at handling people. This toxic mistake has often been made in tech companies when trying to “reward” their most technically proficient members. So, if I could write this sentence even bigger and bolder, I would: there is no need to appoint people managers who are not truly committed to developing their team members.”
📝 The findings in McKinsey’s 2023 DEI Initiatives Report
Some good news, regarding DEI 🙌
The Diversity, Equity and Inclusion Lighthouses 2023 Report is shining a light on 5 success factors in DEI that had a great impact on improving Diversity and Inclusion for minorities and underrepresented groups.
The full report is full of interesting and useful data, and shows that when everyone works together on the topic of DEI, results happen!
Quote 👇
“The Diversity, Equity and Inclusion Lighthouses 2023 Report identified five success factors common across the DEI initiatives that yielded the most significant, scalable, quantifiable, and sustained impact for underrepresented groups. The success factors are: a nuanced understanding of the root causes; a meaningful definition of success; accountable and invested business leaders; a solution designed for its specific context; and rigorous tracking and course correction.”
⚙️ Inclusive language, a quick and practical guide
When talking about minorities, underrepresented groups or non-conforming people, we need to collectively be aware and careful of the words we use.
Tiago Ferreira wrote a very simple yet efficient guide about the dos and don’ts on this topic. He also gives some tips as to how to react and what to do when you hear offensive language, as it is part of allyship to not tolerate such behaviours.
Quote 👇
“One of the quickest ways to exclude people is with the words that we use.
Often, we don’t think about how the words we use can affect other people, especially if you don’t belong to a minority group. What we say directly influences people. We wanna make sure that our message is delivered in a way that doesn’t shame them or make them feel bad about themselves.”
🇫🇷 Guide à l’usage des parents et futurs parents LGBTQIA+
La Délégation Interministérielle à la Lutte Contre le Racisme, l'Antisémitisme et la Haine anti-LGBT (DILCRAH) a sorti récemment un guide à l’usage des parents et futurs parents LGBTQIA+ afin que ces personnes puissent connaître leurs droits, les faire respecter et de les faire valoir.
Le cadre légal pour les parents et futurs parents LGBTQIA+ peut sembler très obscur et faire peur. Ce guide se veut exhaustif et complet, et liste les différentes institutions partenaires vers lesquelles les personnes concernées peuvent se tourner.
Quote 👇
“Il informe sur les droits liés à la parentalité. Selon la situation de chacune et chacun, il précise notamment les démarches, les délais et les effets à connaître pour exercer pleinement ces droits.
Il apporte également des informations sur l'autorité parentale et les droits aux congés et rappelle comment agir si l’on est victime de discrimination.”
Backstage secrets
Morgane successfully finished coaching a Senior Software Engineer and a Senior Data Manager this month 💪
Sandra will start as a Fullstack Engineer at the Learning Planet Institute at the end of the month 🥳
Morgane is now coaching a C.E.O to help her negotiate a better salary 💶
Morgane delivered a training on Unconscious Biases & Inclusive Management 🙌
Caroline will be back from Maternity Leave next 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 this edition of The Allyance’s Newsletter!
We hope it brought you interesting content you’ll share with your friends and coworkers. May it spark important conversations that will lead to change, one step at a time.
Remember, everyone can and should be an ally 🌈
See you in June!
Morgane Dalbergue - Sourcing & Recruitment Expert
morgane@theallyance.one