The Secrets of Powerful DEI Strategies
The Allyance newsletter provides many useful references on recruitment, diversity and inclusion.
Morning everyone,
After a first positive interview, The Allyance team sends a survey to candidates in order to collect their feedback and get their consent to process their personal data. Looking at the data, I am thrilled to read that 45,7% of our candidates are women, 2,1% are non-binary and 52,2% are men, since the beginning of 2023. Considering we work exclusively on product and engineering positions, it’s breathtaking!
In parellel, in 2023, all The Allyance’s candidates who got hired were women. Dream come true and we are changing the representation of the tech industry!
✅ The Allyance newsletter provides many useful references on recruitment, diversity and inclusion. What follows are some stimulating articles about blind hiring, DEI strategy when budgets are tight, the motherhood penalty, racism and career switching in tech.
😬 Blind hiring can be counterproductive
Thanks to the amazing weekly Aleria newsletter, I updated my knowledge on the blind hiring process that I often mention in The Allyance’s training programs. This Harvard Business Review article questions blind interviews and shows that they don't automatically decrease bias. As a decision-making strategy, “blind hiring” involves blocking evaluators from receiving information that would lead to bias about a job candidate until after an evaluation of their application materials are complete.
Most famously, the tactic was used to boost the hiring of women in orchestras by having people audition from behind a screen that concealed their gender. But a body of research conducted since this 2000 orchestra study shows that, while the strategy is generally effective, there are situations in which it is counterproductive.
“Some studies have been less positive on the effects of blind hiring. For instance, employers in France were less likely to select applicants from minority social groups for interviews when applicants’ names were blinded versus when they were provided on materials.”
💸 DEI strategies and tight budgets can be friends
How to make sure our DEI (Diversity, Equity, Inclusion) strategy progresses when budgets are tight? Erin L.Thomas strikes again with an article which will help DEI Leaders, HR and managers. In the face of a strained macroeconomic environment, businesses have to make tough decisions about how to spend their limited resources. This is a good time to ensure that DEI responsibilities are embedded into your core business processes and practices.
Here is a template for setting annual DEI plans you should not miss and the solutions suggested:
Embed DEI into your annual-goal setting.
Complement your DEI team with external partners to meet your evolving needs.
Make DEI a core part of your corporate operating and communications agenda.
🍼 The (not so nice) Motherhood Penalty
Studies show that hiring managers are less likely to hire mothers than women who don't have kids and when they do hire a woman with children, employers are likely to offer her a lower salary than those without kids. Ivana Pino brilliantly introduces the motherhood penalty and what it means for women’s finances on the long-run.
“While the [motherhood penalty] is based on bias, and stereotypical views of mothers, it has real impact on wages, pay equity, hiring, considerations for promotions and advancement, and inclusion in the workplace”.
“Fathers don’t pay the same penalty. Moms were six times less likely than non-mothers and 3.35 times less likely than child-free men to be recommended for hire. And if they did land the role, moms were more likely to be passed up for a promotion.”
⚔️ A Polytechnique, les étudiants dénoncent les stéréotypes racistes
C’est le genre d’article que nous aimerions ne plus avoir à lire tant les stéréotypes racistes n’ont pas leur place dans nos écoles, organisations ou entreprises. Pourtant, Le Monde publie un article qui rappelle à quel point le racisme imprègne notre société.
Dans ce cas précis, l’école Polytechnique, composée à 20 % d’élèves internationaux, est accusée par plusieurs étudiants de perpétuer une culture néocoloniale et xénophobe qui participe à la séparation entre les Français issus du prestigieux concours et les autres. L’article évoque des sections sportives sans élèves français, des comportements problématiques de la part des militaires à l’égard des étudiantes étrangères et…
“Au moment de finaliser sa demande de naturalisation – depuis 2005, l’école apportait un soutien dans les démarches et une recommandation personnalisée, une aide qui a pris fin en 2022 à cause de la généralisation du dépôt des demandes de naturalisation par voie dématérialisée.”
👏 Les entreprises tech recrutent les profils reconvertis
Vous le savez, chez The Allyance, nous avons la conviction qu’une excellente façon de composer des équipes diverses passe par le recrutement de profils en reconversion. Start Les Echos partage le classement des entreprises de la Tech qui recrutent le plus de profils en reconversion et nous sommes fiers de retrouver plusieurs de nos clients! Bravo à Back Market, Scaleway, ManoMano, PayFit, Doctolib et leboncoin (qui arrive en tête!).
Les développeurs web reconvertis dominent le classement, en représentant 43 % des profils embauchés parmi les profils étudiés par Go Fenix. Deuxième profil le plus prisé : les product managers, qui composent 19 % des recrues. Sur la troisième marche du podium des reconvertis recrutés : les UX designer (9,8 %), au coude-à-coude avec les data analysts et data scientists.
🌈 We support
Inclusion, respect et visibilité vont de pair. Le travail de l’Association des journalistes LGBTI (AJL) en faveur de la visibilité mais aussi de l’emploi de mots justes va bien au-delà des médias et contribue à faire changer la société. The Allyance soutient la cérémonie des OUT d’or 2023. La cérémonie se tiendra le 18 juin et sera animée par Linh-Lan Dao et La Briochée, drag iconique de Drag Race France l'année dernière.
Vous pouvez voter pour la personnalité LGBTQI de l'année : https://2023.outdor.fr
Venez célébrer la visibilité LGBTQI+ dans les médias français et les 10 ans de l'AJL. The Allyance dispose de deux invitations. Si vous voulez y assister, écrivez-nous!
🔦 The Allyance in the spotlight
Le jeudi 22 juin 2023, je participe à une discussion sur des thématiques qui nous passionnent: la diversité, l'équité et l'inclusion. L’événement est animé par Léo Bernard et est entièrement gratuit! Pour y assister, c’est par ici 👇
Backstage secrets
Welcome Fonts Ninja, Inato and Loft Orbital as new clients 🙌
The Allyance is represented by BLAST, a duo of feminist lawyers ⚖️
Rebecca got hired as a Senior Data Analyst after she got coached by Morgane 🔥
Antoine Béliard explains how Morgane helped PayFit diversify their engineering pipeline 🎁
The Allyance delivers 2 trainings at Inato and Loft Orbital this week 🪩
I support Akeneo and PhotoRoom’s DEI projects ✅
Morgane is looking for Junior Front-End and Back Engineers 🕵🏻♀️
I am hiring a Senior Data Engineer and a Chief Product Officer 🕵🏻♀️
You can contact us : contact@theallyance.one
I am back from maternity leave! I am now the mother of an amazing daughter and the happiest woman 💖
Coming back to work, I knew it would mean that Monica Badulescu would leave The Allyance. She joined as an HR and Talent expert and knew she would go one after one year. She promised to stay until I was back from my maternity leave and she did.
I want to thank Monica for her trust, the beautiful hires she made and I hope someone smart will hire her very soon!