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✅ This 13th edition of The Allyance’s newsletter is dedicated to recruitment, diversity and inclusion. You are going to read about neurodiversity, hiring remote engineers, LGBTI inclusion and vocabulary choices!
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NEURODIVERSITY
🧠 I wish I had written these words: “Words and conversations matter. So not having a conversation, or leaving important components out of one, also matters, especially around topics like inclusion.”
Nathan Friedman, wrote a very important article for Fast Company, on the importance of not leaving neurological differences aside when addressing DEI issues. Indeed, a learning and thinking difference can refer to anything from ADHD, dyslexia, dyscalculia, and more and affects 1 individual out 5.
Quote : “Although 90% of companies claim to prioritize diversity, only 4% consider disability in those initiatives.”
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RECRUITMENT
💻 “A record 4 million people quit their jobs in April, according to the Bureau of Labor Statistics (US). And more resignations are likely coming: 95 percent of workers are currently considering changing jobs, with 92 percent willing to switch industries altogether, according to a recent report by Monster. Most respondents cited burnout and lack of growth opportunities.”
When I read these numbers and I was 😲 and 🤩 at the same time. Indeed, judging from my current phone screens with candidates in France, I spotted a trend. They all want to switch jobs for a company which is full-remote friendly. Nathalie Figuière, on behalf of Codingame, shared a wonderful piece about “Why and How to Hire Full-Time Remote Developers”.
Quote : “Even if you can find developers who prefer an office environment, there are at least 5 reasons to offer remote developer jobs. Availability, productivity, affordability, retention and collaboration.”
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LGBTQ+
🌈 Empowering people to better understand what underrepresented individuals are going through is one of my key goals. McKinsey just shared a-16-page report highlighting what lesbian, gay, bisexual, transgender, and queer (LGBTQ+) employees experience at work. The report, LGBTQ+ voices: Learning from lived experiences, focuses on what can be done by companies to be a more inclusive workplace. The data is precious and the precision of the document is ⭐️
😋 Bonus: I just discovered that The Allyance has a cousin > The Alliance, a global network of LGBTQ+ senior leaders!
Quote : “But while diversity and inclusion have climbed corporate agendas over the past decade, many LGBTQ+ employees continue to face discrimination, discomfort, and even danger in the workplace. When it comes to true inclusion, everyday interactions with peers and leaders matter as much as organizational policies or formal processes.”
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MANAGEMENT
🥊 I am in love with Justin Pot’s opinion post on Zapier’s blog! It feels nice to read someone saying something I’ve been thinking for a long time. The title of the article is self-explanatory : “A company is not a family”. While trying to define a company culture, the words used blur the lines. We make friends at work, we feel betrayed when someone decides to leave...etc. Jason is punching the company jargon and I 💚 it!
Quote : “Business owners should keep this in mind. You might love your company, and that makes sense: you built it yourself, and you're proud of it. There's a chance that you also have some affection for your employees. That's great, but it doesn't mean your company is a family. A company can't be a family.”
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THE FRENCH CORNER
🌈 Le mois dernier, la veille de la Marche des Fiertés parisienne, nous avons organisé un webinaire gratuit en présence d’Ingrid Therwath. Grâce à Léa, retrouvez les points forts des arguments partagés ainsi que des ressources. Nous tenons à remercier Ingrid pour son temps, son travail et sa bonne humeur!
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🤫 BACKSTAGE SECRET
🔥 We hired an inspiring Chief Product Officer for a kick-ass company
🚄 I went to Nantes to visit Akeneo and lead a Diversity audit
👁🗨 Morgane is spending 2 days a week helping Alan diversify its engineering candidate pipeline
💬 I gave a training on unconscious biases at BlaBlaCar. Thank you Emilie for your public support!
📜 Morgane wrote a piece on her job at The Allyance and how Diversity matters to her (many pop references are included!)
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WHAT'S UP?
🔥 Our next newsletter will be sent in September. We are going to keep sourcing, hiring, coaching and training during the summer for all our clients.
We will come back with a brand new website with lots of new features. Stay tuned and enjoy the summer with your loved ones ☀️
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What comes next... Will be marvelous!
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Caroline Chavier, The Allyance CEO
caroline@theallyance.one
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💌 PREVIOUS NEWSLETTERS
If you need more content, discover The Allyance's first editions.
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