This week, a friend of mine told me of North African origin of his career in recruitment a large group de conseil en IT.
Cet ami, directeur dans un cabinet de conseil américain, a été approché par un chasseur de tête pour un poste de management au sein du grand groupe de conseil en IT français. Après un entretien de qualification avec l’associé du cabinet de recrutement, mon ami a passé avec succès 3 entretiens avec les managers du grand groupe de conseil en IT français mais au quatrième entretien, il est tombé sur un manager hostile dès la prise de contact.
Après cet entretien, mon ami est persuadé que ce manager est raciste et qu’il n’aura pas le poste à cause de ce monsieur.
Ce grand groupe de conseil en IT français diversity practice and I know many foreign consultants who work for this company.
I do not know what percentage of racists in this case and therefore it is the probability for a candidate to come across such a case. But it happens.
In another U.S. consulting firm, a partner gave this advice to his manager, speaking of black applicants' attention, these people are thieves, they can fool you for the interview, May whatever their training or skills, they are not made for the board. If you find a good, sending it instead to the IT .... "
Everyone knows similar examples. And whatever the corporate HR policy, applicants of foreign origin are never safe from like fools.
Moreover, the foreign partners in large consulting firms can be counted on the fingers of one hand.
Yet we all know managers, senior managers and directors of foreign origin as a victim, such as women, the glass ceiling.
Thus, a survey on discrimination in its victims applicants for a position in a company in France, led by sociologist Jean-François Amadieu, président de l'observatoire des discriminations confirme cette état de fait : si vous êtes à la cherche d’un emploi, vous n’avez ni intérêt à être quadra ni d’être d’origine maghrébine.
Depuis l'automne 2005, 6461 CV fictifs ont été envoyés en réponse à 1340 offres localisées sur tout le territoire français. Pour chaque type de poste, les curriculums étaient équivalents, à l'exception d'une variable : l'origine, l'âge, le sexe, la présence d'un handicap, l'apparence disgracieuse.
Premier pénalisé : le candidat âgé
. At equal capacities, a person of 48 or 50 years receive 3 times less notice than a man of 33 years. Discrimination even more marked among executives, with 7 times less positive responses.
Second penalized: the candidate with a name Maghreb. If the candidate gets 20 invitations reference following its nominations, the same CV patronymic North Africa receives 7.2. Again, segregation for the highest executives.
The barometer is also testing the profiles of a 32 year old woman with 3 children and a person to face ugly. Penalized less than the previous categories, The CVs are still 1.5 times less positive responses than the candidate standard.
Finally, the disabled are particularly affected when they apply for associate professionals (5 times fewer responses). But do not undergo almost no segregation for a senior job.
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"If you're looking for a job, you have no interest in being quadratic or be of North African origin" 
