At the end of a workshop on discrimination and inclusion, a conversation with a recently hired Managing Director in Brussels, reflecting on the make-up of their team, clients-base, change management and channel, the following came out:
« Our team is all White. Our customers are all Whites. We value pluralism but seem to struggle to attract non-white candidates to apply to our vacancies. And we struggle to attract non-white customers to our stores. We know they are interested in similar products / services. »
« We struggle to attract them to our stores«
Does the following sound familiar?
- « We don’t receive CVs from the so-called ethnic minorities? »
- « We don’t know where to find them? »
And how is this hurting your business?
Available for brainstorming.
#EmployerBrand – #TalentManagement – #DiversityRecruitment – #Sales
Grégory Luaba Déome
Contributing to more inclusive workplaces
More from me on Ethnostratification and Talent Advancement:
Born in Congo, I am committed to developing more inclusive workplaces. My passion is to enable others to achieve their potential and to advance equity in corporate Brussels.
About eight years ago, a friend told me something like « in my company, they consider me as a high potential. I participated to the annual event of our industry, 500 people – la crème de la crème – and I was the only non-white in the room. A journalist even came to me and discreetly asked « what about upward mobility »? The problem is that in our industry, the majority of the workers at the bottom of the pyramid are non-whites. The higher you go in the hierarchy, the whiter it becomes. »
How to increase racial diversity at the top of corporate Brussels?
What is the diverse makeup or diversity demographics of your team overall? And of your management and board teams?