Séminaire Monitoring socio-économique
Grégory Luaba Déome
Making racism visible & challenging the status quo. ?? Supporting professionals navigate 'White' domination, toxic workplaces + connecting via community & matching with organisations that say to value equity & inclusion.
Monday June 18, the seminary "socioeconomic Monitoring" took place.
"Socioeconomic Monitoring" ?
"Présentation de la 3e édition du #monitoring socio-économique par le @SPFEmploi et @Unia"
"Journée d’étude monitoring socio-économique: marché du travail et origine. Considérations par @tom_bevers"
"Présentation du monitoring socio-économique: "La situation des personnes d'origine étrangère sur notre marché du travail est moins bonne que dans tout autre pays de l'UE" @SPFEmploi et @unia"
Is discrimination a thing of the past in corporate Brussels and Belgium?
"Bravo à UNIA et SPF emploi qui ont réussi à intégrer la variable niveau d’étude dans leur monitoringsocioéconomique. Résultat ? Preuve est faite des discriminations à l’embauche même à niveau d’étude équivalent. Plus qu’à nous engager radicalement à trouver les solutions..."
Meritocracy?
A reminder, the report was released in December 2017:
"@Unia et le @spfemploi publient aujourd'hui leur Monitoring socio-économique 2017 https://bit.ly/2nYTvCQ Le constat est sans appel: l’origine reste un facteur déterminant pour expliquer les inégalités sur le marché du travail #Monitoring2017 #emploietorigine
My previous blog post "The third Socioeconomic Monitoring (Employment & Origin, 2017)" mentions for example that "in Belgium, according to the third Socioeconomic Monitoring published in December 2017, (your) origin still largely determines (your) success in the labour market.
For the first time, the variable “level of education” was included. Although the very difficult integration of the low-skilled into the labour market remains the biggest problem in Belgium, the report shows that a high level of education does not remove all inequities between employees of Belgian and foreign origin."
This my first participation and it was an interesting event.
I invite more business leaders and Talent Acquisition pros to be in the room for the next one in two or three years.
Also, I am looking forward to Unia and the SPF to keep raising awareness around this tool and helping moving the conversation forward in the business community.
As a workplace, how are you contributing to these results and habits and trends?
Do you consider these results as 'external' or inherent to your business and talent strategy?
More from me on Talent Development and Ethnostratification:
Global C-suite study "Incumbents Strike Back"
The four hiring trends for 2018 by Linkedin
Bright Future 2018
Delivering through diversity
The 6 main obstacles to the hiring of talents of non-EU origins in the Brussels job market
The third Socioeconomic Monitoring (Employment & Origin, 2017)
No problem? Speak up. Tackle racial discrimination
The 4th meeting of the European Migration Forum
Doing pretty well on inclusion & diversity
Corporate Belgium - Europe: Ethnicity = The chicken or the egg?
Corporate Belgium - Europe: Ethnicity = Law of Inverse Relevance?
Belgium / EU: Ethnicity + inclusion = business case?
Corporate Belgium: Employer branding
European Diversity Conference, Paris, Jan 2015
Workplace Diversity - Eurostat report: “Non-EU citizens twice as likely to be unemployed”
Best,
G.
"Angela G. Blackwell: Business hasn't made racial equity a top priority"
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Born in Congo, I am committed to developing more inclusive workplaces. My passion is to open the job market to talents with no opportunity.
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 can you do to try to make your workforce more diverse and inclusive?
Making racism visible & challenging the status quo. ?? Supporting professionals navigate 'White' domination, toxic workplaces + connecting via community & matching with organisations that say to value equity & inclusion.
6 年Would you be interested in a session to get more insight on these results? 1-to-1 or in group? Feedback, comments and suggestions are welcome. Cheers, G.