“...many companies are overlooking the importance of having a variety of voices to be able to reach new audiences in an inclusive and authentic way.”
We’re also launching a call for projects this July. We’re offering €20,000–€100,000 to multiple grassroots initiatives across the country that can effectively help make the French tech ecosystem more inclusive. We will be committing a total of €1m for 2020. I’m definitely looking forward to that.Kave Bulambo is a talent acquisition expert who has worked in the Berlin tech industry for the last six years.
Speaking from experience in talent acquisition, the first barrier is targeting. This is when we determine who is our ideal candidate and how we will attract them. The criteria we attach to this persona are not inclusive or better; they focus on what we are accustomed to as the collective majority. Third, it is how we assess candidates who have made it through the process. The ways in which our technical assessments are structured and implemented, they do not allow for a broader spectrum analysis of candidates and this is most often when diverse candidates fall out of the process.
Once racially diverse employees are hired by tech companies or startups, what can be done to ensure they are retained and promoted?
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