SOCIAL DIVERSITY
Discrimination related to social backgrounds mainly manifests through inequality in access to education and employment.
Socioeconomic inequalities affect educational and professional paths. For example, a talent’s level of education is often correlated with the socioeconomic level of their family environment. Moreover, prestigious or private schools facilitate access to an influential network, training internships, and hiring privileges. In contrast, the absence of a secondary diploma or short courses are depreciated academic paths that subsequently suffer from inequalities, sometimes irreversibly.
These elements should be taken into account by agencies to qualify the value chain associated with renowned schools, consider short courses, and value candidates differently.
Due to their economic situation, a person may be disadvantaged professionally and lack a network. However, today, 60% of people find a job through their network.
For those who have little network, recruitment starts with the traditional step of CV screening, during which recruiters’ choices can be influenced by certain cognitive biases (see the fundamentals).
Moreover, the CV only gives a vision of 20% of the profile’s performance.
In lived discrimination, the neighborhood of residence is the 2nd discriminatory factor. For example, 33% of residents of Seine-Saint-Denis feel they are victims of discrimination on this criterion.
Due to their economic situation, a person may be disadvantaged professionally and lack a network. However, today, 60% of people find a job through their network.
For those who have little network, recruitment starts with the traditional step of CV screening, during which recruiters’ choices can be influenced by certain cognitive biases (see the essentials).
Moreover, the CV only gives a vision of 20% of the profile’s performance.
In lived discrimination, the neighborhood of residence is the 2nd discriminatory factor. For example,33%of residents of Seine-Saint-Denis feel they are victims of discrimination on this criterion.
Sources : Pôle Emploi | MozaïkRH | INSEE
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lexicon
Social origin
A sociological concept that refers to the positioning of individuals in relation to social stratification at birth. It is an important social determinant in learning and future socio-professional choices.
Social mix
According to economist Harris Selod in 2005, “social mix refers to the coexistence in the same space of social groups with diverse characteristics”. Companies play a role in social mix depending on their recruitment policies.
Social diversity
The coexistence in the same space, that of the company, of individuals from diverse social origins. Various “equal opportunities” policies are implemented to achieve this diversity in the workplace.
Place of residence
Regarding a person, it covers two aspects: the reputation of the place/its media coverage (and by extension the supposed social origin of a person) and the distance to employment opportunities.
Short courses
Shorter training courses than a degree, usually leading to a diploma at a BAC+2 level. Examples include BTS, DUT, DEUST…
FRENCH LAWS
Lois anti-discrimination
Parmi les 25 critères de discrimination se trouvent les deux suivants, qui relèvent de la mixité sociale :
- En 2014, la loi du 21 février (n°2014-173) ajoute le lieu de résidence à la liste des critères de discrimination sanctionnés par la loi et peut amener une procédure pénale allant jusqu’à 3 ans d’emprisonnement et 45 000€ d’amende.
- En 2016, la vulnérabilité d’une personne due à sa situation économique vient compléter la liste. Ainsi, est désormais répréhensible le fait de discriminer “négativement” une personne sur ce critère. En revanche, des politiques d’inclusion et de discrimination “positive” restent autorisées, par la loi du n° 2016-832 du 24 juin 2016.
Le Défenseur des Droits peut être sollicité pour vérifier les faits et assure un contrôle sur le respect de ces lois. Aujourd’hui, il n’existe ni quota, ni législation contraignant les entreprises à lutter contre cette discrimination.
BEST PRACTICES
Revise your recruitment processes and methods
It is relevant to implement a precise and objective evaluation grid during interviews, as well as adding practical phases to the recruitment process. It is also important to focus job offers on skills rather than specific education or school attended.
Train young people in our professions
To promote and make communication professions accessible to as many people as possible, agencies can be present in MJC (Maison des jeunes et de la culture), student or high school forums, and offer internships to 3rd or 2nd year students lacking a network.
The INN program created by AACC and the association Les déterminés is a tailor-made training program that allows young people from priority neighborhoods in Paris and its suburbs to train in advertising agency creative roles.
Diversify educational backgrounds
Agencies are encouraged to expand their network of schools, especially by partnering with BTS (Brevet de Technicien Supérieur) in Communication and showing interest in short training programs.
FURTHER STEPS
Support inclusion
Beyond recruitment, mentoring and sponsorship as well as all initiatives that promote professional integration are avenues to be favored. Initiatives like Télémaque, Rev’Elles, Un début de réseau, NQT… can be mentioned.
agency best practices
Babel – Mentoring with Article 1
Young people from modest backgrounds who want to pursue higher education face limits such as self-censorship, lack of guidance, and advice.
To combat these issues, Babel has partnered with Article 1. The organization hosts “matches” so that motivated young students can be mentored by professionals who, due to their education or profession, can guide them towards professional integration.
Since 2021, around ten Babel volunteers have been mentoring young people through this program.
Ici Barbès – Hosting middle school students for immersion internships
As part of its dual objectives of combating discrimination and anchoring itself in its territory as part of its CSR policy, Ici Barbès has partnered with the Prevention Association of the Villette Site and the XIXth arrondissement town hall to develop a local initiative to immerse students in creative professions.
The agency hosts students from surrounding schools for their professional immersion internship. In a customized program, they discover our professions and work on a real client case for a week. This is a way to create memorable encounters for both the employer and future candidates!
Publicis – Publicis Track
Publicis Track is a program to promote diversity and equal opportunities by providing access to internships in Publicis agencies to communication students in BTS (technical degree) residing in priority neighborhoods. The 7-week paid internships supervised by volunteer tutors. Coaching workshops and masterclasses are offered by the Talent and agency teams. This initiative aims to give bursary students access to Publicis agencies, allowing them to boost their career trajectory through these internships.
Publicis Track connects agencies with BTS communication students from public schools. Talented, committed young people with plenty of indispensable ideas for our business meet with employees who offer them support in building confidence, getting involved in projects, and feeling valued… Many Publicis tutors even offer them an apprenticeship after completing a Bac +3 (Bachelor’s degree).
Two cohorts per year. 120 interns in 18 months. 15 apprenticeship contracts.
BETC – VizuVizu
VizuVizu aims to promote the emergence and entry into the professional world of young talents aged 18 to 30 living or studying in Seine-Saint-Denis who wish to work in the field of image and communication.
In 2023, the competition will take the form of a commission around the theme “my family, my tribe, my crew…“. In this time of societal transition that we are experiencing, communication is also transforming and seeking to present a less stereotyped and more representative vision of people and society.
Numerous prizes are up for grabs:
• An exhibition at the Magasins Généraux and the Rouchon Studio
• 3 commissions of €2,000 each for work in Seine-Saint-Denis
• Mentorship by image professionals
• Access to a studio at Rouchon Paris
• Equipment and vouchers to be won
4 half-days of masterclasses with professionals.
TOOLS AND RESOURCES
- Télémaque organizes mentorship for young people in middle schools, high schools, and vocational schools/ male and female students.
- Rêv’elles supports young women from disadvantaged neighborhoods.
- Un début de réseau A networking program connects young people without connections to professionals who can help them.
- NQT provides mentorship to young graduates to help them find employment.
- 100.000 entrepreneurs entrepreneurs promotes the culture and desire for entrepreneurship among young people aged 13 to 25 through testimonies from volunteer entrepreneurs, to promote equal opportunities.
- Les déterminés offers a free support program called “entrepreneurship for all” that provides all the keys to starting a business: training, support, networking, and mentorship.
- Mozaïc RH supports companies in transforming their HR practices towards 100% inclusive recruitment.
- Article 1 is a free mentoring platform for young people to be supported by professionals in succeeding in their studies and entering the job market.
- Diversidées supports private and public employers in defining and implementing inclusive policies in all areas.