Stakeholders & Origins

Conversation with Carole Da Silva, Founder and Director of the AFIP, (Association pour Favoriser l’Insertion professionnelle)

What are the main challenges of  social and ethnic origins in France?

The ethnic and social origin of a candidate is still the first criteria of discrimination in the labor market despite the many actions implemented by companies. The first challenge in France is the introduction of indicators to measure the diversity of ethnic origins in the workplace. The second challenge is to ensure the presence of employees from different ethnic and social backgrounds at all levels of responsibility within the company.

 

 

How do you work with L’Oréal?

With L’Oreal’s support, AFIP (Association pour Favoriser l’Intégration Professionnelle) is creating the first multicultural foundation for youth employment called The International Collaborative Foundation “Empowering Origins for success”.

Based in Chicago, the objective of this foundation is to develop a laboratory of ideas, , from both the public and private sectors, and exchange on anti-discrimination and innovative practices on social and ethnic origins between France and the United States in step one and then with other countries in step two.

 

What developments would you suggest to L’Oréal as they continue to manage diversity of origins?

In order to continue to progress, L’Oréal should aim for a higher representation of employees from diverse social and ethnic backgrounds at all levels of responsibility in the company.

 

Web: http://afip-asso.org/

A conversation with Joël LeDeroff, Policy Officer at ENAR

What are the main challenges of social and ethnic origins at the EU level ?

 

At EU level, discrimination based on race ethnicity and religion is forbidden by Directives 2000/43/EC and 2000/78/EC. However, evidence suggests that legislation alone does not solve the problem. On the one hand, rights-holders still miss a real access to justice. On the other hand, all employment stakeholders, including employers, need to improve their processes, also understanding the benefit of diverse working forces.

 

Migrants and minorities face discrimination when they’re applying for jobs. But even once they are working, they continue to face unequal treatment. Lower wages, lack of career prospects, precarious and difficult working conditions, sticky floor and glass ceiling, harassment, and abusive dismissal, are just some of the manifestations.

 

The financial and economic crisis has worsened existing discrimination against minorities and migrants and has increased the employment gap between ethnic minorities and the majority population.

 

 

 

How do you work with L’Oréal the group ?

 

L’Oréal has participated in a number of events organized by ENAR For the last three years, L’Oréal has hosted and supported one of our key annual events.

ENAR’s 3rd conference on ethnicity, Culture (and Social Class), took place in October at L’Oréal’s headquarters. The theme was ‘Beyond the business case for diversity: Using ethnic diversity as a case in point’.

 

 

What developments would you suggest to L’Oréal as they continue to manage diversity of origins ?

 

It is necessary to involve more HR managers, and high-level executives in our actions to make diversity stronger within organizations.

 

L’Oréal’s support could be precious to reach ENAR reach out to more professionals and to stakeholders such as employers’ organizations at national and European levels

 

Visit ENAR’s website @ www.enar-eu.org