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Take your identity to work: Best practices on managing diversity from leading companies
Venue: Chaussée d'Etterbeek 180, Bruxelles, Bruxelles, 1040
What can we learn from the top private sector stakeholders in recruiting and managing a diverse workforce?
Behavioral tests show that the origin of the candidate causes a difference in treatment and influence the probability of being invited to a job interview. In Belgium, job applicants with foreign sounding names have 30% less chances of being invited to a job interview compared to applicants with a similar profile but Belgian sounding names.
Other characteristics such as nationality, origin and skin colour affect the chances of the candidates’ selection. 20% of Belgians prefer not to have a person of foreign origin as a colleague, let alone as a chef. One person of foreign origin out of three believes that his/her Belgian colleagues have difficulties accepting.
Today, we ask what can we learn from the top private sector stakeholders in recruiting and managing a diverse workforce?
You can share your input via FACEBOOK, INSTAGRAM and TWITTER using the following hashtags #BHMEU #BlackHistoryMonthEU, #TowardRepresentation.
Check out our official website to stay up to date with the next activities across Europe : https://www.blackhistorymontheu.com
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