Looking at the future…

Because more and more organizations ask us, "how do we ensure that we increase our relevance?" we are growing quite fast. And because the world does not stop at Appingedam, we are mainly looking for people with an international background. 

What's in a name?

The conversations with those candidates, often highly educated young people, are extraordinary. Yesterday we spoke to a brilliant lady from South America with a fantastic CV and an even better motivation. Her biggest problem: because her last name doesn't look very much like Jansen or Smit, she is hardly ever invited to application procedures. And that is not the fault of our new colleague herself. For a study commissioned by Nationale Vacaturebank and Intermediair, Motivaction interviewed more than 2000 Dutch employees, employers, and job seekers about their experiences with discrimination in the labor market. Over a fifth (22%) indicated that they had been discriminated against based on (surname). Sometimes applicants even feel compelled to use a different name when submitting their resumes or to ask for information. 

That this (unfortunately) works, is proven by Halima's story, who as soon as she responded as Tessa to a vacancy was approached completely differently than by her own name. It is just the tip of a decent iceberg: there is a lot of discrimination during application procedures (and in the workplace). More than half of the employees have been discriminated against during the application process. 76% of employees with a Turkish, Moroccan, Surinamese, or Antillean background state that they have been discriminated against when applying for a job. And there are more factors: background, gender, (physical) limitations, and it can all be reasons not to invite or hire someone. And that has to change.

What do we do?

Back to our candidate. Getting through the balloting with her name was one thing; finding a job in which she can contribute to tomorrow's world was another. Because money and status are nice, but for many millennials and centennials, no longer enough. There is a need for meaningful work. Not a bullshit job, but work that deals with the future. With which you initiate change. It is then not only up to the employee to stay motivated but also to see the higher goal and take steps towards it. You, as a manager of an organization, play a crucial role in that process. So regularly let your colleagues and employees know what they are doing it for and why their step contributes to your mission. It is easier to steer across the sea with motivated people than when everyone is paddling for themselves.

A different perspective

We see enormous motivation among the next generation to sink their teeth into a better future. This is so widespread that we both have high hopes that we will turn the world the other way and be buried under fabulous applicants. So if you think "my organization needs a different perspective," send an email (info@ftrprf.com), and we'll get to work. We certainly have the people who can help you find that answer. Shall we?

If you still need some conviction or background, take a look around our website. There you will find what we do and why we do it, and a whole collection of articles on all kinds of subjects that have a common theme: You can do things differently.

On January 30, our pagelong in FD will be dedicated to this subject. You can find it below.

Sources

Frtprf 

Ruim helft Nederlanders gediscrimineerd tijdens sollicitatie | Werk

Tessa kon wel reageren op een baan, maar Halima niet

Van bullshitbaan naar een betekenisvol bestaan

Yeliz (33) had alles mee op werkgebied, behalve haar ‘buitenlandse’ naam

Merendeel van werknemers ervaart discriminatie bij solliciteren 

‘Waarom werk je hier nog?’ Belang van betekenisvol werk

 

 

 

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