Legal risk is therefore not to be overlooked

It is called Kamal Rerzki. Of kabyle origin, born in Algeria, he is engineer centralien training and working in a large group of the MGB. But in the Office, everyone is Patrick, at his request. Just a change of name but that is for many, according to Kamal himself, in the success of its integration. A sign that says a lot about the discrimination which foreign persons from immigration.

Long considered to be negligible, this phenomenon is now proven, in particular in access to employment. "It takes time to get out of denial, but today, it must be recognized that ethnic discrimination exists in businesses, both in hiring and in career paths," recognizes Arnaud Gauci, responsible of the pole of fight against racial and ethnic discrimination in Adecco. The word is still taboo, and the IMS (Institute of patronage and solidarity founded by Claude Bébéar), very active on the issue, prefer to talk about "diversity", for "not pointing business."

Risk of sanctions

Sales to take the measure of the situation: the Halde (high authority against discrimination and for equality), which today publishes its first annual report, has identified 2,000 complaints since its inception in December 2004, 40 relate to the origin. Awareness of this reality was also facilitated by testing operations, performed first by SOS Racism and the dump itself today. The process is simple: send CV to employers whose it does that an element, for example the name and address. Effective, the method also has legal value since the enactment of the equal opportunities Act. The dump has the means to prove discriminatory behaviour, and financially punish. Legal risk is therefore not to be overlooked. According to Alain Gavand, founder of the eponymous recruitment firm and author of a forthcoming book on the theme of diversity, "there was more than France trial for discrimination for five years on the last 30 years." Companies who have made the cost remembers, including Garnier, subsidiary of l ' Oréal, accused of having fixed discriminant very explicit criteria for the recruitment of temporary workers to the claimant during the year 2000 Adecco. Ironically, Adecco is part of the first 40 companies to have signed the Charter of diversity and its action of anti-discrimination policy date precisely the years 2000-2001. It must be said that the offices of recruitment, and acting in particular, are particularly exposed to the risk of discrimination, as at the request of a client, it is not always easy to deny. "When we work for years to get a contract with a prospect, if the first application is limit, is not easy to resist the pressure", says an Agency Director. And the reasons given by clients of all levels. Small: "" Two Africans are not the pace", not me, I am not racist, but a person of foreign origin will not integrate into the team," ou still logic Adecco took things in hand in a robust manner. "Now the message is clear: hiring discrimination is a criminal offence and the penalty for those who lend, is clear: dismissal for serious misconduct", said Arnaud Gauci. Naturally, the speech is admissible only with a support of the framework. Great reinforcement of communication and training on racial prejudice and arguments to present to clients one asks openly or partly racist, Adecco hopes to avoid that the worst happen. So far, the group refuses any naïve optimism: "to avoid any form of discrimination is virtually impossible." We cannot be behind each of our 1,100 recruiters France agencies. "A case can still eludes us, but is implemented to prevent this to happen," says Arnaud Gauci. And if the link between diversity and performance is not always easy to establish, although this is the first argument advanced by companies which are invested on the subject, "on the other hand, if it closes your institution for discrimination, where it is safe, this is not efficient since you lose money," stressed Jean-François Conan, Director of the sustainable development of Adeccoa round table organized on the subject on March 23.

"Mutual understanding".

Until recently, very few companies were interested in the problem of discrimination and access to employment of visible minorities. But since 2005, the initiatives are multiplying. The report of the Montaigne Institute on equality of opportunity, published in January 2004, is for many. And the signature (40 companies initially, now 350 including two-thirds of SMEs) of the Charter of diversity. Recently, a portal for recruitment designed by Monster, called "Diversity employment" saw the day. Diversity would almost become a fashion, a required passage. However, the riots that rocked the suburbs last November showed that in addition to the announcement effect, the need for action is urgent. Act on the practices of companies, but also on the accompaniment of the candidates. Because the difficulties of access to employment faced by the minorities resulting from immigration cannot be explained by the only behaviour of firms. With an unemployment rate of 38, two times higher than the average national youth 16-24 years old from urban areas sensitive (with a large share of immigration) accumulate several disabilities: training not always well adapted to the requests of companies, a lack of awareness of the social codes of the world

It is called Kamal Rerzki. Of kabyle origin, born in Algeria, he is engineer centralien training and working in a large group of the MGB. But in the Office, everyone is Patrick, at his request. Just a change of name but that is for many, according to Kamal himself, in the success of its integration. A sign that says a lot about the discrimination which foreign persons from immigration.

Long considered to be negligible, this phenomenon is now proven, in particular in access to employment. "It takes time to get out of denial, but today, it must be recognized that ethnic discrimination exists in businesses, both in hiring and in career paths," recognizes Arnaud Gauci, responsible of the pole of fight against racial and ethnic discrimination in Adecco. The word is still taboo, and the IMS (Institute of patronage and solidarity founded by Claude Bébéar), very active on the issue, prefer to talk about "diversity", for "not pointing business."

Risk of sanctions

Sales to take the measure of the situation: the Halde (high authority against discrimination and for equality), which today publishes its first annual report, has identified 2,000 complaints since its inception in December 2004, 40 relate to the origin. Awareness of this reality was also facilitated by testing operations, performed first by SOS Racism and the dump itself today. The process is simple: send CV to employers whose it does that an element, for example the name and address. Effective, the method also has legal value since the enactment of the equal opportunities Act. The dump has the means to prove discriminatory behaviour, and financially punish. Legal risk is therefore not to be overlooked. According to Alain Gavand, founder of the eponymous recruitment firm and author of a forthcoming book on the theme of diversity, "there was more than France trial for discrimination for five years on the last 30 years." Companies who have made the cost remembers, including Garnier, subsidiary of l ' Oréal, accused of having fixed discriminant very explicit criteria for the recruitment of temporary workers to the claimant during the year 2000 Adecco. Ironically, Adecco is part of the first 40 companies to have signed the Charter of diversity and its action of anti-discrimination policy date precisely the years 2000-2001. It must be said that the offices of recruitment, and acting in particular, are particularly exposed to the risk of discrimination, as at the request of a client, it is not always easy to deny. "When we work for years to get a contract with a prospect, if the first application is limit, is not easy to resist the pressure", says an Agency Director. And the reasons given by clients of all levels. Small: "" Two Africans are not the pace", not me, I am not racist, but a person of foreign origin will not integrate into the team," ou still logic Adecco took things in hand in a robust manner. "Now the message is clear: hiring discrimination is a criminal offence and the penalty for those who lend, is clear: dismissal for serious misconduct", said Arnaud Gauci. Naturally, the speech is admissible only with a support of the framework. Great reinforcement of communication and training on racial prejudice and arguments to present to clients one asks openly or partly racist, Adecco hopes to avoid that the worst happen. So far, the group refuses any naïve optimism: "to avoid any form of discrimination is virtually impossible." We cannot be behind each of our 1,100 recruiters France agencies. "A case can still eludes us, but is implemented to prevent this to happen," says Arnaud Gauci. And if the link between diversity and performance is not always easy to establish, although this is the first argument advanced by companies which are invested on the subject, "on the other hand, if it closes your institution for discrimination, where it is safe, this is not efficient since you lose money," stressed Jean-François Conan, Director of the sustainable development of Adeccoa round table organized on the subject on March 23.

"Mutual understanding".

Until recently, very few companies were interested in the problem of discrimination and access to employment of visible minorities. But since 2005, the initiatives are multiplying. The report of the Montaigne Institute on equality of opportunity, published in January 2004, is for many. And the signature (40 companies initially, now 350 including two-thirds of SMEs) of the Charter of diversity. Recently, a portal for recruitment designed by Monster, called "Diversity employment" saw the day. Diversity would almost become a fashion, a required passage. However, the riots that rocked the suburbs last November showed that in addition to the announcement effect, the need for action is urgent. Act on the practices of companies, but also on the accompaniment of the candidates. Because the difficulties of access to employment faced by the minorities resulting from immigration cannot be explained by the only behaviour of firms. With an unemployment rate of 38, two times higher than the average national youth 16-24 years old from urban areas sensitive (with a large share of immigration) accumulate several disabilities: training not always well adapted to the requests of companies, a lack of awareness of the social codes of the world