Originally from Bondy, in Seine-Saint-Denis, Saïd Hammouche created a recruitment firm in 2007, Mozaïk RH, to facilitate the connection of young graduates from working-class neighborhoods, often lacking a network to find work, with job offers from companies. Sixteen years after the launch of this pioneering project, diversity has become a key subject for many companies.
While the private sector is not subject to the obligation of secularism, many young graduates wearing the veil report discrimination in the job market. How do you explain it?
Discrimination is built on the level of stereotypes perceived against an individual or a group of individuals. This generates prejudice and triggers the discriminatory act. That’s the mechanics. However, today, in France, decision-makers and the media convey a negative image of Islam which reinforces prejudices and places these young women in negative stereotypes.
When we see women wearing the abaya or the veil, we have this level of prejudice that rises. The recruiter cannot be in an objective position and that necessarily impacts the decision. As long as we continue to consider that Islam is a radicalized religion, the gap will continue to widen for a large majority of Muslims who nevertheless want only one thing: to find a place consistent with their skills.
What are the consequences for these young women?
Either they accept positions where they are wanted: generally without relationships with clients or external partners. We think, for example, of telephone platforms or back-office functions. But this means that they can only apply for a very small part of the positions available on the job market. Or, another outcome, they will move towards community businesses. By closing the door of businesses to them, we are therefore fueling communitarianism.
Beyond religion, do you believe that socio-cultural diversity has progressed within French companies since you created Mozaïk RH in 2007?
Yes, we sense a lot more openness from recruiters. This is very true when it comes to social openness but more complicated for ethnocultural diversity. Unemployment rates among immigrant populations or descendants of immigrants are still very high. In companies, we observe greater diversity at a certain level – among juniors, interns or work-study students – but when it comes to management positions, it is a real missed opportunity. Two years ago, we conducted a study of around a hundred large companies listed on the stock exchange. Result: only 3.5% of executive committee members were people from visible minorities or with African, North African or Asian-sounding names. Among boards of directors, it was 4.2%.
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