- For the company, the policy of racial quotas in universities and federal educational institutes, implemented in Brazil in 2012, was a silent revolution that generated important advances;
- According to Cia de Talentos, solving the structural problem of the lack of Black professionals in the formal labor market requires the involvement of the whole society: companies, universities and the public sector.
The number of young Black men and women hired increased 118% last year compared to 2019 in internship programs, trainees and middle management. This is what Cia de Talentos Group says, a leading company in Latin America in the processes of attracting, selecting and developing young people.
According to the company, among customers such as Basf, Bayer, Bunge, Itaú, Nestlé, Pepsico, PWC, Suzano, Telefônica Vivo, Unilever, and Yara, the hiring percentages of Black talents exceeded 40% of the total number. At this rate, until 2025, leadership positions of these organizations will be more diverse, says Cia de Talentos.
“We have to celebrate, but with the awareness that we are still far from these practices being consolidated throughout the labor market. There is still a long way to go to really be an inclusive country and redeem ourselves from a shameful reality,” says Sofia Esteves, Founder of Grupo Cia de Talentos and one of the main voices in LinkedIn when it comes to career.
The lack of access to quality education is an obstacle for young Black professionals to enter the formal job market, especially the lack of opportunity to complete higher education. In Brazil, the best opportunities and working conditions are for professionals with a complete university degree, says the study.
For the company, the policy of racial quotas in universities and federal educational institutes, implemented in Brazil in 2012, was a silent revolution that generated important advances, which should be continued and expanded, says Cia de Talentos. “Alongside with efforts to expand access to quality education (throughout the educational cycle), it is necessary to fight for that so that young Black men and women not only enter the formal labor market but also grow professionally.”
According to Cia de Talentos, solving the structural problem of the lack of Black people in the labor market requires the involvement of the whole of society: companies, universities and the public sector.
“A practical example of what it means to be united in favor of a cause is the affirmative action Pact for the Social Inclusion of Black Youth in the Labor Market, idealized by the São Paulo Public Ministry of Labor, in which Grupo Cia de Talentos takes part. Behind this objective, there is something even more relevant for society, which is to have racial equity in the job market and to encourage a greater presence of Black people in leadership positions,” says the Group.
For the company, just as the increase in the number of Black people in universities made the focus of Cia de Talentos look at their entry into the formal job market, the growth in hiring in 2020 makes the organization think about the next step.
“So far the struggle has been to provide access to Black people, so that they have the chance to participate in the selection process and show their potential. Now we have to intensify the actions that guarantee the permanence and rise of this public within the organization,” says the company, in a press release.
“The moment we live in racial ethnic diversity in Brazil today, is unique. Organizations are in the access and inclusion phase. For the following years, we must be concerned with the permanence of these young people, having directed processes is not a trend, it is a historical repair. It is essential to welcome the leadership so that in the medium term we have a satisfactory rise and a more pluralistic high leadership,” says Rodrigo Fernandes, Diversity and Responsibility Consultant by Badu Consultoria.
A study carried out by Grupo Cia de Talentos with 123,579 Brazilian students and professionals reveals that 46% of university students and recent graduates, 54% of middle management professionals and 47% of senior management mentioned that the firm in which they work does not have an inclusive environment.
“The permanence of young Black professionals in an organization is only possible if they enter an inclusive space. Leaders must reflect on how prepared the company and its teams are to include this professional. What unconscious biases are still present in employees? On the other hand, it is necessary to strengthen the emotional structure of these young people. It is necessary to stimulate, support, welcome and provide groups of conversations about valuing their life stories, protagonism and ability to
transformation, ”comments Danilca Galdini, Head of Research and Insights at Grupo Cia de Talentos.