The field is not totally virgin, despite the échec of the 2006 law, which remained a dead letter for lack of application décrets (read opposite). Several major groups have already started experimenting. But SMEs are few and far between. Norsys, an IT services company based in Lille, employs 210 people and recruits anonymously, but remains the exception that proves the rule. According to the company, the number of women has doubledéin three years, the number of employees over 50 has risenéfrom one to six, and the number of French employees of étrangère origin has étémultipliedéby more than three. The government's challenge is therefore to éwiden the experiment and encourage more medium-sized companies - with more than 50 employeesé- à to take the plunge à too. It's a gamble that's far from being woné because, even if users of the systemèdraw up a rather positive balance sheet, it's far from being unanimously acceptedé
.Anonymous CVs to be tested on a large scale
Commissioner à la diversité et à l'égalité des chances, Yazid Sabeg, relaunches à starting today the anonymous CV scheme. Around a hundred companies are expected to sign up for a six-month trial period.
It took almost a year for Nicolas Sarkozy's desire to see anonymous CVs developed in France to begin to materialize. A nationwide experiment is being launched today by Yazid Sabeg, Commissioner for à diversity é and à equality éof opportunity. The project is due to run until spring 2010, with around 100 companies expected to êbe involved. Among them, the traditional major groups such as AXA, Accor, BNP Paribas and a small number of recruitment agencies. A coincidence of timing, this long-awaited experiment comes at a time when the debate on national identity is being relaunched, and the World Economic Forum has just pointed the finger at a worsening gender gap in France.
Accor.Proccédure chère et compliquée
At the heart of the association « A compétence égale », which nevertheless fights against discrimination à in hiring, halfé of the forty recruitment firms that are members of the association était favorable à the généralisation of the anonymous CV. But the others considered the procedure too expensive, too complicated ée à to implement, or even unsuitable, arguing that the solution to discrimination à in hiring could not be found in ésumer à a single, simple tool. This is what led Managing, a member of the association, à to abandon the process after three months of implementation : the needéto anonymize CVs led à to wasted time for consultants, and recruiters had noted éa discrepancy between anonymous CVs from unsolicited applications éand those of people approached directly for a position. However, the firm considers anonymous CVs to be just one tool in a broader palette, and is concentrating on training its consultants. A position that is not, in the end, éfaréfrom that advocated by companies that have launchedéinto the démarch.
Source les Echos - 03/11/2009
