Inclusion and equality month at MOTIFE

One team to support
equality and inclusion
in the Krakow IT market

At MOTIFE, we have decided to join the Pride Month celebrations to help raise awareness of how important it is for the Krakow IT market to offer equal opportunities and inclusion at work for all. Our MOTIFE team members have prepared a series of short articles, that will be published here throughout June. Enjoy the reading and stay tuned on our social channels for upcoming articles.

Building an inclusive workplace for LGBT+ people

04 June 2021 /
Dominik Biga – IT Recruiter at MOTIFE

Diversity & Inclusion (D&I) at the workplace – LGBT+ community

Since 1969 when Gay Pride started with the Stonewall Riots in New York, Pride Month which is the celebration that commemorates those events has become more and more popular each year. Businesses across the world are joining this initiative to celebrate people diversity, but they also spread the importance and values of people’s inclusion in their workplaces. The D&I covers multiple groups, but June is mostly dedicated to the LGBT+ community.

Polish companies are progressively becoming active participants in this colourful time of the year, such as Krakow offices of Brown Brothers Harriman, Shell or UBS. According to Dalia Research held in 20161, about 5% of the Polish citizens declared themselves as LGBT+ but this is only estimated data. This represents 2 million citizens, which could potentially not be treated equally at their workplace because of their sexual orientation or transgender status.

Why do we build an inclusive workplace?

In dozens of articles dedicated to D&I, you will find statements of global brands emphasising what hiring LGBT+ people can bring to the business. They’re missing the heart of the challenge – we’re not building an inclusive workplace for business – we’re doing it for people.

People are the engine of the organisation. Forming one team frequently exposes people with different views and beliefs but in the end, the goal is one – we’re doing our best job. Exploring different attitudes and point of views encourages people to “peel off the labels”, look at things from a brand-new perspective and most importantly – build a rapport with co-workers that bring benefits to the business.

Many LGBT+ people still stay closeted in their workplace as they fear rejection and exclusion. There will be no effective teamwork without trust and rapport. One can say they are not interested in the private life of their co-workers. The reality shows that it is hard to avoid such topics – we drink coffee together, we chat all the time, we want to get to know each other. Building a safe place where people of different sexualities and gender identities can openly talk about their life not being judged by others, ensures the team forms a strong connection. The assurance that we’re welcomed in the group improves communication and lets the team members focus on their job.

The companies benefit from building equality in the workplace noting better results due to more cooperative and effective teamwork – they prove to be 20% to 30% more productive2. But it’s not only the case of effective communication, we’re also talking about the comfort of being true to yourself. Living in the closet requires hiding your true identity in public life. It is a constant fear of becoming excluded from the circle of friends or colleagues. Employers who openly stand up for human rights (‘All individuals are equal as human beings’’) guarantee the fear of rejection can be left behind.

MOTIFE stands for diversity in recruitment

Creating a great place to work is crucial to attract and retain top talent and key skills. At MOTIFE we’re building an inclusive workplace not only for our employees but due to the nature of the business, we want to provide our candidates with the best recruitment experience.

There are plenty of talents among the estimated 2 million LGBT+ Poles who will bring precious values to our clients we’re supporting in recruitment. As we are a company that openly stands for human rights, everyone is assured that no matter if you are gay, lesbian, bisexual, transgender, straight or they own unique identity, as professionals we’re focused only on your talents, experience and competencies. By building an environment of Diversity & Inclusion both for our people and candidates we’re confident that every side will benefit from it and develop a long-term relationship. An organization with diverse employees draws on the variety of talents and different perspectives that can boost development of your business.

Sources:
1 https://daliaresearch.com/site/counting-the-lgbt-population-6-of-europeans-identify-as-lgbt
2 https://www.imd.org/research-knowledge/articles/Thrive-as-an-LGBT-executive-or-ally

Inclusion and equality month at MOTIFE

Equality and Inclusion of Foreigners in the Krakow IT Market

08 June 2021 /
Nicolas Cormier – Marketing Lead at MOTIFE

Over the last 20 years, Krakow has become a major tech hub in Europe. Foreign investment and foreign talent have had a major role in the development of the Krakow IT market which has helped to create a mature and resilient ecosystem. Equality and inclusion of foreigners in the work place is therefore an ideal pursued by the majority of companies, and an economical lever for further growth.

Highly qualified workforce complementing the local job market

Krakow population (780K inhabitants) counts ca. 10% of foreigners, coming mostly from Ukraine, Belarus, Russia and European Union countries. An important fact to note is that this foreign population is highly educated (ca. 70% have a university degree1), contributing to the headcount of small and large companies in various sectors such as IT, Financial Services and Business Services. Whereas foreigners from Eastern Europe must follow official procedures in order to settle in Poland, citizens from the European Union benefit from a larger freedom of movement and very often do not register officially as residents, telling us the share of foreigners studying or working in Krakow is larger than the above official number.

All-English operations and success stories

From early on, it has been in the DNA of Krakow companies to hire foreigners and to make them feel at home. The very base is first being able to take part in an all-English recruitment and onboarding process. As a foreigner myself, I have found recruitment and onboarding processes to be particularly smooth: job descriptions in English, recruiters with a perfect command of English and dual-language employment contract among other things made a real difference for me as I did not speak a word of Polish when I arrived here. The same principle of equality applies to compensation, chances for promotion and to a large extent, inclusion within the team and company culture (especially in the largest Krakow companies, with Cisco often named as an example).

Originally from Romania, Andrei Checiches (General Manager EMEA at FLYR in Krakow) shares with us: ”I’ve been lucky enough to be given some of my best roles and career development opportunities in Krakow and I am now in a position where I understand better the city’s potential. In this corporate-dominated environment, foreigners find themselves at home as most global organizations are deliberate about inclusiveness.”

The gap between small and large organizations

Not all is perfect though. There is room for improvement within smaller organizations, including the IT sector and software houses. To keep operations and company culture as they are, it does still happen that hiring managers choose to consider Polish-speaking candidates only (therefore excluding a large part of foreign candidates). The paradox is that such companies often have clients abroad and do communicate with them in English on daily basis.

Andrei Checiches adds, “Start-ups is where you get to see the local culture play a far more direct role in the way the business is run. Poland is not entirely a culturally diverse space, as you would expect from a country in this part of Europe, and limited exposure to foreigners will also have an impact on how some founders prioritise inclusiveness and ultimately make hiring decisions.” On the bright side, all it takes is to have one foreigner joining to realize how beneficial (or how interestingly normal) it can be for the company.

The same conclusion can be made for a number of IT communities indirectly excluding foreigners by being only Polish speaking associations. But can we really blame these non-profit communities made of passionate volunteers? Probably not.

Extending the debate: In the post-COVID ‘’hire anywhere’’ era, how should the Krakow IT market approach skilled candidates from Asia and Africa sending over their CVS while being de facto not illegible to IT jobs in Polish organizations?

Sources:
1 Immigrants in Cracow in 2020, OWIM, Dec 2020. https://owim.uek.krakow.pl/index.php/en/publications/

Inclusion and equality month at MOTIFE

Gender equality in the IT industry – Do stereotypes create reality?

14 June 2021 /
Magdalena Fortuna-Sanocka – HR and Administration Specialist at MOTIFE

It’s a fact that employers in the IT industry still hire more women than men. They are not yet convinced that mixed teams are more effective and team collaboration can be greatly improved by the presence of women in the group1.

In Poland, women constitute 30% of IT professionals, according to a study conducted by the Geek Girls Carrots foundation2. This is obviously more than 10 years ago, but still a small percentage.

So where is the problem? Is the stereotype that a career in computer science is too geeky for girls, being repeated?

Unfortunately, as many as 75% of women employed in IT participating in the above-mentioned survey said that the main reason for the low number of women in the industry are stereotypes and the prejudices that result from them. According to the respondents, even if women show interest in the field of IT, often under the influence of the environment or even social pressure, choose a different career path, undertaking more ‘female’ studies.

Those who however decide to study ICT and choose a career in IT, face numerous inequalities and discrimination in the workplace.

The best example is pay inequality. According to a large array of reports and studies3, Polish female programmers, despite the same experience and qualifications, still earn less than their male colleagues from the Information Technology industry, who declare about 20% higher remuneration than women doing the same job.

Another example could be underestimating women’s skills by assigning them easier tasks or sexist jokes in the workplace.

Fortunately, there are more and more organizations that support women who want to start or develop their professional career in the IT sector. Good examples are Women in Technology, Geek Girl Carrots, Girls who Code, PyLadies, or #MamoPracujwIT4. This is a good sign for the future, as the more women that popularize the IT sector, the more likely the decline in gender discrimination , employment and pay inequalities will be.

Sources:
1 J. Bear, A. William Woolley “The Role of Gender in Team Collaboration and Performance”, Interdisciplinary Science Reviews 36 (2), June 2011
2 Kobiety w IT. Raport 2018. – Fundacja Geek Girls Carrots
3 Główny Urząd Statystyczny, Fundacja Geek Girls Carrots, IBS, Europejski Instytut ds. Równości Kobiet i Mężczyzn, „Kobiety w IT. Jak wygląda branża IT oczami kobiet.” No Fluff Jobs
4 https://womenintechnology.pl
https://girlswhocode.com
https://pyladies.com
https://mamopracuj.pl/mamo-pracuj-w-it

Inclusion and equality month at MOTIFE

Without barriers – disabilities at work

18 June 2021 /
Agnieszka Widacka – Recruitment Manager at MOTIFE

Over the last 20 years, Krakow has become a major tech hub in Europe. Foreign investment and foreign talent have had a major role in the development of the Krakow IT market which has helped to create a mature and resilient ecosystem. Equality and inclusion of foreigners in the work place is therefore an ideal pursued by the majority of companies, and an economical lever for further growth.

Highly qualified workforce complementing the local job market

Krakow population (780K inhabitants) counts ca. 10% of foreigners, coming mostly from Ukraine, Belarus, Russia and European Union countries. An important fact to note is that this foreign population is highly educated (ca. 70% have a university degree1), contributing to the headcount of small and large companies in various sectors such as IT, Financial Services and Business Services. Whereas foreigners from Eastern Europe must follow official procedures in order to settle in Poland, citizens from the European Union benefit from a larger freedom of movement and very often do not register officially as residents, telling us the share of foreigners studying or working in Krakow is larger than the above official number.

All-English operations and success stories

From early on, it has been in the DNA of Krakow companies to hire foreigners and to make them feel at home. The very base is first being able to take part in an all-English recruitment and onboarding process. As a foreigner myself, I have found recruitment and onboarding processes to be particularly smooth: job descriptions in English, recruiters with a perfect command of English and dual-language employment contract among other things made a real difference for me as I did not speak a word of Polish when I arrived here. The same principle of equality applies to compensation, chances for promotion and to a large extent, inclusion within the team and company culture (especially in the largest Krakow companies, with Cisco often named as an example).

Originally from Romania, Andrei Checiches (General Manager EMEA at FLYR in Krakow) shares with us: ”I’ve been lucky enough to be given some of my best roles and career development opportunities in Krakow and I am now in a position where I understand better the city’s potential. In this corporate-dominated environment, foreigners find themselves at home as most global organizations are deliberate about inclusiveness.”

The gap between small and large organizations

Not all is perfect though. There is room for improvement within smaller organizations, including the IT sector and software houses. To keep operations and company culture as they are, it does still happen that hiring managers choose to consider Polish-speaking candidates only (therefore excluding a large part of foreign candidates). The paradox is that such companies often have clients abroad and do communicate with them in English on daily basis.

Andrei Checiches adds, “Start-ups is where you get to see the local culture play a far more direct role in the way the business is run. Poland is not entirely a culturally diverse space, as you would expect from a country in this part of Europe, and limited exposure to foreigners will also have an impact on how some founders prioritise inclusiveness and ultimately make hiring decisions.” On the bright side, all it takes is to have one foreigner joining to realize how beneficial (or how interestingly normal) it can be for the company.

The same conclusion can be made for a number of IT communities indirectly excluding foreigners by being only Polish speaking associations. But can we really blame these non-profit communities made of passionate volunteers? Probably not.

Extending the debate: In the post-COVID ‘’hire anywhere’’ era, how should the Krakow IT market approach skilled candidates from Asia and Africa sending over their CVS while being de facto not illegible to IT jobs in Polish organizations?

Sources:
1 Immigrants in Cracow in 2020, OWIM, Dec 2020. https://owim.uek.krakow.pl/index.php/en/publications/

Inclusion and equality month at MOTIFE

Here comes the title of the first article written by our team

01 June 2021 /
Jan Kowalski – IT Recruiter at MOTIFE

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Inclusion and equality month at MOTIFE

Here comes the title of the first article written by our team

01 June 2021 /
Jan Kowalski – IT Recruiter at MOTIFE

Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum dolore eu fugiat nulla pariatur. Excepteur sint occaecat cupidatat non proident, sunt in culpa qui officia deserunt mollit anim id est laborum.

Neque porro quisquam est, qui dolorem ipsum quia dolor sit amet, consectetur, adipisci velit, sed quia non numquam eius modi tempora incidunt ut labore et dolore magnam aliquam quaerat voluptatem. Ut enim ad minima veniam, quis nostrum exercitationem ullam corporis suscipit laboriosam, nisi ut aliquid ex ea commodi consequatur? Quis autem vel eum iure reprehenderit qui in ea voluptate velit esse quam nihil molestiae consequatur, vel illum qui dolorem eum fugiat quo voluptas nulla pariatur?

At vero eos et accusamus et iusto odio dignissimos ducimus qui blanditiis praesentium voluptatum deleniti atque corrupti quos dolores et quas molestias excepturi sint occaecati cupiditate non provident, similique sunt in culpa qui officia deserunt mollitia animi, id est laborum et dolorum fuga. Et harum quidem rerum facilis est et expedita distinctio.

Inclusion and equality month at MOTIFE

Here comes the title of the first article written by our team

01 June 2021 /
Jan Kowalski – IT Recruiter at MOTIFE

Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum dolore eu fugiat nulla pariatur. Excepteur sint occaecat cupidatat non proident, sunt in culpa qui officia deserunt mollit anim id est laborum.

Neque porro quisquam est, qui dolorem ipsum quia dolor sit amet, consectetur, adipisci velit, sed quia non numquam eius modi tempora incidunt ut labore et dolore magnam aliquam quaerat voluptatem. Ut enim ad minima veniam, quis nostrum exercitationem ullam corporis suscipit laboriosam, nisi ut aliquid ex ea commodi consequatur? Quis autem vel eum iure reprehenderit qui in ea voluptate velit esse quam nihil molestiae consequatur, vel illum qui dolorem eum fugiat quo voluptas nulla pariatur?

At vero eos et accusamus et iusto odio dignissimos ducimus qui blanditiis praesentium voluptatum deleniti atque corrupti quos dolores et quas molestias excepturi sint occaecati cupiditate non provident, similique sunt in culpa qui officia deserunt mollitia animi, id est laborum et dolorum fuga. Et harum quidem rerum facilis est et expedita distinctio.

Inclusion and equality month at MOTIFE