At IT directors' events I am usually the only black
face, which is no credit to me as there are many bright black IT
professionals out there being denied the chance of reaching the
top.
But many people are scared to talk about racism. Alas, just like
ageism, sexism and homophobia, it exists, and it is equally
offensive to those at the receiving end.
I was born and brought up in Balham, and given a first English
name, and about nine Nigerian names including Ibukun.
As an adult, I adopted Ibukun as my first name because it has a
meaning - blessing - which I wanted to live up to. Using "Ibukun",
rather than "Caroline", has been an eye-opener.
For example, a recruiter asked if he could shorten Ibukun as
sending my "awkward name" among all the Johns and Davids "would not
exactly increase my prospects of being invited to an
interview".
Another said he was "pleasantly surprised with my command of
English, considering my name". I guess many recruiters will be
shaking their heads in denial, but until we acknowledge the problem
exists, we cannot solve it.
The UK is home to many "foreigners" who can contribute to the
economy, and recognition should be given to their qualifications
and skills.
It is important for IT professionals to have good communication
skills, but to be customer-focused does not require the Queen's
English. How come the British are able to go and work in foreign
countries such as Spain, Italy, and even Nigeria, and communicate
effectively in those countries without having the "right accent" or
intonation?
I refuse to use agencies, instead advertising directly and
speaking on the phone to potential promising candidates. This way I
find out whether they are suitable for interview based on their
skills, experience, and attitude, rather than their name or
accent.
So what needs to change to create a new attitude to equality in
recruitment?
First, all recruiters should attend equal opportunities training
as this would address racism, sexism, ageism, and every other "ism"
that is preventing recruiting companies from accessing a larger
pool of quality candidates.
Second, recruiting companies should meet the agency dealing with
the vacancy to ensure they have a full understanding of the core
competencies of the role. Make sure they share the same ethos and
values as your organisation regarding equal opportunities and
providing feedback to unsuccessful candidates.
As a recruiting company, remember that the agency represents
your firm, and whatever impression the candidate has of the agency
rubs off on your business.
I do not believe quotas or positive discrimination is the way
forward; rather, let's recruit on merit alone.
Racism is a blight on parts of the IT recruitment industry and
if we pretend it does not exist, it will continue and we will miss
out on a large pool of talent due to ignorance and prejudice, while
still shouting "skills shortage".
Ibukun Adebayo is director of IT at social care organisation
Turning Point
Have your say
Does your experience of IT recruitment bear out Ibukun Adebayo's
view? If you have an opinion about this or any article in Computer
Weekly, e-mail
computer.weekly@rbi.co.uk
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