For some time, I was a placement consultant at an American recruitment agency for international schools, mainly in China. The anti-Black racism that I was complicit in and benefited from while working there is something I’m ashamed of; more shameful would be not speaking out so that others can understand how this industry works from the inside, the practices that are commonplace, so that we can begin to dismantle it. The individuals I worked alongside were largely well-meaning white people. However, I hope to explain here the practices that made my former employer complicit in racism and discrimination, and by shining a light on the industry, I hope to encourage recruitment agencies to do better and work for change.
At my former employer, the majority of placement consultants were young twenty-somethings, mostly white. We each started out making a small salary that wasn’t enough to live on in our city, but were given a commission for every person we placed in a school. Once you had made a certain amount of money for the company, you were moved up a level as a placement consultant, which led you to make a higher commission.
Recruitment agencies are complicit participants in the racism in the teach-abroad industry, and it’s time to do something about it.
The company was paid a percentage of the salary of the hired teacher, which would motivate placement consultants to spend more time working with teachers who would make more money. We were actively encouraged not to ‘waste our time’ working with candidates for whom it would be difficult to find a job. A principal position at a large international school in a major city would bring in more money for the company than a placement at an English-language training center, which are the types of schools where you could typically place Black candidates. Even there, Black candidates would be offered jobs less often than their white counterparts, and would make less money.
Schools are significantly more likely to hire white or light-skinned candidates. Many schools will reject any Black candidates they receive.
A quick detour to lay some groundwork on how we worked with each candidate: first, we would receive their resume, which was randomly assigned to a placement consultant. Each individual consultant would review it and decide to either reach out to them or not. If we wanted to work with them, we would interview them and then send them some positions we felt they’d be qualified for. If they were interested we’d apply on their behalf by passing their information to the colleague who managed the relationship with that school, who would further vet the candidate by reviewing their information and then either passing them on to the school or deciding not to. We had agreements with all of the schools we worked with and they were able to specify what they were looking for in a candidate. They were allowed to tell us they would not consider Black candidates. They were also allowed to change their minds — if they told us they were no longer considering Black candidates, we would stop sending them.
Internally, we were made to refer to candidates as either Level 1 or Level 2. Level 1 candidates were white or light-skinned. Level 2 candidates were Black or Asian. In the recruitment system we used to track candidates and schools, each candidate had to be labeled as Level 1 or 2, and each school was labeled as either accepting Level 2 candidates or not accepting Level 2 candidates.
Often, the internal employees who managed relationships with the schools would impose a limit on sending Black or Asian candidates for a position. I would receive responses along the lines of, “Sorry, I’ve already sent a few Level 2 candidates for this one and want to send some Level 1s now.” It was treated as if all Black candidates were the same. The thought was that the schools would be displeased if we sent them too many Black candidates, no matter their qualifications, even if they would technically consider them. And so, in order to preserve the relationship with the school over the success of our candidates and the Black teachers we worked with, we did not. Within the company, we were gatekeepers, barring qualified candidates of any opportunity to interview with a school.
It was especially difficult for Black South Africans. Despite their status as native English language speakers (often bi- or tri-lingual), schools were heavily prejudiced against hiring them. One of my supervisors told me that if the person had a ‘tribal-sounding name’ they would be harder to place and we should consider not working with them, as it would be a ‘waste of time.’
Multiple times, I would have two South African applicants together — friends who had met at school, usually, and wanted to teach abroad. One would be white and the other, Black. They’d have the same qualifications and same amount of experience. The white teacher would typically be given an interview and an offer within 2–3 weeks. Her Black counterpart would be passed up time and again, either by those within our company or by the school itself.
I could typically place a white candidate at any level within a few weeks. There were many times I worked with Black candidates for months, sending them to every school who would consider them and some who would not, and raked in rejections in the dozens. Most of the time, I was able to ultimately place them, but it was often not for the salary or at the level they deserved. It usually took months and tenacity on the part of the candidate not to stop applying for jobs and interviewing. It was incredibly disheartening. Myself and many of my fellow placement consultants worked tirelessly to get our Black candidates hired, but were actively discouraged by management from spending this much time on a single candidate, especially on a Black candidate. We were often told to just cut ties. At the end of the day, our time affected the bottom line because of the commission-based model of the company.
Recruitment companies benefit directly from the racist hiring practices of these schools. Just before I quit my job, we were advised internally to no longer work with Black South Africans at all, as schools were rarely hiring them at that point. There was no attempt to push back at these hiring practices. Management was beholden to earnings and success. There was a focus on how we could save our own skin, how we could use our own time to make more money. There was no discussion about cutting ties with schools that racially discriminated throughout the entire time I was there.
Recruitment companies benefit directly from the racist hiring practices of these schools. They have no incentive to change, and have monetary incentive to institute racist practices of their own.
What comes next, I don’t know. Change needs to happen at many levels. But it can start with the individual, with hiring managers, placement consultants, and recruitment companies refusing to go along with and benefit from discriminatory practices. If you aren’t actively working against discrimination, you’re complicit in it. Your money is dirty. Your success has come at the expense of qualified Black teachers and administrators around the world who were not given a chance, of students who, year after year, learn only from white teachers, many of whom are less qualified than Black applicants who were passed up for the job. It’s time to stop turning a blind eye to the racism you perpetuate. It’s time to fight against it.
Note: I originally planned on writing and posting this with my name as well as the name of the company attached. I don’t think we’re in a place now nationally in the U.S. or globally to be hiding people’s bad deeds for the sake of their privacy and comfort. This being said, I could not open myself up to any potential legal action that my former employer could have taken against me by attaching either my name or their name to this. Further, while these practices are common at my particular former company, I’m certain they’re in place at others as well. No one should be off the hook. The focus shouldn’t be on one company: let’s focus on them all.
(This Article was condensed and reproduced with permission from the author, Anonymous Ex-Recruiter)
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