Inclusive Hiring Opens Doors in Latin America

Facilitating access

The inclusive hiring programs for Afro-descendants in Brazil and Colombia are part of a growing number of IFC initiatives that recognize how a diverse, equitable, and inclusive workplace can enhance private sector development, according to Rani Pooran, DEI program lead at IFC. “IFC is in the business of social and economic inclusion,” Pooran says. “We build solutions based on these principles.” 

In Latin America, proactive outreach to Afro-descendants widens the recruitment pool to include people who may not be familiar with IFC or the World Bank Group, says Manuel Reyes-Retana, IFC's Regional Director for South America. “We want to hire people with fresh insights and perspectives, whether or not they come to us through conventional channels or have heard of us before, because IFC works in complicated, tough environments.” 

Arthur Da Silva Ferreira, 28, is from one of those harsh environments. Growing up in a rural area of Brazil’s southeast, “There was no focus on education, no growth opportunities,” he says. “Our family struggled a lot.” 

His experience reflects that of many Afro-descendants in Latin America, who are 2.5 times more likely than other Latin Americans to live in conditions of chronic poverty, according to the World Bank. One in five students drops out of primary school. However, even with the same level of education and experience, they earn less than their non-Afro-descendant counterparts for the same type of work in all countries across Latin America.

In Brazil, where Afro-descendants represent over half of the labor force, a Black Brazilian earns about 40 percent less than a white Brazilian, according to REPP.  Wage gaps increase with higher levels of education, World Bank research shows, and gaps remain constant or increase as Afro-descendants accrue higher levels of education.

Ferreira’s fortunes changed when the federal government selected him to attend a top high school, which paved the way to a finance degree at a top public university. He says he never considered applying to IFC because he lacked fluency in English. However, through REPP, Ferreira discovered that selected candidates could take English courses paid for by IFC in place of the fluency requirement. He was hired on an extended-term contract as a financial analyst 12 months ago. 

Ferreira's experience, and that of others participating in the inclusive hiring initiative, helps to counter racial biases in the workplace, according to Gomes, from REPP.

"Access is the first step to better navigating systemic difficulties," Gomes says. "This is only possible when we give opportunities to challenge the narrative that Black people are unprepared for these spaces."

Creating community partnerships

To facilitate this access, IFC relies on guidance from nonprofits and advocacy groups with deep connections in local communities. Just as REPP has helped shape IFC’s inclusive hiring program in Brazil, Colombian partner Manos Visibles consults on the project's overall direction, promotes the application process, and pre-screens applicants.

Inclusive hiring in Colombia demonstrates that the private sector can “deliver solutions that are culturally relevant and impactful,” says Giuliana Brayan, Manager of Collective Empowerment and Gender at Manos Visibles. 

"Racial diversity is not only a moral imperative but a strategic advantage, enabling IFC to drive sustainable growth while generating innovations that reflect the realities faced by marginalized communities,” Brayan says. “IFC’s leadership sets a new standard for inclusivity that the region urgently needs.” 

The program also gives IFC staff a valuable internal perspective, says Elizabeth Martinez de Marcano, Regional Director for Colombia, Mexico, Central America and the Caribbean at IFC. “The partnership with Manos Visibles offers a new lens through which we can approach and implement projects. This strengthens our offerings to clients.”

David Murilla Mosquero, a 31-year-old data analyst, came to IFC’s Bogotá office through Manos Visibles. He admits that it took time to feel comfortable because he is one of few Black people there.

But the upside is that “I have had really important conversations with many of my co-workers about the dynamics of race in Colombia and Latin America," he says. "I think they understand that being an Afro-descendant gives me fresh ideas for promoting investment in areas with Afro-descendants. This means that we [Afro descendant] employees have a chance to contribute something of value.”

For more information about roles for Afro-descendants and Indigenous peoples in the Latin American and Caribbean region, click here. To find out more about the World Bank Group's Young Professionals Program, click here.