Introduction:

Poor access to employment seekers is a major plaguing scourge in Senegalese society, especially qualified and non-qualified seekers. In Senegal, the employment sector is divided into two categories: graduated and non-graduated job seekers. Discrimination against job seekers, whether they are qualified or not, is a worrying reality. Many factors indeed contribute to perpetuating this discriminatory system.

This degree distinction often results in discrimination and disparities in access to employment and job opportunities.

Access to employment for all is an important objective in an egalitarian society. In Senegal, many people are still excluded from the labour market due to various discriminatory factors.

Major factors:

In Senegal, degrees play a crucial role in accessing employment. Certificates are indeed seen as a criterion for evaluating a person’s ability to hold a job and contribute to the national economy.

Employers generally have a greater interest in formal qualifications than in applicants’ skills and practical experience. Whereas, diplomas are only a presumption of knowledge and accumulation of theoretical knowledge which do not determine the operationality of the candidate in the field.

In Senegal, many young graduates are parachuted into the world of work without having received practical training, when the two should be allies. Most of them fumble in their work. Students often have an overabundance of theoretical knowledge that proves of little use in the real world of work.

 Thus, it becomes obvious that they have been stuffed with countless theories of no use during their sometimes long and gruelling study path.

Some qualified job seekers also face discrimination due to a lack of professional experience or a mismatch between their training and the needs of the labour market. Despite their qualifications, they may find themselves relegated to positions for which they are overqualified, and even be excluded from the job market.

Those without qualifications who often face more direct discrimination remain the most disadvantaged and have less chance of obtaining a decent, well-paid job. They are generally not taken seriously by recruiters because they do not have so-called diplomas that attest to their skills and are often relegated to the background. Their lack of training and qualifications is seen as a handicap; they are victims of prejudice and stigmatization from employers. Thus, they fall back into self-employment.

Other discriminatory factors faced by job seekers in Senegal:

Cronyism and nepotism are also elements that undermine access to employment. They contribute to creating a systematic exclusion of people who are not part of these circles.  In a country where knowledge networks are often decisive in obtaining a job. Disabilities, age disparities, and lack of parity among others, all promote inefficiency and lack of transparency in the recruitment process to the detriment of those who deserve equal opportunity.

Fostering an egalitarian employment sector: Promoting fairness and transparency among job seekers

Access to education and training is essential and must guarantee everyone access to quality education, as well as appropriate professional training. This will enable individuals to acquire the necessary skills to find employment and adapt to changes in the labour market. Companies and institutions must implement recruitment policies based on skills and merit.

Certain disadvantaged sections of the population encounter specific difficulties in accessing employment, such as young people without qualifications, people with disabilities, or the long-term unemployed. It is crucial to put in place support and support measures, such as training programs or professional integration schemes. The development of the solidarity economy, and the strengthening of public policies.

Concrete initiatives and measures launched in Senegal to fight against this discriminatory system:

• The adoption of laws and regulations aimed at promoting equal opportunities and prohibiting any form of discrimination in hiring, in particular, Law No. 2010-11 of May 28, 2010, relating to the fight against discrimination.

• The creation of employment promotion organizations such as the National Agency for the Promotion of Youth Employment (ANPEJ), aims to facilitate the professional integration of young people and promote entrepreneurship.

• The establishment of professional training programs adapted to the needs of the labour market and accessible to qualified and non-qualified job seekers, to strengthen their skills and facilitate their professional integration.

• Raising awareness and training employers on the importance of combating discrimination in hiring, in particular by emphasizing the provision of diversity in work teams and by promoting the skills and potential of applicants for employment. ‘job.

• Strengthening systems for monitoring and evaluating equal opportunities in access to employment, to detect and correct possible discrimination.

Challenges :

The issues linked to discrimination between qualified and non-qualified job seekers in Senegal are multiple and specifically affect women.

• Access to employment: Women without qualifications encounter difficulties in finding employment because they have fewer recognized qualifications and skills. Discrimination based on educational level excludes these women from the formal labour market, thus limiting them to low-paid and precarious informal jobs.

• Wage inequality: Not having a diploma or having a lower level of education is often associated with lower wages. Unqualified women are more likely to experience salary inequalities compared to their male counterparts, thus reinforcing gender disparities.

• Discrimination based on gender: Women, whether they are qualified or not, face discrimination based on their gender. Gender stereotypes persist in the professional world, limiting women’s access to positions of responsibility and reinforcing inequalities.

• Lack of economic autonomy: The lack of qualifications and training limits employment opportunities for unqualified women, which impacts their economic autonomy. This can lead to economic dependence on other family members, thereby increasing their vulnerability.

• Impact on economic development: Discrimination between qualified and non-qualified job seekers affects the country’s economic development. By excluding part of the active population, Senegal loses potential resources and talents likely to contribute to economic growth.

Conclusion :

Despite the efforts undertaken, challenges remain in effectively combating discrimination against qualified and non-qualified job seekers. It is essential to promote a real policy of social inclusion through more coercive measures, better collaboration between labour market actors, and continued awareness-raising among civil society. Regardless of education level, equitable access to employment for all must be strengthened.