Partnering for progress: How we’re championing Black talent at Zalando
Zalando’s TA team partnered with the Black Employee Connection (BEC) to host a dedicated internal mobility event for Black History Month. By offering panel insights and 1-1 coaching, the initiative aimed to dismantle systemic hurdles and provide a transparent blueprint for career growth within the company.
by Alexis Evans
At Zalando, we believe that career progression shouldn’t be a mystery. Our Talent Acquisition (TA) team recently partnered with the Black Employee Connection (BEC), one of our Employee Resource Groups, to host an event focused on internal mobility, transparency and removing barriers for underrepresented talent.
Why did our Talent Acquisition team partner with the Black Employee Connection (BEC) for Black History Month?
For Kerry, a Senior Lead in our Talent Acquisition team, this was about addressing real-life challenges. In the German labour market, systemic barriers persist - from the ‘callback gap’ for non-German sounding names to a lack of Black representation in senior leadership.
"After meaningful exchange with the Black Employee Connection, we recognise that for many Black colleagues, the path to the next role can feel unclear," Kerry says. "We chose to tackle those barriers head-on by giving people direct access to our TA team and being fully transparent about how to grow here."
Akinyi, who leads the BEC, notes that the most significant barriers are often a lack of personal connection to the recruitment team and unclear internal processes. This event was designed to bridge that gap and build authentic connections.
What are the common myths about Zalando’s internal interview process?
During our panel sessions, TA experts and hiring managers debunked common myths about moving roles within Zalando. Verena (TA) shared a key takeaway: proactive research is vital. We encourage internal candidates to gather as much information as possible - talk to the team, dive into strategy trackers and read up on the latest business updates.
We also addressed ‘vibe’ hiring. While we love eagerness and motivation, we train hiring managers to challenge their biases. This ensures we hire for knowledge and impact, not just ‘fitting in’.
From our Growth Stories panel, Kate from Employer Branding shared pivotal moments from our colleagues who have developed their careers within Zalando, Alessandra, Bruna, and Cassandra. “You know you’re ready for a new challenge when your current role feels like it’s on autopilot,” Kate says. “Applying for the next step often means you won’t meet every single requirement, and that’s okay.”
What career advice do Zalando TA partners provide for internal mobility and career pivots?
The heart of the event was the 1:1 coaching sessions. Our Talent Acquisition team, including Liz, Verena, Ana, Casimir, Stella and Sinduja, met with BEC members to discuss career pivots, moving between job families and how to advance when your performance outpaces your current role. The sessions were full of energy and empowerment. Attendees left ready to start the internal application process when new learning opportunities open up.
How is Zalando ensuring equitable career paths through ERG partnerships and "inclusive by design" systems?
This collaboration is a blueprint for how our Talent Acquisition team will work with employee resource groups moving forward. By moving away from a "one-size-fits-all" approach, we are demystifying the barriers that make internal mobility feel out of reach for some communities.
We are also doubling down on intersectionality. While not every aspect of identity can be tracked, we are focusing on building awareness and educating the company on the lived realities of our diverse workforce. From designing equitable hiring systems with diverse interview panels to ongoing inclusive leadership training, we are ensuring that ‘Inclusive by design’ is a daily practice, not just a slogan.
Find out more about Inclusive by design - our D&I strategy and our Employee Resource Groups.