Fattoush Girls: a source of inspiration

I had the pleasure of meeting Geneviève Comeau from Filles Fattoush. Formerly working in the advertising field, she now makes a living as the executive director of a strong and inspiring social enterprise.

Filles Fattoush is a catering service for Syrian cuisine with the mission of providing employment to newly arrived Syrian women in Canada. Filles Fattoush also aims to create a bridge between these two cultures through cuisine and culinary expertise. The enterprise represents the strength of bringing women together and giving them financial independence, facilitating their integration into a new culture, alleviating isolation, but above all, instilling confidence in their own abilities.

It was therefore around an Ouzi (a typically Syrian dish, considered by Geneviève to be Syria's shepherd's pie) that we discussed the concept of Filles Fattoush, as well as the importance of embracing inclusion within a company.

Why did you leave the advertising world to join a social enterprise like Filles Fattoush?

I had a huge desire to try entrepreneurship, along with a strong need to have a positive impact on society. Indeed, during my time at the advertising agency Bob, I had the chance to discover the concept of sustainable development, as they sought to highlight it in their practices.

Through my research, I was able to learn more about social impact and the associated positives. I also came across the phrase: the best way to meet others is through a meal. So when one of the founders approached me to present the concept of Filles Fattoush, I was instantly intrigued.

How did the idea of a business that bridges the Syrian and Canadian communities come about?

The project originator is Josette Gauthier, a social documentarian. During a stay in a refugee camp in Lebanon, she witnessed an inspiring project that allowed women to cook dishes to sell outside the camp. Inspired by this initiative, she decided, upon returning to Montreal, to create a similar project that centers around the expertise of women.

Why focus on the Syrian community? Being aware of the severity of the crisis affecting Syria and the plight faced by its people, she decided to target this community to help facilitate their integration. And why focus on women? Often, when Syrian families arrive in Canada, it is much more difficult for them to find job opportunities. The family situation that confines women to stay at home or even a professional background different from that of men explains, among other things, this phenomenon.

However, Josette, not being Syrian, did not have many contacts to develop her project. That's when Adèle Tarzibachi, a Canadian originally from Aleppo, joined the team as a co-founder. It is thanks to this businesswoman that the project truly took shape.

Is a job with Filles Fattoush a stepping stone to another profession, or do the women who start with you wish to make it a long-term career?

There have been women who worked with us and then went on to work in restaurants or daycare centers. Some have even returned to school.

That being said, there are also women who have been with us from the beginning and wish to make it more than just a temporary job. By providing them with good working conditions, we allow them to evolve in a healthy environment where everyone is respected. In both cases, we accomplish our mission of providing them with work while creating the first line of their CV.

What feedback do you receive from the women who come to work with you?

They are proud of the work done and of being part of a project, in addition to being impressed and pleasantly surprised by the positive reaction of the Montreal community towards the products. They are also grateful to have a rewarding professional experience in their new land of adoption.

How would you define the enthusiasm of the Montreal community regarding your company's mission?

It is very receptive to the project. In the media, we hear many news stories regarding the crisis in Syria. People are happy to see that a business offers a concrete solution to welcome these newcomers leaving a war zone.

Montrealers come to us because they want to contribute to our mission. Thus, in addition to fulfilling their catering needs and discovering new cuisine, they have a positive impact on society. We are also fortunate to work in a city like Montreal, where enthusiasm for the social economy is growing. This helps us immensely.

In your opinion, what are the main advantages of building a team that emphasizes diversity?

It enriches the internal culture of a company because each culture brings different visions and strengths. A company often has to respond to needs that vary from community to community. In my opinion, to address a diversity of needs, why not leverage diversity itself to respond as effectively as possible?

It allows a company to question itself; to rethink its way of doing things. For example, our relationship with performance and output has changed. We have decided to focus on being more fulfilled and happy in what we do, instead of dealing with constant stress related to profitability. This reflection is clearly the result of collaboration with the Syrian community.

If a company wants to improve diversity within its workforce, what do you suggest?

First and foremost, internal employees must be open to the reality of diversity and inclusion within their team. These two concepts must be part of the company’s values. It is essential to take the time to discuss them so that the entire company, from management to employees, understands the numerous benefits that diversity and inclusion can bring to the organization. A value, vision, or actions that are explained are always more easily assimilated.

What actions could be taken to help the Syrian community?

In my opinion, the best way to help newcomers integrate is to offer them job opportunities where they will be supported and respected. Sponsorship programs (see the list below) are unfortunately not well known, yet they are programs that could greatly assist in the integration of newcomers, regardless of their country of origin.

Pac Recommendations

If you want to focus on diversity and inclusion within your workforce, here are 4 key elements that could help you achieve this.

1. Create a work environment where respect, acceptance of differences, and openness are promoted.

2. Establish situations where employees are encouraged to discuss and share topics that are not work-related. These exchanges can clearly foster a climate of trust and respect within your team.

3. As a manager, make sure you are aware of the specificities, whether related to religious practices or certain physical limitations, of your employees to ensure that the company adequately supports them.

4. Educate yourself about the various organizations that assist newcomers looking for work (Montreal Chamber of Commerce Sponsorship, Welcome Collective, CSAI).

If you wish to learn more about best practices in business, feel free to come chat with us.

‍

Article written by Thomas, B Corp Consultant (he/him)