{"id":4458,"date":"2017-03-25T15:59:53","date_gmt":"2017-03-25T19:59:53","guid":{"rendered":"http:\/\/www.hireimmigrantsottawa.ca\/fr\/?post_type=2017_ecc_post&p=4458"},"modified":"2017-03-31T12:19:59","modified_gmt":"2017-03-31T16:19:59","slug":"trevor-wilson","status":"publish","type":"2017_ecc_post","link":"https:\/\/www.hireimmigrantsottawa.ca\/fr\/2017_ecc_post\/trevor-wilson\/","title":{"rendered":"Maximisez la diff\u00e9rence : d\u00e9finir l\u2019inclusion et l\u2019\u00e9quit\u00e9 de l\u2019homme"},"content":{"rendered":"

\"\"[Traduction] \u00ab Lorsqu\u2019on traite les gens de la m\u00eame fa\u00e7on, on ignore leurs diff\u00e9rences. L\u2019\u00e9quit\u00e9 consiste \u00e0 traiter les gens avec impartialit\u00e9, \u00bb dit Trevor Wilson, qui dirige l\u2019\u00e9change de connaissances du Sommet du Conseil des employeurs champions de 2017, qui a eu lieu le 7 mars dernier.<\/p>\n

Originaire d\u2019Angleterre, monsieur Wilson a immigr\u00e9 au Canada. Il a racont\u00e9 ses propres histoires, soit celles li\u00e9es \u00e0 son inclusion. Cet afro-Indien au fort accent anglais commen\u00e7ait l\u2019\u00e9cole au Canada, chose qui, d\u2019apr\u00e8s lui, n\u2019\u00e9tait pas des plus faciles.<\/p>\n

La diversit\u00e9 ne concerne pas certains groupes de gens, explique monsieur Wilson. Il s\u2019agit de reconna\u00eetre toute diff\u00e9rence qui pourrait faire en sorte que des personnes soient trait\u00e9es injustement. Dans un environnement inclusif, on est reconnaissant des gens en raison de leurs diff\u00e9rences et non \u00e0 cause de celles-ci.<\/p>\n

Monsieur Wilson pr\u00e9sente l\u2019exercice suivant aux participants : votre coll\u00e8gue et vous \u00eates responsables de l\u2019embauche de quatre nouveaux employ\u00e9s. En fonction du m\u00e9rite, vous devriez embaucher deux hommes et deux femmes. Toutefois, vous embauchez quatre hommes. Quels sont tous les facteurs qui pourraient expliquer un tel r\u00e9sultat?<\/p>\n

Il d\u00e9crit cette activit\u00e9 comme un \u00ab signal lumineux qui s\u2019allume dans une auto \u00bb. Cela indique que quelque chose ne va pas avec son fonctionnement. Voici certaines raisons pour lesquelles le comit\u00e9 d\u2019embauche a choisi quatre hommes :
\n\u2022 Pr\u00e9jug\u00e9s inconscients, souhait d\u2019embaucher des gens comme soi
\n\u2022 Bassin auquel la description de poste a \u00e9t\u00e9 diffus\u00e9e
\n\u2022 Pr\u00e9jug\u00e9s de l\u2019industrie
\n\u2022 R\u00e9putation de l\u2019entreprise ou de l\u2019industrie
\n\u2022 Diversit\u00e9 du comit\u00e9 d\u2019embauche
\n\u2022 Syst\u00e8me de r\u00e9f\u00e9rence, politique interne<\/p>\n

Lorsqu\u2019il s\u2019agit de cr\u00e9er un milieu de travail inclusif et diversifi\u00e9, monsieur Wilson d\u00e9crit la continuit\u00e9 en mati\u00e8re d’\u00e9quit\u00e9<\/a>\u00a0<\/strong>(en anglais), telle que pr\u00e9sent\u00e9e dans son livre Diversity at Work: The Business Case for Equity. La continuit\u00e9 en mati\u00e8re d\u2019\u00e9quit\u00e9 compte cinq \u00e9tapes :
\n\"\"<\/p>\n

Lorsque monsieur Wilson a commenc\u00e9 ce travail il y a 20 ans, les compagnies se situaient entre les \u00e9tapes 1 et 2. Maintenant, les r\u00e9sultats sont plus encourageants : plus d\u2019employeurs se trouvent entre les \u00e9tapes 2 et 4.<\/p>\n

ACTIVIT\u00c9<\/strong> : Pour ce qui est de la continuit\u00e9 en mati\u00e8re d\u2019\u00e9quit\u00e9, o\u00f9 se situe votre organisme? Veuillez remplir la carte de pointage <\/a><\/strong>(en anglais), cerner les enjeux dans votre milieu de travail et discuter des solutions possibles.<\/p>\n

Monsieur Wilson mentionne que l\u2019inclusion en milieu de travail est affect\u00e9e par les st\u00e9r\u00e9otypes. Cela peut engendrer un cycle de pr\u00e9jug\u00e9s. Le cycle commence avec un st\u00e9r\u00e9otype (ils sont) qui m\u00e8ne \u00e0 un pr\u00e9jug\u00e9 (ils ne peuvent pas). Ensuite viennent la discrimination (nous ne ferons pas), puis la r\u00e9action (ils devront). Cela renforce le st\u00e9r\u00e9otype.<\/p>\n

Voici un exemple :
\nLes immigrants ne ma\u00eetrisent pas l\u2019anglais.
\nPar cons\u00e9quent, ils ne peuvent pas travailler de fa\u00e7on efficace ou efficiente.
\nAinsi, nous ne les embauchons pas.
\nIls se trouvent un emploi de survie qui ne met pas \u00e0 profit leurs comp\u00e9tences.<\/p>\n

Pour avoir un milieu de travail inclusif et \u00e9quitable, il est important de comprendre o\u00f9 les employ\u00e9s peuvent exceller naturellement. Pour embaucher et maintenir en poste des talents cl\u00e9s, monsieur Wilson pr\u00e9sente aux participants le mod\u00e8le d\u2019\u00e9quit\u00e9 en mati\u00e8re de talent, soit le SHAPE V<\/a> <\/strong>(en anglais)\u00a0. L\u2019acronyme veut dire forces, c\u0153ur, attitude, personnalit\u00e9, exp\u00e9rience et vertu. Ce mod\u00e8le permet aux employeurs de mieux comprendre les caract\u00e9ristiques intangibles des talents.<\/p>\n

Voici certains outils d\u2019\u00e9valuation recommand\u00e9s par monsieur Wilson (en anglais seulement) :
\n\u2022 L\u2019index Kolbe <\/a>mesure les personnalit\u00e9s et les capacit\u00e9s cognitives.
\n\u2022 L\u2019\u00e9valuation des valeurs en action<\/a> identifie les caract\u00e9ristiques principales.
\n\u2022 Le test de comp\u00e9tence unique<\/a> aide \u00e0 identifier ce qui passionne les gens le plus, tout en consid\u00e9rant combien de temps, au jour le jour, ceux-ci y consacrent.<\/p>\n

\u00ab L\u2019inclusion cr\u00e9e un environnement qui favorise la diversit\u00e9, \u00bb dit monsieur Wilson, en terminant l\u2019atelier et en encourageant les participants \u00e0 inclure les outils et les activit\u00e9s qu\u2019ils ont d\u00e9couverts aujourd\u2019hui dans leur milieu de travail.<\/p>\n

Ressources recommand\u00e9es (en anglais seulement) :<\/strong>
\nThe Human Equity Advantage<\/a>, by Trevor Wilson.
\nTED: Elizabeth Lesser<\/a>\u00a0– Take \u201cthe Other\u201d to lunch
\nTED: Shawn Achor<\/a> – The happy secret to better work
\nTED: Morgana Bailey<\/a> – The danger of hiding who you are
\nTED: Dan Pink<\/a> – The puzzle of motivation
\nVideo: The Eye of the Storm<\/a><\/p>\n

Retour<\/a><\/strong><\/p>\n","protected":false},"featured_media":4573,"template":"","meta":{"_exactmetrics_skip_tracking":false,"_exactmetrics_sitenote_active":false,"_exactmetrics_sitenote_note":"","_exactmetrics_sitenote_category":0,"_links_to":"","_links_to_target":""},"categories":[],"tags":[],"class_list":["post-4458","2017_ecc_post","type-2017_ecc_post","status-publish","has-post-thumbnail","hentry"],"yoast_head":"\nMaximisez la diff\u00e9rence : d\u00e9finir l\u2019inclusion et l\u2019\u00e9quit\u00e9 de l\u2019homme - Hire Immigrants Ottawa<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.hireimmigrantsottawa.ca\/fr\/2017_ecc_post\/trevor-wilson\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Maximisez la diff\u00e9rence : d\u00e9finir l\u2019inclusion et l\u2019\u00e9quit\u00e9 de l\u2019homme - Hire Immigrants Ottawa\" \/>\n<meta property=\"og:description\" content=\"[Traduction] \u00ab Lorsqu\u2019on traite les gens de la m\u00eame fa\u00e7on, on ignore leurs diff\u00e9rences. 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