{"id":47549,"date":"2023-03-01T19:43:59","date_gmt":"2023-03-02T00:43:59","guid":{"rendered":"https:\/\/ehrc-rebuild.paperleaftest.com\/leadership-accord\/"},"modified":"2026-01-12T08:41:46","modified_gmt":"2026-01-12T13:41:46","slug":"leadership-accord","status":"publish","type":"page","link":"https:\/\/ehrc.ca\/fr\/leadership-accord\/","title":{"rendered":"L\u2019Accord de leadership"},"content":{"rendered":"","protected":false},"excerpt":{"rendered":"","protected":false},"author":3,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","footnotes":""},"categories":[169],"class_list":["post-47549","page","type-page","status-publish","hentry","category-dei-fr"],"acf":{"page_header":{"":null,"description":"L\u2019Accord de leadership sur la diversit\u00e9, l\u2019\u00e9quit\u00e9 et l\u2019inclusion est un engagement public visant \u00e0 favoriser la promotion de ces valeurs sur le lieu de travail.","link":null,"image_id":null,"image_alt_text":"Temp"},"pagebuilder":{"0":{"acf_fc_layout":"content_block","background_colour":"--ehrc-white","heading":"\u00c0 propos de l\u2019Accord","description":"","rows":[{"acf_fc_layout":"two_columns","column_1":{"type":"text","content":"<p class=\"body-large\">L\u2019Accord de leadership sur la diversit\u00e9, l\u2019\u00e9quit\u00e9 et l\u2019inclusion est un <strong>engagement public<\/strong> pris par des organisations canadiennes afin de faire progresser et de prioriser la diversit\u00e9, l\u2019\u00e9quit\u00e9 et l\u2019inclusion dans les politiques, les processus et la culture de sorte \u00e0 cr\u00e9er de mani\u00e8re proactive un lieu de travail inclusif et \u00e9quitable.<\/p>","aspect_ratio":"4:3","visual_accent":false,"":null,"image_id":null,"image_alt_text":""},"column_2":{"type":"image","content":"Developed and launched by EHRC in 2017, the Accord proposes united action to:\r\n<ul>\r\n \t<li>expand the breadth and depth of the skilled workforce;<\/li>\r\n \t<li>ensure that under-represented groups are informed of the opportunities available in the sector of their choice;<\/li>\r\n \t<li>and, once employed, are fully supported and provided with equal opportunities to grow and develop to their full potential.<\/li>\r\n<\/ul>\r\nThe Accord provides a real opportunity for all stakeholders to actively engage in building a workforce that is truly representative of Canada\u2019s people.","aspect_ratio":"4_3","visual_accent":true,"":null,"image_id":46143,"image_alt_text":"Multicultural business team smiling at the camera in an office"}},{"acf_fc_layout":"two_columns","column_1":{"type":"image","content":"","aspect_ratio":"auto","visual_accent":true,"":null,"image_id":47934,"image_alt_text":"Logo de l'Accord de leadership de RHIEC"},"column_2":{"type":"text","content":"<h4 class=\"body-large\">\u00c9labor\u00e9 et lanc\u00e9 par RHIEC en 2017, l'Accord propose une action unifi\u00e9e pour :<\/h4>\r\n<ul>\r\n \t<li>accro\u00eetre l\u2019\u00e9tendue et la profondeur de la main-d\u2019\u0153uvre qualifi\u00e9e;<\/li>\r\n \t<li>\u00e9liminer les barri\u00e8res pour veiller \u00e0 ce que les groupes dignes d'\u00e9quit\u00e9 aient acc\u00e8s aux possibilit\u00e9s disponibles dans le secteur de leur choix;<\/li>\r\n \t<li>veiller \u00e0 ce qu'une fois embauch\u00e9\u00b7e\u00b7s, les membres de ces groupes soient pleinement soutenu\u00b7e\u00b7s et se voient offrir des chances \u00e9gales de se perfectionner et de fournir un apport \u00e0 la hauteur de leur potentiel.<\/li>\r\n<\/ul>\r\nIl offre \u00e0 toutes les parties prenantes une r\u00e9elle occasion de participer activement \u00e0 la cr\u00e9ation d\u2019une main-d\u2019\u0153uvre v\u00e9ritablement repr\u00e9sentative de la population canadienne.","aspect_ratio":"4:3","visual_accent":false,"":null,"image_id":null,"image_alt_text":""}}],"custom_navigation_label":"\u00c0 propos de l\u2019Accord"},"1":{"acf_fc_layout":"content_block","background_colour":"--ehrc-light-grey","heading":"Nos convictions profondes","description":"","rows":[{"acf_fc_layout":"two_columns","column_1":{"type":"text","content":"<p class=\"body-large\">La main-d\u2019\u0153uvre du secteur canadien de l\u2019\u00e9lectricit\u00e9 est caract\u00e9ris\u00e9e par une tr\u00e8s faible repr\u00e9sentation de groupes dignes d'\u00e9quit\u00e9, notamment les suivants : les femmes, les peuples autochtones*, les minorit\u00e9s visibles*, les personnes en situation de handicap*, les nouveaux\u00b7elles arrivant\u00b7e\u00b7s au Canada* ainsi que les membres de la communaut\u00e9 2SLGBTQI+*.<\/p>\r\nLes membres de ces groupes continuent de se heurter \u00e0 des obstacles qui freinent leur avancement professionnel, comme la discrimination \u00e0 l'embauche, le manque de soutien et de mentorat ainsi qu'une culture de travail n\u00e9gative. L'inclusion de ces groupes dignes d'\u00e9quit\u00e9 au sein des milieux de travail requiert davantage que de simplement ouvrir les portes aux travailleur\u00b7euse\u00b7s; les changements de paradigme n\u00e9cessitent une attention accrue et un suivi continu afin de favoriser une culture d'appartenance.\r\n\r\nPeu d\u2019entre nous atteignons nos objectifs sans le soutien des autres. Normaliser la pr\u00e9sence des groupes dignes d'\u00e9quit\u00e9 au sein du secteur requiert le leadership et l\u2019engagement de l\u2019industrie, des \u00e9ducateur\u00b7rice\u00b7s et des responsables politiques. Par-dessus tout, chacun\u00b7e d'entre nous doit accepter d\u2019assumer personnellement la responsabilit\u00e9 du changement pour faire en sorte que l\u2019industrie canadienne refl\u00e8te v\u00e9ritablement la soci\u00e9t\u00e9 dans laquelle nous vivons.","aspect_ratio":"4:3","visual_accent":false,"":null,"image_id":null,"image_alt_text":""},"column_2":{"type":"image","content":"","aspect_ratio":"4_3","visual_accent":true,"":null,"image_id":47493,"image_alt_text":"Coll\u00e8gues d'origines diverses discutant d'un plan d'affaires lors d'une rencontre dans un bureau favorisant la cr\u00e9ation"}},{"acf_fc_layout":"single_column","column_1":{"type":"text","content":"<em>*Peuples autochtones : nom collectif des peuples originaires d\u2019Am\u00e9rique du Nord et de leurs descendant\u00b7e\u00b7s, y compris les Premi\u00e8res Nations, les Inuits et les M\u00e9tis.<\/em>\r\n\r\n<em>*Minorit\u00e9s visibles : personnes autres que les Autochtones dont l\u2019identit\u00e9 raciale ou ethnique n\u2019est pas blanche.<\/em>\r\n\r\n<em>*Personnes en situation de handicap : personnes souffrant d\u2019une affection physique ou mentale permanente, \u00e9pisodique, continue ou d\u2019une certaine persistance qui est suffisamment importante pour limiter sa capacit\u00e9 \u00e0 mener des activit\u00e9s importantes de la vie.<\/em>\r\n\r\n<em>*Communaut\u00e9 2SLGBTQI+ : personnes bispirituelles, lesbiennes, gaies, bisexuelles, transgenres, queers, intersexes et autres personnes ayant diverses identit\u00e9s sexuelles ou de genre.<\/em>\r\n\r\n<em>*Nouveaux\u00b7elles arrivant\u00b7e\u00b7s au Canada : immigrant\u00b7e\u00b7s ayant obtenu le droit d\u2019\u00e9tablissement, r\u00e9sident\u00b7e\u00b7s permanent\u00b7e\u00b7s, personnes b\u00e9n\u00e9ficiant de l\u2019asile et personnes titulaires d\u2019un permis de travail qui sont arriv\u00e9es au Canada au cours d\u2019une ann\u00e9e donn\u00e9e.<\/em>","aspect_ratio":"4:3","visual_accent":false,"":null,"image_id":null,"image_alt_text":""}}],"custom_navigation_label":"Nos convictions profondes"},"2":{"acf_fc_layout":"content_block","background_colour":"--ehrc-white","heading":"Le processus de l\u2019Accord","description":"Il existe deux fa\u00e7ons de s\u2019impliquer et d\u2019agir pour engendrer un changement\u00a0: en tant que signataire de l\u2019Accord ou en tant que d\u00e9fenseur\u00b7e de l\u2019Accord. Ces mani\u00e8res d\u2019agir mettent toutes deux l\u2019accent sur l\u2019action unifi\u00e9e qui est requise pour assurer que les groupes dignes d\u2019\u00e9quit\u00e9 sont soutenus dans le cadre de leur emploi et qu\u2019ils ont des chances \u00e9gales de s\u2019\u00e9panouir et de d\u00e9velopper leur plein potentiel.","rows":[{"acf_fc_layout":"two_columns","column_1":{"type":"text","content":"<h3>Processus des\u00a0signataires<\/h3>\r\n<strong>\u00c9tape 1 : D\u00e9claration d\u2019engagement<\/strong>\r\nSignature d\u2019une d\u00e9claration et d\u2019une attestation d\u2019engagement, \u00e9tablissant ainsi une gamme d\u2019initiatives \u00ab\u00a0rep\u00e8res\u00a0\u00bb, lesquelles permettront de r\u00e9aliser les engagements \u00e9nonc\u00e9s dans l\u2019Accord.\r\n\r\n<strong>\u00c9tape 2 : Mise en \u0153uvre et action<\/strong>\r\nMise en \u0153uvre d\u2019initiatives \u00ab\u00a0rep\u00e8res\u00a0\u00bb clairement d\u00e9finies, \u00e0 l\u2019appui des engagements \u00e9nonc\u00e9s dans l\u2019Accord.\r\n\r\n<strong>\u00c9tape 3 : Examen<\/strong>\r\nChaque ann\u00e9e, le\u00b7la signataire s\u2019engage \u00e0 entreprendre un examen ayant pour but d\u2019\u00e9valuer les progr\u00e8s r\u00e9alis\u00e9s par l\u2019organisation et de fournir ses commentaires \u00e0 l'interne ainsi qu'\u00e0 RHIEC. L\u2019examen annuel procure aux organisations l\u2019occasion d\u2019analyser l\u2019efficacit\u00e9 de leurs pratiques en mati\u00e8re de diversit\u00e9, d'\u00e9quit\u00e9 et d'inclusion tout en veillant \u00e0 ce que les plans strat\u00e9giques correspondent aux besoins, et de les r\u00e9aligner, au besoin.","aspect_ratio":"4_3","visual_accent":false,"":null,"image_id":122,"image_alt_text":"Image of Ken Here"},"column_2":{"type":"image","content":"<em>\"As a sector that employs so many Canadians from coast to coast, we must take a leadership stance in changing our demographics. It\u2019s critical to our business, and the right thing to do. In order to address climate change, our industry will be called upon to lead the decarbonization of the broader economy. This requires attracting the best and the brightest minds by being the employer of choice and by providing a workplace where everyone belongs. As a CEO, I\u2019m proud to stand by the expansion of the Leadership Accord and commit to goals as it drives the entire sector in the right direction to change for the better.\"<\/em>","aspect_ratio":"4_3","visual_accent":false,"":null,"image_id":40306,"image_alt_text":"Collaboration entre femmes d'affaires"}}],"custom_navigation_label":"Le processus de l\u2019Accord"},"3":{"acf_fc_layout":"call-to-action","background_colour":"--ehrc-light-navy","heading":"Inscrivez-vous maintenant","emphasized_text":"Pr\u00eat\u00b7e \u00e0 prendre cet engagement?","content":"Commencez d\u00e8s aujourd\u2019hui \u00e0 \u00e9liminer les obstacles qui limitent l\u2019avancement professionnel des groupes dignes d'\u00e9quit\u00e9.\r\n\r\nPour de plus amples renseignements, \u00e9crivez \u00e0 notre gestionnaire de programme, diversit\u00e9, \u00e9quit\u00e9 et inclusion, \u00e0 l'adresse <a href=\"mailto:dei@ehrc.ca\">dei@ehrc.ca.<\/a>","link":{"title":"S'inscrire","url":"http:\/\/electricityhr.ca\/fr\/leadership-accord\/accord-de-leadership-sur-la-diversite-des-genres-inscription\/","target":"_blank"},"link_2":null,"image_id":40310,"image_alt_text":"Professionnel\u00b7le\u00b7s signant l'Accord de leadership","custom_navigation_label":""},"4":{"acf_fc_layout":"related_posts","heading":"Ressources connexes","type":"lm_research","post_ids_all":null,"related_career_profiles":null,"related_events":null,"related_lm_research":[47948,47823,47854],"related_posts":null,"related_toolkits":null,"related_webinars":null},"5":{"acf_fc_layout":"content_block","background_colour":"--ehrc-light-grey","heading":"T\u00e9moignages","description":"","rows":[{"acf_fc_layout":"two_columns","column_1":{"type":"text","content":"<p class=\"body-large\">L\u2019Accord de leadership sur la diversit\u00e9 des genres a \u00e9t\u00e9 un excellent point de d\u00e9part pour notre parcours en mati\u00e8re de diversit\u00e9, et cet engagement public a effectivement commenc\u00e9 \u00e0 faire bouger les choses en ce qui concerne la diversit\u00e9 des genres dans l\u2019ensemble du Canada.<\/p>\r\nAlors que nous nous adaptons \u00e0 un travail de nature changeante et en constante \u00e9volution, nous reconnaissons que ce changement d\u00e9pend de la diversit\u00e9 des perspectives et des exp\u00e9riences de vie des membres de nos \u00e9quipes. RHIEC a r\u00e9agi en renommant son Accord, qui porte aujourd\u2019hui le nom d\u2019Accord de leadership sur la diversit\u00e9, l\u2019\u00e9quit\u00e9 et l\u2019inclusion. L\u2019\u00e9volution de l\u2019Accord \u00e9largira le soutien offert aux organisations afin qu\u2019elles puissent se transformer et apporter des changements permanents pour garantir que des \u00e9quipes diversifi\u00e9es soient bien accueillies, soutenues et puissent s\u2019\u00e9panouir.\r\n<h5>Kathy Lerette<\/h5>\r\nVice-pr\u00e9sidente directrice, Transformation op\u00e9rationnelle chez Alectra","aspect_ratio":"4:3","visual_accent":false,"":null,"image_id":null,"image_alt_text":""},"column_2":{"type":"text","content":"<p class=\"body-large\">En tant que secteur qui emploie autant de Canadien\u00b7ne\u00b7s d\u2019un oc\u00e9an \u00e0 l\u2019autre, nous devons faire preuve de leadership en vue de faire \u00e9voluer notre r\u00e9alit\u00e9 d\u00e9mographique. Cela s\u2019av\u00e8re essentiel pour notre entreprise, mais, surtout, c\u2019est ce qu\u2019il convient de faire.<\/p>\r\nPour contrer les changements climatiques, notre industrie sera appel\u00e9e \u00e0 jouer un r\u00f4le d\u00e9terminant dans la d\u00e9carbonisation de l\u2019\u00e9conomie au sens large. Nous nous devons d\u2019attirer les talents les plus brillants et les plus prometteurs en \u00e9tant un employeur de premier choix et en offrant un milieu de travail o\u00f9 chaque personne est incluse. \u00c0 titre de PDG, je suis fier de soutenir l\u2019\u00e9largissement du champ d\u2019action de l\u2019Accord sur le leadership et de m\u2019engager \u00e0 atteindre ses objectifs, car il permet d\u2019orienter l\u2019ensemble du secteur dans la bonne voie pour effectuer des changements positifs.\r\n<h5>Ken Hartwick<\/h5>\r\nPr\u00e9sident-directeur g\u00e9n\u00e9ral, Ontario Power Generation\r\n\r\n&nbsp;","aspect_ratio":"auto","visual_accent":false,"":null,"image_id":43018,"image_alt_text":"Logo de Women Leadership Nation"}}],"custom_navigation_label":"T\u00e9moignages"},"7":{"acf_fc_layout":"logo_garden","display_options":{"visible_sponsor_name":false,"descriptors":false,"links":false},"heading":"Signataires de l\u2019Accord","description":"Merci \u00e0 toutes les organisations qui ont adh\u00e9r\u00e9 \u00e0 l\u2019Accord et qui promeuvent la diversit\u00e9 et l\u2019inclusion sur leur lieu de travail. 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soutenir les organisations signataires qui sont d\u00e9termin\u00e9es \u00e0 r\u00e9duire l\u2019\u00e9cart entre les sexes. Le partenariat entre RHIEC et WLN a \u00e9t\u00e9 nou\u00e9 en gardant \u00e0 l\u2019esprit qu\u2019il n\u2019est pas facile de modifier le contexte li\u00e9 aux genres : des efforts tactiques et soutenus sont n\u00e9cessaires pour effectuer un changement syst\u00e9mique. La vision de RHIEC en r\u00e9alisant un partenariat avec WLN est d\u2019aider les organisations qui requi\u00e8rent un soutien en les dotant des connaissances et des ressources n\u00e9cessaires pour cerner et surmonter les obstacles qui ralentissent leurs progr\u00e8s. WLN est un organisme dont les membres sont des sp\u00e9cialistes en mati\u00e8re de formation holistique, d\u2019\u00e9valuation et d\u2019adaptation d\u2019outils de soutien, en vue d\u2019aider les employeur\u00b7euse\u00b7s \u00e0 offrir non seulement des milieux de travail plus diversifi\u00e9s, mais \u00e9galement \u00e0 d\u00e9montrer plus de souplesse et de comp\u00e9titivit\u00e9.\r\n\r\nLes membres de RHIEC ainsi que les signataires de l\u2019Accord b\u00e9n\u00e9ficieront de tarifs pr\u00e9f\u00e9rentiels et d\u2019un acc\u00e8s \u00e0 des ressources pr\u00e9cieuses, cr\u00e9\u00e9es pour les aider \u00e0 r\u00e9aliser l\u2019\u00e9quit\u00e9 entre les genres.\r\n<h4>L\u2019organisme WLN est fermement r\u00e9solu \u00e0 :<\/h4>\r\n<ul>\r\n \t<li>Aider les employeur\u00b7euse\u00b7s \u00e0 comprendre le degr\u00e9 d\u2019unit\u00e9 qui r\u00e8gne actuellement au sein de leur organisation, en d\u00e9finissant des objectifs qui permettront d\u2019engendrer la cr\u00e9ation d\u2019une culture organisationnelle plus diversifi\u00e9e, inclusive et collaborative, ce qui se traduira ensuite par un environnement de travail plus innovant, dynamique et comp\u00e9titif.<\/li>\r\n \t<li>Encourager les participant\u00b7e\u00b7s \u00e0 entreprendre un cheminement vers la d\u00e9couverte de soi, ce qui leur permettra de mieux comprendre leurs forces, de cerner les possibilit\u00e9s de croissance, d\u2019acqu\u00e9rir de nouvelles comp\u00e9tences en leadership et d\u2019\u00e9tablir des strat\u00e9gies visant \u00e0 surmonter les obstacles.<\/li>\r\n \t<li>Inviter les \u00e9quipes \u00e0 ouvrir davantage le dialogue et \u00e0 \u00e9changer de fa\u00e7on plus approfondie sur les diff\u00e9rences, \u00e0 cerner les points communs et \u00e0 augmenter les possibilit\u00e9s de compr\u00e9hension, d\u2019acceptation, de respect et de collaboration.<\/li>\r\n<\/ul>\r\nApprenez-en davantage sur <a href=\"https:\/\/womenleadershipnation.com\/\">Women Leadership Nation<\/a>.","aspect_ratio":"4:3","visual_accent":false,"":null,"image_id":null,"image_alt_text":""},"column_2":{"type":"image","content":"","aspect_ratio":"auto","visual_accent":false,"":null,"image_id":43018,"image_alt_text":"Logo de Women Leadership Nation"}},{"acf_fc_layout":"two_columns","column_1":{"type":"image","content":"","aspect_ratio":"auto","visual_accent":false,"":null,"image_id":43024,"image_alt_text":"Logo de Parit\u00e9 d\u2019ici 30"},"column_2":{"type":"text","content":"<h3>Parit\u00e9 d\u2019ici 30<\/h3>\r\nParit\u00e9 d\u2019ici 30 est une initiative de Ressources naturelles Canada (RNCan) ainsi qu\u2019un engagement des organisations des secteurs public et priv\u00e9, lequel consiste \u00e0 travailler \u00e0 la r\u00e9alisation de l\u2019\u00e9quit\u00e9 salariale, du leadership et des possibilit\u00e9s pour les membres des groupes dignes d'\u00e9quit\u00e9 \u0153uvrant au sein du secteur de l\u2019\u00e9nergie propre, et ce, d\u2019ici 2030. L\u2019organisme Parit\u00e9 d\u2019ici 30 demande aux entreprises et aux gouvernements de souscrire aux principes d\u2019\u00e9quit\u00e9, puis de poser des gestes concrets visant \u00e0 r\u00e9duire l\u2019\u00e9cart entre les genres.\r\n\r\nDans le cadre de cette campagne, RNCan rassemble des dirigeant\u00b7e\u00b7s des diff\u00e9rents secteurs de l\u2019\u00e9nergie afin de galvaniser l\u2019action et d\u2019inviter toutes les parties prenantes \u00e0 agir ensemble, qu\u2019il s\u2019agisse des entreprises du secteur priv\u00e9 ou des gouvernements, \u00e0 tous les paliers.","aspect_ratio":"4:3","visual_accent":false,"":null,"image_id":null,"image_alt_text":""}},{"acf_fc_layout":"two_columns","column_1":{"type":"text","content":"<h4>J\u2019ai d\u00e9j\u00e0 sign\u00e9 l\u2019Accord de leadership, pourquoi devrais-je \u00e9galement adh\u00e9rer \u00e0 Parit\u00e9 d\u2019ici\u00a030?<\/h4>\r\nRNCan reconna\u00eet que certains secteurs, tels que le secteur de l\u2019\u00e9lectricit\u00e9, ont d\u00e9j\u00e0 consid\u00e9rablement progress\u00e9 dans la r\u00e9alisation de l\u2019objectif visant l'\u00e9quit\u00e9. C\u2019est pourquoi cette campagne internationale a \u00e9t\u00e9 con\u00e7ue en vue de chapeauter les cadres canadiens et de leur permettre de continuer \u00e0 exister et progresser. Les signataires de l\u2019Accord\u00a0continueront de rendre compte des progr\u00e8s r\u00e9alis\u00e9s directement \u00e0 RHIEC, en fonction des engagements \u00e9nonc\u00e9s dans l\u2019Accord.\r\n\r\nRHIEC encourage \u00e9galement les signataires de l\u2019Accord \u00e0 se joindre \u00e0 la campagne\u00a0Parit\u00e9 d\u2019ici\u00a030, puisque cela \u00e9largira la visibilit\u00e9 des engagements de l\u2019organisation sur la sc\u00e8ne internationale.\r\n\r\n&nbsp;","aspect_ratio":"4:3","visual_accent":false,"":null,"image_id":null,"image_alt_text":""},"column_2":{"type":"text","content":"<h4>En tant que signataire de l\u2019Accord de leadership, devrai-je faire rapport deux fois?<\/h4>\r\nNon. Les participant\u00b7e\u00b7s qui adh\u00e8rent \u00e0 l\u2019Accord\u00a0ne se verront pas imposer de fardeau administratif ni de chevauchement indu.\r\n\r\nEn ce qui concerne l\u2019Accord, les signataires rel\u00e8vent directement de Ressources humaines, industrie \u00e9lectrique du Canada, et les progr\u00e8s sont partag\u00e9s avec RNCan \u00e0 un niveau agr\u00e9g\u00e9. RHIEC ne communiquera \u00e0 RNCan les meilleures pratiques ou r\u00e9alisations qu\u2019avec l\u2019approbation explicite de chaque organisation; de plus, RHIEC souligne que les accords \u00e9tablis en mati\u00e8re de confidentialit\u00e9 et concernant la divulgation de renseignements sont scrupuleusement respect\u00e9s.\r\n\r\n<a href=\"https:\/\/www.paritedici30.org\/\">Apprenez-en davantage sur Parit\u00e9 d\u2019ici 30.<\/a>","aspect_ratio":"4:3","visual_accent":false,"":null,"image_id":null,"image_alt_text":""}},{"acf_fc_layout":"two_columns","column_1":{"type":"text","content":"<h3>Les Principes d\u2019autonomisation des femmes<\/h3>\r\n<a href=\"https:\/\/www.weps.org\/\">Les Principes d\u2019autonomisation des femmes<\/a>\u00a0sont un ensemble de principes offrant des conseils aux entreprises sur la fa\u00e7on de promouvoir l\u2019\u00e9galit\u00e9 des genres et l\u2019autonomisation des femmes en milieu de travail, sur le march\u00e9 et dans la communaut\u00e9. Cr\u00e9\u00e9s par le\u00a0<a href=\"https:\/\/www.unglobalcompact.org\/\">Pacte mondial des Nations Unies<\/a>\u00a0et\u00a0<a href=\"https:\/\/www.unwomen.org\/fr\">ONU Femmes<\/a>, les Principes d\u2019autonomisation sont fond\u00e9s sur les normes internationales du travail et les droits de la personne, et reposent sur la reconnaissance du fait que les entreprises ont un int\u00e9r\u00eat, ainsi qu\u2019une responsabilit\u00e9 en mati\u00e8re d\u2019\u00e9galit\u00e9 des genres et d\u2019autonomisation des femmes.\r\n\r\nLes principes d\u2019autonomisation des femmes sont un vecteur principal de mise en \u0153uvre par les entreprises des dimensions de l\u2019\u00e9galit\u00e9 des genres du programme 2030 et des objectifs de d\u00e9veloppement durable des Nations Unies. En se joignant \u00e0 la communaut\u00e9 des principes d\u2019autonomisation des femmes, les DG signalent leur engagement en faveur de ce programme au plus haut niveau de l\u2019entreprise et \u00e0 travailler en collaboration au sein de r\u00e9seaux multipartites pour favoriser les pratiques commerciales qui favorisent l\u2019autonomisation des femmes, notamment l\u2019\u00e9galit\u00e9 de r\u00e9mun\u00e9ration pour un travail de valeur \u00e9gale, des pratiques de cha\u00eene d\u2019approvisionnement sensibles au genre ainsi qu\u2019une tol\u00e9rance z\u00e9ro \u00e0 l\u2019\u00e9gard du harc\u00e8lement sexuel sur le lieu de travail.","aspect_ratio":"4:3","visual_accent":false,"":null,"image_id":null,"image_alt_text":""},"column_2":{"type":"image","content":"","aspect_ratio":"4_3","visual_accent":true,"":null,"image_id":44461,"image_alt_text":"Professionnelles en train de discuter devant un tableau blanc"}}],"custom_navigation_label":"Partenaires"}}},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - 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