{"id":48005,"date":"2023-07-11T13:08:43","date_gmt":"2023-07-11T17:08:43","guid":{"rendered":"https:\/\/ehrc-rebuild.paperleaftest.com\/supporting-inclusive-development\/"},"modified":"2023-09-24T12:44:12","modified_gmt":"2023-09-24T18:44:12","slug":"supporting-inclusive-development","status":"publish","type":"page","link":"https:\/\/ehrc.ca\/fr\/supporting-inclusive-development\/","title":{"rendered":"Soutien au d\u00e9veloppement inclusif"},"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":"page-without-sidebar.php","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":[],"class_list":["post-48005","page","type-page","status-publish","hentry"],"acf":{"page_header":{"":null,"description":"Une trousse des RH con\u00e7ue pour les employeur\u00b7euse\u00b7s du secteur de l\u2019\u00e9lectricit\u00e9 et de l\u2019\u00e9nergie renouvelable de l\u2019Alberta. ","link":{"title":"View Toolkit","url":"http:\/\/electricityhr.ca\/fr\/toolkits\/illuminate-opportunity-equity-in-the-workplace\/","target":""},"image_id":null,"image_alt_text":""},"pagebuilder":[{"acf_fc_layout":"content_block","background_colour":"--ehrc-white","heading":"Remettez en question votre approche de perfectionnement des employ\u00e9\u00b7e\u00b7s ","description":"Nous pouvons tou\u00b7te\u00b7s apprendre \u00e0 reconna\u00eetre et \u00e0 examiner nos pr\u00e9jug\u00e9s, nos suppositions et les st\u00e9r\u00e9otypes que nous entretenons afin d\u2019appuyer une approche plus \u00e9quitable en mati\u00e8re de soutien et de perfectionnement des employ\u00e9\u00b7e\u00b7s. ","rows":[{"acf_fc_layout":"single_column","column_1":{"type":"text","content":"
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Au moment de planifier des activit\u00e9s de perfectionnement pour votre \u00e9quipe<\/span><\/span>\u00a0<\/span><\/h3>\r\n
    \r\n \t
  • Qui proposez-vous pour de l\u2019accompagnement professionnel, du mentorat, un \u00e9v\u00e9nement de r\u00e9seautage ou des affectations de grande envergure? Y a-t-il une tendance? Si oui, pourquoi est-ce le cas?<\/span>\u00a0<\/span><\/li>\r\n \t
  • Comment vos choix pourraient-ils affecter certaines personnes moins soutenues, ainsi que leur int\u00e9r\u00eat et leur capacit\u00e9 \u00e0 se d\u00e9velopper et \u00e0 progresser?<\/span>\u00a0<\/span><\/li>\r\n \t
  • Quels sont les avantages mutuels de soutenir quelqu\u2019un \u00e0 qui vous n\u2019auriez pas n\u00e9cessairement pens\u00e9?<\/span>\u00a0<\/span><\/li>\r\n<\/ul>\r\n

    Au moment de collaborer avec vos coll\u00e8gues<\/span><\/span>\u00a0<\/span><\/h3>\r\n
      \r\n \t
    • Adopteriez-vous une approche diff\u00e9rente pour soutenir cet\u00b7te employ\u00e9\u00b7e, par exemple en ce qui concerne le format ou la fr\u00e9quence de votre r\u00e9troaction, s\u2019il\u00b7elle vous \u00ab\u202fressemblait plus\u202f\u00bb sur le plan des caract\u00e9ristiques personnelles, du type d\u2019emploi ou de l\u2019emplacement? \u00c0 quelle fr\u00e9quence et de quelle fa\u00e7on devriez-vous souligner les r\u00e9ussites?<\/span>\u00a0<\/span><\/li>\r\n \t
    • Quels pr\u00e9jug\u00e9s (croyances, st\u00e9r\u00e9otypes et suppositions) pourraient vous emp\u00eacher de fournir un excellent soutien \u00e0 cet\u00b7te employ\u00e9\u00b7e?<\/span>\u00a0<\/span><\/li>\r\n \t
    • Lorsque vous recommandez des activit\u00e9s, le contenu et le moment cadrent-ils avec ses croyances et co\u00efncident-ils avec des pratiques culturelles importantes? Des mesures d\u2019adaptation rendraient-elles ces activit\u00e9s plus accessibles et percutantes?<\/span>\u00a0<\/span><\/li>\r\n<\/ul>\r\n

      Fournissez de la r\u00e9troaction inclusive<\/span><\/span>\u00a0<\/span><\/h3>\r\nAyez conscience de ce qui suit<\/span>31<\/span><\/sup>\u202f:<\/span><\/span>\u00a0<\/span>\r\n

      Langage, ton et expressions<\/span><\/span>\u00a0<\/span><\/h4>\r\nSi vous offrez de la r\u00e9troaction \u00e0 quelqu\u2019un dont la langue premi\u00e8re est diff\u00e9rente de la v\u00f4tre, soyez <\/span>conscient\u00b7e<\/span> que les analogies, les m\u00e9taphores, les blagues ou les r\u00e9f\u00e9rences sportives n\u2019ont peut-\u00eatre pas de traduction dans sa langue.<\/span><\/span>\u00a0<\/span>\r\n\r\nSoyez <\/span>pr\u00eat\u00b7e<\/span> \u00e0 fournir des explications suppl\u00e9mentaires si la personne n\u2019a pas r\u00e9agi du tout ou a r\u00e9agi plus fortement que pr\u00e9vu.<\/span><\/span>\u00a0<\/span>\r\n

      \u00c9valuez la mani\u00e8re dont vous vous identifiez \u00e0 l\u2019<\/span>exp\u00e9diteur\u00b7rice<\/span> ou <\/span>au\u00b7\u00e0<\/span> la destinataire.<\/span><\/span>\u00a0<\/span><\/h4>\r\nVotre approche diff\u00e8re-t-elle lorsque vous donnez une r\u00e9troaction \u00e0 une personne que vous pensez pouvoir bien comprendre ou qui vous ressemble davantage?<\/span><\/span>\u00a0<\/span>\r\n\r\nDonnez-vous inconsciemment le b\u00e9n\u00e9fice du doute \u00e0 certaines personnes, alors que vous attendez que d\u2019autres se justifient davantage?<\/span><\/span>\u00a0<\/span>\r\n

      Suppositions\u202ferron\u00e9es<\/span><\/span>\u00a0<\/span><\/h4>\r\nQuelles suppositions erron\u00e9es influencent ce que vous voyez, la perception que vous en avez et la fa\u00e7on dont vous fournissez de la r\u00e9troaction \u00e0 cet \u00e9gard? Par exemple, si <\/span>un\u00b7e<\/span> employ\u00e9\u00b7e<\/span> est syst\u00e9matiquement en retard au travail, votre pr\u00e9jug\u00e9 inconscient, aliment\u00e9 par des st\u00e9r\u00e9otypes soci\u00e9taux, peut vous amener \u00e0 remettre en question l\u2019engagement de cette personne\u202f\u2013 alors qu\u2019en fait, elle prend soin d\u2019un parent malade.<\/span><\/span>\u00a0<\/span>\r\n\r\nV\u00e9rifiez que votre r\u00e9troaction est fond\u00e9e sur des faits et des comportements observables.<\/span><\/span>\u00a0<\/span>\r\n

      G\u00e9rer les pr\u00e9jug\u00e9s inconscients lors des \u00e9valuations de rendement<\/span><\/span>\u00a0<\/span><\/h3>\r\n
      \r\n
      \r\n
      \r\n
      \r\n
      \r\n
        \r\n \t
      • R\u00e9digez des \u00e9valuations de la m\u00eame longueur et en utilisant des structures semblables pour l\u2019ensemble du personnel. Cela permet d\u2019assurer un niveau de d\u00e9tail similaire, et donc de pr\u00e9senter les aspects particuliers de chacun\u00b7e.<\/span>\u00a0<\/span><\/li>\r\n \t
      • Reconnaissez la valeur de diff\u00e9rentes approches permettant la r\u00e9alisation des objectifs (p. ex., les employ\u00e9\u00b7e\u00b7s introverti\u00b7e\u00b7s adopteront possiblement une approche \u00ab\u202fplus tranquille\u202f\u00bb que les employ\u00e9\u00b7e\u00b7s extraverti\u00b7e\u00b7s).<\/span>\u00a0<\/span><\/li>\r\n \t
      • Appuyez-vous sur plusieurs sources (p.\u202fex., r\u00e9troaction de mentor\u00b7e\u00b7s ou t\u00e9moignages de coll\u00e8gues, etc.).<\/span>\u00a0<\/span><\/li>\r\n \t
      • Demandez \u00e0 un\u00b7e coll\u00e8gue qui conna\u00eet l\u2019employ\u00e9\u00b7e de valider votre \u00e9valuation.<\/span>\u00a0<\/span><\/li>\r\n<\/ul>\r\n<\/div>\r\n<\/section><\/article><\/div>\r\n<\/div>\r\n<\/div>\r\n<\/div>\r\n
        <\/div>\r\n<\/div>\r\n<\/section>","aspect_ratio":"4:3","visual_accent":false,"":null,"image_id":null,"image_alt_text":""}}],"custom_navigation_label":""}]},"yoast_head":"\nSoutien au d\u00e9veloppement inclusif - Electricity Human Resources Canada<\/title>\n<meta name=\"description\" content=\"Une trousse des RH con\u00e7ue pour les employeur\u00b7euse\u00b7s du secteur de l\u2019\u00e9lectricit\u00e9 et de l\u2019\u00e9nergie renouvelable de l\u2019Alberta.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/ehrc.ca\/fr\/supporting-inclusive-development\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Soutien au d\u00e9veloppement inclusif - Electricity Human Resources Canada\" \/>\n<meta property=\"og:description\" content=\"Une trousse des RH con\u00e7ue pour les employeur\u00b7euse\u00b7s du secteur de l\u2019\u00e9lectricit\u00e9 et de l\u2019\u00e9nergie renouvelable de l\u2019Alberta.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/ehrc.ca\/fr\/supporting-inclusive-development\/\" \/>\n<meta property=\"og:site_name\" content=\"Electricity Human Resources Canada\" \/>\n<meta property=\"article:modified_time\" content=\"2023-09-24T18:44:12+00:00\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/ehrc.ca\\\/fr\\\/supporting-inclusive-development\\\/\",\"url\":\"https:\\\/\\\/ehrc.ca\\\/fr\\\/supporting-inclusive-development\\\/\",\"name\":\"Soutien au d\u00e9veloppement inclusif - 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