{"id":48020,"date":"2023-07-11T15:15:19","date_gmt":"2023-07-11T19:15:19","guid":{"rendered":"https:\/\/ehrc-rebuild.paperleaftest.com\/illuminate-opportunity-end-notes\/"},"modified":"2023-10-04T11:19:52","modified_gmt":"2023-10-04T15:19:52","slug":"illuminate-opportunity-end-notes","status":"publish","type":"page","link":"https:\/\/ehrc.ca\/fr\/illuminate-opportunity-end-notes\/","title":{"rendered":"Notes de fin de la trousse d\u2019outils \u00c9clairer les possibilit\u00e9s"},"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-48020","page","type-page","status-publish","hentry"],"acf":{"page_header":{"":null,"description":"Ces notes de fin constituent un \u00e9l\u00e9ment d\u2019\u00c9clairer les possibilit\u00e9s d\u2019\u00e9quit\u00e9 en milieu de travail.","link":{"title":"Consulter la trousse ","url":"http:\/\/electricityhr.ca\/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":"Notes de fin de la trousse et informations sur les sources ","description":"","rows":[{"acf_fc_layout":"single_column","column_1":{"type":"text","content":"

\u00c9clairer les possibilit\u00e9s\u202f: le recrutement et l\u2019embauche<\/span><\/span>\u00a0<\/span><\/h3>\r\n1 Rock et Grant, novembre\u202f2016\u202f\u2013 Rock, D. et H.\u202fGrant.\u202f\u00ab\u202f<\/span>Why<\/span> Diverse Teams Are <\/span>Smarter<\/span>\u202f\u00bb, Harvard Business <\/span>Review<\/span>.\r\nAdresse\u202f:\u202f<\/span><\/span>https:\/\/hbr.org\/2016\/11\/why-diverse-teams-are-smarter?referral=03759&cm_vc=rr_item_page.bottom<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n2 Ressources humaines, industrie \u00e9lectrique du Canada, mars\u202f2018\u202f\u2013\u202f\u00ab\u202f<\/span>Transitions de la main-d\u2019\u0153uvre\u202f: IMT pour le secteur de l\u2019\u00e9nergie en Alberta<\/span>\u202f\u00bb.\r\nAdresse\u202f: <\/span><\/span>https:\/\/ehrc.ca\/fr\/resources\/imt-pour-le-secteur-de-lenergie-en-alberta-2017-2022\/<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n3 McKinsey, juin\u202f2019 \u2013\u202f\u00ab\u202f<\/span>Women<\/span> Matter<\/span>:\u202fThe <\/span>present<\/span> and future of <\/span>women<\/span> at <\/span>work<\/span> in Canada\u202f\u00bb.\r\n<\/span><\/span>Adresse\u202f: <\/span><\/span>https:\/\/www.mckinsey.com\/featured-insights\/gender-equality\/the-present-and-future-of-women-at-work-in-canada<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n4 Calgary <\/span>Economic<\/span> Development<\/span>, s.d. \u2013 Dans la section\u202f<\/span>Research<\/span>\u202f\u2013 <\/span>Demographics<\/span>.\r\n<\/span><\/span>Adresse\u202f: <\/span><\/span>https:\/\/calgaryeconomicdevelopment.com\/research-and-reports\/demographics-lp\/demographics\/<\/span><\/span><\/a>; Gouvernement de l\u2019Alberta. Minist\u00e8re du Conseil du Tr\u00e9sor et des Finances, Bureau des statistiques et de l\u2019information, d\u00e9cembre 2017\u202f\u2013\u202f<\/span>D\u00e9mographie. <\/span>\u00ab\u202fRecensement du Canada de 2016\u202f: Peuples autochtones\u202f\u00bb.\r\n<\/span><\/span>Adresse\u202f: <\/span><\/span>https:\/\/open.alberta.ca\/dataset\/0c91afae-9640-4ef7-8fd9-140e80b59497\/resource\/7d5fa9fa-0525-4619-9d3e-1b5a5145b6a3\/download\/2016-census-aboriginal-people.pdf<\/span><\/span><\/a>; Gouvernement de la Nouvelle-\u00c9cosse. Minist\u00e8re du Conseil du Tr\u00e9sor et des Finances, novembre\u202f2018\u202f\u2013\u202f<\/span>Enqu\u00eate canadienne sur l\u2019incapacit\u00e9<\/span>, 2017.\r\nAdresse\u202f: <\/span><\/span>https:\/\/novascotia.ca\/finance\/statistics\/news.asp?id=14366<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n5 Castilla et <\/span>Benard<\/span>, 2010\u202f\u2013 Castilla, E.J., et S. <\/span>Benard<\/span>.\u202f\u00ab\u202fThe <\/span>Paradox<\/span> of <\/span>Meritocracy<\/span> in Organizations\u202f\u00bb,\u202fAdministrative Science <\/span>Quarterly<\/span>, vol.\u202f<\/span>55, n<\/span>o<\/span>\u202f4, p.<\/span> 543-676.\r\nAdresse\u202f: <\/span><\/span>https:\/\/gap.hks.harvard.edu\/paradox-meritocracy-organizations<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n6 Network of <\/span>Executive<\/span> Women<\/span> et Deloitte, septembre 2019 \u2013\u202f\u00ab\u202f<\/span>Welcome<\/span> to <\/span>Generation<\/span> Z\u202f\u00bb. Deloitte.<\/span><\/span>\r\n<\/span>Adresse\u202f: <\/span><\/span>https:\/\/www2.deloitte.com\/content\/dam\/Deloitte\/us\/Documents\/consumer-business\/welcome-to-gen-z.pdf<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n7\u202fOffice of Diversity and <\/span>Outreach<\/span>, s.d. \u2013\u202f<\/span>\u00ab\u202f<\/span>Unconscious<\/span> Bias<\/span>\u202f\u00bb. Universit\u00e9 de Californie \u00e0 San Francisco. <\/span><\/span>Adresse\u202f: <\/span><\/span>https:\/\/diversity.ucsf.edu\/resources\/unconscious-bias<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n

\u00c9clairer les possibilit\u00e9s\u202f: l\u2019int\u00e9gration et le perfectionnement<\/span><\/span>\u00a0<\/span><\/h3>\r\n8 Ressources humaines, industrie \u00e9lectrique du Canada, mars\u202f2018\u202f\u2013\u202f\u00ab\u202fTransitions de la main-d\u2019\u0153uvre\u202f: IMT pour le secteur de l\u2019\u00e9nergie en Alberta\u202f\u00bb.\r\nAdresse\u202f: <\/span><\/span>https:\/\/ehrc.ca\/fr\/resources\/imt-pour-le-secteur-de-lenergie-en-alberta-2017-2022\/<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n9 <\/span>Klinghoffer<\/span> et al., juin 2019 \u2013 <\/span>Klinghoffer<\/span>, D., C. Young et D. <\/span>Haspas<\/span>.\u202f\u00ab\u202f<\/span>Every<\/span> New <\/span>Employee<\/span> Needs<\/span> an <\/span>Onboarding<\/span> Buddy\u202f\u00bb,\u202fHarvard Business <\/span>Review<\/span>.\r\nAdresse\u202f: <\/span><\/span>https:\/\/hbr.org\/2019\/06\/every-new-employee-needs-an-onboarding-buddy<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n10 National Post, mars\u202f2018\u202f\u2013\u202f\u00ab\u202fHow <\/span>employee<\/span> resource<\/span> groups are <\/span>reinventing<\/span> the <\/span>workplace<\/span>\u202f\u00bb.\r\n<\/span><\/span>Adresse\u202f: <\/span><\/span>https:\/\/nationalpost.com\/sponsored\/life-sponsored\/how-employee-resource-groups-are-reinventing-the-workplace<\/span><\/span><\/a>; <\/span>Affirmity<\/span>, ao\u00fbt 2019\u202f\u2013\u202f\u00ab\u202f7\u202fBest Practices for <\/span>Maximizing<\/span> the Value of <\/span>Employee<\/span> Resource Groups\u202f\u00bb.<\/span>\r\n<\/span>Adresse\u202f: <\/span><\/span>https:\/\/www.affirmity.com\/blog\/7-best-practices-maximize-value-employee-resource-groups-ergs\/<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n11 Contenu adapt\u00e9 de <\/span>Gittens-Ottley<\/span>, S., s.d.\u202f\u2013\u202f\u00ab\u202fInclusion starts on <\/span>day<\/span> one: 10 <\/span>ways<\/span> to <\/span>build<\/span> an inclusive <\/span>onboarding<\/span> experience<\/span>\u202f\u00bb, <\/span>Wavelength<\/span>.\r\nAdresse\u202f: <\/span><\/span>https:\/\/wavelength.asana.com\/inclusive-onboarding-experience\/<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n12 <\/span>Klinghoffer<\/span> et al., juin 2018\u202f\u2013 <\/span>Klinghoffer<\/span>, D., C. Young et X. Liu.\u202f\u00ab\u202fTo <\/span>retain<\/span> new <\/span>hires<\/span>, <\/span>make<\/span> sure <\/span>you<\/span> meet<\/span> with<\/span> them<\/span> in <\/span>their<\/span> first <\/span>week<\/span>\u202f\u00bb, Harvard Business <\/span>Review<\/span>.\r\nAdresse\u202f: <\/span><\/span>https:\/\/hbr.org\/2018\/06\/to-retain-new-hires-make-sure-you-meet-with-them-in-their-first-week<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n13 <\/span>Klinghoffer<\/span> et al., juin\u202f2018\u202f\u2013 <\/span>Klinghoffer<\/span>, D., C. Young et X. Liu.\u202f\u00ab\u202fTo <\/span>retain<\/span> new <\/span>hires<\/span>, <\/span>make<\/span> sure <\/span>you<\/span> meet<\/span> with<\/span> them<\/span> in <\/span>their<\/span> first <\/span>week<\/span>\u202f\u00bb, Harvard Business <\/span>Review<\/span>. Adresse\u202f: <\/span><\/span>https:\/\/hbr.org\/2018\/06\/to-retain-new-hires-make-sure-you-meet-with-them-in-their-first-week<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n14 Contenu adapt\u00e9 de <\/span>Hire<\/span> for Talent s.d. \u2013\u202f\u00ab\u202fBasic <\/span>Employee<\/span> Orientation and <\/span>Onboarding<\/span> Checklist\u202f\u00bb. Adresse\u202f: <\/span><\/span>https:\/\/www.hirefortalent.ca\/main\/toolkit\/hiring\/171-basic-employee-orientation-and-onboarding-checklist<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n15 <\/span>Conference<\/span> Board<\/span> of Canada, 2015 \u2013\u202f\u00ab\u202f<\/span>Employers<\/span>\u2019 Toolkit: <\/span>Making<\/span> Ontario <\/span>Workplaces<\/span> Accessible to People <\/span>With<\/span> Disabilities<\/span>.\u202f2nd Edition.\u202f\u00bb.\r\nAdresse\u202f: <\/span><\/span>https:\/\/www.conferenceboard.ca\/accessibility\/toolkit.aspx<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n16 Hendricks, et al., automne 2005\u202f\u2013 Hendricks D.J., L.C. Batiste, A.\u202f<\/span>Hirsh<\/span>, H.A. <\/span>Schartz<\/span> et P.\u202f<\/span>Blanck<\/span>.\u202f\u00ab\u202f<\/span>Cost<\/span> and <\/span>effectiveness<\/span> of accommodations in the <\/span>workplace<\/span>: Preliminary <\/span>results<\/span> of a <\/span>nationwide<\/span> study<\/span>\u202f\u00bb, <\/span>Disability<\/span> Studies<\/span> Quarterly<\/span>, vol. 25, n<\/span>o\u202f<\/span>4.\r\nAdresse\u202f: <\/span><\/span>https:\/\/dsq-sds.org\/article\/view\/623\/800<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n17 McKinsey, juin\u202f2019\u202f\u2013\u202f\u00ab\u202f<\/span>Women<\/span> Matter<\/span>:\u202fThe <\/span>present<\/span> and future of <\/span>women<\/span> at <\/span>work<\/span> in Canada\u202f\u00bb.\r\n<\/span><\/span>Adresse\u202f: <\/span><\/span>https:\/\/www.mckinsey.com\/featured-insights\/gender-equality\/the-present-and-future-of-women-at-work-in-canada<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n18 Ontario Society of Professional <\/span>Engineers<\/span>, ao\u00fbt\u202f2017 \u2013 \u00ab\u202f<\/span>What<\/span> are the <\/span>barriers<\/span> facing<\/span> women<\/span> in STEM?\u202f\u00bb.<\/span>\u202f <\/span>Adresse\u202f: <\/span><\/span>https:\/\/ospe.on.ca\/advocacy\/barriers-facing-women-stem\/<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n19 McKinsey, juin\u202f2019\u202f\u2013\u202f\u00ab\u202f<\/span>Women<\/span> Matter<\/span>:\u202fThe <\/span>present<\/span> and future of <\/span>women<\/span> at <\/span>work<\/span> in Canada\u202f\u00bb. <\/span><\/span>Adresse\u202f: <\/span><\/span>https:\/\/www.mckinsey.com\/featured-insights\/gender-equality\/the-present-and-future-of-women-at-work-in-canada<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n20 <\/span>Krenz<\/span> M., f\u00e9vrier\u202f2019\u202f\u2013\u202f\u00ab\u202fSurvey: <\/span>What<\/span> diversity<\/span> and inclusion <\/span>policies<\/span> do <\/span>employees<\/span> actually<\/span> want<\/span>?\u202f\u00bb,\u202fHarvard Business <\/span>Review<\/span>. Adresse\u202f: <\/span><\/span>https:\/\/hbr.org\/2019\/02\/survey-what-diversity-and-inclusion-policies-do-employees-actually-want<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n21 McKinsey, juin\u202f2019 \u2013\u202f\u00ab\u202f<\/span>Women<\/span> Matter<\/span>:\u202fThe <\/span>present<\/span> and future of <\/span>women<\/span> at <\/span>work<\/span> in Canada\u202f\u00bb.\r\n<\/span><\/span>Adresse\u202f: <\/span><\/span>https:\/\/www.mckinsey.com\/featured-insights\/gender-equality\/the-present-and-future-of-women-at-work-in-canada<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n22 ESS-<\/span>Engendering<\/span> Success<\/span> in STEM, 2019 \u2013\u202f\u00ab\u202f<\/span>Intersectionality<\/span> in STEM\u202f\u00bb.\r\n<\/span><\/span>Adresse\u202f: <\/span><\/span>http:\/\/successinstem.ca\/wp-content\/uploads\/2019\/10\/Intersectionality-in-STEM-Final.pdf<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n23 National Business & <\/span>Disability<\/span> Council et le National Employer <\/span>Technical<\/span> Assistance Center, 2011 \u2013\u202f\u00ab\u202fA Toolkit for <\/span>Establishing<\/span> and <\/span>Maintaining<\/span> Successful<\/span> Employee<\/span> Resource Groups\u202f\u00bb.\r\n<\/span><\/span>Adresse\u202f: <\/span><\/span>https:\/\/www.viscardicenter.org\/wp-content\/uploads\/2016\/09\/The-Toolkit-for-Establishing-Groups.pdf<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n24 McKinsey et Compagnie, 2016 \u2013\u202f\u00ab\u202f<\/span>Women<\/span> in the Workplace 2016\u202f\u00bb. Adresse\u202f: <\/span><\/span>http:\/\/witi.berkeley.edu\/wp-content\/uploads\/2017\/08\/Women-in-the-Workplace-2016-1.pdf<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n25 <\/span>Kelan<\/span>, E., 2014 \u2013\u202f\u00ab\u202f<\/span>Linchpin<\/span> \u2013 Men, Middle Managers and <\/span>Gender<\/span> Inclusive Leadership\u202f\u00bb, <\/span>Cranfield<\/span> University<\/span> School<\/span> of Management. Adresse\u202f: <\/span><\/span>https:\/\/30percentclub.org\/assets\/uploads\/UK\/Third_Party_Reports\/Kelan_2014_MIddle_Managers_and_Gender_inclusion.pdf<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n26 Clayton, S., d\u00e9cembre 2019 \u2013\u202f\u00ab\u202f6 <\/span>Signs<\/span> Your<\/span> Corporate<\/span> Culture Is a <\/span>Liability<\/span>\u202f\u00bb, Harvard Business <\/span>Review<\/span>. Adresse\u202f: <\/span><\/span>https:\/\/hbr.org\/2019\/12\/6-signs-your-corporate-culture-is-a-liability<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n27 Adapt\u00e9 de <\/span>Trailhead<\/span>, s.d.\u202f\u2013\u202f\u00ab\u202f<\/span>Giving<\/span> the gift of feedback <\/span>across<\/span> your<\/span> company<\/span>\u202f\u00bb, <\/span>SalesForce<\/span>. <\/span><\/span>Adresse\u202f: <\/span><\/span>https:\/\/trailhead.salesforce.com\/en\/content\/learn\/modules\/manage_the_sfdc_culture_of_feedback\/msfw_cof_giv_gift_of_feedback<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n

\u00c9clairer les possibilit\u00e9s\u202f: l\u2019engagement et la r\u00e9tention<\/span><\/span>\u00a0<\/span><\/h3>\r\n28 Griffith et <\/span>Beaudan<\/span>, avril 2017\u202f\u2013 Griffith, J., et E.\u202f<\/span>Beaudan<\/span>.\u202f\u00ab\u202f<\/span>Why<\/span> Workplace Diversity <\/span>Depends<\/span> on <\/span>Engaging<\/span> Millennials<\/span>\u202f\u00bb,<\/span>\u202f<\/span>The Globe and Mail. Adresse\u202f: <\/span><\/span>https:\/\/www.theglobeandmail.com\/report-on-business\/careers\/leadership-lab\/why-workplace-diversity-depends-on-engaging-millennials\/article34767326\/<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n29 <\/span>Krenz<\/span> M., f\u00e9vrier 2019\u202f\u2013\u202f\u00ab\u202fSurvey: <\/span>What<\/span> diversity<\/span> and inclusion <\/span>policies<\/span> do <\/span>employees<\/span> actually<\/span> want<\/span>?\u202f\u00bb,\u202fHarvard Business <\/span>Review<\/span>. Adresse\u202f: <\/span><\/span>https:\/\/hbr.org\/2019\/02\/survey-what-diversity-and-inclusion-policies-do-employees-actually-want<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n30 McKinsey, juin\u202f2019\u202f\u2013\u202f\u00ab\u202f<\/span>Women<\/span> Matter<\/span>:\u202fThe <\/span>present<\/span> and future of <\/span>women<\/span> at <\/span>work<\/span> in Canada\u202f\u00bb.<\/span><\/span>[Text Wrapping Break]<\/span>Adresse\u202f: <\/span><\/span>https:\/\/www.mckinsey.com\/featured-insights\/gender-equality\/the-present-and-future-of-women-at-work-in-canada<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n31 McKinsey et Compagnie, juin\u202f2017\u202f\u2013\u202f\u00ab\u202fThe Power of <\/span>Parity<\/span>: <\/span>Advancing<\/span> Women\u2019s<\/span> Equality<\/span> in Canada\u202f\u00bb. <\/span><\/span>Adresse\u202f: <\/span><\/span>https:\/\/www.mckinsey.com\/featured-insights\/gender-equality\/the-power-of-parity-advancing-womens-equality-in-canada<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n32 Sherman <\/span>Garr<\/span> et al., ao\u00fbt 2014\u202f\u2013 Sherman <\/span>Garr<\/span>, S., K. <\/span>Shellenback<\/span> et J. <\/span>Scales<\/span>.\u202f\u00ab\u202fDiversity and Inclusion in Canada: The <\/span>Current<\/span> State\u202f\u00bb, <\/span>Bersin<\/span> by Deloitte. Adresse\u202f: <\/span><\/span>https:\/\/www2.deloitte.com\/ca\/en\/pages\/human-capital\/articles\/the-current-state-of-diversity-and-inclusion.html<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n33 Contenu adapt\u00e9 de Col\u00f3n, A., janvier\u202f2018 \u2013\u202f<\/span>\u00ab\u202f<\/span>Does<\/span> diversity<\/span> training <\/span>work<\/span>?\u202f\u00bb,<\/span>\u202fInstitute for <\/span>Gender<\/span> and the Economy \u2013 \u00c9cole de gestion <\/span>Rotman<\/span>. Adresse\u202f: <\/span><\/span>https:\/\/www.gendereconomy.org\/does-diversity-training-work\/<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n34 ESS-<\/span>Engendering<\/span> Success<\/span> in STEM, 2019 \u2013\u202f\u00ab\u202f<\/span>Intersectionality<\/span> in STEM\u202f\u00bb. Adresse\u202f: <\/span><\/span>http:\/\/successinstem.ca\/wp-content\/uploads\/2019\/10\/Intersectionality-in-STEM-Final.pdf<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n35 Baird et Reese, 2018 \u2013 Baird, L.B., et V.S. Reese.\u202f\u00ab\u202f<\/span>Disability<\/span> and leadership: <\/span>Engendering<\/span> visibility<\/span>, acceptance, and support\u202f\u00bb, <\/span>Heidrick<\/span> & <\/span>Struggles<\/span>. Adresse\u202f: <\/span><\/span>https:\/\/www.heidrick.com\/Knowledge-Center\/Publication\/Disability_and_leadership_Engendering_visibility_acceptance_and_support<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n36 McKinsey, juin\u202f2019\u202f\u2013\u202f\u00ab\u202f<\/span>Women<\/span> Matter<\/span>:\u202fThe <\/span>present<\/span> and future of <\/span>women<\/span> at <\/span>work<\/span> in Canada\u202f\u00bb. <\/span><\/span>Adresse\u202f: <\/span><\/span>https:\/\/www.mckinsey.com\/featured-insights\/gender-equality\/the-present-and-future-of-women-at-work-in-canada<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n37 Thorpe-<\/span>Moscon<\/span> et al., 2019\u202f\u2013 Thorpe-<\/span>Moscon<\/span>, J., A.\u202fPollack et O.\u202f<\/span>Olu-Lafe<\/span>.\u202f\u00ab\u202f<\/span>Empowering<\/span> Workplaces<\/span> Combat <\/span>Emotional<\/span> Tax<\/span> for People of <\/span>Colour<\/span> in Canada\u202f\u00bb,<\/span>\u202f<\/span>Catalyst. Adresse\u202f: <\/span><\/span>https:\/\/www.catalyst.org\/research\/emotional-tax-canada\/<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n38 Reynolds et Lewis, mars\u202f2017\u202f\u2013 Reynolds, A., et D.\u202fLewis.\u202f\u00ab\u202fTeams Solve <\/span>Problems<\/span> Faster<\/span> When<\/span> They\u2019re<\/span> More <\/span>Cognitively<\/span> Diverse\u202f\u00bb, Harvard Business <\/span>Review<\/span>. Adresse\u202f: <\/span><\/span>https:\/\/hbr.org\/2017\/03\/teams-solve-problems-faster-when-theyre-more-cognitively-diverse<\/span><\/span><\/a>; <\/span>Sherbin<\/span> et Rashid, f\u00e9vrier 2017\u202f\u2013 <\/span>Sherbin<\/span>, L., et R.\u202fRashid.\u202f\u00ab\u202fDiversity <\/span>Doesn\u2019t<\/span> Stick <\/span>Without<\/span> Inclusion\u202f\u00bb, Harvard Business <\/span>Review<\/span>. Adresse\u202f: <\/span><\/span>https:\/\/hbr.org\/2017\/02\/diversity-doesnt-stick-without-inclusion<\/span><\/span><\/a>; <\/span>Trailhead<\/span>, s.d.\u202f\u2013\u202f\u00ab\u202f<\/span>Cultivate<\/span> a Culture of <\/span>Equality<\/span> with<\/span> Inclusive Leadership\u202f\u00bb, <\/span>SalesForce<\/span>. Adresse\u202f: <\/span><\/span>https:\/\/trailhead.salesforce.com\/en\/content\/learn\/modules\/inclusive-leadership-practices\/cultivate-a-culture-of-equality-with-inclusive-leadership<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n39 Contenu adapt\u00e9 de Johansson, F., septembre\u202f2017\u202f\u2013\u202f\u00ab\u202f5 <\/span>Ways<\/span> You Can <\/span>Create<\/span> a More Inclusive Workplace <\/span>Immediately<\/span> \u2014 and <\/span>Why<\/span> You <\/span>Should<\/span>\u202f\u00bb, Entrepreneur. Adresse\u202f: <\/span><\/span>https:\/\/www.entrepreneur.com\/article\/299531<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n40 Williams et <\/span>Mihaylo<\/span>, novembre-d\u00e9cembre 2019\u202f\u2013 Williams, J.\u202fC., et S.\u202f<\/span>Mihaylo<\/span>.\u202f\u00ab\u202fHow the Best Bosses <\/span>Interrupt<\/span> Bias<\/span> on <\/span>Their<\/span> Teams\u202f\u00bb,\u202fHarvard Business <\/span>Review<\/span>. Adresse\u202f: <\/span><\/span>https:\/\/hbr.org\/2019\/11\/how-the-best-bosses-interrupt-bias-on-their-teams<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n41 Wing Sue, D., novembre 2010 \u2013\u202f\u00ab\u202f<\/span>Microaggressions<\/span>:<\/span> More <\/span>than<\/span> just<\/span> race\u202f\u00bb, Psychology <\/span>Today<\/span>.<\/span>\u202fAdresse\u202f: <\/span><\/span>https:\/\/www.psychologytoday.com\/ca\/blog\/microaggressions-in-everyday-life\/201011\/microaggressions-more-just-race<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n42 Contenu adapt\u00e9 d\u2019Aguilar, L., 2006\u202f\u2013\u202f\u00ab\u202f<\/span>Ouch<\/span>! That <\/span>Stereotype<\/span> Hurts<\/span>: <\/span>Communicating<\/span> Respectfully<\/span> in <\/span>a<\/span> Diverse World\u202f\u00bb, The <\/span>Walk<\/span> the Talk <\/span>Company<\/span>. Adresse\u202f: <\/span><\/span>https:\/\/www.diversityinclusioncenter.com\/downloads\/Ouch_Stereotypes_LeadersGuide.pdf<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n\r\n43 Contenu adapt\u00e9 du site du gouvernement de la Colombie-Britannique. BC Public Service Agency, 2018\u202f\u2013\u202f\u00ab\u202f<\/span>Words<\/span> Matter<\/span>: Guidelines on <\/span>Using<\/span> Inclusive <\/span>Language<\/span> in the Workplace\u202f\u00bb. <\/span><\/span>Adresse\u202f: <\/span><\/span>https:\/\/www2.gov.bc.ca\/assets\/gov\/careers\/all-employees\/working-with-others\/words-matter.pdf?bcgovtm=buffer<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>\r\n

Autres sources consult\u00e9es<\/span><\/span>\u00a0<\/span><\/h3>\r\nGouvernement de l\u2019Alberta. Services sociaux et communautaires de l\u2019Alberta, 2018\u202f\u2013\u202f\u00ab\u202fAn <\/span>Employer\u2019s<\/span> Guide to <\/span>Employment<\/span> Rules\u202f\u00bb. Adresse\u202f: <\/span><\/span>https:\/\/alis.alberta.ca\/tools-and-resources\/content\/products\/an-employer-s-guide-to-employment-rules\/<\/span><\/span><\/a>.<\/span><\/span>\u00a0<\/span>","aspect_ratio":"4:3","visual_accent":false,"":null,"image_id":null,"image_alt_text":""}}],"custom_navigation_label":"Notes de fin de la trousse d\u2019outils \u00c9clairer les possibilit\u00e9s"}]},"yoast_head":"\nNotes de fin de la trousse d\u2019outils \u00c9clairer les possibilit\u00e9s - EHRC<\/title>\n<meta name=\"description\" content=\"Ces notes de fin constituent un \u00e9l\u00e9ment d\u2019\u00c9clairer les possibilit\u00e9s d\u2019\u00e9quit\u00e9 en milieu de travail.\" \/>\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\/illuminate-opportunity-end-notes\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Notes de fin de la trousse d\u2019outils \u00c9clairer les possibilit\u00e9s - 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