{"id":247161,"date":"2022-06-08T14:19:34","date_gmt":"2022-06-08T18:19:34","guid":{"rendered":"https:\/\/fsc-ccf.ca\/valuing-the-skills-of-lgbtq2s-people-creates-better-workplaces-for-everyone\/"},"modified":"2022-06-08T14:24:36","modified_gmt":"2022-06-08T18:24:36","slug":"blog-lgbtq2s","status":"publish","type":"post","link":"https:\/\/fsc-ccf.ca\/fr\/blog-lgbtq2s\/","title":{"rendered":"Valoriser les comp\u00e9tences des personnes de la communaut\u00e9 LGBTQ2S+ pour cr\u00e9er de meilleurs lieux de travail pour tous"},"content":{"rendered":"\n

Les personnes de la communaut\u00e9 LGBTQ2S+, en particulier les personnes transgenres et celles dont le genre est diff\u00e9rent<\/a>, sont confront\u00e9es \u00e0 des obstacles importants lorsqu\u2019elles cherchent \u00e0 obtenir un emploi, une \u00e9ducation ou une formation professionnelle au Canada. <\/p>\n\n\n\n

Vingt-cinq \u00e0 quarante pour cent <\/a>des jeunes sans-abri s\u2019identifient comme personnes de la communaut\u00e9 LGBTQ2S+, et n\u2019ayant qu\u2019un acc\u00e8s limit\u00e9 aux ressources et \u00e0 la formation, ils peinent \u00e0 trouver un point d\u2019ancrage sur le march\u00e9 du travail<\/a>. Les r\u00e9sultats de la recherche Trans PULSE<\/a> en Ontario ont r\u00e9v\u00e9l\u00e9 que si 71 % des personnes transgenres avaient au moins une formation coll\u00e9giale ou universitaire, environ la moiti\u00e9 d\u2019entre elles vivaient sous le seuil de pauvret\u00e9.<\/p>\n\n\n\n

Lorsque les personnes homosexuelles se pr\u00e9sentent au travail, elles rencontrent souvent des obstacles<\/a> \u00e0 leur r\u00e9ussite. M\u00eame les organisations qui encouragent les employ\u00e9s \u00e0 ajouter des pronoms \u00e0 leur pseudonyme sur Zoom et \u00e0 leur signature \u00e9lectronique laissent discr\u00e8tement entendre que l\u2019inclusion n\u2019est pas une priorit\u00e9. Ces indicateurs peuvent aller de normes sexosp\u00e9cifiques strictes concernant les v\u00eatements acceptables sur le lieu de travail \u00e0 l\u2019absence d\u2019acc\u00e8s \u00e0 des toilettes pour tous les sexes, en passant par un plan de soins de sant\u00e9 qui n\u2019inclut pas les soins li\u00e9s \u00e0 la transition. De plus, si une entreprise valorise et promeut les expressions traditionnelles de la masculinit\u00e9, cela peut nuire \u00e0 toutes les personnes marginalis\u00e9es sur le plan du genre, y compris les femmes cisgenres.<\/p>\n\n\n\n

En s\u2019attaquant aux in\u00e9galit\u00e9s, les organisations peuvent attirer les talents et les comp\u00e9tences des personnes de la communaut\u00e9 LGBTQ2S+ et, surtout, faire comprendre aux employ\u00e9s existants qu\u2019ils sont les bienvenus au travail sans crainte de repr\u00e9sailles. <\/p>\n\n\n\n

\u00ab\u2009Dans chaque lieu de travail, ou chaque effectif, quel que soit le secteur ou l\u2019industrie, on estime que 5 \u00e0 10 % des effectifs seraient issus de la communaut\u00e9 LGBTQ2S+\u2009\u00bb, d\u00e9clare Sandeep Nair de Fiert\u00e9 au travail Canada<\/a>. \u00ab\u2009Vous avez d\u00e9j\u00e0 des personnes au sein de la main-d\u2019\u0153uvre.\u2009\u00bb<\/p>\n\n\n\n

Or, ces personnes apportent des comp\u00e9tences pr\u00e9cieuses, affirme Izzie Colpitts-Campbell, directrice g\u00e9n\u00e9rale de DMG, organisation partenaire du CCF<\/a>. Gr\u00e2ce \u00e0 leur exp\u00e9rience en mati\u00e8re d\u2019identit\u00e9 et d\u2019interrogation des normes culturelles, dit-elle, les personnes homosexuelles apportent chaque jour au travail des comp\u00e9tences en mati\u00e8re de pens\u00e9e critique, de prise de d\u00e9cision et de r\u00e9solution de probl\u00e8mes complexes : un atout, et non un fardeau, pour une organisation. <\/p>\n\n\n\n

\u00ab\u2009Ce n\u2019est pas toujours une question de s\u2019adapter ou de faire en sorte que l\u2019entreprise s\u2019adapte \u00e0 vous. C\u2019est en fait, disons, que j\u2019apporte ces comp\u00e9tences en tant que personne.\u2009\u00bb<\/p>\n\n\n\n

Selon Mme Nair, au lieu de consid\u00e9rer les activit\u00e9s d\u2019inclusion comme des \u00ab\u2009extras\u2009\u00bb ou comme l\u2019octroi d\u2019une consid\u00e9ration sp\u00e9ciale \u00e0 certains groupes, il est utile de les voir comme une \u00e9tape vers le traitement \u00e9gal de chaque employ\u00e9, en veillant \u00e0 ce que chacun se sente respect\u00e9 et valoris\u00e9. <\/p>\n\n\n\n

Dans cette veine, qui consiste \u00e0 ancrer l\u2019inclusion des personnes appartenant \u00e0 la communaut\u00e9 LGBTQ2S+ dans les valeurs universelles de respect et d\u2019attention, Mme Colpitts-Campbell se souvient d\u2019une formation sur la diversit\u00e9 qu\u2019elle a dirig\u00e9e et qui a d\u00e9laiss\u00e9 la pr\u00e9sentation PowerPoint typique au profit d\u2019une approche plus collaborative.<\/p>\n\n\n\n

\u00ab\u2009Pourquoi ne pas faire un expos\u00e9 collectif sur les valeurs\u2009?\u2009\u00bb se souvient-elle avoir demand\u00e9. \u00ab\u2009C\u2019est juste au sein de notre \u00e9quipe, mais nous allons tous nous asseoir et r\u00e9fl\u00e9chir \u00e0 la fa\u00e7on dont nous voulons nous traiter les uns les autres\u2009\u00bb. Cela a permis de lancer des discussions sur les diff\u00e9rentes identit\u00e9s et exp\u00e9riences qui se croisent, tout en maintenant l\u2019accent sur le type d\u2019atmosph\u00e8re de travail que l\u2019\u00e9quipe souhaite favoriser.<\/p>\n\n\n\n

\u00ab\u2009[D\u00e9finir l\u2019inclusion comme] \u201ctoute l\u2019\u00e9quipe doit agir de telle sorte que je me sente \u00e0 l\u2019aise\u201d est une pression importante \u00e0 mettre sur une personne [ayant une identit\u00e9 marginalis\u00e9e]\u2009\u00bb, a d\u00e9clar\u00e9 Mme Colpitts-Campbell. \u00ab\u2009Versus, okay, faisons juste un espace pour que tout le monde puisse parler\u2026 parce que \u00e7a rend les choses bien meilleures pour tout le monde.\u2009\u00bb<\/p>\n\n\n\n

\u00c0 mesure que la visibilit\u00e9 des personnes homosexuelles s\u2019accro\u00eet dans les m\u00e9dias et la culture populaires, un nouveau risque appara\u00eet : traiter les questions d\u2019\u00e9quit\u00e9 de mani\u00e8re superficielle, en rendant les personnes homosexuelles symboliques ou en cooptant leur esth\u00e9tique sans s\u2019engager dans les questions sociales qui les touchent le plus. <\/p>\n\n\n\n

\u00ab\u2009Je pense que nous vivons actuellement un moment tr\u00e8s p\u00e9rilleux, o\u00f9 les id\u00e9es et l\u2019esth\u00e9tique mod\u00e9lis\u00e9es par des personnes visiblement non-conformes au genre sont en train d\u2019\u00eatre abstraites sans que l\u2019on se soucie de nos vies mat\u00e9rielles\u2009\u00bb, a d\u00e9clar\u00e9 ALOK, po\u00e8te et artiste, sur le podcast For the Wild<\/a>.<\/p>\n\n\n\n

S\u2019assurer que les personnes canadiennes de la communaut\u00e9 LGBTQ2S+ se sentent en s\u00e9curit\u00e9 et soutenues au travail est un premier pas essentiel et fondamental pour prendre soin de ces vies. <\/p>\n\n\n\n

Fiert\u00e9 au travail a \u00e9labor\u00e9 un guide des meilleures pratiques<\/a> pour vous aider \u00e0 d\u00e9marrer sur votre lieu de travail, et il existe des dizaines de ressources en ligne pour vous guider dans cette d\u00e9marche. Abonnez-vous aux r\u00e9seaux comme @freetobeme_ca<\/a> sur Twitter, visitez Glad Day Bookshop<\/a> en ligne ou en magasin, et \u00e9coutez cet \u00e9pisode de balado<\/a> sur la fa\u00e7on d\u2019\u00eatre un meilleur alli\u00e9.<\/p>\n\n\n\n

Anne-Marie Vettorel est sp\u00e9cialiste en communication num\u00e9rique au Centre des Comp\u00e9tences futures.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

Les personnes de la communaut\u00e9 LGBTQ2S+, en particulier les personnes transgenres et celles dont le genre est diff\u00e9rent, sont confront\u00e9es \u00e0 des obstacles importants lorsqu\u2019elles 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