{"id":316030,"date":"2025-06-02T12:19:05","date_gmt":"2025-06-02T16:19:05","guid":{"rendered":"https:\/\/fsc-ccf.ca\/?p=316030"},"modified":"2025-06-02T12:30:47","modified_gmt":"2025-06-02T16:30:47","slug":"blog-triec-caip","status":"publish","type":"post","link":"https:\/\/fsc-ccf.ca\/fr\/blog-triec-caip\/","title":{"rendered":"Exploiter le potentiel\u00a0: Promouvoir les talents des immigrants sur le march\u00e9 du travail canadien"},"content":{"rendered":"\n

Les immigrants qualifi\u00e9s ne progressent toujours pas aussi vite ni aussi loin que leurs homologues n\u00e9s au Canada. Selon une \u00e9tude TRIEC de 2019, seuls 6 % des postes de direction des principaux employeurs de la r\u00e9gion du Grand Toronto sont occup\u00e9s par des immigrants. Pourtant, les immigr\u00e9s repr\u00e9sentent pr\u00e8s de la moiti\u00e9 de la population de la r\u00e9gion du Grand Toronto, et nombre d\u2019entre eux sont titulaires d\u2019un dipl\u00f4me d\u2019\u00e9tudes sup\u00e9rieures. Ce n\u2019est pas parce que les immigrants n\u2019ont pas les comp\u00e9tences ou les qualifications n\u00e9cessaires, c\u2019est parce que beaucoup d\u2019entre eux ne savent pas comment fonctionne l\u2019avancement professionnel sur le march\u00e9 du travail canadien. Et les employeurs ne profitent pas de leurs comp\u00e9tences et de leur expertise pour aider les immigrants.<\/p>\n\n\n\n

Dans le cadre du programme Career Advancement for Immigrant Professionals (CAIP), de nombreux participants immigr\u00e9s nous ont racont\u00e9 des histoires similaires sur les difficult\u00e9s et les d\u00e9fis qu\u2019ils rencontrent en mati\u00e8re d\u2019avancement professionnel. Certes, les comp\u00e9tences et les aptitudes sont cruciales, mais les capacit\u00e9s seules ne permettent pas de progresser sur le march\u00e9 du travail. <\/p>\n\n\n\n

En plus de faire preuve de dynamisme au travail, les professionnels immigr\u00e9s, ainsi que leurs responsables, doivent surmonter d\u2019autres lacunes li\u00e9es aux diff\u00e9rences culturelles pour comprendre les processus d\u2019avancement de carri\u00e8re et doivent avoir des comp\u00e9tences de leadership inclusives. Un dialogue permanent et r\u00e9ciproque entre les employ\u00e9s immigr\u00e9s et leurs responsables est essentiel pour l\u2019avancement de la carri\u00e8re au sein d\u2019une organisation. Le programme CAIP de TRIEC, financ\u00e9 par le Centre des Comp\u00e9tences futures, propose une double approche pratique pour combler le foss\u00e9 de perception entre les gestionnaires et les immigrants. Apr\u00e8s la mise en \u0153uvre du programme, de nombreux participants immigr\u00e9s ont obtenu des promotions au sein de leur organisation et leur salaire a augment\u00e9 dans l\u2019ann\u00e9e qui a suivi la fin du programme. En outre, les gestionnaires ont acquis des comp\u00e9tences en mati\u00e8re de leadership inclusif afin de favoriser l\u2019avancement des carri\u00e8res des professionnels immigr\u00e9s. <\/p>\n\n\n\n

Le foss\u00e9 entre la perception des gestionnaires et celle des professionnels immigr\u00e9s<\/strong><\/p>\n\n\n\n

Avant le programme, nous avons demand\u00e9 aux responsables et aux immigrants dans quelle mesure les membres de l\u2019\u00e9quipe nouvellement arriv\u00e9s se sentaient soutenus dans l\u2019avancement de leur carri\u00e8re et dans quelle mesure ils connaissaient les ressources d\u2019avancement de carri\u00e8re de leur organisation. Bien qu\u2019ils aient travaill\u00e9 pour le m\u00eame employeur, nous avons constat\u00e9 que les r\u00e9ponses des gestionnaires et des immigr\u00e9s \u00e9taient tr\u00e8s diff\u00e9rentes. Par exemple, alors que 60 % des gestionnaires sont d\u2019accord ou tout \u00e0 fait d\u2019accord pour dire que tous les employ\u00e9s savent \u00e0 qui s\u2019adresser pour obtenir des informations sur la mani\u00e8re de progresser dans leur carri\u00e8re, les immigrants sont moins susceptibles d\u2019\u00eatre d\u2019accord (35 %) (figure 1). Une autre lacune concerne la perception du soutien. Alors que les gestionnaires pensent qu\u2019ils partagent suffisamment d\u2019informations sur les processus, les crit\u00e8res et les opportunit\u00e9s de progression de carri\u00e8re (80 %), les immigrants les comprennent moins bien (53 %) (figure 1). Ces donn\u00e9es proviennent d\u2019une seule organisation, mais nous avons observ\u00e9 les m\u00eames tendances dans toutes les organisations avec lesquelles nous avons travaill\u00e9. <\/p>\n\n\n\n

\"Figure<\/figure>\n\n\n\n

Par le biais du CAIP, nous avons aid\u00e9 les gestionnaires et les membres de l\u2019\u00e9quipe d\u2019immigr\u00e9s \u00e0 combler cette lacune. Apr\u00e8s le programme, les gestionnaires ont d\u00e9clar\u00e9 se sentir mieux pr\u00e9par\u00e9s \u00e0 aider les immigrants \u00e0 progresser dans leur carri\u00e8re qu\u2019avant leur inscription (1 \u00e9tant \u00ab pas du tout pr\u00e9par\u00e9s \u00bb et 10 \u00e9tant \u00ab aussi pr\u00e9par\u00e9s que possible \u00bb). Le score moyen a augment\u00e9 de 2,8 points dans l\u2019enqu\u00eate apr\u00e8s la mise en \u0153uvre du programme. (Figure 2\u2009; total des r\u00e9sultats de trois organisations).<\/p>\n\n\n\n

\"Figure<\/figure>\n\n\n\n

Nous avons \u00e9galement constat\u00e9 que les gestionnaires continuaient \u00e0 soutenir l\u2019\u00e9volution de carri\u00e8re des professionnels immigr\u00e9s, m\u00eame un an apr\u00e8s la mise en \u0153uvre du programme. Certains gestionnaires ont \u00e9galement d\u00e9clar\u00e9 avoir constat\u00e9 un changement chez les membres de leur \u00e9quipe d\u2019immigr\u00e9s, qui sont devenus plus actifs et ont fait part de leurs id\u00e9es et de leurs objectifs.<\/p>\n\n\n\n

Par ailleurs, les nouveaux arrivants ont fait \u00e9tat d\u2019une plus grande confiance dans l\u2019avancement de leur carri\u00e8re apr\u00e8s avoir particip\u00e9 au CAIP. M\u00eame un an plus tard, nombre d\u2019entre eux ont d\u00e9clar\u00e9 avoir mis en pratique ce qu\u2019ils avaient appris. En outre, les participants ont d\u00e9clar\u00e9 avoir obtenu des promotions, des augmentations de salaire, des mutations lat\u00e9rales et avoir eu acc\u00e8s \u00e0 des opportunit\u00e9s de d\u00e9veloppement professionnel comme des missions \u00e9largies.<\/p>\n\n\n\n

Nous avons \u00e9galement constat\u00e9 une progression de carri\u00e8re pour les membres de l\u2019\u00e9quipe issus de l\u2019immigration. Malgr\u00e9 les restructurations organisationnelles et les licenciements, les participants ont d\u00e9clar\u00e9 avoir obtenu des promotions, augment\u00e9 leurs salaires et effectu\u00e9 des mutations lat\u00e9rales au sein de leur organisation dans l\u2019ann\u00e9e qui a suivi le programme (64 %) dans le cadre de notre programme initial.<\/p>\n\n\n\n

Les perspectives d\u2019avenir<\/strong><\/p>\n\n\n\n

Pour progresser de mani\u00e8re satisfaisante sur le lieu de travail, il est essentiel de combler le foss\u00e9 entre les cadres et les nouveaux arrivants. L\u2019approche personnalis\u00e9e du CAIP facilite ce changement critique, permettant aux deux parties de prosp\u00e9rer. <\/p>\n\n\n\n

Les agences pour l\u2019emploi et l\u2019\u00e9tablissement aident les immigrants \u00e0 trouver leur premier emploi, mais ce n\u2019est pas suffisant. Les employeurs doivent \u00e9galement prendre des mesures. Les immigrants repr\u00e9sentant une part importante du march\u00e9 du travail, les employeurs ont tout \u00e0 gagner \u00e0 utiliser l\u2019avancement professionnel inclusif comme strat\u00e9gie d\u2019engagement et de fid\u00e9lisation, ce qui se traduit par des \u00e9quipes plus fortes et plus efficaces. Lorsque cela se produit, les professionnels immigr\u00e9s peuvent faire plus que simplement obtenir leur premier emploi – ils peuvent s\u2019\u00e9panouir, d\u00e9velopper leur carri\u00e8re et contribuer au succ\u00e8s de leur organisation et du Canada.<\/p>\n\n\n\n

Les gestionnaires qui souhaitent am\u00e9liorer leurs comp\u00e9tences pour aider les membres de l\u2019\u00e9quipe immigr\u00e9s \u00e0 progresser et les membres de l\u2019\u00e9quipe de nouveaux arrivants qui souhaitent am\u00e9liorer leur capacit\u00e9 \u00e0 progresser au Canada peuvent trouver <\/em>des vid\u00e9os et des ressources PDF pour des conseils pratiques<\/em><\/strong> \u00e0 l\u2019adresse suivante : https:\/\/triec.ca\/insights-on-immigrant-career-advancement\/<\/a>.<\/em>   <\/p>\n","protected":false},"excerpt":{"rendered":"

Le programme CAIP de TRIEC, financ\u00e9 par le Centre des Comp\u00e9tences futures, propose une double approche pratique pour combler le foss\u00e9 de perception entre les gestionnaires et les immigrants.<\/p>\n","protected":false},"author":25,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"ob_guten_meta_block":[],"footnotes":""},"categories":[31],"tags":[],"region":[1319],"populations":[1644],"themes":[1548,1553,1631],"class_list":["post-316030","post","type-post","status-publish","format-standard","hentry","category-non-classifiee","region-across-canada-fr","populations-newcomers-immigrants-refugees-fr","themes-economie-inclusive","themes-parcours-vers-lemploi","themes-services-carriere"],"acf":{"slider_image":{"ID":316028,"id":316028,"title":"Blog 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le potentiel\u00a0: Promouvoir les talents des immigrants sur le march\u00e9 du travail canadien - Future Skills Centre \u2022 Centre des Comp\u00e9tences futures<\/title>\n<meta name=\"description\" content=\"Le programme CAIP de TRIEC, financ\u00e9 par le Centre des Comp\u00e9tences futures, propose une double approche pratique pour combler le foss\u00e9 de perception entre les gestionnaires et les immigrants.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fsc-ccf.ca\/fr\/blog-triec-caip\/\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Annie Vettorel\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" 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