{"id":335401,"date":"2026-04-16T09:38:05","date_gmt":"2026-04-16T13:38:05","guid":{"rendered":"https:\/\/fsc-ccf.ca\/?post_type=project&#038;p=335401"},"modified":"2026-04-16T09:40:35","modified_gmt":"2026-04-16T13:40:35","slug":"reaction-concernant-ledi","status":"publish","type":"project","link":"https:\/\/fsc-ccf.ca\/fr\/projets\/reaction-concernant-ledi\/","title":{"rendered":"R\u00e9action concernant l\u2019\u00c9DI? Ce que pensent r\u00e9ellement les travailleurs canadiens"},"content":{"rendered":"\n<div class=\"tabs style-white\" id=\"main-tabs\">\n    <ul id=\"tabs-nav\">\n\n    <\/ul>\n    <div class=\"tabs-content\">\n        \n\n\n<div class=\"tab tab-content\" data-title=\"Perspectives du CCF\" data-tab=\"\" id=\"\" data-show-reports=\"no\">\n        \n\n<div class=\"wp-block-group container container--with-overflow is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"insight-report__sidebar\">\n    <div class=\"insight-report__sidebar--container\">\n        <div class=\"insight-report__sidebar--details\">\n                            <div class=\"insight-report__partner\">\n                    <p class=\"is-style-slug insight-report__partner-title\">\n                        <img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/themes\/ob-fsc-2.0\/images\/icons\/partners.svg\" alt=\"\"\n                            class=\"insight-report__partner-icon\"> <strong>Partenaires<\/strong>\n                    <\/p>\n                    \n                        <p class=\"insight-report__partner-p\"><a href=\"https:\/\/fsc-ccf.ca\/fr\/partner\/environics-institute\/\"\n                                target=\"_blank\" rel=\"noreferrer noopener\">Environics Institute<\/a><\/p>\n                    \n                        <p class=\"insight-report__partner-p\"><a href=\"https:\/\/fsc-ccf.ca\/fr\/partner\/diversity-institute\/\"\n                                target=\"_blank\" rel=\"noreferrer noopener\">Diversity Institute<\/a><\/p>\n                    \n                <\/div>\n            \n                            <div class=\"insight-report__location\">\n                    <p class=\"is-style-slug  insight-report__location-title\">\n                        <img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/themes\/ob-fsc-2.0\/images\/icons\/location.svg\" alt=\"\"\n                            class=\"insight-report__location-icon\"> <strong>Emplacements<\/strong>\n                    <\/p>\n                                            <p class=\"insight-report__location-p\">Partout au Canada<\/p>\n                    \n                <\/div>\n                                        <div class=\"insight-report__investment\">\n                    <p class=\"is-style-slug insight-report__investment-title\">\n                        <img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/themes\/ob-fsc-2.0\/images\/icons\/investment.svg\" alt=\"\"\n                            class=\"insight-report__investment-icon\"> <strong>FONDS VERS\u00c9S<\/strong>\n                    <\/p>\n                    <p class=\"insight-report__investment-p\">\n                        980 245 $<\/p>\n\n                <\/div>\n                        <div class=\"insight-report__published\">\n                <p class=\"insight-report__published-title\">\n                    <img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/themes\/ob-fsc-2.0\/images\/icons\/published.svg\" alt=\"\"\n                        class=\"insight-report__published-icon\"> Publi\u00e9                <\/p>\n                <p class=\"insight-report__published-p\">Avril 2026<\/p>\n\n            <\/div>\n                            <div class=\"insight-report__contributors\">\n\n                    <p class=\"is-style-slug insight-report__investment-title insight-report__contributors-title\">\n                        <img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/themes\/ob-fsc-2.0\/images\/icons\/contributors.svg\" alt=\"\"\n                            class=\"insight-report__investment-icon\"> <strong>Collaborateur<\/strong>\n                    <\/p>\n                    <div class=\"insight-report__contributors-p\">\n                        <p>Andrew Parkin &#8211; Executive Director, Environics Institute for Survey Research<br \/>\nCarter (Rongwei) Man &#8211; Andrew Parkin est le directeur g\u00e9n\u00e9ral de l\u2019Environics Institute for Survey Research.<br \/>\nCarter (Rongwei) Man \u2013 Assistant de recherche, Institut de la diversit\u00e9, Ted Rogers School of Management<br \/>\nBetina Borova &#8211; Charg\u00e9e de recherche principale, Institut de la diversit\u00e9, Ted Rogers School of Management<br \/>\nJoy Wang \u2013 Assistante de recherche, Institut de la diversit\u00e9, Ted Rogers School of Management<br \/>\nShayla (Mingxin) Wang \u2013 Assistante de recherche, Institut de la diversit\u00e9, Ted Rogers School of Management<\/p>\n<\/div>\n                <\/div>\n                    <\/div>\n\n        <div class=\"insight-report__sidebar--sticky\">\n                            <div class=\"insight-report__sidebar--button-container\">\n                    <a href=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/reaction-concernant-ledi-ce-que-pensent-reellement-les-travailleurs-canadiens.pdf\"\n                        class=\"insight-report__sidebar--button\" target=\"_blank\"><span>T\u00e9l\u00e9charger<\/span><br>\n                        le rapport de perspective                        <img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/themes\/ob-fsc-2.0\/images\/icons\/download-i-r-arrow.svg\"\n                            alt=\"\" class=\"insight-report__sidebar--button-img\"><\/a>\n                <\/div>\n            \n            <div class=\"insight-report__sidebar--anchors-container\">\n                <div class=\"insight-report__sidebar--anchors\">\n                    <p class=\"insight-report__sidebar--anchors--text\"><span>DANS CE RAPPORT<\/span><\/p>\n                                            <a href=\"#executive-summary\"\n                            class=\"insight-report__sidebar--anchors-anchor\"><span>Executive Summary<\/span><\/a>                        <a href=\"#the-issue\"\n                            class=\"insight-report__sidebar--anchors-anchor\"><span>The Issue<\/span><\/a>                        <a href=\"#what-were-investigating\"\n                            class=\"insight-report__sidebar--anchors-anchor\"><span>What We Investigated<\/span><\/a>                        <a href=\"#what-were-learning\"\n                            class=\"insight-report__sidebar--anchors-anchor\"><span>What We&#8217;re Learning<\/span><\/a>                        <a href=\"#why-it-matters\"\n                            class=\"insight-report__sidebar--anchors-anchor\"><span>Why It Matters<\/span><\/a>                        <a href=\"#whats-next\"\n                            class=\"insight-report__sidebar--anchors-anchor\"><span>What&#8217;s Next<\/span><\/a>                <\/div>\n            <\/div>\n        <\/div>\n\n    <\/div>\n\n<\/div><\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:75%\">\n<div class=\"wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><\/div>\n<\/div>\n<\/div>\n\n\n\n<div id=\"executive-summary\" class=\"wp-block-ob-blocks-anchor-point\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<h3 class=\"wp-block-heading has-black-color has-text-color\" id=\"TheChallenge\"><img decoding=\"async\" class=\"wp-image-240812\" style=\"width: 24px;margin-right: 10px;position: relative; top: -2px;\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/Frame.svg\" alt=\"\"> Sommaire<\/h3>\n\n\n\n<p class=\"has-black-color has-text-color\">Les initiatives en mati\u00e8re d\u2019\u00e9quit\u00e9, de diversit\u00e9 et d\u2019inclusion (\u00c9DI) font l\u2019objet d\u2019un examen croissant dans toute l\u2019Am\u00e9rique du Nord, les d\u00e9bats publics sugg\u00e9rant souvent que ces pratiques se heurtent \u00e0 une opposition g\u00e9n\u00e9ralis\u00e9e. Au Canada, cette conversation a \u00e9t\u00e9 fa\u00e7onn\u00e9e par l\u2019augmentation du co\u00fbt de la vie, les pressions croissantes li\u00e9es \u00e0 l\u2019immigration et la rh\u00e9torique politique. Pourtant, il existe peu de donn\u00e9es probantes sur la fa\u00e7on dont les travailleurs canadiens eux-m\u00eames per\u00e7oivent l\u2019\u00c9DI dans leur milieu de travail.<\/p>\n\n\n\n<p>Ce projet a analys\u00e9 les donn\u00e9es de la huiti\u00e8me vague du Sondage national sur l\u2019emploi et les comp\u00e9tences, men\u00e9 en mars et avril 2025 aupr\u00e8s d\u2019un total de 5\u2009603 r\u00e9pondants dans l\u2019ensemble des provinces et territoires. L\u2019ensemble de donn\u00e9es comprenait des questions sur les attitudes g\u00e9n\u00e9rales envers l\u2019\u00c9DI, sur la perception de l\u2019attention que les employeurs y accordent, et sur le sentiment des travailleurs quant \u00e0 l\u2019incidence de ces initiatives sur leurs propres perspectives de carri\u00e8re. Ces mesures ont permis de dresser un portrait d\u00e9taill\u00e9 de la fa\u00e7on dont les Canadiens per\u00e7oivent et vivent l\u2019\u00c9DI selon les diff\u00e9rents groupes, secteurs et contextes de travail.<\/p>\n\n\n\n<p>Les r\u00e9sultats r\u00e9v\u00e8lent que la majorit\u00e9 des travailleurs consid\u00e8rent l\u2019\u00c9DI comme \u00e9tant soit positive, soit neutre, seule une petite minorit\u00e9 s\u2019y opposant. Plus de la moiti\u00e9 des employ\u00e9s canadiens affirment que l\u2019\u00c9DI est une bonne chose, tandis qu\u2019environ un quart n\u2019ont pas d\u2019opinion tranch\u00e9e et que moins d\u2019un sur cinq consid\u00e8re qu\u2019il s\u2019agit d\u2019une mauvaise chose. Pr\u00e8s de la moiti\u00e9 des r\u00e9pondants signalent que l\u2019approche de leur employeur en mati\u00e8re d\u2019\u00c9DI a eu un effet b\u00e9n\u00e9fique sur leurs propres perspectives de carri\u00e8re, comparativement \u00e0 une infime proportion qui fait \u00e9tat d\u2019un pr\u00e9judice. Le soutien est plus marqu\u00e9 chez ceux qui se sentent en s\u00e9curit\u00e9 et satisfaits dans leur travail, ce qui d\u00e9montre comment les conditions \u00e9conomiques quotidiennes fa\u00e7onnent les attitudes. Ces r\u00e9sultats rev\u00eatent une grande importance tant pour les politiques publiques que pour les pratiques organisationnelles. Ils d\u00e9montrent que les discours sur les r\u00e9actions d\u2019opposition ne refl\u00e8tent pas l\u2019opinion de la majorit\u00e9 des travailleurs canadiens et que l\u2019\u00c9DI demeure une composante du milieu de travail largement accept\u00e9e et valoris\u00e9e. Ils renforcent \u00e9galement l\u2019argumentaire \u00e9conomique et commercial en faveur de l\u2019\u00c9DI : les pratiques inclusives \u00e9largissent le bassin de talents, stimulent l\u2019innovation et renforcent la comp\u00e9titivit\u00e9. Forts de la preuve que le soutien existe parmi les travailleurs, les organisations et les d\u00e9cideurs politiques canadiens sont en position d\u2019agir de mani\u00e8re proactive pour faire progresser l\u2019inclusion et veiller \u00e0 ce que le pays maintienne son avance sur ses concurrents mondiaux.<\/p>\n\n\n\n<div class=\"wp-block-group key-insights-grey has-background is-layout-constrained wp-block-group-is-layout-constrained\" style=\"background-color:#0000000d\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<h5 class=\"wp-block-heading\"><strong>Perspectives cl\u00e9s<\/strong><\/h5>\n\n\n\n<p class=\"is-style-default is-flex\"><img decoding=\"async\" class=\"wp-image-243230\" style=\"width: 40px;margin-right: 16px;\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/No.svg\" alt=\"\">Une majorit\u00e9 de travailleurs canadiens (54 %) affirment que l\u2019\u00c9DI en milieu de travail est une bonne chose, comparativement \u00e0 27 % qui sont neutres et seulement 16 % qui per\u00e7oivent cela de fa\u00e7on n\u00e9gative, ce qui d\u00e9montre une acceptation g\u00e9n\u00e9ralis\u00e9e et une opposition limit\u00e9e.<\/p>\n\n\n\n<p class=\"is-flex\"><img decoding=\"async\" class=\"wp-image-243230\" style=\"width: 40px; margin-right: 16px;\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/No-1.svg\" alt=\"\">Lorsqu\u2019interrog\u00e9s sur l\u2019incidence de l\u2019\u00c9DI sur leurs propres perspectives de carri\u00e8re, pr\u00e8s de la moiti\u00e9 des travailleurs (47 %) signalent que l\u2019approche de leur employeur en la mati\u00e8re a \u00e9t\u00e9 b\u00e9n\u00e9fique, tandis que 35 % affirment qu\u2019elle n\u2019a eu aucun effet et seulement 12 % consid\u00e8rent qu\u2019elle a eu un impact n\u00e9gatif.<\/p>\n\n\n\n<p class=\"is-flex\"><img decoding=\"async\" class=\"wp-image-243230\" style=\"width: 40px; margin-right: 16px;\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/No-2.svg\" alt=\"\">Le soutien \u00e0 l\u2019\u00c9DI est \u00e9troitement li\u00e9 \u00e0 la s\u00e9curit\u00e9 \u00e9conomique : 68 % des employ\u00e9s tr\u00e8s satisfaits et 59 % de ceux qui jugent leur revenu suffisant affirment que l\u2019\u00c9DI est une bonne chose, comparativement \u00e0 seulement 37 % et 45 % chez ceux qui sont insatisfaits ou qui \u00e9prouvent des difficult\u00e9s financi\u00e8res.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div id=\"the-issue\" class=\"wp-block-ob-blocks-anchor-point\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column gradient-top purple is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<h3 class=\"wp-block-heading has-black-color has-text-color\" id=\"TheChallenge\"><img decoding=\"async\" class=\"wp-image-240812\" style=\"width: 12px;height: 24px;margin-right: 10px;position: relative; top: -2px;\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/Vector-2.svg\" alt=\"\"> L\u2019enjeu<\/h3>\n\n\n\n<div class=\"wp-block-group flex-print is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\">\n<p>Les initiatives d\u2019\u00c9DI font l\u2019objet d\u2019un examen de plus en plus rigoureux en Am\u00e9rique du Nord. Aux \u00c9tats-Unis, des d\u00e9cisions judiciaires retentissantes ainsi que les critiques publiques de chefs politiques et de gens d\u2019affaires ont cr\u00e9\u00e9 un climat dans lequel l\u2019\u00c9DI a de plus en plus \u00e9t\u00e9 pr\u00e9sent\u00e9e comme \u00e9tant incompatible avec les pratiques fond\u00e9es sur le m\u00e9rite. Ces d\u00e9bats ont d\u00e9bloqu\u00e9 sur le Canada par l\u2019entremise de la couverture m\u00e9diatique et du discours politique. Ces d\u00e9bats se sont \u00e9galement propag\u00e9s par l\u2019entremise des politiques d\u2019entreprises multinationales dont le si\u00e8ge social ne se trouve pas au Canada, mais qui y exercent des activit\u00e9s. Certaines organisations canadiennes ont r\u00e9agi en r\u00e9duisant ou en reformulant leurs engagements, tandis que d\u2019autres ont r\u00e9affirm\u00e9 que l\u2019\u00c9DI faisait partie int\u00e9grante de leurs strat\u00e9gies \u00e0 long terme.<\/p>\n\n\n\n<p>Le contexte canadien est fa\u00e7onn\u00e9 par ses propres r\u00e9alit\u00e9s d\u00e9mographiques et institutionnelles. D\u2019ici 2041, les personnes racis\u00e9es devraient repr\u00e9senter entre 42 % et 47 % de la population d\u2019\u00e2ge actif. La population autochtone a connu une croissance plus rapide que la population non autochtone, et une part notable des jeunes Canadiens s\u2019identifient comme faisant partie de la communaut\u00e9 2SLGBTQ+. Parall\u00e8lement, de nombreux employeurs signalent des difficult\u00e9s en mati\u00e8re de main-d\u2019\u0153uvre et de r\u00e9tention qui soulignent la n\u00e9cessit\u00e9 d\u2019adopter des strat\u00e9gies de gestion des talents plus vastes et plus inclusives. Le cadre juridique renforce ces imp\u00e9ratifs, puisque la Charte canadienne des droits et libert\u00e9s, la Loi sur l\u2019\u00e9quit\u00e9 en mati\u00e8re d\u2019emploi et les codes des droits de la personne continuent d\u2019imposer des obligations aux organisations.<\/p>\n\n\n\n<p>Cet environnement a \u00e9t\u00e9 complexifi\u00e9 par des pressions \u00e9conomiques et sociales. La hausse du co\u00fbt du logement et les pr\u00e9occupations li\u00e9es \u00e0 l\u2019abordabilit\u00e9, conjugu\u00e9es \u00e0 une augmentation impr\u00e9vue de l\u2019immigration, ont intensifi\u00e9 le d\u00e9bat politique et contribu\u00e9 \u00e0 la polarisation. Les crimes haineux ont atteint des sommets historiques et des discours assimilant l\u2019\u00c9DI \u00e0 un avantage injuste ont largement circul\u00e9. Parall\u00e8lement, les entreprises et les institutions canadiennes continuent de mettre en avant les avantages de l\u2019\u00c9DI, qu\u2019il s\u2019agisse de favoriser l\u2019innovation ou de renforcer les liens avec de nouveaux march\u00e9s. Ces tensions cr\u00e9ent un besoin pressant de donn\u00e9es probantes afin de clarifier la mani\u00e8re dont les travailleurs canadiens eux-m\u00eames comprennent et vivent l\u2019\u00c9DI en milieu de travail.<\/p>\n<\/div>\n\n\n\n<div style=\"height:21px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-image size-large img-gradient purple\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"682\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/man-talking-to-colleagues-at-coffee-break-2025-03-14-19-31-46-utc-2000x1333-1-1024x682.jpg\" alt=\"Three coworkers in work uniforms sit together on a break, chatting; one person wearing a beanie gestures while holding a sandwich.\" class=\"wp-image-335376\" srcset=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/man-talking-to-colleagues-at-coffee-break-2025-03-14-19-31-46-utc-2000x1333-1-1024x682.jpg 1024w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/man-talking-to-colleagues-at-coffee-break-2025-03-14-19-31-46-utc-2000x1333-1-300x200.jpg 300w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/man-talking-to-colleagues-at-coffee-break-2025-03-14-19-31-46-utc-2000x1333-1-768x512.jpg 768w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/man-talking-to-colleagues-at-coffee-break-2025-03-14-19-31-46-utc-2000x1333-1-1536x1024.jpg 1536w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/man-talking-to-colleagues-at-coffee-break-2025-03-14-19-31-46-utc-2000x1333-1-10x7.jpg 10w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/man-talking-to-colleagues-at-coffee-break-2025-03-14-19-31-46-utc-2000x1333-1.jpg 2000w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:36px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div id=\"what-were-investigating\" class=\"wp-block-ob-blocks-anchor-point\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column gradient-top purple is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<h3 class=\"wp-block-heading has-black-color has-text-color\" id=\"EnterIMM\"><img decoding=\"async\" class=\"wp-image-240812\" style=\"width: 24px;height: 24px;margin-right: 10px;position: relative; top: -2px;\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/Fill-1.svg\" alt=\"\"> Ce que nous examinons<\/h3>\n\n\n\n<p>Ce projet visait \u00e0 examiner la perception qu\u2019ont les travailleurs canadiens de l\u2019\u00c9DI dans leur milieu de travail, au cours d\u2019une p\u00e9riode marqu\u00e9e par un examen public accru. Bien que les d\u00e9bats sur l\u2019\u00c9DI aient pris de l\u2019ampleur dans les m\u00e9dias et les ar\u00e8nes politiques, il existait peu de donn\u00e9es probantes syst\u00e9matiques sur la fa\u00e7on dont les employ\u00e9s eux-m\u00eames percevaient ces initiatives. Ce projet s\u2019est donc concentr\u00e9 sur l\u2019analyse de donn\u00e9es de sondages nationaux afin d\u2019explorer la variation des attitudes et des exp\u00e9riences selon les groupes d\u00e9mographiques, les secteurs et les contextes de travail. <\/p>\n\n\n\n<p>Cette \u00e9tude s\u2019est articul\u00e9e autour de deux questions :<br>1. Comment les Canadiens per\u00e7oivent-ils le r\u00f4le et l\u2019impact des initiatives d\u2019\u00e9quit\u00e9, de diversit\u00e9 et d\u2019inclusion en milieu de travail?<br>2. Comment l\u2019importance accord\u00e9e \u00e0 l\u2019avancement de l\u2019\u00c9DI varie-t-elle selon les diff\u00e9rents groupes d\u00e9mographiques au Canada ?<\/p>\n\n\n\n<p>Pour r\u00e9pondre \u00e0 ces questions, le projet a utilis\u00e9 les donn\u00e9es du Sondage sur l\u2019emploi et les comp\u00e9tences, men\u00e9 par l\u2019Institut Environics en partenariat avec l\u2019Institut de la diversit\u00e9 et le Centre des Comp\u00e9tences futures. Le sondage a \u00e9t\u00e9 lanc\u00e9 en 2020 pour suivre la mani\u00e8re dont les Canadiens vivent l\u2019\u00e9volution du monde du travail, notamment les bouleversements technologiques, l\u2019ins\u00e9curit\u00e9 \u00e9conomique et la mutation des comp\u00e9tences. En 2025, huit vagues de sondage avaient \u00e9t\u00e9 r\u00e9alis\u00e9es, regroupant plus de 46\u2009000 r\u00e9pondants. Ce projet s\u2019est appuy\u00e9 sur la huiti\u00e8me vague, r\u00e9alis\u00e9e entre le 12 mars et le 15 avril 2025 aupr\u00e8s de 5\u2009603 r\u00e9pondants \u00e2g\u00e9s de 18 ans et plus, provenant de l\u2019ensemble des provinces et territoires. Le sondage comprenait des sur\u00e9chantillonnages de Canadiens racis\u00e9s, de peuples autochtones et de jeunes travailleurs afin de s\u2019assurer que les exp\u00e9riences des groupes sous-repr\u00e9sent\u00e9s soient prises en compte.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p>Cette approche a permis d\u2019obtenir un ensemble de donn\u00e9es repr\u00e9sentatif \u00e0 l\u2019\u00e9chelle nationale \u00e0 un moment critique. Bien que le sondage n\u2019ait pas \u00e9t\u00e9 con\u00e7u sp\u00e9cifiquement pour \u00e9tudier l\u2019\u00c9DI, la huiti\u00e8me vague incluait des questions cibl\u00e9es sur les attitudes g\u00e9n\u00e9rales envers l\u2019\u00c9DI, les perceptions de l\u2019attention accord\u00e9e par les employeurs et les impacts signal\u00e9s sur les opportunit\u00e9s en milieu de travail. Ces donn\u00e9es permettent au projet de g\u00e9n\u00e9rer des perspectives actuelles sur la mani\u00e8re dont les travailleurs canadiens comprennent l\u2019\u00c9DI et sur la fa\u00e7on dont ces opinions divergent selon l\u2019identit\u00e9, la profession et les conditions \u00e9conomiques.<\/p>\n<\/div>\n<\/div>\n\n\n\n<div id=\"what-were-learning\" class=\"wp-block-ob-blocks-anchor-point\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column gradient-top purple is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<h3 class=\"wp-block-heading has-black-color has-text-color\" id=\"TheResult\"><img decoding=\"async\" class=\"wp-image-240819\" style=\"width: 24px;height: 24px;margin-right: 10px;position: relative; top: -2px;\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/Fill-1-1.svg\" alt=\"\"> Ce que nous apprenons<\/h3>\n\n\n\n<p>L\u2019\u00e9tude r\u00e9v\u00e8le que la plupart des travailleurs canadiens per\u00e7oivent l\u2019\u00c9DI de mani\u00e8re positive ou neutre. Plus de la moiti\u00e9 (54 %) des r\u00e9pondants affirment que c\u2019est une bonne chose, plus d\u2019un quart (27 %) estiment que ce n\u2019est ni bon ni mauvais, et seulement 16 % en ont une perception n\u00e9gative. Lorsqu\u2019on les interroge sur l\u2019impact personnel, pr\u00e8s de la moiti\u00e9 (47 %) rapportent que l\u2019approche de leur employeur en mati\u00e8re d\u2019\u00c9DI a am\u00e9lior\u00e9 leurs opportunit\u00e9s, 35 % affirment qu\u2019elle n\u2019a eu aucun effet et seulement 12 % signalent un impact n\u00e9gatif. Dans tous les groupes, l\u2019opposition cat\u00e9gorique reste une faible minorit\u00e9 ne d\u00e9passant jamais 15 %, ce qui souligne que l\u2019\u00c9DI est largement accept\u00e9e dans les milieux de travail canadiens comme \u00e9tant soit b\u00e9n\u00e9fique, soit neutre, plut\u00f4t que pr\u00e9judiciable.<\/p>\n\n\n\n<p>Cette tendance est constante d\u2019un secteur \u00e0 l\u2019autre et \u00e0 travers les diff\u00e9rents groupes d\u00e9mographiques. Bien que les groupes en qu\u00eate d\u2019\u00e9quit\u00e9, tels que les r\u00e9pondants noirs, sud-asiatiques, autochtones et 2SLGBTQ+, aient tendance \u00e0 signaler des niveaux de soutien et de b\u00e9n\u00e9fices plus \u00e9lev\u00e9s, et que les hommes blancs plus \u00e2g\u00e9s soient en moyenne moins favorables, ces diff\u00e9rences demeurent modestes par rapport \u00e0 la tendance g\u00e9n\u00e9rale. \u00c0 l\u2019\u00e9chelle de l\u2019ensemble de la population active, l\u2019opposition ne d\u00e9passe jamais une faible minorit\u00e9. M\u00eame au sein des groupes plus prudents \u00e0 l\u2019\u00e9gard de l\u2019\u00c9DI, la neutralit\u00e9, plut\u00f4t que l\u2019opposition, constitue la position la plus courante.<\/p>\n\n\n\n<p>Les conditions de travail influencent \u00e9galement les r\u00e9actions. Les employ\u00e9s qui sont satisfaits de leur emploi, qui se sentent en s\u00e9curit\u00e9 financi\u00e8re et qui sont optimistes quant au march\u00e9 du travail sont plus susceptibles de signaler des exp\u00e9riences positives avec l\u2019\u00c9DI. Ceux qui sont moins satisfaits ou plus pr\u00e9caires sont quelque peu plus sceptiques. Cependant, peu importent les conditions, la tendance dominante demeure que la plupart des travailleurs voient l\u2019\u00c9DI soit comme un avantage, soit comme quelque chose qui ne les affecte pas directement.<\/p>\n\n\n\n<p>D\u2019autres facteurs qui influencent le soutien des travailleurs envers l\u2019\u00c9DI incluent l\u2019attitude face \u00e0 l\u2019immigration et l\u2019optimisme technologique. Parmi les r\u00e9pondants, 70 % de ceux qui sont favorables \u00e0 l\u2019immigration per\u00e7oivent l\u2019\u00c9DI de mani\u00e8re positive, et m\u00eame chez ceux qui estiment qu\u2019il y a trop d\u2019immigration, 47 % soutiennent tout de m\u00eame l\u2019\u00c9DI. L\u2019optimisme \u00e0 l\u2019\u00e9gard de la technologie va \u00e9galement de pair avec l\u2019\u00c9DI, car les individus qui voient d\u2019un bon \u0153il les nouvelles technologies sont plus susceptibles de signaler que l\u2019\u00c9DI a \u00e9t\u00e9 b\u00e9n\u00e9fique pour leur propre carri\u00e8re. De m\u00eame, alors que l\u2019ins\u00e9curit\u00e9 \u00e9conomique et le m\u00e9contentement \u00e0 l\u2019\u00e9gard du march\u00e9 du travail alimentent l\u2019opposition \u00e0 l\u2019\u00c9DI, les inqui\u00e9tudes li\u00e9es aux tarifs douaniers n\u2019ont pas eu d\u2019impact.<\/p>\n\n\n\n<p>Une le\u00e7on cl\u00e9 est que les r\u00e9cits de r\u00e9action hostile (backlash) ne refl\u00e8tent pas les opinions de la plupart des travailleurs canadiens. L\u2019\u00c9DI n\u2019est pas largement per\u00e7ue comme une menace ou comme une pratique injuste. Au contraire, elle est per\u00e7ue comme une caract\u00e9ristique positive ou neutre du milieu de travail, peu de personnes signalant des pr\u00e9judices et beaucoup faisant \u00e9tat de b\u00e9n\u00e9fices directs.<\/p>\n<\/div>\n<\/div>\n\n\n\n<div id=\"why-it-matters\" class=\"wp-block-ob-blocks-anchor-point\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column gradient-top purple is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<h3 class=\"wp-block-heading has-black-color has-text-color\" id=\"TheImpact\"><img decoding=\"async\" class=\"wp-image-240819\" style=\"width: 22px;height: 22px;margin-right: 10px;position: relative; top: -2px;\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/Fill-1-2.svg\" alt=\"\"> Pourquoi c\u2019est important<\/h3>\n\n\n\n<div style=\"height:38px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column margin-bottom-0 is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:60%\">\n<p>Les conclusions de ce projet sont importantes, car elles remettent en question l\u2019hypoth\u00e8se selon laquelle les efforts en mati\u00e8re d\u2019\u00c9DI seraient massivement rejet\u00e9s par les travailleurs canadiens. Au contraire, la plupart des employ\u00e9s voient l\u2019\u00c9DI d\u2019un \u0153il positif ou sont neutres \u00e0 son \u00e9gard, et tr\u00e8s peu d\u2019entre eux signalent des impacts n\u00e9gatifs sur leurs propres opportunit\u00e9s. Cette perspective fournit des donn\u00e9es probantes essentielles pour les organisations et les d\u00e9cideurs politiques, \u00e0 un moment o\u00f9 le d\u00e9bat public accorde souvent une importance d\u00e9mesur\u00e9e aux r\u00e9actions hostiles.<\/p>\n\n\n\n<p><br>Pour les praticiens, les r\u00e9sultats d\u00e9montrent que les initiatives d\u2019\u00c9DI sont non seulement acceptables pour la majorit\u00e9 des travailleurs, mais qu\u2019elles sont \u00e9galement per\u00e7ues comme b\u00e9n\u00e9fiques par un grand nombre d\u2019entre eux. Cela renforce l\u2019importance de poursuivre les efforts dans tous les secteurs, y compris dans les milieux de travail o\u00f9 la direction pourrait craindre une certaine r\u00e9sistance. Les employeurs du secteur \u00e0 but non lucratif, par exemple, peuvent puiser leur confiance dans des niveaux de soutien plus \u00e9lev\u00e9s, tandis que ceux des secteurs public et priv\u00e9 peuvent constater que les inqui\u00e9tudes concernant une &#8220;attention excessive&#8221; demeurent limit\u00e9es et ne repr\u00e9sentent pas l\u2019opinion de la majorit\u00e9. Les donn\u00e9es soulignent \u00e9galement que la neutralit\u00e9 est courante, ce qui signifie que de nombreux employ\u00e9s ne sont pas fortement investis dans l\u2019\u00c9DI, mais ne le per\u00e7oivent pas non plus comme pr\u00e9judiciable. Cela offre aux organisations la possibilit\u00e9 de pr\u00e9senter l\u2019\u00c9DI comme une composante des bonnes pratiques de gestion, plut\u00f4t que comme un sujet de discorde.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column margin-bottom-0 is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:40%\">\n<div class=\"wp-block-group light-purple-bg-20 insights-report-aside is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-87328470 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-columns gap-10 is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column no-spacer is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<div class=\"wp-block-group is-horizontal is-content-justification-left is-layout-flex wp-container-core-group-is-layout-1a09bdc8 wp-block-group-is-layout-flex\">\n<div style=\"height:20px;width:0px\" aria-hidden=\"true\" class=\"wp-block-spacer wp-container-content-62aae154\"><\/div>\n\n\n\n<figure class=\"wp-block-image size-large is-style-default\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-1024x683.jpg\" alt=\"Two workers in safety vests and helmets reviewing a tablet and phone in a warehouse.\" class=\"wp-image-335390\" srcset=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-1024x683.jpg 1024w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-300x200.jpg 300w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-768x512.jpg 768w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-1536x1024.jpg 1536w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-2048x1366.jpg 2048w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-10x7.jpg 10w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-2000x1334.jpg 2000w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<div style=\"height:24px;width:0px\" aria-hidden=\"true\" class=\"wp-block-spacer wp-container-content-541a6b20\"><\/div>\n\n\n\n<p class=\"has-black-color has-text-color\"><strong>\u00c9tat des comp\u00e9tences<\/strong> <strong>: <br>Qualit\u00e9 de l\u2019emploi<\/strong><\/p>\n\n\n\n<p class=\"is-style-default has-normal-font-size\">L\u2019am\u00e9lioration de la qualit\u00e9 de l\u2019emploi, par le biais de meilleurs salaires et avantages sociaux, d\u2019environnements sociaux, de la s\u00e9curit\u00e9, de la s\u00fbret\u00e9 et de l\u2019inclusion, ainsi que du d\u00e9veloppement des comp\u00e9tences et de la formation professionnelle, fait partie d\u2019une strat\u00e9gie plus large visant \u00e0 rem\u00e9dier \u00e0 ces p\u00e9nuries de main-d\u2019\u0153uvre.<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-ob-blocks-single-button alignleft  wp-block-ob-blocks-button--animated width-100\"><a class=\"btn btn--purple new_tab_blank\" href=\"https:\/\/fsc-ccf.ca\/fr\/projets\/sos-qow\/\" target=\"_blank\" rel=\"noreferrer noopener\">Lire le rapport<\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<p>Au-del\u00e0 des perceptions des travailleurs, les conclusions concordent avec les arguments \u00e9conomiques d\u00e9j\u00e0 \u00e9tablis en faveur de l\u2019\u00c9DI. Les pratiques inclusives \u00e9largissent l\u2019acc\u00e8s aux talents, am\u00e9liorent la r\u00e9tention et favorisent l\u2019innovation. Elles aident \u00e9galement les organisations \u00e0 se rapprocher de march\u00e9s en pleine mutation et \u00e0 renforcer leur r\u00e9silience \u00e0 long terme. De cette mani\u00e8re, l\u2019enqu\u00eate confirme que l\u2019\u00c9DI n\u2019est pas seulement une attente sociale ou juridique, mais aussi un moteur de performance et de comp\u00e9titivit\u00e9 pour les organisations.<\/p>\n\n\n\n<p>Au niveau des politiques, les r\u00e9sultats soulignent que la r\u00e9duction ou l\u2019abandon des initiatives d\u2019\u00c9DI pourrait mettre les organisations en porte-\u00e0-faux avec leur main-d\u2019\u0153uvre, en particulier avec les jeunes et les groupes m\u00e9ritant l\u2019\u00e9quit\u00e9, qui sont ceux signalant les b\u00e9n\u00e9fices les plus importants. Les bailleurs de fonds et les chefs de file sectoriels devraient reconna\u00eetre que l\u2019\u00c9DI est non seulement importante sur les plans juridique et r\u00e9putationnel, mais qu\u2019elle b\u00e9n\u00e9ficie \u00e9galement d\u2019un large soutien dans la pratique. Les d\u00e9cideurs politiques peuvent en conclure que l\u2019investissement dans des milieux de travail inclusifs est peu susceptible de g\u00e9n\u00e9rer une r\u00e9sistance chez les travailleurs, et que les conditions \u00e9conomiques et professionnelles (ex. la satisfaction au travail et le caract\u00e8re ad\u00e9quat du revenu) jouent un r\u00f4le plus d\u00e9terminant dans la formation des attitudes que les d\u00e9bats politiques externes.<\/p>\n\n\n\n<p>En somme, le projet d\u00e9montre que l\u2019\u00c9DI demeure un fondement solide pour b\u00e2tir des milieux de travail justes et r\u00e9silients, et que l\u2019opposition \u00e0 ces initiatives est beaucoup moins r\u00e9pandue que ne le sugg\u00e8re le discours public.<\/p>\n<\/div>\n<\/div>\n\n\n\n<div id=\"whats-next\" class=\"wp-block-ob-blocks-anchor-point short-content\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column gradient-top purple is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<h3 class=\"wp-block-heading has-black-color has-text-color\" id=\"TheImpact\"><img decoding=\"async\" class=\"wp-image-240819\" style=\"width: 22px;height: 14px;margin-right: 10px;position: relative; top: -2px;\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/Vector-3.svg\" alt=\"\"> Prochaines \u00e9tapes<\/h3>\n\n\n\n<p>\u00c0 ce stade, il n\u2019y a pas d\u2019\u00e9tapes ult\u00e9rieures pr\u00e9vues pour le projet lui-m\u00eame. Toutefois, les r\u00e9sultats ouvrent des perspectives pour de futurs travaux dans l\u2019ensemble de l\u2019\u00e9cosyst\u00e8me des comp\u00e9tences. Les enqu\u00eates futures pourraient continuer \u00e0 suivre les attitudes envers l\u2019\u00c9DI afin d\u2019\u00e9valuer si les perceptions \u00e9voluent au gr\u00e9 des changements des conditions \u00e9conomiques et politiques. Ces enseignements peuvent \u00eatre appliqu\u00e9s dans la formation des employeurs et dans les pratiques sectorielles en soulignant que la majorit\u00e9 des travailleurs per\u00e7oivent l\u2019\u00c9DI de mani\u00e8re neutre ou positive. Pour les bailleurs de fonds et les d\u00e9cideurs politiques, ces r\u00e9sultats offrent une base factuelle solide pour renforcer le soutien aux strat\u00e9gies de milieux de travail inclusifs.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n<\/div>\n\n\n\n<div class=\"tab tab-content\" data-title=\"T\u00e9l\u00e9chargements de rapports\" data-tab=\"\" id=\"\" data-show-reports=\"yes\">\n        \n\n<div class=\"wp-block-columns container container--with-overflow is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n\n\t\t<div class=\"display-reports display-tab\">\n\n\t\t\t\t\t\t<!-- PDF: 335444 | https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/reaction-concernant-ledi-ce-que-pensent-reellement-les-travailleurs-canadiens.pdf -->\t\t\t\t<div class=\"display-reports__report\">\n\t\t\t\t\t<div class=\"display-reports__report-img\" style=\"background-image: url('https:\/\/fsc-ccf.ca\/wp-content\/themes\/ob-fsc-2.0\/images\/report-cover.png')\"><\/div>\n\t\t\t\t\t<div>\n\t\t\t\t\t\t<div class=\"display-reports__report-tags-container\">\n\t\t\t\t\t\t\t<p class=\"display-reports__report-tags-primary\">Rapport de Perspectives<\/p>\n\t\t\t\t\t\t\t<p class=\"display-reports__report-tags-secondary\">PDF<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<h2 class=\"display-reports__report-title\">Perspectives du CCF<\/h2>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div class=\"display-reports__report-link-container\">\n\t\t\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/reaction-concernant-ledi-ce-que-pensent-reellement-les-travailleurs-canadiens.pdf\"\n\t\t\t\t\t\t\tclass=\"display-reports__report-link\">T\u00e9l\u00e9charger\t\t\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/themes\/ob-fsc-2.0\/images\/icons\/download-i-r-arrow.svg\" alt=\"\"\n\t\t\t\t\t\t\t\tclass=\"display-reports__report-link-arrow\">\n\t\t\t\t\t\t<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<div class=\"display-reports__report\">\n\t\t\t\t\t\t<div class=\"display-reports__report-img\" style=\"background-image: url('https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/Screenshot-2026-04-15-at-12.22.08-PM.png')\"><\/div>\n\t\t\t\t\t\t<div>\n\t\t\t\t\t\t\t<div class=\"display-reports__report-tags-container\">\n\t\t\t\t\t\t\t\t<p class=\"display-reports__report-tags-primary\">Rapport<\/p>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<p class=\"display-reports__report-tags-secondary\">\n\t\t\t\t\t\t\t\t\t\tPDF\t\t\t\t\t\t\t\t\t<\/p>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<h2 class=\"display-reports__report-title\">R\u00e9action concernant l\u2019\u00c9DI? Ce que pensent r\u00e9ellement les travailleurs canadiens.<\/h2>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"display-reports__report-link-container\">\n\t\t\t\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/EDI-Backlash-Environics-DI-2025-FR.pdf\"\n\t\t\t\t\t\t\t\tclass=\"display-reports__report-link\">T\u00e9l\u00e9charger\t\t\t\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/themes\/ob-fsc-2.0\/images\/icons\/download-i-r-arrow.svg\" alt=\"\"\n\t\t\t\t\t\t\t\t\tclass=\"display-reports__report-link-arrow\">\n\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t<\/div>\n<\/div>\n<\/div>\n\n\n<\/div>\n\n    <\/div>\n<\/div>\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"padding-16 no-margin-bottom has-black-color has-text-color has-background\" style=\"background-color:#0000000d\">Des questions sur notre travail ? Souhaitez-vous avoir acc\u00e8s \u00e0 un rapport en anglais ou en fran\u00e7ais ? Veuillez contacter <a href=\"mailto:communications@fsc-ccf.ca\">communications@fsc-ccf.ca<\/a><\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<div class=\"page-block cards-grid full-width-block card-style--default display-style--default page-block--white  \" >\n\t<div class=\"container container--with-overflow\">\n\t\t<h2 class=\"cards-grid__section-title heading-content section-title\">Plus de CCF<\/h2>\t\t\t\t<div class=\"overflow\">\n\t\t\t\n\t\t\t<div class=\"overflow__content cards-grid__grid large\">\n\t\t\t\n\t\t\t<div class=\"content-card content-card--research\">\n\t\t\t<div class=\"content-card__image\">\n\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/fr\/recherche\/secteur-forestier-saskatchewan\/\" target=\"_self\"><img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2021\/11\/pexels-karolina-grabowska-4206118-800x600.jpg\" alt=\"\"><\/a>\n\t\t<\/div>\n\t\t\t<div class=\"content-card__content\">\n\t\t<div class=\"content-card__text\">\n\t\t\t\t\t\t\t<div class=\"content-card__type\">\n\t\t\t\t\t<span href=\"https:\/\/fsc-ccf.ca\/fr\/recherche\/\">Recherche<\/span>\t\t\t\t<\/div>\n\t\t\t\n\t\t\t\n\t\t\t\t\t\t<h3 class=\"content-card__title\">\n\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/fr\/recherche\/secteur-forestier-saskatchewan\/\" target=\"_self\">Le secteur forestier de la Saskatchewan : comp\u00e9tences futures pour une revitalisation dirig\u00e9e par les Autochtones<\/a>\n\t\t\t<\/h3>\n\n\t\t\t<div class=\"metadata metadata--event\">\n\t<ul>\n\t\t<li class=\"metadata__date\">\n\t\t\t<div class=\"metadata__icon\"><svg width=\"10\" height=\"12\" viewBox=\"0 0 10 12\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n<path id=\"calendar_today\" d=\"M1.11111 11.5477C0.805556 11.5477 0.543982 11.4358 0.326389 11.212C0.108796 10.9882 0 10.7191 0 10.4049V2.40486C0 2.09057 0.108796 1.82152 0.326389 1.59771C0.543982 1.3739 0.805556 1.262 1.11111 1.262H1.66667V0.119141H2.77778V1.262H7.22222V0.119141H8.33333V1.262H8.88889C9.19444 1.262 9.45602 1.3739 9.67361 1.59771C9.8912 1.82152 10 2.09057 10 2.40486V10.4049C10 10.7191 9.8912 10.9882 9.67361 11.212C9.45602 11.4358 9.19444 11.5477 8.88889 11.5477H1.11111ZM1.11111 10.4049H8.88889V4.69057H1.11111V10.4049Z\" fill=\"#71136C\"\/>\n<\/svg>\n<\/div>\n\t\t\tNovembre 2021\t\t<\/li>\n\n\t\t\t\t\t<li class=\"metadata__partners\">\n\t\t\t\t<div class=\"metadata__icon\"><svg width=\"12\" height=\"9\" viewBox=\"0 0 12 9\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n<path id=\"Parnter Icon\" d=\"M0 9.00014V7.50014C0 7.19657 0.0795454 6.91755 0.238636 6.66309C0.397727 6.40862 0.609091 6.21443 0.872727 6.0805C1.43636 5.80371 2.00909 5.59612 2.59091 5.45773C3.17273 5.31934 3.76364 5.25014 4.36364 5.25014C4.96364 5.25014 5.55455 5.31934 6.13636 5.45773C6.71818 5.59612 7.29091 5.80371 7.85455 6.0805C8.11818 6.21443 8.32955 6.40862 8.48864 6.66309C8.64773 6.91755 8.72727 7.19657 8.72727 7.50014V9.00014H0ZM9.81818 9.00014V7.393C9.81818 7.00014 9.70682 6.62291 9.48409 6.2613C9.26136 5.89969 8.94546 5.58943 8.53636 5.3305C9 5.38407 9.43636 5.47559 9.84546 5.60505C10.2545 5.73451 10.6364 5.893 10.9909 6.0805C11.3182 6.25907 11.5682 6.45773 11.7409 6.67648C11.9136 6.89523 12 7.13407 12 7.393V9.00014H9.81818ZM4.36364 4.71443C3.76364 4.71443 3.25 4.5046 2.82273 4.08496C2.39545 3.66532 2.18182 3.16085 2.18182 2.57157C2.18182 1.98228 2.39545 1.47782 2.82273 1.05818C3.25 0.638532 3.76364 0.428711 4.36364 0.428711C4.96364 0.428711 5.47727 0.638532 5.90455 1.05818C6.33182 1.47782 6.54545 1.98228 6.54545 2.57157C6.54545 3.16085 6.33182 3.66532 5.90455 4.08496C5.47727 4.5046 4.96364 4.71443 4.36364 4.71443ZM9.81818 2.57157C9.81818 3.16085 9.60455 3.66532 9.17727 4.08496C8.75 4.5046 8.23636 4.71443 7.63636 4.71443C7.53636 4.71443 7.40909 4.70326 7.25455 4.68094C7.1 4.65862 6.97273 4.63407 6.87273 4.60728C7.11818 4.32157 7.30682 4.0046 7.43864 3.65639C7.57045 3.30818 7.63636 2.94657 7.63636 2.57157C7.63636 2.19657 7.57045 1.83496 7.43864 1.48675C7.30682 1.13853 7.11818 0.821568 6.87273 0.535854C7 0.491211 7.12727 0.462193 7.25455 0.4488C7.38182 0.435407 7.50909 0.428711 7.63636 0.428711C8.23636 0.428711 8.75 0.638532 9.17727 1.05818C9.60455 1.47782 9.81818 1.98228 9.81818 2.57157Z\" fill=\"#71136C\"\/>\n<\/svg>\n<\/div>\n\t\t\t\t<div class=\"metadata__list\">\n\t\t\t\t\t<span>Signal49 Recherche<\/span>\t\t\t\t<\/div>\n\t\t\t<\/li>\n\t\t\t<\/ul>\n<\/div>\t\t\t<div class=\"content-card__deck\">\n\t\t\t\tLe secteur forestier du nord de la Saskatchewan doit faire face \u00e0 des p\u00e9nuries de main-d&#8217;\u0153uvre, \u00e0 des lacunes en mati\u00e8re de comp\u00e9tences et au d\u00e9sir des communaut\u00e9s autochtones d&#8217;\u00e9largir le secteur vers des produits forestiers renouvelables et alternatifs.\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t\t\t\t\t<ul class=\"content-card__terms\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t\n\t\t<\/div>\n\t\t\n\t<details class=\"related-reports\">\n\t\t<summary class=\"related-reports__summary\">\n\t\t\t<span class=\"related-reports__count\">1<\/span>\n\t\t\t<span class=\"related-reports__title\">Rapports associ\u00e9s<\/span>\n\t\t\t<span class=\"related-reports__icon\"><\/span>\n\t\t<\/summary>\n\t\t<ul class=\"related-reports__reports\">\n\t\t\t\t\t\t\t\t<li class=\"related-reports__report\">\n\t\t\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2021\/11\/Rapport-CCF_le-secteur-forestier-de-la-saskatchewan_fr.pdf\" target=\"_blank\">\n\t\t\t\t\t\t\t<div class=\"related-reports__tags\">\n\t\t\t\t\t\t\t\t<span class=\"related-reports__tag related-reports__tag--primary\">Rapport de recherche complet<\/span><span class=\"related-reports__tag related-reports__tag--secondary\">PDF<\/span>\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\tLe secteur forestier de la Saskatchewan : comp\u00e9tences futures pour une revitalisation dirig\u00e9e par les Autochtones\t\t\t\t\t\t<\/a>\n\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t<\/ul>\n\t<\/details>\n\t<\/div>\n<\/div><div class=\"content-card content-card--research\">\n\t\t\t<div class=\"content-card__image\">\n\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/fr\/recherche\/les-cse-en-milieu-de-travail-ce-quen-disent-les-employeurs-canadiens\/\" target=\"_self\"><img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/AdobeStock_249826261-800x600.jpeg\" alt=\"\"><\/a>\n\t\t<\/div>\n\t\t\t<div class=\"content-card__content\">\n\t\t<div class=\"content-card__text\">\n\t\t\t\t\t\t\t<div class=\"content-card__type\">\n\t\t\t\t\t<span href=\"https:\/\/fsc-ccf.ca\/fr\/recherche\/\">Recherche<\/span>\t\t\t\t<\/div>\n\t\t\t\n\t\t\t\n\t\t\t\t\t\t<h3 class=\"content-card__title\">\n\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/fr\/recherche\/les-cse-en-milieu-de-travail-ce-quen-disent-les-employeurs-canadiens\/\" target=\"_self\">Les CSE en milieu de travail : Ce qu\u2019en disent les employeurs canadiens<\/a>\n\t\t\t<\/h3>\n\n\t\t\t<div class=\"metadata metadata--event\">\n\t<ul>\n\t\t<li class=\"metadata__date\">\n\t\t\t<div class=\"metadata__icon\"><svg width=\"10\" height=\"12\" viewBox=\"0 0 10 12\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n<path id=\"calendar_today\" d=\"M1.11111 11.5477C0.805556 11.5477 0.543982 11.4358 0.326389 11.212C0.108796 10.9882 0 10.7191 0 10.4049V2.40486C0 2.09057 0.108796 1.82152 0.326389 1.59771C0.543982 1.3739 0.805556 1.262 1.11111 1.262H1.66667V0.119141H2.77778V1.262H7.22222V0.119141H8.33333V1.262H8.88889C9.19444 1.262 9.45602 1.3739 9.67361 1.59771C9.8912 1.82152 10 2.09057 10 2.40486V10.4049C10 10.7191 9.8912 10.9882 9.67361 11.212C9.45602 11.4358 9.19444 11.5477 8.88889 11.5477H1.11111ZM1.11111 10.4049H8.88889V4.69057H1.11111V10.4049Z\" fill=\"#71136C\"\/>\n<\/svg>\n<\/div>\n\t\t\tJuillet 2024\t\t<\/li>\n\n\t\t\t\t\t<li class=\"metadata__partners\">\n\t\t\t\t<div class=\"metadata__icon\"><svg width=\"12\" height=\"9\" viewBox=\"0 0 12 9\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n<path id=\"Parnter Icon\" d=\"M0 9.00014V7.50014C0 7.19657 0.0795454 6.91755 0.238636 6.66309C0.397727 6.40862 0.609091 6.21443 0.872727 6.0805C1.43636 5.80371 2.00909 5.59612 2.59091 5.45773C3.17273 5.31934 3.76364 5.25014 4.36364 5.25014C4.96364 5.25014 5.55455 5.31934 6.13636 5.45773C6.71818 5.59612 7.29091 5.80371 7.85455 6.0805C8.11818 6.21443 8.32955 6.40862 8.48864 6.66309C8.64773 6.91755 8.72727 7.19657 8.72727 7.50014V9.00014H0ZM9.81818 9.00014V7.393C9.81818 7.00014 9.70682 6.62291 9.48409 6.2613C9.26136 5.89969 8.94546 5.58943 8.53636 5.3305C9 5.38407 9.43636 5.47559 9.84546 5.60505C10.2545 5.73451 10.6364 5.893 10.9909 6.0805C11.3182 6.25907 11.5682 6.45773 11.7409 6.67648C11.9136 6.89523 12 7.13407 12 7.393V9.00014H9.81818ZM4.36364 4.71443C3.76364 4.71443 3.25 4.5046 2.82273 4.08496C2.39545 3.66532 2.18182 3.16085 2.18182 2.57157C2.18182 1.98228 2.39545 1.47782 2.82273 1.05818C3.25 0.638532 3.76364 0.428711 4.36364 0.428711C4.96364 0.428711 5.47727 0.638532 5.90455 1.05818C6.33182 1.47782 6.54545 1.98228 6.54545 2.57157C6.54545 3.16085 6.33182 3.66532 5.90455 4.08496C5.47727 4.5046 4.96364 4.71443 4.36364 4.71443ZM9.81818 2.57157C9.81818 3.16085 9.60455 3.66532 9.17727 4.08496C8.75 4.5046 8.23636 4.71443 7.63636 4.71443C7.53636 4.71443 7.40909 4.70326 7.25455 4.68094C7.1 4.65862 6.97273 4.63407 6.87273 4.60728C7.11818 4.32157 7.30682 4.0046 7.43864 3.65639C7.57045 3.30818 7.63636 2.94657 7.63636 2.57157C7.63636 2.19657 7.57045 1.83496 7.43864 1.48675C7.30682 1.13853 7.11818 0.821568 6.87273 0.535854C7 0.491211 7.12727 0.462193 7.25455 0.4488C7.38182 0.435407 7.50909 0.428711 7.63636 0.428711C8.23636 0.428711 8.75 0.638532 9.17727 1.05818C9.60455 1.47782 9.81818 1.98228 9.81818 2.57157Z\" fill=\"#71136C\"\/>\n<\/svg>\n<\/div>\n\t\t\t\t<div class=\"metadata__list\">\n\t\t\t\t\t<span>Signal49 Recherche<\/span>\t\t\t\t<\/div>\n\t\t\t<\/li>\n\t\t\t<\/ul>\n<\/div>\t\t\t<div class=\"content-card__deck\">\n\t\t\t\tCet expos\u00e9 pr\u00e9sente les conclusions sur le recrutement ax\u00e9 sur les comp\u00e9tences sociales et \u00e9motionnelles (CSE) qui ont \u00e9t\u00e9 tir\u00e9es d\u2019entretiens r\u00e9alis\u00e9s aupr\u00e8s de sp\u00e9cialistes en ressources humaines et de l\u2019analyse de donn\u00e9es provenant d\u2019offres d\u2019emploi ax\u00e9es sur le savoir au Canada.\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t\t\t\t\t<ul class=\"content-card__terms\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<li>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"term-square\" style=\"background-color:#ec008c\"><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/fr\/themes\/parcours-vers-lemploi\/\">Parcours vers L\u2019emploi<\/a>\n\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t\n\t\t<\/div>\n\t\t\n\t<details class=\"related-reports\">\n\t\t<summary class=\"related-reports__summary\">\n\t\t\t<span class=\"related-reports__count\">1<\/span>\n\t\t\t<span class=\"related-reports__title\">Rapports associ\u00e9s<\/span>\n\t\t\t<span class=\"related-reports__icon\"><\/span>\n\t\t<\/summary>\n\t\t<ul class=\"related-reports__reports\">\n\t\t\t\t\t\t\t\t<li class=\"related-reports__report\">\n\t\t\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/les-cse-en-milieu-de-travail_2024.pdf\" target=\"_blank\">\n\t\t\t\t\t\t\t<div class=\"related-reports__tags\">\n\t\t\t\t\t\t\t\t<span class=\"related-reports__tag related-reports__tag--primary\">Rapport de recherche complet<\/span><span class=\"related-reports__tag related-reports__tag--secondary\">PDF<\/span>\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\tles-cse-en-milieu-de-travail_2024\t\t\t\t\t\t<\/a>\n\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t<\/ul>\n\t<\/details>\n\t<\/div>\n<\/div><div class=\"content-card content-card--project\">\n\t\t\t<div class=\"content-card__image\">\n\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/fr\/projets\/calgary-ait\/\" target=\"_self\"><img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/09\/side-view-diverse-happy-colleagues-men-african-bus-2022-10-04-01-44-57-utc-800x600.jpg\" alt=\"Two young men in front of a laptop, smiling\"><\/a>\n\t\t<\/div>\n\t\t\t<div class=\"content-card__content\">\n\t\t<div class=\"content-card__text\">\n\t\t\t\t\t\t\t<div class=\"content-card__type\">\n\t\t\t\t\t<span href=\"https:\/\/fsc-ccf.ca\/fr\/projets\/\">Projet<\/span>\t\t\t\t<\/div>\n\t\t\t\n\t\t\t\n\t\t\t\t\t\t<h3 class=\"content-card__title\">\n\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/fr\/projets\/calgary-ait\/\" target=\"_self\">Secr\u00e9tariat et plateforme r\u00e9gionaux de l\u2019AIT de Calgary<\/a>\n\t\t\t<\/h3>\n\n\t\t\t<div class=\"metadata metadata--event\">\n\t<ul>\n\t\t<li class=\"metadata__date\">\n\t\t\t<div class=\"metadata__icon\"><svg width=\"10\" height=\"12\" viewBox=\"0 0 10 12\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n<path id=\"calendar_today\" d=\"M1.11111 11.5477C0.805556 11.5477 0.543982 11.4358 0.326389 11.212C0.108796 10.9882 0 10.7191 0 10.4049V2.40486C0 2.09057 0.108796 1.82152 0.326389 1.59771C0.543982 1.3739 0.805556 1.262 1.11111 1.262H1.66667V0.119141H2.77778V1.262H7.22222V0.119141H8.33333V1.262H8.88889C9.19444 1.262 9.45602 1.3739 9.67361 1.59771C9.8912 1.82152 10 2.09057 10 2.40486V10.4049C10 10.7191 9.8912 10.9882 9.67361 11.212C9.45602 11.4358 9.19444 11.5477 8.88889 11.5477H1.11111ZM1.11111 10.4049H8.88889V4.69057H1.11111V10.4049Z\" fill=\"#71136C\"\/>\n<\/svg>\n<\/div>\n\t\t\tAvril 2025\t\t<\/li>\n\n\t\t\t\t\t<li class=\"metadata__partners\">\n\t\t\t\t<div class=\"metadata__icon\"><svg width=\"12\" height=\"9\" viewBox=\"0 0 12 9\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n<path id=\"Parnter Icon\" d=\"M0 9.00014V7.50014C0 7.19657 0.0795454 6.91755 0.238636 6.66309C0.397727 6.40862 0.609091 6.21443 0.872727 6.0805C1.43636 5.80371 2.00909 5.59612 2.59091 5.45773C3.17273 5.31934 3.76364 5.25014 4.36364 5.25014C4.96364 5.25014 5.55455 5.31934 6.13636 5.45773C6.71818 5.59612 7.29091 5.80371 7.85455 6.0805C8.11818 6.21443 8.32955 6.40862 8.48864 6.66309C8.64773 6.91755 8.72727 7.19657 8.72727 7.50014V9.00014H0ZM9.81818 9.00014V7.393C9.81818 7.00014 9.70682 6.62291 9.48409 6.2613C9.26136 5.89969 8.94546 5.58943 8.53636 5.3305C9 5.38407 9.43636 5.47559 9.84546 5.60505C10.2545 5.73451 10.6364 5.893 10.9909 6.0805C11.3182 6.25907 11.5682 6.45773 11.7409 6.67648C11.9136 6.89523 12 7.13407 12 7.393V9.00014H9.81818ZM4.36364 4.71443C3.76364 4.71443 3.25 4.5046 2.82273 4.08496C2.39545 3.66532 2.18182 3.16085 2.18182 2.57157C2.18182 1.98228 2.39545 1.47782 2.82273 1.05818C3.25 0.638532 3.76364 0.428711 4.36364 0.428711C4.96364 0.428711 5.47727 0.638532 5.90455 1.05818C6.33182 1.47782 6.54545 1.98228 6.54545 2.57157C6.54545 3.16085 6.33182 3.66532 5.90455 4.08496C5.47727 4.5046 4.96364 4.71443 4.36364 4.71443ZM9.81818 2.57157C9.81818 3.16085 9.60455 3.66532 9.17727 4.08496C8.75 4.5046 8.23636 4.71443 7.63636 4.71443C7.53636 4.71443 7.40909 4.70326 7.25455 4.68094C7.1 4.65862 6.97273 4.63407 6.87273 4.60728C7.11818 4.32157 7.30682 4.0046 7.43864 3.65639C7.57045 3.30818 7.63636 2.94657 7.63636 2.57157C7.63636 2.19657 7.57045 1.83496 7.43864 1.48675C7.30682 1.13853 7.11818 0.821568 6.87273 0.535854C7 0.491211 7.12727 0.462193 7.25455 0.4488C7.38182 0.435407 7.50909 0.428711 7.63636 0.428711C8.23636 0.428711 8.75 0.638532 9.17727 1.05818C9.60455 1.47782 9.81818 1.98228 9.81818 2.57157Z\" fill=\"#71136C\"\/>\n<\/svg>\n<\/div>\n\t\t\t\t<div class=\"metadata__list\">\n\t\t\t\t\t<span>Calgary Economic Development<\/span>\t\t\t\t<\/div>\n\t\t\t<\/li>\n\t\t\t<\/ul>\n<\/div>\t\t\t<div class=\"content-card__deck\">\n\t\t\t\tCe projet visait \u00e0 revitaliser le march\u00e9 du travail r\u00e9gional de Calgary en concevant un mod\u00e8le plus inclusif et plus complet de coordination des possibilit\u00e9s d\u2019apprentissage int\u00e9gr\u00e9 au travail (AIT).\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t\t\t\t\t<ul class=\"content-card__terms\">\n\t\t\t\t\t\t\t\t\t\t\t\t<li>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"term-square\" style=\"background-color:#ec008c\"><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/fr\/themes\/parcours-vers-lemploi\/\">Parcours vers L\u2019emploi<\/a>\n\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t\n\t\t<\/div>\n\t\t\n\t<details class=\"related-reports\">\n\t\t<summary class=\"related-reports__summary\">\n\t\t\t<span class=\"related-reports__count\">2<\/span>\n\t\t\t<span class=\"related-reports__title\">Rapports associ\u00e9s<\/span>\n\t\t\t<span class=\"related-reports__icon\"><\/span>\n\t\t<\/summary>\n\t\t<ul class=\"related-reports__reports\">\n\t\t\t\t\t\t\t\t<li class=\"related-reports__report\">\n\t\t\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/04\/An-Evaluation-of-the-Calgary-WIL-Pilot-Program_FSC_CED.pdf\" target=\"_blank\">\n\t\t\t\t\t\t\t<div class=\"related-reports__tags\">\n\t\t\t\t\t\t\t\t<span class=\"related-reports__tag related-reports__tag--primary\">Rapport d\u2019\u00e9valuation<\/span><span class=\"related-reports__tag related-reports__tag--secondary\">pdf<\/span><span class=\"related-reports__tag related-reports__tag--secondary\">En anglais seulement<\/span>\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\tFinal Report: An Evaluation of the Calgary WIL Pilot Project\t\t\t\t\t\t<\/a>\n\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"related-reports__report\">\n\t\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/04\/secretariat-et-plateforme-regionaux-de-lait-de-calgary-2.pdf\" target=\"_blank\">\n\t\t\t\t\t\t<div class=\"related-reports__tags\">\n\t\t\t\t\t\t\t<span class=\"related-reports__tag related-reports__tag--primary\">Rapport de Perspectives<\/span><span class=\"related-reports__tag related-reports__tag--secondary\">PDF<\/span>\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\tT\u00e9l\u00e9charger le rapport de perspective\t\t\t\t\t<\/a>\n\t\t\t\t<\/li>\n\t\t\t\t\t<\/ul>\n\t<\/details>\n\t<\/div>\n<\/div>\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/fr\/projects-and-research-archive\/\" class=\"cards-grid__view-all heading-content\"><span>Afficher tout<\/span><span class=\"triangle triangle--right\"><\/span><\/a>\n\t\t\t\t\t\t<\/div>\n<\/div>\n\n\n\n<p class=\"padding-16 no-margin-bottom citation has-black-color has-text-color has-background\" style=\"background-color:#0000000d\"><strong>Comment Citer Ce Rapport<\/strong><br>Parkin, Andrew. Man, Carter (Rongwei). Borova, Betina. Wang, Joy. Wang, Shayla (Mingxin). (2026). Rapport sur les perspectives de projet. R\u00e9action concernant l\u2019\u00c9DI? Ce que pensent r\u00e9ellement les travailleurs canadiens. Toronto: Centre des Comp\u00e9tences futures. <a href=\"https:\/\/fsc-ccf.ca\/fr\/?post_type=project&#038;p=335401\">https:\/\/fsc-ccf.ca\/fr\/projets\/reaction-concernant-ledi\/<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Ce projet visait \u00e0 examiner la perception qu\u2019ont les travailleurs canadiens de l\u2019\u00c9DI dans leur milieu de travail, au cours d\u2019une p\u00e9riode marqu\u00e9e par un examen public accru.<\/p>\n","protected":false},"menu_order":0,"template":"custom-project-insight-report.php","tags":[],"region":[1319],"project_type":[],"populations":[],"themes":[1548],"class_list":["post-335401","project","type-project","status-publish","hentry","region-across-canada-fr","themes-economie-inclusive"],"acf":{"anchors":[{"anchor_name":"Executive Summary","anchor_link":"#executive-summary"},{"anchor_name":"The Issue","anchor_link":"#the-issue"},{"anchor_name":"What We Investigated","anchor_link":"#what-were-investigating"},{"anchor_name":"What We're Learning","anchor_link":"#what-were-learning"},{"anchor_name":"Why It Matters","anchor_link":"#why-it-matters"},{"anchor_name":"What's Next","anchor_link":"#whats-next"}],"contributors":"<p>Andrew Parkin &#8211; Executive Director, Environics Institute for Survey Research<br \/>\nCarter (Rongwei) Man &#8211; Andrew Parkin est le directeur g\u00e9n\u00e9ral de l\u2019Environics Institute for Survey Research.<br \/>\nCarter (Rongwei) Man \u2013 Assistant de recherche, Institut de la diversit\u00e9, Ted Rogers School of Management<br \/>\nBetina Borova &#8211; Charg\u00e9e de recherche principale, Institut de la diversit\u00e9, Ted Rogers School of Management<br \/>\nJoy Wang \u2013 Assistante de recherche, Institut de la diversit\u00e9, Ted Rogers School of Management<br \/>\nShayla (Mingxin) Wang \u2013 Assistante de recherche, Institut de la diversit\u00e9, Ted Rogers School of Management<\/p>\n","scorecard_content":false,"reports_rows":{"report":[{"title":"R\u00e9action concernant l\u2019\u00c9DI? 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