{"id":129324,"date":"2020-08-11T18:19:49","date_gmt":"2020-08-11T22:19:49","guid":{"rendered":"https:\/\/fsc-ccf.ca\/references\/a-framework-for-developing-employers-disability-confidence-2\/"},"modified":"2020-08-11T18:19:48","modified_gmt":"2020-08-11T22:19:48","slug":"a-framework-for-developing-employers-disability-confidence-2","status":"publish","type":"reference","link":"https:\/\/fsc-ccf.ca\/fr\/references\/a-framework-for-developing-employers-disability-confidence-2\/","title":{"rendered":"A framework for developing employer&#8217;s disability confidence"},"content":{"rendered":"<p>Objectif: De nombreux employeurs manquent de confiance des personnes handicap\u00e9es en ce qui concerne la fa\u00e7on d&#8217;inclure les personnes handicap\u00e9es dans la population active, ce qui peut conduire \u00e0 la stigmatisation et \u00e0 la discrimination. Le but de cet article est d&#8217;explorer le concept de confiance d&#8217;invalidit\u00e9 de deux points de vue, les employeurs qui embauchent des personnes handicap\u00e9es et les employ\u00e9s ayant un handicap. Conception \/ m\u00e9thodologie \/ approche: Une analyse th\u00e9matique qualitative a \u00e9t\u00e9 r\u00e9alis\u00e9e \u00e0 l&#8217;aide de 35 entretiens semi-structur\u00e9s (18 employeurs qui embauchent des personnes handicap\u00e9es, 17 employ\u00e9s ayant un handicap). Constatations: Th\u00e8mes inclus les cat\u00e9gories suivantes: l&#8217;inconfort d&#8217;invalidit\u00e9 (\u00e0 savoir le manque d&#8217;exp\u00e9rience, la stigmatisation et la discrimination); allant au-del\u00e0 zone de confort (\u00e0 savoir la formation de sensibilisation au handicap, cas d&#8217;affaires, exp\u00e9riences v\u00e9cues partag\u00e9es); perspectives \u00e9largies (\u00e0 savoir lutter contre la stigmatisation et les st\u00e9r\u00e9otypes, ce qui r\u00e9duit le biais et en se concentrant sur les capacit\u00e9s); et la confiance des personnes handicap\u00e9es (\u00e0 savoir la culture de soutien et inclusive et de premier plan et la mod\u00e9lisation du changement social). Les r\u00e9sultats mettent en \u00e9vidence que la confiance des incapacit\u00e9s chez les employeurs est essentielle pour favoriser l&#8217;int\u00e9gration sociale des personnes handicap\u00e9es. Originalit\u00e9 \/ valeur: Les adresses d&#8217;\u00e9tude une lacune importante dans la litt\u00e9rature en d\u00e9veloppant une meilleure compr\u00e9hension de la notion de handicap du point de vue des employeurs qui embauchent des personnes handicap\u00e9es et aussi les employ\u00e9s ayant un handicap. Traduit a\u0300 l'aide de Google Translate<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Objectif: De nombreux employeurs manquent de confiance des personnes handicap\u00e9es en ce qui concerne la fa\u00e7on d&#8217;inclure les personnes handicap\u00e9es dans la population active, ce qui peut conduire \u00e0 la stigmatisation et \u00e0 la discrimination. Le but de cet article est d&#8217;explorer le concept de confiance d&#8217;invalidit\u00e9 de deux points de vue, les employeurs qui embauchent des personnes handicap\u00e9es et les employ\u00e9s ayant un handicap. Conception \/ m\u00e9thodologie \/ approche: Une analyse th\u00e9matique qualitative a \u00e9t\u00e9 r\u00e9alis\u00e9e \u00e0 l&#8217;aide de 35 entretiens semi-structur\u00e9s (18 employeurs qui embauchent des personnes handicap\u00e9es, 17 employ\u00e9s ayant un handicap). Constatations: Th\u00e8mes inclus les cat\u00e9gories suivantes: l&#8217;inconfort d&#8217;invalidit\u00e9 (\u00e0 savoir le manque d&#8217;exp\u00e9rience, la stigmatisation et la discrimination); allant au-del\u00e0 zone de confort (\u00e0 savoir la formation de sensibilisation au handicap, cas d&#8217;affaires, exp\u00e9riences v\u00e9cues partag\u00e9es); perspectives \u00e9largies (\u00e0 savoir lutter contre la stigmatisation et les st\u00e9r\u00e9otypes, ce qui r\u00e9duit le biais et en se concentrant sur les capacit\u00e9s); et la confiance des personnes handicap\u00e9es (\u00e0 savoir la culture de soutien et inclusive et de premier plan et la mod\u00e9lisation du changement social). Les r\u00e9sultats mettent en \u00e9vidence que la confiance des incapacit\u00e9s chez les employeurs est essentielle pour favoriser l&#8217;int\u00e9gration sociale des personnes handicap\u00e9es. Originalit\u00e9 \/ valeur: Les adresses d&#8217;\u00e9tude une lacune importante dans la litt\u00e9rature en d\u00e9veloppant une meilleure compr\u00e9hension de la notion de handicap du point de vue des employeurs qui embauchent des personnes handicap\u00e9es et aussi les employ\u00e9s ayant un handicap. [googletranslate_fr]<\/p>\n","protected":false},"template":"","reference-tag":[],"reference-type":[435],"class_list":["post-129324","reference","type-reference","status-publish","hentry","reference-type-journal-article"],"acf":{"citation":"Lindsay, S., Leck, J., Shen, W., Cagliostro, E., and Stinson, J. (2019). A framework for developing employer's disability confidence. Equality, Diversity and Inclusion, 38(1), 40\u201355. Retrieved from https:\/\/www.emerald.com\/insight\/content\/doi\/10.1108\/EDI-05-2018-0085\/full\/html.","authors":"Lindsay, S., Leck, J., Shen, W., Cagliostro, E., and Stinson, J.","org":"","year":"2019","title_fr":null,"editors_hidden":"","publication":"Equality, Diversity and Inclusion","publication_fr":null,"volume":"38","issue":"1","Series":"","SeriesNumber":"","page_range":"40\u201355","publisher_city":"","publisher_state":"","publisher":"Emerald Publishing Limited","abstract_en":null,"abstract_fr":null,"keywords":"Disabilities, Disabled workers, Discrimination, Diversity, Social inclusion","paywall":"1","doi":"10.1108\/EDI-05-2018-0085","isbn":"","url":"https:\/\/www.emerald.com\/insight\/content\/doi\/10.1108\/EDI-05-2018-0085\/full\/html","url_fr":null,"url_amazon":"","TRACK":"0"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>A framework for developing employer&#039;s disability confidence - 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