{"id":309150,"date":"2025-02-04T14:22:23","date_gmt":"2025-02-04T19:22:23","guid":{"rendered":"https:\/\/fsc-ccf.ca\/research\/bridging-the-gender-gap\/"},"modified":"2025-02-05T10:55:28","modified_gmt":"2025-02-05T15:55:28","slug":"combler-lecart-entre-les-genres","status":"publish","type":"research","link":"https:\/\/fsc-ccf.ca\/fr\/recherche\/combler-lecart-entre-les-genres\/","title":{"rendered":"Combler l\u2019\u00e9cart entre les genres : Des comp\u00e9tences pour l\u2019avancement des femmes"},"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\/diversity-institute\/\"\n                                target=\"_blank\" rel=\"noreferrer noopener\">Diversity Institute<\/a><\/p>\n                    \n                        <p class=\"insight-report__partner-p\"><a href=\"https:\/\/fsc-ccf.ca\/fr\/partner\/university-of-manitoba\/\"\n                                target=\"_blank\" rel=\"noreferrer noopener\">University of Manitoba<\/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                        277 286 $<\/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\">F\u00e9vrier 2025<\/p>\n\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\/2025\/02\/combler-lecart-entre-les-genres-des-competences-pour-lavancement-des-femmes-7.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>Sommaire<\/span><\/a>                        <a href=\"#the-issue\"\n                            class=\"insight-report__sidebar--anchors-anchor\"><span>L\u2019enjeu<\/span><\/a>                        <a href=\"#what-were-investigating\"\n                            class=\"insight-report__sidebar--anchors-anchor\"><span>Ce que nous examinons<\/span><\/a>                        <a href=\"#what-were-learning\"\n                            class=\"insight-report__sidebar--anchors-anchor\"><span>Ce que nous apprenons<\/span><\/a>                        <a href=\"#why-it-matters\"\n                            class=\"insight-report__sidebar--anchors-anchor\"><span>Pourquoi c\u2019est important<\/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\">\n\n\t\t<div class=\"display-reports display-featured\">\n\t\t\t<div class=\"display-reports__report display-reports__report-main display-reports__report-featured\">\n\t\t\t\t<div class=\"display-reports__report-img\" style=\"background-image: url('https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-04-at-2.14.22\u202fPM.png')\"><\/div>\n\t\t\t\t<div class=\"display-reports__featured-co\">\n\t\t\t\t\t<div class=\"display-reports__report-tags-container\">\n\t\t\t\t\t\t<p class=\"display-reports__report-tags-primary\">Rapport de recherche complet<\/p>\n\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\tPDF\t\t\t\t\t\t\t<\/p>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<h2 class=\"display-reports__report-title\">Combler l\u2019\u00e9cart entre les genres : Des comp\u00e9tences pour l\u2019avancement des femmes<\/h2>\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\/2025\/02\/Di-FSC-UofM-Bridging-the-gender-gap-FR-082024.pdf.pdf\" class=\"display-reports__report-link\">T\u00e9l\u00e9charger le rapport de recherche <img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/themes\/ob-fsc-2.0\/images\/icons\/download-i-r-arrow.svg\" alt=\"\" class=\"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<\/div>\n\t\t<\/div>\n\t<\/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 obstacles syst\u00e9miques d\u00e9coulant des pr\u00e9jug\u00e9s institutionnels et culturels continuent de d\u00e9savantager les groupes en qu\u00eate d\u2019\u00e9quit\u00e9 sur le march\u00e9 du travail canadien. En d\u00e9pit des comp\u00e9tences recherch\u00e9es et du niveau d\u2019\u00e9ducation \u00e9lev\u00e9 des femmes, les recherches montrent que leurs carri\u00e8res continuent de stagner au sein de la haute direction, ce qui contribue \u00e0 une repr\u00e9sentation moins diversifi\u00e9e au niveau des conseils d\u2019administration et des postes de cadres sup\u00e9rieures. Ces in\u00e9galit\u00e9s sont exacerb\u00e9es pour les personnes ayant des identit\u00e9s intersectionnelles, comme les femmes qui appartiennent \u00e0 d\u2019autres groupes en qu\u00eate d\u2019\u00e9quit\u00e9 (p. ex., les Autochtones, les personnes racis\u00e9es, les personnes handicap\u00e9es, les immigrants et les personnes 2ELGBTQ+). Si l\u2019existence du ph\u00e9nom\u00e8ne du \u00ab plafond de verre \u00bb (l\u2019id\u00e9e que des barri\u00e8res emp\u00eachent les femmes d\u2019acc\u00e9der \u00e0 des postes de cadres sup\u00e9rieures) est largement reconnue, les trajectoires de carri\u00e8re et les exp\u00e9riences des femmes dirigeantes qui parviennent \u00e0 se hisser au sommet sont peu connues. Conna\u00eetre leur exp\u00e9rience peut aider les organisations et les d\u00e9cideurs politiques \u00e0 prendre des mesures et \u00e0 d\u00e9velopper des initiatives sp\u00e9cifiques pour soutenir la promotion de femmes issues de la diversit\u00e9 \u00e0 des postes de cadres sup\u00e9rieures.<\/p>\n\n\n\n<p class=\"has-black-color has-text-color\"><br>Cette \u00e9tude visait \u00e0 analyser les parcours de femmes cadres issues de la diversit\u00e9, si\u00e9geant dans des conseils d\u2019administration et occupant des postes de direction dans des entreprises du secteur priv\u00e9 au Canada, afin de mieux cerner le r\u00f4le des obstacles, des catalyseurs et du d\u00e9veloppement des comp\u00e9tences dans leur trajectoire de leadership.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p class=\"has-black-color has-text-color\">Les r\u00e9sultats des entrevues men\u00e9es aupr\u00e8s de 50 femmes dirigeantes issues de milieux diversifi\u00e9s montrent que celles-ci ont d\u00fb surmonter toute une s\u00e9rie d\u2019obstacles pour acc\u00e9der \u00e0 des postes de direction en d\u00e9veloppant des comp\u00e9tences socio\u00e9motionnelles, en acqu\u00e9rant des dipl\u00f4mes d\u2019\u00e9tudes postsecondaires et en tirant parti de l\u2019encadrement sp\u00e9cialis\u00e9, du mentorat et de r\u00e9seaux. Les participantes ont racont\u00e9 des approches innovantes pour saisir les occasions de contourner ou de briser le plafond de verre. Les r\u00e9sultats indiquent \u00e9galement la persistance des in\u00e9galit\u00e9s salariales entre les genres. Les participantes ont soulign\u00e9 qu\u2019il \u00e9tait difficile de mettre en \u00e9vidence ces in\u00e9galit\u00e9s, en partie parce que les discussions sur les salaires sont souvent taboues, ce qui complique la comparaison des revenus et la d\u00e9tection de ces disparit\u00e9s. En outre, la culture d\u2019entreprise et les syst\u00e8mes bien ancr\u00e9s exacerbent davantage le probl\u00e8me.<\/p>\n\n\n\n<p class=\"has-black-color has-text-color\"><br>Sur la base des enseignements tir\u00e9s de cette \u00e9tude, le rapport pr\u00e9sente une s\u00e9rie de recommandations visant \u00e0 am\u00e9liorer la repr\u00e9sentation et l\u2019int\u00e9gration de la diversit\u00e9 dans les conseils d\u2019administration et au niveau de la direction. Par exemple, les conseils d\u2019administration sont invit\u00e9s \u00e0 se fixer des objectifs, \u00e0 \u00e9laborer des matrices de comp\u00e9tences qui incluent les connaissances sur les genres et la diversit\u00e9 ainsi que les exp\u00e9riences v\u00e9cues, et \u00e0 accompagner les nouveaux membres dans leur int\u00e9gration.<\/p>\n\n\n\n<p class=\"has-black-color has-text-color\"><\/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=\"\">Les femmes interrog\u00e9es dans le cadre de cette \u00e9tude ont indiqu\u00e9<br>que les r\u00e8gles tacites, la culture de la conformit\u00e9 et les responsabilit\u00e9s d\u2019aidante naturelle \u00e9taient les principaux obstacles \u00e0 l\u2019avancement vers des postes de haute direction.<\/p>\n\n\n\n<p class=\"is-style-default is-flex\"><\/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=\"\">Les femmes ont r\u00e9ussi \u00e0 se hisser au rang de cadre sup\u00e9rieur en d\u00e9veloppant des comp\u00e9tences sociales et \u00e9motionnelles avanc\u00e9es, en poursuivant leurs \u00e9tudes et leur formation, en obtenant des dipl\u00f4mes et en acc\u00e9dant strat\u00e9giquement \u00e0 l\u2019encadrement et au mentorat afin de recevoir des conseils sp\u00e9cialis\u00e9s et individualis\u00e9s.<\/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=\"\">Malgr\u00e9 les efforts consid\u00e9rables consentis pour am\u00e9liorer la repr\u00e9sentation et l\u2019exp\u00e9rience des femmes cadres sup\u00e9rieures, il reste encore beaucoup \u00e0 faire pour r\u00e9duire les obstacles et l\u2019\u00e9cart salarial entre les genres et am\u00e9liorer l\u2019acc\u00e8s \u00e0 des outils permettant aux femmes d\u2019acc\u00e9der \u00e0 des postes de haute direction ainsi que la qualit\u00e9 de ces outils.<\/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>La repr\u00e9sentation des femmes au sein de la haute direction des entreprises au Canada est extr\u00eamement faible, allant de 21,3 % \u00e0 Vancouver \u00e0 26 % \u00e0 Montr\u00e9al. Les femmes membres de conseils d\u2019administration ou cadres sup\u00e9rieures dans les entreprises gagnent 56 % de moins que leurs homologues masculins, tandis que les femmes cadres racis\u00e9es gagnent 32 % de moins que leurs homologues blanches. Nul n\u2019ignore que les femmes font face \u00e0 des st\u00e9r\u00e9otypes, des pr\u00e9jug\u00e9s, des discriminations et des obstacles syst\u00e9miques au cours de leur carri\u00e8re. Bien que les politiques et les r\u00e8glements tels que la Loi sur l\u2019\u00e9quit\u00e9 en mati\u00e8re d\u2019emploi s\u2019\u00e9loignent du leadership d\u2019entreprise traditionnel, souvent centr\u00e9 sur les hommes, et que l\u2019accent mis sur l\u2019\u00e9quit\u00e9, la diversit\u00e9 et l\u2019inclusion (EDI) dans les organisations tente d\u2019aborder ces questions, les progr\u00e8s pour augmenter la repr\u00e9sentation de la diversit\u00e9 dans les postes de cadres sup\u00e9rieures.<\/p>\n<\/div>\n\n\n\n<figure class=\"wp-block-image size-large img-gradient purple\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"737\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-04-at-2.14.22\u202fPM-1024x737.png\" alt=\"\" class=\"wp-image-309074\" srcset=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-04-at-2.14.22\u202fPM-1024x737.png 1024w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-04-at-2.14.22\u202fPM-300x216.png 300w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-04-at-2.14.22\u202fPM-768x553.png 768w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-04-at-2.14.22\u202fPM-1536x1105.png 1536w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-04-at-2.14.22\u202fPM-10x7.png 10w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-04-at-2.14.22\u202fPM.png 1584w\" 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>Afin de formuler des recommandations en mati\u00e8re de politiques, de renforcement des capacit\u00e9s organisationnelles et de d\u00e9veloppement des comp\u00e9tences pour l\u2019avancement des femmes, cette \u00e9tude visait \u00e0 analyser l\u2019exp\u00e9rience de femmes cadres issues de la diversit\u00e9 si\u00e9geant dans des conseils d\u2019administration et occupant des postes de direction dans des entreprises du secteur priv\u00e9 au Canada, en ce qui concerne les obstacles, les catalyseurs et le d\u00e9veloppement des comp\u00e9tences li\u00e9s \u00e0 leur parcours professionnel. Elle avait \u00e9galement pour objectif d\u2019explorer l\u2019incidence de la pand\u00e9mie de COVID-19 sur l\u2019avancement des femmes vers la direction d\u2019entreprises et l\u2019opinion de ces femmes sur les effets des politiques et des pratiques en mati\u00e8re d\u2019EDI dans les entreprises.<\/p>\n\n\n\n<p>Pour r\u00e9pondre \u00e0 ces questions, les chercheuses et chercheurs ont men\u00e9 des entrevues approfondies avec 50 femmes membres de conseils d\u2019administration, cadres sup\u00e9rieures ou associ\u00e9es directrices. Toutes les participantes travaillaient dans des soci\u00e9t\u00e9s du secteur priv\u00e9 de divers secteurs au Canada qui comptaient au moins 30 % de femmes \u00e0 des postes de direction ou au sein de leur conseil d\u2019administration. L\u2019\u00e9tude a \u00e9galement tenu compte des identit\u00e9s intersectionnelles uniques des femmes sur le plan de race, de l\u2019autochtonit\u00e9, du handicap et de l\u2019orientation sexuelle.<\/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><\/p>\n\n\n\n<p>L\u2019exp\u00e9rience des femmes cadres sup\u00e9rieures issues de la diversit\u00e9 s\u2019articule autour de cinq th\u00e8mes cl\u00e9s.<\/p>\n\n\n\n<p><strong>Obstacles<\/strong><br>Parmi les principaux obstacles \u00e0 l\u2019avancement des femmes vers des postes de haute direction figurent le fait d\u2019\u00eatre diff\u00e9rentes, les r\u00e8gles tacites au sein des organisations, les cultures d\u2019entreprise qui favorisent la conformit\u00e9 aux attentes normatives en mati\u00e8re de comportement et les responsabilit\u00e9s d\u2019aidante familiale. Ces obstacles sont encore plus importants pour les femmes qui s\u2019identifient \u00e0 d\u2019autres groupes en qu\u00eate d\u2019\u00e9quit\u00e9, ce qui rend leur int\u00e9gration plus difficile.<\/p>\n\n\n\n<p><strong>\u00c9cart salarial<br><\/strong>Les in\u00e9galit\u00e9s salariales entre les genres persistent et il est encore difficile de les reconna\u00eetre. Les questions li\u00e9es \u00e0 la culture d\u2019entreprise et aux syst\u00e8mes bien ancr\u00e9s qui perp\u00e9tuent les in\u00e9galit\u00e9s salariales rendent ce combat encore plus difficile.<\/p>\n\n\n\n<p><strong>Catalyseurs<br><\/strong>La pr\u00e9sence de marraines et parrains fiables et de r\u00e9seaux de soutien (y compris des hommes pouvant jouer le r\u00f4le de mentors et d\u2019alli\u00e9s) contribue \u00e0 la r\u00e9ussite de ces femmes. De plus, l\u2019augmentation du nombre de femmes occupant des postes de direction contribue \u00e0 faire \u00e9voluer la culture d\u2019entreprise.<\/p>\n\n\n\n<p><strong>D\u00e9veloppement des comp\u00e9tences<br><\/strong>Les chercheurs ont relev\u00e9 quatre perspectives cl\u00e9s concernant le d\u00e9veloppement des comp\u00e9tences. Les \u00e9l\u00e9ments suivants peuvent contribuer \u00e0 l\u2019avancement de la carri\u00e8re :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>le d\u00e9veloppement de comp\u00e9tences sociales et \u00e9motionnelles avanc\u00e9es;<\/li>\n\n\n\n<li>l\u2019\u00e9ducation et la formation qui soulignent l\u2019importance des dipl\u00f4mes;<\/li>\n\n\n\n<li>l\u2019encadrement pour obtenir des conseils personnalis\u00e9s;<\/li>\n\n\n\n<li>le mentorat sp\u00e9cialis\u00e9 pour progresser dans sa carri\u00e8re.<\/li>\n<\/ul>\n\n\n\n<p><strong>Innovation et r\u00e9silience<br><\/strong>Les femmes adoptent des approches novatrices et r\u00e9silientes pour acc\u00e9der \u00e0 des postes de cadres sup\u00e9rieures. Au d\u00e9but de leur carri\u00e8re, les femmes acceptent les postes qui leur sont propos\u00e9s, cr\u00e9ent leurs propres occasions et choisissent strat\u00e9giquement des postes \u00e0 l\u2019int\u00e9rieur ou \u00e0 l\u2019ext\u00e9rieur de leur organisation. Pour acc\u00e9der aux postes de direction, les femmes contournent le plafond de verre parce que leur entreprise les soutient : elles sont recrut\u00e9es de l\u2019externe ou recherch\u00e9es en raison de leur niveau de sp\u00e9cialisation. D\u2019autres femmes brisent le plafond de verre gr\u00e2ce \u00e0 leurs sacrifices, leur endurance et leur force mentale ou encore parce qu\u2019elles se joignent \u00e0 une autre entreprise pour y gravir les \u00e9chelons.<\/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 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:100%\">\n<p><\/p>\n\n\n\n<p>En d\u00e9pit des mesures importantes et efficaces prises pour accro\u00eetre la repr\u00e9sentation des femmes et les aider \u00e0 acc\u00e9der \u00e0 des postes de direction, les conclusions de cette \u00e9tude montrent qu\u2019il reste encore beaucoup \u00e0 faire aux niveaux soci\u00e9tal, organisationnel et individuel.<\/p>\n\n\n\n<p>Au niveau soci\u00e9tal, il est essentiel de remettre en question les st\u00e9r\u00e9otypes qui fa\u00e7onnent les attentes, mais aussi les pr\u00e9jug\u00e9s dans les syst\u00e8mes \u00e0 tous les paliers. Des politiques, des infrastructures et des mesures de soutien sont \u00e9galement n\u00e9cessaires pour renforcer l\u2019importance du leadership et de la r\u00e9ussite des femmes; des textes l\u00e9gislatifs comme le projet de loi C-25, les exigences des commissions de valeurs mobili\u00e8res et les codes volontaires comme le <a href=\"https:\/\/ised-isde.canada.ca\/site\/isde\/fr\/defi-50-30-votre-avantage-diversite\" target=\"_blank\" rel=\"noreferrer noopener\">D\u00e9fi 50-30<\/a> font partie des politiques qui fa\u00e7onnent les normes et les comportements en entreprise en plus d\u2019un soutien social \u00e9largi, comme les services de garde d\u2019enfants.<\/p>\n\n\n\n<p>Les strat\u00e9gies, processus et pratiques au sein d\u2019une entreprise, y compris la gouvernance et le leadership, les ressources humaines, la culture d\u2019entreprise, la d\u00e9finition d\u2019objectifs, la transparence et la responsabilit\u00e9 doivent s\u2019appuyer sur des perspectives et une expertise indispensables en mati\u00e8re d\u2019\u00e9galit\u00e9 des genres et de diversit\u00e9 pour soutenir la promotion des femmes. Des strat\u00e9gies am\u00e9lior\u00e9es sont n\u00e9cessaires pour cr\u00e9er des voies de progression pour les femmes, r\u00e9parer les fuites dans le bassin de talents qui r\u00e9duisent le nombre de femmes qualifi\u00e9es et veiller \u00e0 ce que les femmes dirigeantes qui brisent le plafond de verre continuent d\u2019\u00eatre soutenues.<\/p>\n\n\n\n<p>Au niveau individuel, les femmes qui d\u00e9sirent occuper des postes de cadres sup\u00e9rieures doivent d\u00e9velopper strat\u00e9giquement des comp\u00e9tences avanc\u00e9es en mati\u00e8re de leadership, s\u2019entourer de marraines ou parrains fiables, rechercher des r\u00e9seaux efficaces et suivre des programmes sp\u00e9cialis\u00e9s d\u2019accompagnement et de mentorat. Les alli\u00e9s et les d\u00e9cideurs peuvent soutenir les femmes dirigeantes en militant pour des politiques et des pratiques inclusives, en facilitant leur acc\u00e8s \u00e0 des r\u00e9seaux et leur rapprochement avec des marraines et parrains, ainsi qu\u2019en jouant le r\u00f4le de mentors, de marraines et parrains.<\/p>\n<\/div>\n<\/div>\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\t<div class=\"display-reports__report display-reports__report-main\">\n\t\t\t\t\t<div class=\"display-reports__report-img\" style=\"background-image: url('https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-04-at-2.14.22\u202fPM.png')\"><\/div>\n\t\t\t\t\t<div class=\"display-reports__co\">\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 recherche complet<\/p>\n\t\t\t\t\t\t\t<p class=\"display-reports__report-tags-secondary\">\n\t\t\t\t\t\t\t\tPDF\t\t\t\t\t\t\t<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<h2 class=\"display-reports__report-title\">Combler l\u2019\u00e9cart entre les genres : Des comp\u00e9tences pour l\u2019avancement des femmes<\/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\/2025\/02\/Di-FSC-UofM-Bridging-the-gender-gap-FR-082024.pdf.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<!-- PDF: 309489 | https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/combler-lecart-entre-les-genres-des-competences-pour-lavancement-des-femmes-7.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\/2025\/02\/combler-lecart-entre-les-genres-des-competences-pour-lavancement-des-femmes-7.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\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<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\/corps-et-ame-limpact-de-la-pandemie-sur-la-sante-physique-et-mentale\/\" target=\"_self\"><img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2021\/06\/Environics_Mind-and-Body-Social-No-Text1-800x600.png\" alt=\"Women looking pensively \"><\/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\/corps-et-ame-limpact-de-la-pandemie-sur-la-sante-physique-et-mentale\/\" target=\"_self\">Corps et \u00e2me : l\u2019impact de la pand\u00e9mie sur la sant\u00e9 physique et mentale<\/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\tJuin 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>Diversity Institute, <\/span><span>Environics Institute<\/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\tLa deuxi\u00e8me phase du Sondage sur l\u2019emploi et les comp\u00e9tences a \u00e9t\u00e9 men\u00e9e \u00e0 la fin de l\u2019ann\u00e9e 2020, alors que la deuxi\u00e8me vague de la pand\u00e9mie prenait de l\u2019ampleur au Canada et que le nombre de nouveaux cas de COVID-19 augmentait r\u00e9guli\u00e8rement. \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:#d218c0\"><\/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\/economie-inclusive\/\">\u00c9conomie inclusive<\/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\/2021\/06\/CCF_Corps-et-a\u0302me-limpact-de-la-pande\u0301mie-sur-la-sante\u0301-physique-et-mentale_Juin-2021_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\tCorps et \u00e2me : l\u2019impact de la pand\u00e9mie sur la sant\u00e9 physique et mentale\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\/sos-newcomers\/\" target=\"_self\"><img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2023\/05\/Leveraging-the-skills-of-newcomers-pexels-charlotte-may-5965620-1-800x600.jpg\" alt=\"Two people in masks are standing outside a building, looking at a tablet.\"><\/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>l\u2019\u00e9tat des comp\u00e9tences<\/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\/sos-newcomers\/\" target=\"_self\">Exploiter les comp\u00e9tences des nouveaux arrivants<\/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\tMai 2023\t\t<\/li>\n\n\t\t\t<\/ul>\n<\/div>\t\t\t<div class=\"content-card__deck\">\n\t\t\t\tLes d\u00e9cisions relatives \u00e0 la carri\u00e8re et \u00e0 la formation sont particuli\u00e8rement complexes pour les nouveaux arrivants, compte tenu des difficult\u00e9s qu\u2019ils rencontrent dans l\u2019apprentissage de nouveaux syst\u00e8mes et de cultures professionnelles peu famili\u00e8res. Le soutien \u00e0 l\u2019\u00e9volution de carri\u00e8re des nouveaux arrivants doit intervenir t\u00f4t et souvent.\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<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:#d218c0\"><\/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\/economie-inclusive\/\">\u00c9conomie inclusive<\/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\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\t\t<li class=\"related-reports__report\">\n\t\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/11\/exploiter-les-competences-des-nouveaux-arrivants.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><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\/tenants-et-aboutissants-du-marche-du-travail-pour-les-jeunes-racises\/\" target=\"_self\"><img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2023\/04\/Cover-image-Labour-market-implications-for-racialized-youth-800x600.png\" alt=\"Young man carrying books with a city skyline in the background.\"><\/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\/tenants-et-aboutissants-du-marche-du-travail-pour-les-jeunes-racises\/\" target=\"_self\">Tenants et aboutissants du march\u00e9 du travail pour les jeunes racis\u00e9s<\/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\tMars 2023\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>Diversity Institute<\/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\t\u00c0 travers un examen des rapports universitaires et sectoriels existants et une analyse des politiques et des programmes, le pr\u00e9sent rapport vise les objectifs suivants cerner les obstacles entravant l\u2019acc\u00e8s des jeunes racis\u00e9s \u00e0 l\u2019emploi et \u00e0 l\u2019\u00e9ducation\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:#d218c0\"><\/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\/economie-inclusive\/\">\u00c9conomie inclusive<\/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<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\/2023\/04\/2023-03-Labour-market-inplications-for-racialized-youth_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\tTenants et aboutissants du march\u00e9 du travail pour les jeunes racis\u00e9s\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>\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>View more<\/span><span class=\"triangle triangle--right\"><\/span><\/a>\n\t\t\t\t\t\t<\/div>\n<\/div>\n\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\">Have questions about our work? Do you need access to a report in English or French? Please contact&nbsp;<a href=\"mailto:communications@fsc-ccf.ca\">communications@fsc-ccf.ca<\/a>.<\/p>\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>How to Cite This Report<\/strong><br>The Diversity Institute. (2024). Project Insights Report: Bridging the Gender Gap: Skills for the Advancement of Women, The Diversity Institute &amp; University of Manitoba. Toronto: Future Skills Centre.<\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Despite having in-demand skills and high education levels, research shows that women\u2019s careers continue to stall before senior leadership, leading to a significant lack of diverse representation on boards and at executive levels.<\/p>\n","protected":false},"menu_order":0,"template":"custom-project-insight-report.php","tags":[],"region":[1319],"research_type":[],"populations":[1637,1638,1642,1636,1643,1641],"themes":[1555,1548,1553],"class_list":["post-309150","research","type-research","status-publish","hentry","region-across-canada-fr","populations-black-communities-fr","populations-racialized-peoples-fr","populations-women-fr","populations-indigenous-peoples-fr","populations-lgbtq2s-fr","populations-persons-with-disabilities-fr","themes-competences-futures","themes-economie-inclusive","themes-parcours-vers-lemploi"],"acf":{"anchors":[{"anchor_name":"Sommaire","anchor_link":"#executive-summary"},{"anchor_name":"L\u2019enjeu","anchor_link":"#the-issue"},{"anchor_name":"Ce que nous examinons","anchor_link":"#what-were-investigating"},{"anchor_name":"Ce que nous apprenons","anchor_link":"#what-were-learning"},{"anchor_name":"Pourquoi c\u2019est 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