{"id":309713,"date":"2025-02-06T13:43:18","date_gmt":"2025-02-06T18:43:18","guid":{"rendered":"https:\/\/fsc-ccf.ca\/research\/diversityleads\/"},"modified":"2025-02-06T15:02:36","modified_gmt":"2025-02-06T20:02:36","slug":"diversityleads","status":"publish","type":"research","link":"https:\/\/fsc-ccf.ca\/fr\/recherche\/diversityleads\/","title":{"rendered":"Priorit\u00e9Diversit\u00e9 : La repr\u00e9sentation de la diversit\u00e9 dans les postes de direction : analyse de dix villes canadiennes"},"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\/prioritediversite-la-representation-de-la-diversite-dans-les-postes-de-direction-analyse-de-dix-villes-canadiennes-5.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>                        <a href=\"#whats-next\"\n                            class=\"insight-report__sidebar--anchors-anchor\"><span>Prochaines \u00e9tapes<\/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-2025-02-06-at-1.30.18\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\">La repr\u00e9sentation de la diversit\u00e9 dans les postes de direction : analyse de dix villes canadiennes<\/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\/Priorite-Diversite.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 avantages qui d\u00e9coulent de la diversit\u00e9 au sein des conseils d\u2019administration et des \u00e9quipes de direction des organisations ont \u00e9t\u00e9 d\u00e9montr\u00e9s par la recherche. Les avantages comprennent l\u2019am\u00e9lioration du rendement organisationnel, l\u2019acc\u00e8s aux talents et aux march\u00e9s, l\u2019innovation et la gestion des risques. Cette diversit\u00e9 englobe un large \u00e9ventail de groupes tels que les femmes, les Autochtones, les Noirs et les personnes racis\u00e9es, les personnes en situation de handicap et les immigrants 2ELGBTQ+.<\/p>\n\n\n\n<p class=\"has-black-color has-text-color\">Bien que la recherche indique que des progr\u00e8s sont r\u00e9alis\u00e9s pour les groupes ayant droit \u00e0 l\u2019\u00e9quit\u00e9 dans les postes de direction, il existe des \u00e9carts importants dans la repr\u00e9sentation par rapport au march\u00e9 du travail et \u00e0 la diversit\u00e9 dans les milieux de travail, probablement en raison des obstacles auxquels les groupes en qu\u00eate d\u2019\u00e9quit\u00e9 font face, tels que la discrimination, le racisme, les st\u00e9r\u00e9otypes et le manque de mentors et de mod\u00e8les. Malgr\u00e9 les progr\u00e8s accomplis, il existe des lacunes dans la disponibilit\u00e9 des donn\u00e9es sur la repr\u00e9sentation de la diversit\u00e9 dans les postes de direction au Canada, notamment en ce qui concerne les disparit\u00e9s sectorielles et le contexte r\u00e9gional. Ce manque de donn\u00e9es limite la compr\u00e9hension du r\u00f4le des obstacles syst\u00e9miques qui entravent la promotion de la diversit\u00e9 dans les postes de direction, obstacles qui sont souvent profond\u00e9ment enracin\u00e9s dans la structure historique de chaque secteur et influenc\u00e9s par des politiques locales uniques visant \u00e0 encourager la diversit\u00e9 et l\u2019inclusion. Ce rapport examine la repr\u00e9sentation des femmes, des Noirs et des personnes racis\u00e9es non noires parmi un \u00e9chantillon de 18 544 personnes qui occupent des postes de direction en 2023, en se concentrant sur divers secteurs et dix villes canadiennes. Les donn\u00e9es de repr\u00e9sentation ont \u00e9galement \u00e9t\u00e9 compar\u00e9es aux statistiques d\u00e9mographiques de la population afin de comprendre les disparit\u00e9s dans le contexte r\u00e9gional.<\/p>\n\n\n\n<p>Les r\u00e9sultats mettent en \u00e9vidence des disparit\u00e9s persistantes entre les genres et les races en ce qui concerne la repr\u00e9sentation des femmes, des Noirs et des personnes racis\u00e9es non noires au sein des conseils d\u2019administration et des \u00e9quipes de direction dans tous les secteurs et dans toutes les villes. Par exemple, aucune des dix villes canadiennes n\u2019a atteint la parit\u00e9 entre les genres dans les conseils d\u2019administration. Les personnes racis\u00e9es non noires et les Noirs restent \u00e9galement sous-repr\u00e9sent\u00e9s. Par exemple, les personnes racis\u00e9es (\u00e0 l\u2019exclusion des Noirs) repr\u00e9sentent 10,5 % des administrateurs, soit une fraction de leur repr\u00e9sentation dans la population canadienne (21,9 %). Ces r\u00e9sultats sugg\u00e8rent que les disparit\u00e9s en mati\u00e8re de repr\u00e9sentation ne sont pas n\u00e9cessairement un probl\u00e8me li\u00e9 au bassin de talents, mais plut\u00f4t aux politiques et aux processus utilis\u00e9s par les organisations. Cela souligne la n\u00e9cessit\u00e9 de solutions, de strat\u00e9gies et de mesures plus cibl\u00e9es pour r\u00e9soudre ces probl\u00e8mes de repr\u00e9sentation et cr\u00e9er un leadership plus \u00e9quitable dans les organisations canadiennes.<\/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=\"\">Si les femmes repr\u00e9sentent 50,7 % de la population canadienne, leur proportion est de seulement 41,4 % dans les conseils d\u2019administration et de 39,5 % au sein des postes de cadres de direction dans les dix villes canadiennes.<\/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=\"\">Le secteur des entreprises pr\u00e9sente l\u2019un des d\u00e9ficits de diversit\u00e9 les plus importants pour les femmes, les Noirs et les personnes racis\u00e9es non noires.<\/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=\"\">Dans les villes o\u00f9 la population est fortement racis\u00e9e, les personnes racis\u00e9es et les Noirs sont nettement sous-repr\u00e9sent\u00e9s dans les postes de direction. Par exemple, seulement 15,2 % des postes de cadres sup\u00e9rieurs sont occup\u00e9s par des personnes racis\u00e9es \u00e0 Toronto, o\u00f9 48,6 % de la population est racis\u00e9e.<\/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>Bien que la recherche indique que des progr\u00e8s ont \u00e9t\u00e9 r\u00e9alis\u00e9s, des \u00e9carts persistants subsistent, attribuables \u00e0 des obstacles qui limitent la participation et l\u2019avancement dans des postes de haut niveau, tels que les postes de directeur et de cadre sup\u00e9rieur. Par exemple, comparativement aux hommes, les femmes sont plus susceptibles d\u2019occuper des emplois moins bien r\u00e9mun\u00e9r\u00e9s et \u00e9prouvent plus de difficult\u00e9s \u00e0 \u00eatre promues \u00e0 des postes de direction. Elles sont \u00e9galement victimes de discrimination, de st\u00e9r\u00e9otypes et de pr\u00e9jug\u00e9s lors des \u00e9lections au conseil d\u2019administration, ce qui perp\u00e9tue un cycle qui limite leurs possibilit\u00e9s d\u2019avancement dans des postes de direction.<\/p>\n\n\n\n<p>Les personnes racis\u00e9es et noires subissent des taux \u00e9lev\u00e9s de discrimination en milieu de travail. En raison de pr\u00e9jug\u00e9s syst\u00e9miques, elles disposent \u00e9galement de r\u00e9seaux professionnels et de mod\u00e8les limit\u00e9s, et ne re\u00e7oivent pas une formation suffisante pour \u00eatre prises en consid\u00e9ration pour des postes \u00e0 responsabilit\u00e9. Les politiques et les r\u00e9glementations telles que la <em>Loi sur l\u2019\u00e9quit\u00e9 en mati\u00e8re d\u2019emploi<\/em> et le projet de loi C-25 du Canada tentent de lever les obstacles en faisant progresser les efforts d\u2019\u00e9quit\u00e9, de diversit\u00e9 et d\u2019inclusion (EDI) dans les organisations; cependant, les disparit\u00e9s de repr\u00e9sentation persistent.<\/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=\"773\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-1024x773.png\" alt=\"\" class=\"wp-image-309698\" srcset=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-1024x773.png 1024w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-300x226.png 300w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-768x579.png 768w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-1536x1159.png 1536w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-10x8.png 10w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM.png 1874w\" 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>Pour combler les lacunes dans notre compr\u00e9hension de la repr\u00e9sentation diversifi\u00e9e au Canada, ce projet a utilis\u00e9 une m\u00e9thode innovante de collecte et d\u2019analyse des donn\u00e9es pour \u00e9tudier la repr\u00e9sentation des femmes, des Noirs et des personnes racis\u00e9es non noires parmi un \u00e9chantillon de 18 554 personnes compos\u00e9 de membres de conseils d\u2019administration, d\u2019\u00e9quipes de cadres sup\u00e9rieurs et de conseils municipaux \u00e0 Calgary, Edmonton, Halifax, Hamilton, London, Montr\u00e9al, Ottawa, Toronto, Vancouver et Winnipeg. Des analyses sectorielles ont \u00e9galement \u00e9t\u00e9 r\u00e9alis\u00e9es pour le secteur des entreprises, les organismes provinciaux et municipaux, les conseils et commissions, les h\u00f4pitaux, les services de police, le secteur b\u00e9n\u00e9vole, les administrations municipales et le secteur de l\u2019\u00e9ducation.<\/p>\n\n\n\n<p>Le rapport aborde les questions suivantes :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Quelle est la repr\u00e9sentation des femmes, des Noirs et des personnes racis\u00e9es non noires dans les conseils d\u2019administration et les postes de cadres sup\u00e9rieurs dans le secteur des entreprises, dans les organismes provinciaux et municipaux, dans les conseils et commissions, dans les h\u00f4pitaux, dans les services de police, dans le secteur b\u00e9n\u00e9vole, dans les gouvernements municipaux, dans le secteur de l\u2019\u00e9ducation et dans les conseils municipaux de dix villes canadiennes?<\/li>\n\n\n\n<li>Quelle est la repr\u00e9sentation de ces groupes ayant droit \u00e0 l\u2019\u00e9quit\u00e9 par rapport \u00e0 leur proportion dans la population locale de chacune des villes?<\/li>\n\n\n\n<li>Quelles sont les diff\u00e9rences entre les secteurs? Par exemple, quelle est la diff\u00e9rence de repr\u00e9sentation entre le secteur des entreprises et le secteur b\u00e9n\u00e9vole?<\/li>\n\n\n\n<li>Que pouvons-nous apprendre sur la repr\u00e9sentation des groupes ayant droit \u00e0 l\u2019\u00e9quit\u00e9 au Canada en l\u2019examinant \u00e0 travers le prisme de l\u2019intersectionnalit\u00e9?<\/li>\n<\/ul>\n\n\n\n<p>Pour r\u00e9pondre \u00e0 ces questions, les chercheurs ont analys\u00e9 les renseignements publiquement disponibles sur la composition des conseils d\u2019administration, des cadres sup\u00e9rieurs et des conseillers municipaux, trouv\u00e9s sur les sites Web des organisations de dix villes canadiennes. Une s\u00e9lection pr\u00e9existante d\u2019organisations issues des it\u00e9rations pr\u00e9c\u00e9dentes de cette recherche a \u00e9t\u00e9 utilis\u00e9e pour recueillir des donn\u00e9es pour divers secteurs; toutefois, comme Edmonton et Winnipeg n\u2019\u00e9taient pas incluses auparavant, une nouvelle liste ma\u00eetresse d\u2019organisations pour chaque secteur a \u00e9t\u00e9 cr\u00e9\u00e9e pour ces villes. Les chercheurs ont recueilli des renseignements sur les personnes, notamment leur nom, le titre de leur poste et leur photographie. Ils ont cod\u00e9 les photographies l\u00e9gend\u00e9es et les biographies pour d\u00e9terminer le genre et le statut racial. Un \u00e9chantillon de 10 % de chaque ville et de chaque secteur a \u00e9t\u00e9 cod\u00e9 une deuxi\u00e8me fois par un autre chercheur afin d\u2019assurer la fiabilit\u00e9 entre les codeurs. Ce processus permet de r\u00e9duire les biais et, par cons\u00e9quent, d\u2019accro\u00eetre la fiabilit\u00e9 du codage.<\/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\u2019am\u00e9lioration de la repr\u00e9sentation de la diversit\u00e9 dans les postes de direction continuera d\u2019\u00eatre un travail en cours, et des mesures aux niveaux soci\u00e9tal, organisationnel et individuel sont n\u00e9cessaires pour faire progresser l\u2019\u00e9galit\u00e9 des chances pour les groupes en qu\u00eate d\u2019\u00e9quit\u00e9 du point de vue des droits de la personne et pour faire progresser les r\u00e9sultats dans l\u2019ensemble des organisations. Les enseignements importants de cette recherche sont les suivants.<\/p>\n\n\n\n<p><strong>Des diff\u00e9rences consid\u00e9rables subsistent dans la repr\u00e9sentation des groupes ayant droit \u00e0 l\u2019\u00e9quit\u00e9 entre les secteurs<\/strong><br>Par exemple, le secteur des entreprises est \u00e0 la tra\u00eene en ce qui concerne la repr\u00e9sentation de la diversit\u00e9, car les femmes, les personnes racis\u00e9es et les Noirs en particulier occupent respectivement 34,3 %, 7,6 % et 2,8 % des postes dans les conseils d\u2019administration. Le secteur de la police affiche \u00e9galement un manque de diversit\u00e9, avec la plus faible repr\u00e9sentation de femmes et de Noirs \u00e0 la fois dans les conseils d\u2019administration (32,6 % pour les femmes et 6,3 % pour les Noirs) et dans les postes de cadres sup\u00e9rieurs (29,8 % pour les femmes et 0 % pour les Noirs). Toutefois, cette tendance ne s\u2019applique pas aux personnes racis\u00e9es non noires qui, tous secteurs confondus, sont les plus repr\u00e9sent\u00e9es dans les conseils d\u2019administration (17,9 %) et parmi les cadres sup\u00e9rieurs (19,3 %) dans le secteur de la police.<\/p>\n\n\n\n<p><strong>Il existe des diff\u00e9rences entre les villes, qui d\u00e9coulent souvent de l\u2019histoire et du contexte de chacune d\u2019entre elles<\/strong><br>Nous avons compar\u00e9 la proportion de femmes, de Noirs et de personnes racis\u00e9es non noires au sein de la population g\u00e9n\u00e9rale de Calgary, Edmonton, Halifax, Hamilton, Toronto, London, Montr\u00e9al, Ottawa, Vancouver et Winnipeg \u00e0 la repr\u00e9sentation de ces groupes au sein des conseils d\u2019administration et des postes de direction. Nous avons constat\u00e9 que si la proportion de femmes \u00e9tait relativement constante dans les dix villes (environ 51 % en 2021), la proportion de personnes racis\u00e9es et de Noirs variait consid\u00e9rablement. Par exemple, la proportion de personnes racis\u00e9es non noires varie de 11,3 % \u00e0 Halifax \u00e0 52,2 % \u00e0 Vancouver, et la proportion de personnes noires varie de 1,6 % \u00e0 Vancouver \u00e0 7,9 % \u00e0 Montr\u00e9al et \u00e0 Toronto. Des diff\u00e9rences consid\u00e9rables de repr\u00e9sentation ont \u00e9t\u00e9 constat\u00e9es par rapport \u00e0 la population. Par exemple, seule Ottawa est proche de la parit\u00e9 entre les genres dans les conseils d\u2019administration (47,2 % des membres des conseils d\u2019administration d\u2019Ottawa et 51,1 % de la population g\u00e9n\u00e9rale sont des femmes). \u00c0 Halifax, la proportion de femmes d\u00e9passe la parit\u00e9 au sein des cadres de direction (celles-ci repr\u00e9sentant 55,9 % des cadres sup\u00e9rieurs et 51,0 % de la population). Les personnes racis\u00e9es non noires sont nettement sous-repr\u00e9sent\u00e9es dans les conseils d\u2019administration et les postes de direction. Par exemple, \u00e0 Toronto, 48,6 % de la population est compos\u00e9e de personnes non noires racis\u00e9es, mais elles n\u2019occupent que 15,9 % des conseils d\u2019administration. L\u2019\u00e9cart le plus faible a \u00e9t\u00e9 enregistr\u00e9 \u00e0 Halifax, o\u00f9 11,3 % de la population est compos\u00e9e de personnes racis\u00e9es non noires, alors qu\u2019elles ne repr\u00e9sentent que 4,0 % des conseils d\u2019administration et 3,3 % des cadres sup\u00e9rieurs. Les Noirs sont \u00e9galement sous-repr\u00e9sent\u00e9s, leur repr\u00e9sentation dans la population \u00e9tant g\u00e9n\u00e9ralement plus \u00e9lev\u00e9e que leur repr\u00e9sentation dans les conseils d\u2019administration. Par exemple, \u00e0 Montr\u00e9al, les Noirs repr\u00e9sentent 7,9 % de la population, mais seulement 4,6 % d\u2019entre eux occupent des postes dans les conseils d\u2019administration. Vancouver est une exception, car elle pr\u00e9sente une proportion plus \u00e9lev\u00e9e de Noirs dans les conseils d\u2019administration (2,1 %) que dans la population (1,6 %).<\/p>\n\n\n\n<p><strong>L\u2019intersectionnalit\u00e9 reste importante<br><\/strong>Par exemple, alors qu\u2019\u00e0 Toronto la moiti\u00e9 de la population est compos\u00e9e de femmes ou de personnes racis\u00e9es, les femmes blanches sont plus nombreuses que les femmes racis\u00e9es et les femmes noires \u00e0 si\u00e9ger dans les conseils d\u2019administration. Globalement, dans tous les secteurs des dix villes canadiennes \u00e9tudi\u00e9es, les femmes non racis\u00e9es repr\u00e9sentent 31,9 % des membres des conseils d\u2019administration, ce qui est consid\u00e9rablement plus \u00e9lev\u00e9 que les femmes racis\u00e9es et les femmes noires en particulier (4,9 % et 1,9 %, respectivement). Les secteurs des entreprises et de la police affichent les niveaux de diversit\u00e9 les plus bas. Par exemple, 28,9 % des femmes non racis\u00e9es si\u00e9geaient au conseil d\u2019administration dans le secteur des entreprises, contre 2,8 % des femmes racis\u00e9es non noires et 1,5 % des femmes noires.<\/p>\n\n\n\n<p><strong>Des progr\u00e8s ont \u00e9t\u00e9 r\u00e9alis\u00e9s dans la repr\u00e9sentation des groupes ayant droit \u00e0 l\u2019\u00e9quit\u00e9 entre 2020 et 2023 <\/strong><br>Les r\u00e9sultats de 2020 \u00e0 2023 montrent que des progr\u00e8s ont \u00e9t\u00e9 r\u00e9alis\u00e9s dans tous les secteurs. Par exemple, la repr\u00e9sentation des femmes dans le secteur des entreprises est pass\u00e9e de 25,3 % \u00e0 34,3 %. Des tendances \u00e0 la hausse similaires ont \u00e9galement \u00e9t\u00e9 observ\u00e9es pour les personnes racis\u00e9es non noires et les Noirs.<\/p>\n\n\n\n<p><strong>Les \u00e9carts de repr\u00e9sentation ne sont pas li\u00e9s au bassin de talents disponibles <br><\/strong>Au sein des secteurs, nous constatons des diff\u00e9rences significatives, m\u00eame dans la m\u00eame ville, lorsque nous comparons les organisations. Certains conseils d\u2019administration, par exemple, comptent 40 % de femmes, alors que d\u2019autres n\u2019en comptent aucune. Cela confirme que le probl\u00e8me r\u00e9side dans les priorit\u00e9s, les politiques et les pratiques, et non dans le bassin de talents.<\/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<p>Les recherches montrent syst\u00e9matiquement que la promotion de la diversit\u00e9 dans les r\u00f4les de direction am\u00e9liore le rendement organisationnel; cependant, les disparit\u00e9s entre les genres et les races persistent dans les conseils d\u2019administration et les \u00e9quipes de direction. Le pr\u00e9sent rapport met en \u00e9vidence les \u00e9carts de repr\u00e9sentation persistants, en soulignant que la repr\u00e9sentation \u00e9quitable des femmes, des personnes racis\u00e9es et des Noirs fait toujours d\u00e9faut dans tous les secteurs et dans toutes les villes, \u00e0 des degr\u00e9s divers. Plusieurs strat\u00e9gies fond\u00e9es sur des donn\u00e9es probantes sont propos\u00e9es pour faire progresser l\u2019EDI.<br>Au niveau soci\u00e9tal, la l\u00e9gislation et les codes volontaires, tels que 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>, le <a href=\"https:\/\/30percentclub.org\/\" target=\"_blank\" rel=\"noreferrer noopener\">Club de 30 %<\/a> et <a href=\"https:\/\/blacknorth.ca\/\" target=\"_blank\" rel=\"noreferrer noopener\">l\u2019Initiative BlackNorth<\/a>, renforcent les normes, mais encouragent \u00e9galement le suivi et la tenue de registres. Le fait que beaucoup de grandes entreprises soient tenues de suivre la repr\u00e9sentation et d\u2019en rendre compte, alors que les organisations caritatives et \u00e0 but non lucratif financ\u00e9es par des fonds publics ne le sont pas, devrait \u00eatre soigneusement r\u00e9examin\u00e9.<br>Les strat\u00e9gies, processus et politiques organisationnels dans six domaines, notamment la gouvernance et le leadership, le recrutement, la s\u00e9lection et la promotion, les valeurs et la culture, la mesure et le suivi de l\u2019EDI, la diversit\u00e9 dans la cha\u00eene de valeur, la sensibilisation et l\u2019\u00e9largissement du bassin de talents, peuvent aider les organisations \u00e0 faire progresser leurs strat\u00e9gies d\u2019EDI et \u00e0 favoriser la diversit\u00e9 au sein des \u00e9quipes de direction.<br>Au niveau individuel, les organisations qui cherchent \u00e0 renforcer des capacit\u00e9s des employ\u00e9s potentiels, des cadres sup\u00e9rieurs et des membres du conseil d\u2019administration par la formation, le mentorat et le parrainage peuvent cr\u00e9er des possibilit\u00e9s d\u2019int\u00e9gration et maintenir un bassin de talents plus diversifi\u00e9.<\/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>La recherche brosse un tableau des tendances, mais sans expliquer les diff\u00e9rences r\u00e9gionales, intersectorielles et intrasectorielles. Des recherches suppl\u00e9mentaires sont n\u00e9cessaires pour comprendre les mesures concr\u00e8tes et efficaces utilis\u00e9es par les organisations ayant une \u00e9quipe de direction diversifi\u00e9e et la mani\u00e8re dont elles pourraient \u00eatre reproduites et \u00e9tendues.<br>Les r\u00e9sultats mettent en \u00e9vidence des disparit\u00e9s consid\u00e9rables dans la repr\u00e9sentation des diff\u00e9rents groupes racis\u00e9s, dont certains se recoupent, par exemple, avec les immigrants. Des recherches suppl\u00e9mentaires sont n\u00e9cessaires pour comprendre les causes profondes et \u00e9laborer des solutions potentielles.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/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-2025-02-06-at-1.30.18\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\">La repr\u00e9sentation de la diversit\u00e9 dans les postes de direction : analyse de dix villes canadiennes<\/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\/Priorite-Diversite.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: 309826 | https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/prioritediversite-la-representation-de-la-diversite-dans-les-postes-de-direction-analyse-de-dix-villes-canadiennes-5.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\/prioritediversite-la-representation-de-la-diversite-dans-les-postes-de-direction-analyse-de-dix-villes-canadiennes-5.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\/lapprentissage-inclusif-integre-au-travail\/\" target=\"_self\"><img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/04\/Train-in-New-CX-Initiatives-800x600.jpg\" alt=\"Two coworkers smiling and collaborating at a computer in an office.\"><\/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\/lapprentissage-inclusif-integre-au-travail\/\" target=\"_self\">Soutenir l\u2019apprentissage inclusif int\u00e9gr\u00e9 au travail en tant qu\u2019employeur<\/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 2026\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\tL\u2019apprentissage int\u00e9gr\u00e9 au travail et les stages constituent des passerelles essentielles vers l\u2019emploi. Les employeurs qui proposent des stages inclusifs peuvent acc\u00e9der \u00e0 un bassin de talents plus large, am\u00e9liorer la fid\u00e9lisation et le rendement, et favoriser l\u2019innovation gr\u00e2ce \u00e0 la diversit\u00e9 des points de vue.\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:#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\/2026\/04\/soutenir-lapprentissage-inclusif-integre-au-travail_jan2026.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\tsoutenir-lapprentissage-inclusif-integre-au-travail_jan2026\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\/opportunity-for-all\/\" target=\"_self\"><img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2023\/09\/elizabeth-woolner-9xxNZCJZ8bA-unsplash-800x600.jpg\" alt=\"photo of a screen reader and laptop\"><\/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\/opportunity-for-all\/\" target=\"_self\">Des possibilit\u00e9s pour tous : Am\u00e9liorer l&#8217;experience au travail et les perspectives de carri\u00e8re des personnes handicap\u00e9es au Canada<\/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\tSeptembre 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>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\tDans ce rapport, nous examinons les r\u00e9sultats de 30 entretiens men\u00e9s aupr\u00e8s de professionnels canadiens handicap\u00e9s ayant une expertise en mati\u00e8re d\u2019accessibilit\u00e9 \u00e0 l\u2019emploi. Quels&#8230;\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:#66005f\"><\/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\/quality-of-work\/\">Quality of Work<\/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\/09\/des-possibilites-pour-tous_2023.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\tDes possibilit\u00e9s pour tous : Am\u00e9liorer l&#8217;experience au travail et les perspectives de carri\u00e8re des personnes handicap\u00e9es au Canada\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\/mindframe-connect-2\/\" target=\"_self\"><img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2021\/06\/Gabby-Elzbieta-Photo-1-Dalhousie-U-800x600.jpg\" alt=\"Two people sitting in a technology lab.\"><\/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\/mindframe-connect-2\/\" target=\"_self\">MindFrame Connect<\/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\tOctobre 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>Dalhousie University, <\/span><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\tLa recherche d\u00e9montre que les femmes et les entrepreneurs racis\u00e9s sont souvent d\u00e9favoris\u00e9s sur le plan du r\u00e9seautage, d\u2019o\u00f9 la n\u00e9cessit\u00e9 de promouvoir un \u00e9cosyst\u00e8me entrepreneurial plus inclusif englobant le mentorat.\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:#ef9f00\"><\/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\/adaptabilite-des-pme\/\">Adaptabilit\u00e9 des PME<\/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\">3<\/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\/11\/FSC-DI-FS-MindFrame-Connect-Jun2024-v1-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 d&#8217;\u00e9valuation<\/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\tMindFrame Connect : \u00e9valuation de programme\t\t\t\t\t\t<\/a>\n\t\t\t\t\t<\/li>\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\/2025\/06\/FSC_2025.05.08-FINAL-MindFrame-Connect-Evaluation-Report-DOWNLOAD-ONLY.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&#8217;\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\tMindFrame Connect Final Program Evaluation \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\/07\/mindframe-connect-1.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>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>Le Diversity Institute (2024). Rapport sur les le\u00e7ons du projet : Priorit\u00e9Diversit\u00e9 : La repr\u00e9sentation de la diversit\u00e9 dans les postes de direction : analyse de dix villes canadiennes, Le Diversity Institute et l\u2019Universit\u00e9 du Manitoba Toronto : Centre des comp\u00e9tences futures. https:\/\/fsc-ccf.ca\/fr\/recherche\/diversityleads\/<\/p>\n","protected":false},"excerpt":{"rendered":"<p>While research indicates progress is being made for diverse groups in leadership roles, there are significant gaps in representation relative to the labour market and diversity in workplaces.<\/p>\n","protected":false},"menu_order":0,"template":"custom-project-insight-report.php","tags":[],"region":[1319],"research_type":[],"populations":[1637,1638,1642,1644,1636,1643,1641],"themes":[1548],"class_list":["post-309713","research","type-research","status-publish","hentry","region-across-canada-fr","populations-black-communities-fr","populations-racialized-peoples-fr","populations-women-fr","populations-newcomers-immigrants-refugees-fr","populations-indigenous-peoples-fr","populations-lgbtq2s-fr","populations-persons-with-disabilities-fr","themes-economie-inclusive"],"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 important","anchor_link":"#why-it-matters"},{"anchor_name":"Prochaines \u00e9tapes","anchor_link":"#whats-next"}],"scorecard_content":false,"reports_rows":{"report":false},"hero_image":false,"thumbnail_image":{"ID":309699,"id":309699,"title":"Screenshot 2025-02-06 at 1.30.18\u202fPM","filename":"Screenshot-2025-02-06-at-1.30.18\u202fPM.png","filesize":5491367,"url":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM.png","link":"https:\/\/fsc-ccf.ca\/fr\/recherche\/diversityleads\/screenshot-2025-02-06-at-1-30-18-pm-2\/","alt":"","author":"16","description":"","caption":"","name":"screenshot-2025-02-06-at-1-30-18-pm-2","status":"inherit","uploaded_to":309713,"date":"2025-02-06 18:30:47","modified":"2025-02-06 18:30:47","menu_order":0,"mime_type":"image\/png","type":"image","subtype":"png","icon":"https:\/\/fsc-ccf.ca\/wp-includes\/images\/media\/default.png","width":1874,"height":1414,"sizes":{"thumbnail":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-150x150.png","thumbnail-width":150,"thumbnail-height":150,"medium":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-300x226.png","medium-width":300,"medium-height":226,"medium_large":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-768x579.png","medium_large-width":768,"medium_large-height":579,"large":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-1024x773.png","large-width":1024,"large-height":773,"1536x1536":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-1536x1159.png","1536x1536-width":1536,"1536x1536-height":1159,"2048x2048":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM.png","2048x2048-width":1874,"2048x2048-height":1414,"preview":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-10x8.png","preview-width":10,"preview-height":8,"content-card-thumbnail":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-800x600.png","content-card-thumbnail-width":800,"content-card-thumbnail-height":600,"slider-image":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-1600x1200.png","slider-image-width":1600,"slider-image-height":1200,"hero-image":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM.png","hero-image-width":1874,"hero-image-height":1414,"inline-image":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-1024x512.png","inline-image-width":1024,"inline-image-height":512,"content-card-thumbnail-vertical":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM-400x600.png","content-card-thumbnail-vertical-width":400,"content-card-thumbnail-vertical-height":600}},"slider_image":false,"report":true,"file_upload":{"ID":309722,"id":309722,"title":"La repr\u00e9sentation de la diversit\u00e9 dans les postes de direction : analyse de dix villes canadiennes","filename":"Priorite-Diversite.pdf","filesize":7345161,"url":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Priorite-Diversite.pdf","link":"https:\/\/fsc-ccf.ca\/fr\/recherche\/diversityleads\/priorite-diversite\/","alt":"","author":"16","description":"","caption":"","name":"priorite-diversite","status":"inherit","uploaded_to":309713,"date":"2025-02-06 19:09:28","modified":"2025-02-06 19:11:45","menu_order":0,"mime_type":"application\/pdf","type":"application","subtype":"pdf","icon":"https:\/\/fsc-ccf.ca\/wp-includes\/images\/media\/document.png"},"report_sort_name":"","report_image":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/02\/Screenshot-2025-02-06-at-1.30.18\u202fPM.png","report_link":"","contributors":"","authors":"","authors_colour":[],"show_post_date":[],"external_linkout":[],"investment":"277 286 $","partners":[{"ID":8361,"post_author":"25","post_date":"2019-10-08 15:57:27","post_date_gmt":"2019-10-08 19:57:27","post_content":"<!-- wp:image {\"id\":536,\"sizeSlug\":\"large\",\"linkDestination\":\"custom\"} -->\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/www.ryerson.ca\/diversity\/\" target=\"_blank\" rel=\"noreferrer noopener\"><img src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2019\/07\/TRSM_DiversityInstitute_tealblk_RGB-1024x224.png\" alt=\"Diversity Institute\" class=\"wp-image-536\"\/><\/a><\/figure>\n<!-- \/wp:image -->","post_title":"Diversity Institute","post_excerpt":"","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"diversity-institute","to_ping":"","pinged":"","post_modified":"2025-12-16 10:46:35","post_modified_gmt":"2025-12-16 15:46:35","post_content_filtered":"","post_parent":0,"guid":"http:\/\/fscccf.alphabureau.ca\/partner\/diversity-institute\/","menu_order":0,"post_type":"partner","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":736,"post_author":"0","post_date":"2019-08-08 19:01:08","post_date_gmt":"2019-08-08 19:01:08","post_content":"","post_title":"University of Manitoba","post_excerpt":"","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"university-of-manitoba","to_ping":"","pinged":"","post_modified":"2019-08-21 20:17:20","post_modified_gmt":"2019-08-21 20:17:20","post_content_filtered":"","post_parent":0,"guid":"http:\/\/fscccf.alphabureau.ca\/?post_type=partner&#038;p=736","menu_order":0,"post_type":"partner","post_mime_type":"","comment_count":"0","filter":"raw"}]},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Priorit\u00e9Diversit\u00e9 : La repr\u00e9sentation de la diversit\u00e9 dans les postes de direction : analyse de dix villes canadiennes - Future Skills Centre \u2022 Centre des Comp\u00e9tences futures<\/title>\n<meta name=\"description\" content=\"While research indicates progress is being made for diverse groups in leadership roles, there are significant gaps in representation relative to the labour market and diversity in workplaces.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fsc-ccf.ca\/fr\/recherche\/diversityleads\/\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"13 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/recherche\\\/diversityleads\\\/\",\"url\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/recherche\\\/diversityleads\\\/\",\"name\":\"Priorit\u00e9Diversit\u00e9 : La repr\u00e9sentation de la diversit\u00e9 dans les postes de direction : analyse de dix villes canadiennes - Future Skills Centre \u2022 Centre des Comp\u00e9tences futures\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/recherche\\\/diversityleads\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/recherche\\\/diversityleads\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/fsc-ccf.ca\\\/wp-content\\\/uploads\\\/2024\\\/07\\\/Frame.svg\",\"datePublished\":\"2025-02-06T18:43:18+00:00\",\"dateModified\":\"2025-02-06T20:02:36+00:00\",\"description\":\"While research indicates progress is being made for diverse groups in leadership roles, there are significant gaps in representation relative to the labour market and diversity in workplaces.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/recherche\\\/diversityleads\\\/#breadcrumb\"},\"inLanguage\":\"fr-FR\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/recherche\\\/diversityleads\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"fr-FR\",\"@id\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/recherche\\\/diversityleads\\\/#primaryimage\",\"url\":\"https:\\\/\\\/fsc-ccf.ca\\\/wp-content\\\/uploads\\\/2024\\\/07\\\/Frame.svg\",\"contentUrl\":\"https:\\\/\\\/fsc-ccf.ca\\\/wp-content\\\/uploads\\\/2024\\\/07\\\/Frame.svg\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/recherche\\\/diversityleads\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Recherche\",\"item\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/recherche\\\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"Priorit\u00e9Diversit\u00e9 : La repr\u00e9sentation de la diversit\u00e9 dans les postes de direction : analyse de dix villes canadiennes\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/#website\",\"url\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/\",\"name\":\"Future Skills Centre \u2022 Centre des Comp\u00e9tences futures\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"fr-FR\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/#organization\",\"name\":\"Future Skills Centre \u2022 Centre des Comp\u00e9tences futures\",\"url\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"fr-FR\",\"@id\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/fsc-ccf.ca\\\/wp-content\\\/uploads\\\/2019\\\/08\\\/FSC_logo_colour_rgb_positive_ENG.png\",\"contentUrl\":\"https:\\\/\\\/fsc-ccf.ca\\\/wp-content\\\/uploads\\\/2019\\\/08\\\/FSC_logo_colour_rgb_positive_ENG.png\",\"width\":618,\"height\":528,\"caption\":\"Future Skills Centre \u2022 Centre des Comp\u00e9tences futures\"},\"image\":{\"@id\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/#\\\/schema\\\/logo\\\/image\\\/\"},\"sameAs\":[\"https:\\\/\\\/www.facebook.com\\\/2161871137193201\\\/\",\"https:\\\/\\\/x.com\\\/fsc_ccf_en\",\"https:\\\/\\\/www.instagram.com\\\/fsc_ccf\\\/\",\"https:\\\/\\\/www.linkedin.com\\\/company\\\/fsc-ccf\\\/\"]}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Priorit\u00e9Diversit\u00e9 : La repr\u00e9sentation de la diversit\u00e9 dans les postes de direction : analyse de dix villes canadiennes - Future Skills Centre \u2022 Centre des Comp\u00e9tences futures","description":"While research indicates progress is being made for diverse groups in leadership roles, there are significant gaps in representation relative to the labour market and diversity in workplaces.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/fsc-ccf.ca\/fr\/recherche\/diversityleads\/","twitter_misc":{"Est. reading time":"13 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/fsc-ccf.ca\/fr\/recherche\/diversityleads\/","url":"https:\/\/fsc-ccf.ca\/fr\/recherche\/diversityleads\/","name":"Priorit\u00e9Diversit\u00e9 : La repr\u00e9sentation de la diversit\u00e9 dans les postes de direction : analyse de dix villes canadiennes - Future Skills Centre \u2022 Centre des Comp\u00e9tences futures","isPartOf":{"@id":"https:\/\/fsc-ccf.ca\/fr\/#website"},"primaryImageOfPage":{"@id":"https:\/\/fsc-ccf.ca\/fr\/recherche\/diversityleads\/#primaryimage"},"image":{"@id":"https:\/\/fsc-ccf.ca\/fr\/recherche\/diversityleads\/#primaryimage"},"thumbnailUrl":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/Frame.svg","datePublished":"2025-02-06T18:43:18+00:00","dateModified":"2025-02-06T20:02:36+00:00","description":"While research indicates progress is being made for diverse groups in leadership roles, there are significant gaps in representation relative to the labour market and diversity in workplaces.","breadcrumb":{"@id":"https:\/\/fsc-ccf.ca\/fr\/recherche\/diversityleads\/#breadcrumb"},"inLanguage":"fr-FR","potentialAction":[{"@type":"ReadAction","target":["https:\/\/fsc-ccf.ca\/fr\/recherche\/diversityleads\/"]}]},{"@type":"ImageObject","inLanguage":"fr-FR","@id":"https:\/\/fsc-ccf.ca\/fr\/recherche\/diversityleads\/#primaryimage","url":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/Frame.svg","contentUrl":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/Frame.svg"},{"@type":"BreadcrumbList","@id":"https:\/\/fsc-ccf.ca\/fr\/recherche\/diversityleads\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/fsc-ccf.ca\/fr\/"},{"@type":"ListItem","position":2,"name":"Recherche","item":"https:\/\/fsc-ccf.ca\/fr\/recherche\/"},{"@type":"ListItem","position":3,"name":"Priorit\u00e9Diversit\u00e9 : La repr\u00e9sentation de la diversit\u00e9 dans les postes de direction : analyse de dix villes canadiennes"}]},{"@type":"WebSite","@id":"https:\/\/fsc-ccf.ca\/fr\/#website","url":"https:\/\/fsc-ccf.ca\/fr\/","name":"Future Skills Centre \u2022 Centre des Comp\u00e9tences futures","description":"","publisher":{"@id":"https:\/\/fsc-ccf.ca\/fr\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/fsc-ccf.ca\/fr\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"fr-FR"},{"@type":"Organization","@id":"https:\/\/fsc-ccf.ca\/fr\/#organization","name":"Future Skills Centre \u2022 Centre des Comp\u00e9tences futures","url":"https:\/\/fsc-ccf.ca\/fr\/","logo":{"@type":"ImageObject","inLanguage":"fr-FR","@id":"https:\/\/fsc-ccf.ca\/fr\/#\/schema\/logo\/image\/","url":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2019\/08\/FSC_logo_colour_rgb_positive_ENG.png","contentUrl":"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2019\/08\/FSC_logo_colour_rgb_positive_ENG.png","width":618,"height":528,"caption":"Future Skills Centre \u2022 Centre des Comp\u00e9tences futures"},"image":{"@id":"https:\/\/fsc-ccf.ca\/fr\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/2161871137193201\/","https:\/\/x.com\/fsc_ccf_en","https:\/\/www.instagram.com\/fsc_ccf\/","https:\/\/www.linkedin.com\/company\/fsc-ccf\/"]}]}},"_links":{"self":[{"href":"https:\/\/fsc-ccf.ca\/fr\/wp-json\/wp\/v2\/research\/309713","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/fsc-ccf.ca\/fr\/wp-json\/wp\/v2\/research"}],"about":[{"href":"https:\/\/fsc-ccf.ca\/fr\/wp-json\/wp\/v2\/types\/research"}],"version-history":[{"count":6,"href":"https:\/\/fsc-ccf.ca\/fr\/wp-json\/wp\/v2\/research\/309713\/revisions"}],"predecessor-version":[{"id":309820,"href":"https:\/\/fsc-ccf.ca\/fr\/wp-json\/wp\/v2\/research\/309713\/revisions\/309820"}],"wp:attachment":[{"href":"https:\/\/fsc-ccf.ca\/fr\/wp-json\/wp\/v2\/media?parent=309713"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/fsc-ccf.ca\/fr\/wp-json\/wp\/v2\/tags?post=309713"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/fsc-ccf.ca\/fr\/wp-json\/wp\/v2\/region?post=309713"},{"taxonomy":"research_type","embeddable":true,"href":"https:\/\/fsc-ccf.ca\/fr\/wp-json\/wp\/v2\/research_type?post=309713"},{"taxonomy":"populations","embeddable":true,"href":"https:\/\/fsc-ccf.ca\/fr\/wp-json\/wp\/v2\/populations?post=309713"},{"taxonomy":"themes","embeddable":true,"href":"https:\/\/fsc-ccf.ca\/fr\/wp-json\/wp\/v2\/themes?post=309713"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}