{"id":341260,"date":"2026-06-10T14:06:51","date_gmt":"2026-06-10T18:06:51","guid":{"rendered":"https:\/\/fsc-ccf.ca\/?post_type=research&#038;p=341260"},"modified":"2026-06-10T14:08:10","modified_gmt":"2026-06-10T18:08:10","slug":"opportunities-justice-involved-individuals","status":"publish","type":"research","link":"https:\/\/fsc-ccf.ca\/fr\/recherche\/opportunities-justice-involved-individuals\/","title":{"rendered":"Promouvoir l\u2019\u00e9galit\u00e9 des chances pour les personnes ayant eu des d\u00e9m\u00eal\u00e9s avec la justice : une intervention strat\u00e9gique aupr\u00e8s des employeurs"},"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\/university-of-windsor\/\"\n                                target=\"_blank\" rel=\"noreferrer noopener\">University of Windsor<\/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                        257 508 $<\/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\">Juin 2026<\/p>\n\n            <\/div>\n                            <div class=\"insight-report__contributors\">\n\n                    <p class=\"is-style-slug insight-report__investment-title insight-report__contributors-title\">\n                        <img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/themes\/ob-fsc-2.0\/images\/icons\/contributors.svg\" alt=\"\"\n                            class=\"insight-report__investment-icon\"> <strong>Collaborateur<\/strong>\n                    <\/p>\n                    <div class=\"insight-report__contributors-p\">\n                        <p>Auteur du rapport :  Milad Moghaddas<br \/>\nReviewers\/approvers: Laura McDonough, Anita Dubey<\/p>\n<\/div>\n                <\/div>\n                    <\/div>\n\n        <div class=\"insight-report__sidebar--sticky\">\n                            <div class=\"insight-report__sidebar--button-container\">\n                    <a href=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/06\/promouvoir-legalite-des-chances-pour-les-personnes-ayant-eu-des-demeles-avec-la-justice-une-intervention-strategique-aupres-des-employeurs.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\"><\/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\">Le Canada est confront\u00e9 \u00e0 des p\u00e9nuries de main-d\u2019\u0153uvre persistantes, le ratio ch\u00f4meurs-postes vacants atteignant des creux historiques dans toutes les provinces, tandis que les pressions exerc\u00e9es sur le personnel s\u2019accentuent dans des secteurs tels que la sant\u00e9, la construction, la restauration, l\u2019industrie manufacturi\u00e8re, le commerce de d\u00e9tail et la finance. Parall\u00e8lement, les personnes ayant un casier judiciaire repr\u00e9sentent un bassin de main-d\u2019\u0153uvre important, mais sous-utilis\u00e9, en particulier les personnes noires et autochtones, qui se heurtent \u00e0 une exclusion disproportionn\u00e9e en raison du racisme syst\u00e9mique et d\u2019une stigmatisation de longue date. Ce projet a examin\u00e9 la mani\u00e8re dont les employeurs de six grands secteurs d\u2019activit\u00e9 canadiens \u00e9valuent les candidats ayant un casier judiciaire et prennent leurs d\u00e9cisions d\u2019embauche, ainsi que les facteurs qui influencent les obstacles et les leviers li\u00e9s \u00e0 l\u2019embauche \u00e9quitable.<\/p>\n\n\n\n<p>S\u2019appuyant sur deux questions de recherche fondamentales, l\u2019\u00e9tude repose sur un devis m\u00e9thodologique mixte qui combine une enqu\u00eate repr\u00e9sentative \u00e0 l\u2019\u00e9chelle nationale aupr\u00e8s de 600&nbsp;responsables du recrutement, une exp\u00e9rience d\u2019embauche fictive randomis\u00e9e et 60&nbsp;entretiens approfondis. Cette \u00e9tude a examin\u00e9 dans quelle mesure les normes du secteur, le type d\u2019infraction, l\u2019origine ethnique et le niveau d\u2019\u00e9tudes de l\u2019employeur influencent les attitudes et les d\u00e9cisions en mati\u00e8re d\u2019embauche.<\/p>\n\n\n\n<p>Les r\u00e9sultats indiquent que les employeurs n\u2019excluent pas syst\u00e9matiquement les personnes ayant des ant\u00e9c\u00e9dents judiciaires, mais qu\u2019ils modulent plut\u00f4t leur ouverture \u00e0 l\u2019embauche selon la gravit\u00e9 de l\u2019infraction, le lien avec le poste et le contexte sectoriel. Cependant, les disparit\u00e9s raciales persistent et s\u2019accentuent pour certaines infractions, notamment les agressions et les fraudes. Dans la plupart des secteurs, les candidats noirs affichent syst\u00e9matiquement des taux de s\u00e9lection inf\u00e9rieurs \u00e0 ceux des candidats blancs et autochtones.&nbsp;<\/p>\n\n\n\n<p>Le contexte sectoriel joue un r\u00f4le d\u00e9terminant&nbsp;: les secteurs fortement r\u00e9glement\u00e9s s\u2019appuient largement sur la v\u00e9rification des ant\u00e9c\u00e9dents, tandis que d\u2019autres disposent d\u2019une plus grande marge de man\u0153uvre propice \u00e0 une embauche \u00e9quitable. L\u2019apport d\u2019un contexte suppl\u00e9mentaire sur l\u2019infraction et la mise en \u0153uvre d\u2019interventions \u00e9ducatives num\u00e9riques l\u00e9g\u00e8res n\u2019ont pas permis de r\u00e9duire la stigmatisation de mani\u00e8re fiable. Dans certains cas, cette approche a r\u00e9duit l\u2019intention d\u2019embauche, mettant ainsi en lumi\u00e8re un d\u00e9calage entre les convictions affich\u00e9es par les employeurs et leurs d\u00e9cisions r\u00e9elles.<\/p>\n\n\n\n<p class=\"has-black-color has-text-color\">Dans l\u2019ensemble, ce projet montre que l\u2019\u00e9galit\u00e9 des chances \u00e0 l\u2019embauche ne peut reposer sur des solutions universelles. Les strat\u00e9gies efficaces doivent \u00eatre adapt\u00e9es au secteur concern\u00e9, tenir compte du contexte culturel et \u00eatre con\u00e7ues pour lutter contre la stigmatisation li\u00e9e \u00e0 certaines infractions et les pr\u00e9jug\u00e9s raciaux. Mobiliser davantage les employeurs sur la base de donn\u00e9es probantes et adopter des politiques cibl\u00e9es permettront de r\u00e9duire l\u2019exclusion injustifi\u00e9e, de favoriser l\u2019inclusion sur le march\u00e9 du travail et de b\u00e2tir une main-d\u2019\u0153uvre canadienne plus r\u00e9siliente et \u00e9quitable.<\/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><strong>Perspectives cl\u00e9s<\/strong><\/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=\"\">Men\u00e9e aupr\u00e8s de 600\u00a0responsables du recrutement dans six secteurs d\u2019activit\u00e9, cette \u00e9tude repr\u00e9sentative \u00e0 l\u2019\u00e9chelle nationale r\u00e9v\u00e8le que l\u2019ouverture des employeurs \u00e0 l\u2019embauche de personnes ayant un casier judiciaire chute consid\u00e9rablement d\u00e8s la divulgation de leurs ant\u00e9c\u00e9dents, les baisses les plus marqu\u00e9es concernant les infractions avec violence et celles li\u00e9es \u00e0 la fraude.<\/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=\"\">Plut\u00f4t que de se heurter \u00e0 un refus syst\u00e9matique de la part des employeurs, les d\u00e9cisions d\u2019embauche visant les candidats ayant un casier judiciaire sont dict\u00e9es par les normes sectorielles, la stigmatisation propre \u00e0 l\u2019infraction et les perceptions racialis\u00e9es du risque.<\/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=\"\">Les interventions \u00e9ducatives l\u00e9g\u00e8res, bas\u00e9es sur des sondages, n\u2019ont pas renforc\u00e9 l\u2019intention d\u2019embauche, ce qui d\u00e9montre la n\u00e9cessit\u00e9 d\u2019un engagement immersif, durable et propre au secteur pour faire \u00e9voluer le comportement des employeurs.<\/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>Le Canada est confront\u00e9 \u00e0 une p\u00e9nurie de main-d\u2019\u0153uvre persistante et croissante qui freine la croissance dans de nombreux secteurs. Le ratio ch\u00f4meurs-postes vacants a atteint des creux historiques dans toutes les provinces, les employeurs faisant \u00e9tat de difficult\u00e9s persistantes \u00e0 pourvoir des postes dans les secteurs de la sant\u00e9, de la construction, de la fabrication, du commerce de d\u00e9tail, de la restauration et de la finance. Ces pressions sont exacerb\u00e9es par l\u2019\u00e9volution des attentes des travailleurs, le d\u00e9sint\u00e9r\u00eat croissant pour certaines professions et le d\u00e9part pr\u00e9vu d\u2019environ 240 000&nbsp;travailleurs \u00e9trangers temporaires. Ensemble, ces facteurs menacent la capacit\u00e9 des secteurs cl\u00e9s \u00e0 fournir des services essentiels et \u00e0 soutenir l\u2019activit\u00e9 \u00e9conomique.<\/p>\n\n\n\n<p>Malgr\u00e9 ces p\u00e9nuries, un bassin de main-d\u2019\u0153uvre important et souvent n\u00e9glig\u00e9 reste sous-exploit\u00e9&nbsp;: les personnes ayant un casier judiciaire. Pr\u00e8s de quatre millions de Canadiens ont un casier judiciaire; beaucoup d\u2019entre eux sont pr\u00eats et d\u00e9sireux de travailler et poss\u00e8dent les comp\u00e9tences, l\u2019exp\u00e9rience et l\u2019\u00e9thique professionnelle requises. Cependant, la stigmatisation, les pratiques d\u2019embauche incoh\u00e9rentes et l\u2019application in\u00e9gale des exigences r\u00e9glementaires continuent de limiter leur acc\u00e8s \u00e0 l\u2019emploi. Bien que des m\u00e9canismes juridiques interdisent la discrimination fond\u00e9e sur le casier judiciaire, dans la pratique, de nombreux employeurs \u00e9cartent ces candidats d\u00e8s les premi\u00e8res \u00e9tapes du processus de recrutement, souvent sans justification claire li\u00e9e aux exigences du poste ou aux risques r\u00e9els.<\/p>\n\n\n\n<p>Ces obstacles ne sont pas ressentis de la m\u00eame mani\u00e8re par tout le monde. Les personnes noires et autochtones sont surrepr\u00e9sent\u00e9es dans le syst\u00e8me de justice p\u00e9nale canadien en raison du racisme syst\u00e9mique et de l\u2019h\u00e9ritage colonial, avec des taux d\u2019incarc\u00e9ration au moins trois fois sup\u00e9rieurs \u00e0 ceux de l\u2019ensemble de la population. Les pr\u00e9jug\u00e9s fond\u00e9s sur l\u2019origine ethnique, combin\u00e9s \u00e0 la stigmatisation li\u00e9e au casier judiciaire, restreignent encore davantage l\u2019acc\u00e8s \u00e0 l\u2019emploi pour ces groupes. Cette situation accentue des in\u00e9galit\u00e9s de longue date en mati\u00e8re de participation au march\u00e9 du travail et alimente des cycles d\u2019exclusion qui compromettent \u00e0 la fois la s\u00e9curit\u00e9 \u00e9conomique des individus et la stabilit\u00e9 globale de la main-d\u2019\u0153uvre.<\/p>\n\n\n\n<p>Parall\u00e8lement, les employeurs font face \u00e0 des incertitudes quant \u00e0 l\u2019\u00e9valuation des ant\u00e9c\u00e9dents judiciaires lors du processus d\u2019embauche. Le cadre r\u00e9glementaire varie selon les instances juridiques et les secteurs d\u2019activit\u00e9. Les pratiques organisationnelles sont souvent dict\u00e9es par l\u2019aversion au risque, les normes du secteur et des hypoth\u00e8ses concernant la s\u00e9curit\u00e9 des clients, la responsabilit\u00e9 civile ou l\u2019atteinte \u00e0 la r\u00e9putation, plut\u00f4t que par des donn\u00e9es factuelles. En cons\u00e9quence, les d\u00e9cisions d\u2019embauche li\u00e9es au casier judiciaire sont souvent incoh\u00e9rentes, opaques et influenc\u00e9es par la stigmatisation li\u00e9e \u00e0 l\u2019infraction plut\u00f4t que par des crit\u00e8res pertinents pour le poste.<\/p>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-image size-large img-gradient purple\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"540\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/06\/three-designers-in-creative-business-using-laptop-2026-01-07-01-41-49-utc-1024x540.jpg\" alt=\"Three colleagues collaborate around a laptop at a table in a modern office workspace.\" class=\"wp-image-341236\" srcset=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/06\/three-designers-in-creative-business-using-laptop-2026-01-07-01-41-49-utc-1024x540.jpg 1024w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/06\/three-designers-in-creative-business-using-laptop-2026-01-07-01-41-49-utc-300x158.jpg 300w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/06\/three-designers-in-creative-business-using-laptop-2026-01-07-01-41-49-utc-768x405.jpg 768w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/06\/three-designers-in-creative-business-using-laptop-2026-01-07-01-41-49-utc-1536x810.jpg 1536w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/06\/three-designers-in-creative-business-using-laptop-2026-01-07-01-41-49-utc-2048x1080.jpg 2048w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/06\/three-designers-in-creative-business-using-laptop-2026-01-07-01-41-49-utc-10x5.jpg 10w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/06\/three-designers-in-creative-business-using-laptop-2026-01-07-01-41-49-utc-2000x1055.jpg 2000w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:36px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div id=\"what-were-investigating\" class=\"wp-block-ob-blocks-anchor-point\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column gradient-top purple is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<h3 class=\"wp-block-heading has-black-color has-text-color\" id=\"EnterIMM\"><img decoding=\"async\" class=\"wp-image-240812\" style=\"width: 24px;height: 24px;margin-right: 10px;position: relative; top: -2px;\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/Fill-1.svg\" alt=\"\"> Ce que nous examinons<\/h3>\n\n\n\n<p>Ce projet a \u00e9tudi\u00e9 la fa\u00e7on dont les employeurs canadiens de six secteurs cl\u00e9s, la sant\u00e9, la finance, la construction, la fabrication, le commerce de d\u00e9tail et les services de restauration per\u00e7oivent, \u00e9valuent et int\u00e8grent les ant\u00e9c\u00e9dents judiciaires dans leurs d\u00e9cisions d\u2019embauche. Cette \u00e9tude visait \u00e0 cerner les obstacles structurels, comportementaux et sectoriels faisant obstacle \u00e0 l\u2019\u00e9quit\u00e9 en mati\u00e8re de recrutement. Une attention particuli\u00e8re a \u00e9t\u00e9 accord\u00e9e \u00e0 la mani\u00e8re dont le type d\u2019infraction et l\u2019origine ethnique influen\u00e7aient les perceptions et les d\u00e9cisions des employeurs. L\u2019un des objectifs centraux \u00e9tait de mieux comprendre pourquoi les personnes judiciaris\u00e9es, en particulier les chercheurs d\u2019emploi noirs et autochtones, continuent de faire face \u00e0 l\u2019exclusion malgr\u00e9 l\u2019accentuation de la p\u00e9nurie de main-d\u2019\u0153uvre et un soutien public accru au recrutement inclusif.<\/p>\n\n\n\n<p>Cette \u00e9tude s\u2019articulait autour de deux questions de recherche principales&nbsp;:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Quelles tendances en mati\u00e8re d\u2019emploi dans certains secteurs pourraient aider \u00e0 expliquer les principaux obstacles \u00e0 un recrutement \u00e9quitable ?<\/li>\n\n\n\n<li>Comment pouvons-nous promouvoir des pratiques de recrutement plus inclusives en g\u00e9n\u00e9ral, et plus particuli\u00e8rement pour les candidats noirs et autochtones ? La formation des employeurs peut-elle contribuer \u00e0 r\u00e9duire les pr\u00e9jug\u00e9s, les attitudes n\u00e9gatives et les inqui\u00e9tudes concernant l\u2019\u00e9galit\u00e9 des chances \u00e0 l\u2019embauche ?<\/li>\n<\/ol>\n\n\n\n<p>Le projet a suivi un protocole de recherche longitudinal faisant appel \u00e0 des m\u00e9thodes mixtes. Cette \u00e9tude comprenait une enqu\u00eate repr\u00e9sentative \u00e0 l\u2019\u00e9chelle nationale men\u00e9e aupr\u00e8s de 600&nbsp;responsables du recrutement, avec une repr\u00e9sentation \u00e9quilibr\u00e9e (100 participants par secteur) des six secteurs cibl\u00e9s. Les participants occupaient des fonctions li\u00e9es au recrutement, aux ressources humaines ou \u00e0 la prise de d\u00e9cision au niveau de la direction. Lors de la premi\u00e8re phase (T1), l\u2019\u00e9valuation des participants a port\u00e9 sur leur intention d\u2019embauche, leurs attitudes \u00e0 l\u2019\u00e9gard des personnes ayant des ant\u00e9c\u00e9dents judiciaires, ainsi que leurs r\u00e9actions face \u00e0 des sc\u00e9narios de recrutement fictifs et al\u00e9atoires pr\u00e9sentant des candidats de diverses origines ethniques et aux profils p\u00e9naux vari\u00e9s. L\u2019enqu\u00eate comprenait \u00e9galement des analyses d\u00e9taill\u00e9es des ant\u00e9c\u00e9dents judiciaires afin de rendre compte des nuances dans l\u2019\u00e9valuation des risques par les employeurs.<\/p>\n\n\n\n<p>Lors de la seconde phase (T2), soit environ deux semaines apr\u00e8s l\u2019enqu\u00eate initiale, une intervention \u00e9ducative a \u00e9t\u00e9 mise en \u0153uvre. Les participants ont suivi un module d\u2019apprentissage num\u00e9rique et interactif, con\u00e7u en collaboration avec la Fair Chances Coalition. Ce module a \u00e9t\u00e9 con\u00e7u pour fournir des informations probantes sur les ant\u00e9c\u00e9dents judiciaires et l\u2019\u00e9quit\u00e9 en mati\u00e8re de recrutement. Lors de la troisi\u00e8me phase (T3), deux semaines plus tard, les participants ont de nouveau r\u00e9pondu au sondage initial afin d\u2019\u00e9valuer l\u2019\u00e9volution de leurs attitudes et de leur intention d\u2019embauche apr\u00e8s avoir pris connaissance du contenu \u00e9ducatif. Les donn\u00e9es quantitatives ont \u00e9t\u00e9 analys\u00e9es au moyen des logiciels SPSS et AMOS afin d\u2019en \u00e9valuer la fid\u00e9lit\u00e9, l\u2019ajustement du mod\u00e8le ainsi que l\u2019\u00e9volution temporelle.<\/p>\n\n\n\n<p>Pour contextualiser ces r\u00e9sultats quantitatifs, l\u2019\u00e9quipe de recherche a \u00e9galement men\u00e9 60&nbsp;entretiens semi-directifs (soit 10 par secteur d\u2019activit\u00e9) aupr\u00e8s de gestionnaires d\u2019embauche et de professionnels des ressources humaines. Ces entretiens ont permis d\u2019analyser le raisonnement des employeurs face aux risques, aux normes organisationnelles, \u00e0 l\u2019interpr\u00e9tation de la r\u00e9glementation ainsi qu\u2019\u00e0 leur perception de la capacit\u00e9 de r\u00e9habilitation des candidats. Les donn\u00e9es qualitatives ont \u00e9t\u00e9 analys\u00e9es selon la m\u00e9thode Gioia afin de d\u00e9gager une compr\u00e9hension th\u00e9matique riche et nuanc\u00e9e des perceptions des employeurs.<\/p>\n\n\n\n<p>Cette approche int\u00e9gr\u00e9e a \u00e9t\u00e9 privil\u00e9gi\u00e9e pour d\u00e9passer les attitudes de surface et g\u00e9n\u00e9rer des donn\u00e9es probantes, propres \u00e0 chaque secteur, sur les m\u00e9canismes d\u00e9cisionnels li\u00e9s \u00e0 l\u2019\u00e9quit\u00e9 en mati\u00e8re de recrutement et sur les leviers permettant de les faire \u00e9voluer.<\/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><strong>L\u2019intention d\u2019embauche des employeurs fl\u00e9chit consid\u00e9rablement d\u00e8s la divulgation d\u2019un casier judiciaire; toutefois, cette variation d\u00e9pend de la nature de l\u2019infraction plut\u00f4t que d\u2019une exclusion syst\u00e9matique<\/strong><strong><br><\/strong>Les donn\u00e9es du sondage et de la simulation de recrutement r\u00e9v\u00e8lent que les employeurs modulent leur intention d\u2019embauche selon la gravit\u00e9 per\u00e7ue de l\u2019infraction et sa pertinence au regard du poste \u00e0 pourvoir. Les actes de violence ont suscit\u00e9 la plus grande r\u00e9ticence chez les recruteurs, alors que les d\u00e9lits non violents, comme les infractions li\u00e9es aux stup\u00e9fiants, ont fait l\u2019objet d\u2019une plus grande indulgence. La fraude occupait une place interm\u00e9diaire, car elle \u00e9tait souvent per\u00e7ue comme un signe de malhonn\u00eatet\u00e9 et de risque. Ces conclusions indiquent que les employeurs s\u2019engagent dans une r\u00e9flexion d\u2019ordre moral et s\u00e9curitaire plut\u00f4t que de rejeter syst\u00e9matiquement les candidats judiciaris\u00e9s.<\/p>\n\n\n\n<p><strong>Les disparit\u00e9s raciales persistent et s\u2019accentuent pour certaines infractions, en particulier les crimes violents<\/strong><strong><br><\/strong>La simulation de recrutement a r\u00e9v\u00e9l\u00e9 que les candidats noirs affichaient des taux de s\u00e9lection inf\u00e9rieurs \u00e0 ceux des candidats blancs et autochtones pour la majorit\u00e9 des profils judiciaires. Les \u00e9carts les plus importants concernaient les agressions et les fraudes. Les disparit\u00e9s d\u2019ordre racial se sont r\u00e9v\u00e9l\u00e9es minimes pour les infractions li\u00e9es aux stup\u00e9fiants, ce qui tend \u00e0 d\u00e9montrer que les biais sont sp\u00e9cifiques \u00e0 la nature du d\u00e9lit plut\u00f4t que syst\u00e9miques. Les perspectives d\u2019embauche des candidats autochtones variaient selon le secteur d\u2019activit\u00e9, affichant des taux de s\u00e9lection en baisse dans l\u2019industrie manufacturi\u00e8re, mais comparativement plus \u00e9lev\u00e9s dans le commerce de d\u00e9tail. Ces tendances d\u00e9montrent que l\u2019origine ethnique, la nature de l\u2019infraction et le secteur d\u2019activit\u00e9 interagissent pour fa\u00e7onner les perspectives d\u2019embauche, perp\u00e9tuant ainsi les in\u00e9galit\u00e9s syst\u00e9miques qui touchent les chercheurs d\u2019emploi noirs et autochtones.<\/p>\n\n\n\n<p><strong>Le contexte sectoriel exerce une forte influence tant sur les pratiques de recrutement que sur l\u2019ouverture \u00e0 l\u2019\u00e9quit\u00e9 en mati\u00e8re d\u2019emploi<\/strong><strong><br><\/strong>En raison de leurs obligations r\u00e9glementaires et fiduciaires, les employeurs des secteurs de la sant\u00e9 et de la finance imposent quasi syst\u00e9matiquement une v\u00e9rification des ant\u00e9c\u00e9dents judiciaires. \u00c0 l\u2019inverse, les secteurs de la construction, du commerce de d\u00e9tail, de la restauration et de l\u2019industrie manufacturi\u00e8re appliquent ces v\u00e9rifications de mani\u00e8re plus s\u00e9lective, souvent en fonction des responsabilit\u00e9s inh\u00e9rentes \u00e0 chaque poste. Cette variabilit\u00e9 donne \u00e0 penser que certains secteurs font d\u00e9j\u00e0 preuve d\u2019une souplesse qui pourrait \u00eatre mobilis\u00e9e pour g\u00e9n\u00e9raliser le recrutement inclusif; \u00e0 l\u2019inverse, d\u2019autres font face \u00e0 des freins structurels exigeant l\u2019adoption de politiques publiques plut\u00f4t que de s\u2019en remettre au seul pouvoir discr\u00e9tionnaire des employeurs.<\/p>\n\n\n\n<p><strong>La contextualisation des ant\u00e9c\u00e9dents judiciaires ne garantit pas une r\u00e9duction de la stigmatisation et peut, dans certains cas, d\u00e9t\u00e9riorer les perspectives d\u2019embauche<\/strong><strong><br><\/strong>Contre toute attente, la contextualisation d\u00e9taill\u00e9e d\u2019une infraction a entra\u00een\u00e9 une baisse de l\u2019intention d\u2019embauche pour les condamnations li\u00e9es \u00e0 des voies de fait ou aux stup\u00e9fiants, tout en restant sans effet dans le cas de la fraude. Ce constat tranche avec les conclusions des entretiens, o\u00f9 les employeurs ont syst\u00e9matiquement affirm\u00e9 l\u2019importance de prendre en compte le contexte, tel que la l\u00e9gitime d\u00e9fense ou des condamnations ant\u00e9rieures pour possession de cannabis, afin de garantir des d\u00e9cisions \u00e9quitables. La divergence entre les intentions d\u00e9clar\u00e9es et le comportement r\u00e9el sugg\u00e8re que les explications contextuelles ne suffisent pas, \u00e0 elles seules, \u00e0 neutraliser la stigmatisation dans les d\u00e9cisions d\u2019embauche.<\/p>\n\n\n\n<p><strong>Les mesures \u00e9ducatives peu contraignantes ne suffisent pas \u00e0 faire \u00e9voluer les mentalit\u00e9s des employeurs<br><\/strong>Ce module de formation n\u2019a pas renforc\u00e9 la volont\u00e9 des employeurs d\u2019embaucher des personnes ayant un casier judiciaire. Dans plusieurs secteurs, les participants soumis \u00e0 l\u2019intervention se sont montr\u00e9s moins enclins \u00e0 retenir les candidats judiciaris\u00e9s, ce qui met en \u00e9vidence un potentiel effet boomerang. Seul le secteur de la restauration a connu une \u00e9volution positive, tandis que les attitudes dans le secteur manufacturier sont rest\u00e9es globalement inchang\u00e9es. Ces r\u00e9sultats sugg\u00e8rent que les interventions informatives br\u00e8ves, men\u00e9es dans le cadre de sondages, manquent de la r\u00e9sonance n\u00e9cessaire pour modifier durablement les perceptions; des approches plus immersives et sectorielles s\u2019av\u00e8rent manifestement requises.<\/p>\n\n\n\n<p><br><strong>Les employeurs se d\u00e9clarent largement favorables \u00e0 la r\u00e9insertion, mais ce soutien est tr\u00e8s conditionnel<br><\/strong>Au cours des 60\u00a0entretiens approfondis, les employeurs ont souvent exprim\u00e9 leur soutien au principe de la seconde chance et de la r\u00e9insertion. Toutefois, ce soutien \u00e9tait syst\u00e9matiquement subordonn\u00e9 \u00e0 la gravit\u00e9 de l\u2019infraction, \u00e0 son lien avec les fonctions du poste et \u00e0 la fiabilit\u00e9 per\u00e7ue. Les employeurs ont prioris\u00e9 le rendement professionnel, l\u2019assiduit\u00e9 et la s\u00e9curit\u00e9, \u00e9valuant souvent les ant\u00e9c\u00e9dents judiciaires au m\u00eame titre que d\u2019autres facteurs de risque per\u00e7us. Cette ouverture conditionnelle d\u00e9montre que les initiatives de recrutement inclusif doivent r\u00e9pondre aux pr\u00e9occupations concr\u00e8tes des employeurs, plut\u00f4t que de s\u2019appuyer uniquement sur des arguments d\u2019ordre moral.<\/p>\n<\/div>\n<\/div>\n\n\n\n<div id=\"why-it-matters\" class=\"wp-block-ob-blocks-anchor-point\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column gradient-top purple is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<h3 class=\"wp-block-heading has-black-color has-text-color\" id=\"TheImpact\"><img decoding=\"async\" class=\"wp-image-240819\" style=\"width: 22px;height: 22px;margin-right: 10px;position: relative; top: -2px;\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/07\/Fill-1-2.svg\" alt=\"\"> Pourquoi c\u2019est important<\/h3>\n\n\n\n<div style=\"height:38px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column margin-bottom-0 is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:60%\">\n<p>Ce projet cerne des pistes concr\u00e8tes pour rem\u00e9dier aux p\u00e9nuries de main-d\u2019\u0153uvre persistantes au Canada, tout en favorisant l\u2019\u00e9quit\u00e9 pour les personnes judiciaris\u00e9es issues de communaut\u00e9s qui continuent de se heurter \u00e0 des obstacles syst\u00e9miques \u00e0 l\u2019emploi. Les conclusions d\u00e9montrent que les personnes judiciaris\u00e9es, tout particuli\u00e8rement les populations noires et autochtones, constituent toujours un bassin de main-d\u2019\u0153uvre sous-utilis\u00e9. L\u2019exclusion n\u2019est ni in\u00e9vitable ni uniforme; elle est plut\u00f4t fa\u00e7onn\u00e9e par la nature de l\u2019infraction, les biais syst\u00e9miques et les normes sectorielles, offrant ainsi des leviers d\u2019action tant politiques que pratiques.<\/p>\n\n\n\n<p>Cette recherche \u00e9branle les id\u00e9es re\u00e7ues quant \u00e0 la r\u00e9ticence des employeurs \u00e0 l\u2019\u00e9gard du recrutement inclusif. Les employeurs ne s\u2019opposent pas cat\u00e9goriquement \u00e0 l\u2019embauche de personnes judiciaris\u00e9es; ils s\u2019appuient plut\u00f4t sur des \u00e9valuations du risque dict\u00e9es par les attentes sectorielles, les exigences r\u00e9glementaires et des biais racialis\u00e9s profond\u00e9ment ancr\u00e9s quant \u00e0 la dangerosit\u00e9 et \u00e0 la fiabilit\u00e9 des candidats.<\/p>\n\n\n\n<p>Cette recherche comporte des retomb\u00e9es concr\u00e8tes pour les employeurs, les associations sectorielles et les organismes de d\u00e9veloppement de la main-d\u2019\u0153uvre. Les campagnes de sensibilisation g\u00e9n\u00e9rales ou les politiques uniformes ont peu de chances de faire \u00e9voluer les comportements. Les employeurs requi\u00e8rent plut\u00f4t des directives sectorielles pr\u00e9cisant les circonstances o\u00f9 la v\u00e9rification des ant\u00e9c\u00e9dents judiciaires s\u2019av\u00e8re imp\u00e9rative, la m\u00e9thode d\u2019\u00e9valuation de la pertinence des infractions, et la mani\u00e8re d\u2019aligner les d\u00e9cisions d\u2019embauche sur les risques r\u00e9els du poste plut\u00f4t que sur des conjectures. Pour les secteurs confront\u00e9s \u00e0 une p\u00e9nurie de main-d\u2019\u0153uvre criante, tels que la construction, les services de soutien \u00e0 la sant\u00e9 et la restauration, ces constats mettent en \u00e9vidence une voie pragmatique pour stabiliser les effectifs tout en favorisant l\u2019inclusion.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column margin-bottom-0 is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:40%\">\n<div class=\"wp-block-group light-purple-bg-20 insights-report-aside is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-87328470 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-columns gap-10 is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column no-spacer is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<div class=\"wp-block-group is-horizontal is-content-justification-left is-layout-flex wp-container-core-group-is-layout-1a09bdc8 wp-block-group-is-layout-flex\">\n<div style=\"height:20px;width:0px\" aria-hidden=\"true\" class=\"wp-block-spacer wp-container-content-62aae154\"><\/div>\n\n\n\n<figure class=\"wp-block-image size-large is-style-default\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/05\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-1024x683.jpg\" alt=\"\" class=\"wp-image-340618\" srcset=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/05\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-1024x683.jpg 1024w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/05\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-300x200.jpg 300w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/05\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-768x512.jpg 768w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/05\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-1536x1024.jpg 1536w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/05\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-2048x1366.jpg 2048w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/05\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-10x7.jpg 10w, https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/05\/factory-paper-people-warehouse-2022-01-31-23-24-19-utc-scaled-1-2000x1334.jpg 2000w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<div style=\"height:24px;width:0px\" aria-hidden=\"true\" class=\"wp-block-spacer wp-container-content-541a6b20\"><\/div>\n\n\n\n<p class=\"has-black-color has-text-color\"><strong>\u00c9tat des comp\u00e9tences<\/strong> :<strong> <br>Qualit\u00e9 de l\u2019emploi<\/strong><\/p>\n\n\n\n<p class=\"is-style-default has-normal-font-size\">L\u2019am\u00e9lioration de la qualit\u00e9 de l\u2019emploi, par le biais de meilleurs salaires et avantages sociaux, d\u2019environnements sociaux, de la s\u00e9curit\u00e9, de la s\u00fbret\u00e9 et de l\u2019inclusion, ainsi que du d\u00e9veloppement des comp\u00e9tences et de la formation professionnelle, fait partie d\u2019une strat\u00e9gie plus large visant \u00e0 rem\u00e9dier \u00e0 ces p\u00e9nuries de main-d\u2019\u0153uvre.<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-ob-blocks-single-button alignleft  wp-block-ob-blocks-button--animated width-100\"><a class=\"btn btn--purple new_tab_blank\" href=\"https:\/\/fsc-ccf.ca\/fr\/projets\/sos-qow\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Lire le rapport<\/strong><\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<p>Ces conclusions comportent \u00e9galement des retomb\u00e9es sur l\u2019\u00e9laboration des politiques du march\u00e9 du travail, des m\u00e9canismes de financement et des cadres r\u00e9glementaires. Les disparit\u00e9s sectorielles en mati\u00e8re de v\u00e9rification des ant\u00e9c\u00e9dents sugg\u00e8rent que les pratiques d\u2019embauche exclusives d\u00e9coulent souvent de l\u2019incertitude et de l\u2019aversion au risque, bien plus que d\u2019exigences l\u00e9gales claires. Les d\u00e9cideurs et les instances de r\u00e9glementation devraient formuler des directives plus claires et harmonis\u00e9es encadrant l\u2019utilisation des ant\u00e9c\u00e9dents judiciaires en mati\u00e8re d\u2019emploi, en pr\u00e9cisant notamment les imp\u00e9ratifs de pertinence et de proportionnalit\u00e9. De m\u00eame, les mod\u00e8les de financement ax\u00e9s sur le d\u00e9veloppement des comp\u00e9tences pourraient inciter au recrutement inclusif en int\u00e9grant des crit\u00e8res d\u2019\u00e9quit\u00e9 en mati\u00e8re d\u2019emploi, des formations pour les employeurs ou des stages subventionn\u00e9s au sein des programmes publics de main-d\u2019\u0153uvre. Ces changements contribueraient \u00e0 faire passer la responsabilit\u00e9 des employeurs agissant isol\u00e9ment \u00e0 une harmonisation \u00e0 l\u2019\u00e9chelle du syst\u00e8me.<\/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>Les conclusions de ce projet s\u2019inscrivent dans le contexte plus large de la p\u00e9nurie de main-d\u2019\u0153uvre et de comp\u00e9tences, de l\u2019\u00e9volution des politiques d\u2019immigration et de la transition \u00e9conomique. La baisse attendue du nombre de travailleurs \u00e9trangers temporaires au Canada, combin\u00e9e aux mutations d\u00e9mographiques et au fl\u00e9chissement de l\u2019int\u00e9r\u00eat pour certaines professions, met en relief la n\u00e9cessit\u00e9 d\u2019\u00e9largir l\u2019acc\u00e8s aux bassins de main-d\u2019\u0153uvre nationaux. L\u2019exclusion des personnes judiciaris\u00e9es, dont une grande partie est en \u00e2ge de travailler et d\u00e9sireuse de r\u00e9int\u00e9grer l\u2019emploi, compromet la r\u00e9silience du march\u00e9 du travail. \u00c0 l\u2019heure o\u00f9 les diff\u00e9rents secteurs s\u2019adaptent \u00e0 la restructuration \u00e9conomique, aux mutations technologiques et \u00e0 la transition vers une \u00e9conomie sobre en carbone, le recours \u00e0 des pratiques de recrutement inclusives s\u2019av\u00e8re indispensable pour b\u00e2tir une main-d\u2019\u0153uvre \u00e0 la fois quantitativement suffisante et riche de sa diversit\u00e9 d\u2019exp\u00e9riences.<\/p>\n\n\n\n<p>Cette recherche d\u00e9montre que les interventions \u00e9ducatives de faible intensit\u00e9, s\u2019appuyant sur des sondages, s\u2019av\u00e8rent insuffisantes pour modifier les attitudes et peuvent m\u00eame g\u00e9n\u00e9rer des effets pervers. Pour porter ses fruits, la mobilisation des milieux de travail doit reposer sur des approches sectorielles et culturellement adapt\u00e9es, express\u00e9ment con\u00e7ues pour contrer les pr\u00e9jug\u00e9s raciaux ainsi que la stigmatisation propre au type d\u2019infraction. Le foss\u00e9 entre la conviction affich\u00e9e par les employeurs quant \u00e0 l\u2019importance du contexte et leurs pratiques r\u00e9elles de recrutement met en relief la n\u00e9cessit\u00e9 d\u2019une mobilisation patronale plus immersive et ax\u00e9e sur l\u2019exp\u00e9rience, qu\u2019il s\u2019agisse de dialogues anim\u00e9s par des experts, d\u2019apprentissage entre pairs ou d\u2019un contact direct avec des personnes judiciaris\u00e9es.<\/p>\n\n\n\n<p>Plus encore, cette initiative accorde une place centrale aux personnes ayant un pass\u00e9 judiciaire, notamment au sein des communaut\u00e9s noires et autochtones, une population fr\u00e9quemment laiss\u00e9e pour compte dans les strat\u00e9gies de diversit\u00e9 de l\u2019emploi. En d\u00e9montrant comment la stigmatisation li\u00e9e \u00e0 la race et au pass\u00e9 judiciaire s\u2019articule diff\u00e9remment d\u2019une industrie \u00e0 l\u2019autre, cette \u00e9tude souligne l\u2019urgence d\u2019interventions fond\u00e9es sur la r\u00e9conciliation et l\u2019\u00e9quit\u00e9, qui int\u00e8grent les r\u00e9alit\u00e9s du racisme syst\u00e9mique et ses cons\u00e9quences sur l\u2019emploi.<\/p>\n\n\n\n<p>Dans l\u2019ensemble, cette \u00e9tude montre que le renforcement de l\u2019\u00e9galit\u00e9 des chances \u00e0 l\u2019embauche rel\u00e8ve \u00e0 la fois de la justice sociale et d\u2019une strat\u00e9gie pragmatique en mati\u00e8re de gestion des effectifs. Att\u00e9nuer les exclusions injustifi\u00e9es permet d\u2019\u00e9pauler les employeurs face \u00e0 leurs besoins de main-d\u2019\u0153uvre, tout en favorisant la participation \u00e9conomique et la stabilit\u00e9 \u00e0 long terme du march\u00e9 du travail.<\/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<!-- PDF: 341600 | https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/06\/promouvoir-legalite-des-chances-pour-les-personnes-ayant-eu-des-demeles-avec-la-justice-une-intervention-strategique-aupres-des-employeurs.pdf -->\t\t\t\t<div class=\"display-reports__report\">\n\t\t\t\t\t<div class=\"display-reports__report-img\" style=\"background-image: url('https:\/\/fsc-ccf.ca\/wp-content\/themes\/ob-fsc-2.0\/images\/report-cover.png')\"><\/div>\n\t\t\t\t\t<div>\n\t\t\t\t\t\t<div class=\"display-reports__report-tags-container\">\n\t\t\t\t\t\t\t<p class=\"display-reports__report-tags-primary\">Rapport de Perspectives<\/p>\n\t\t\t\t\t\t\t<p class=\"display-reports__report-tags-secondary\">PDF<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<h2 class=\"display-reports__report-title\">Perspectives du CCF<\/h2>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div class=\"display-reports__report-link-container\">\n\t\t\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/06\/promouvoir-legalite-des-chances-pour-les-personnes-ayant-eu-des-demeles-avec-la-justice-une-intervention-strategique-aupres-des-employeurs.pdf\"\n\t\t\t\t\t\t\tclass=\"display-reports__report-link\">T\u00e9l\u00e9charger\t\t\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/themes\/ob-fsc-2.0\/images\/icons\/download-i-r-arrow.svg\" alt=\"\"\n\t\t\t\t\t\t\t\tclass=\"display-reports__report-link-arrow\">\n\t\t\t\t\t\t<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<div class=\"display-reports__report\">\n\t\t\t\t\t\t<div class=\"display-reports__report-img\" style=\"background-image: url('https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/06\/Screenshot-2026-06-08-at-12.37.03-PM.png')\"><\/div>\n\t\t\t\t\t\t<div>\n\t\t\t\t\t\t\t<div class=\"display-reports__report-tags-container\">\n\t\t\t\t\t\t\t\t<p class=\"display-reports__report-tags-primary\">Rapport de recherche<\/p>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<p class=\"display-reports__report-tags-secondary\">\n\t\t\t\t\t\t\t\t\t\tPDF\t\t\t\t\t\t\t\t\t<\/p>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<h2 class=\"display-reports__report-title\">Promouvoir l\u2019\u00e9galit\u00e9 des chances pour les personnes ayant eu des d\u00e9m\u00eal\u00e9s avec la justice : une intervention strat\u00e9gique aupr\u00e8s des employeurs<\/h2>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"display-reports__report-link-container\">\n\t\t\t\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2026\/06\/FSC-Skills-Horizon-Final-Research-Report-.pdf\"\n\t\t\t\t\t\t\t\tclass=\"display-reports__report-link\">T\u00e9l\u00e9charger\t\t\t\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/themes\/ob-fsc-2.0\/images\/icons\/download-i-r-arrow.svg\" alt=\"\"\n\t\t\t\t\t\t\t\t\tclass=\"display-reports__report-link-arrow\">\n\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t<\/div>\n<\/div>\n<\/div>\n\n\n<\/div>\n\n    <\/div>\n<\/div>\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<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--project\">\n\t\t\t<div class=\"content-card__image\">\n\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/fr\/projets\/upskilling-healthcare-workers\/\" target=\"_self\"><img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2021\/06\/Foot-Wound-Care-Photo-1-UHN-800x600.jpg\" alt=\"Health care professional providing care to a person's foot.\"><\/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\/upskilling-healthcare-workers\/\" target=\"_self\">Perfectionnement et recyclage des comp\u00e9tences des travailleurs et des travailleuses de la sant\u00e9 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\tNovembre 2025\t\t<\/li>\n\n\t\t\t\t\t<li class=\"metadata__partners\">\n\t\t\t\t<div class=\"metadata__icon\"><svg width=\"12\" height=\"9\" viewBox=\"0 0 12 9\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n<path id=\"Parnter Icon\" d=\"M0 9.00014V7.50014C0 7.19657 0.0795454 6.91755 0.238636 6.66309C0.397727 6.40862 0.609091 6.21443 0.872727 6.0805C1.43636 5.80371 2.00909 5.59612 2.59091 5.45773C3.17273 5.31934 3.76364 5.25014 4.36364 5.25014C4.96364 5.25014 5.55455 5.31934 6.13636 5.45773C6.71818 5.59612 7.29091 5.80371 7.85455 6.0805C8.11818 6.21443 8.32955 6.40862 8.48864 6.66309C8.64773 6.91755 8.72727 7.19657 8.72727 7.50014V9.00014H0ZM9.81818 9.00014V7.393C9.81818 7.00014 9.70682 6.62291 9.48409 6.2613C9.26136 5.89969 8.94546 5.58943 8.53636 5.3305C9 5.38407 9.43636 5.47559 9.84546 5.60505C10.2545 5.73451 10.6364 5.893 10.9909 6.0805C11.3182 6.25907 11.5682 6.45773 11.7409 6.67648C11.9136 6.89523 12 7.13407 12 7.393V9.00014H9.81818ZM4.36364 4.71443C3.76364 4.71443 3.25 4.5046 2.82273 4.08496C2.39545 3.66532 2.18182 3.16085 2.18182 2.57157C2.18182 1.98228 2.39545 1.47782 2.82273 1.05818C3.25 0.638532 3.76364 0.428711 4.36364 0.428711C4.96364 0.428711 5.47727 0.638532 5.90455 1.05818C6.33182 1.47782 6.54545 1.98228 6.54545 2.57157C6.54545 3.16085 6.33182 3.66532 5.90455 4.08496C5.47727 4.5046 4.96364 4.71443 4.36364 4.71443ZM9.81818 2.57157C9.81818 3.16085 9.60455 3.66532 9.17727 4.08496C8.75 4.5046 8.23636 4.71443 7.63636 4.71443C7.53636 4.71443 7.40909 4.70326 7.25455 4.68094C7.1 4.65862 6.97273 4.63407 6.87273 4.60728C7.11818 4.32157 7.30682 4.0046 7.43864 3.65639C7.57045 3.30818 7.63636 2.94657 7.63636 2.57157C7.63636 2.19657 7.57045 1.83496 7.43864 1.48675C7.30682 1.13853 7.11818 0.821568 6.87273 0.535854C7 0.491211 7.12727 0.462193 7.25455 0.4488C7.38182 0.435407 7.50909 0.428711 7.63636 0.428711C8.23636 0.428711 8.75 0.638532 9.17727 1.05818C9.60455 1.47782 9.81818 1.98228 9.81818 2.57157Z\" fill=\"#71136C\"\/>\n<\/svg>\n<\/div>\n\t\t\t\t<div class=\"metadata__list\">\n\t\t\t\t\t<span>University Health Network, The Michener Institute of Education at UHN<\/span>\t\t\t\t<\/div>\n\t\t\t<\/li>\n\t\t\t<\/ul>\n<\/div>\t\t\t<div class=\"content-card__deck\">\n\t\t\t\tLe projet a permis d\u2019int\u00e9grer les points de vue des employeurs sur les qualifications en mati\u00e8re de soins du pied diab\u00e9tique, d\u2019adapter les parcours \u00e9ducatifs aux besoins des cliniciens et des cliniciennes, et de dispenser aux populations autochtones des formations adapt\u00e9es sur le plan culturel.\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\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\">4<\/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\/2025\/11\/soins-du-pied-diabetique-2024.pdf\" target=\"_blank\">\n\t\t\t\t\t\t\t<div class=\"related-reports__tags\">\n\t\t\t\t\t\t\t\t<span class=\"related-reports__tag related-reports__tag--primary\">Rapport de recherche<\/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\tSoins du pied diab\u00e9tique et pr\u00e9servation des membres inf\u00e9rieurs : \u00c9laborer en Ontario une initiative en mati\u00e8re de sant\u00e9 fond\u00e9e sur la valeur\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\/11\/FSC_KnowledgeSharingReport_finalw.graphics.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<\/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\tBest Foot Forward: Upskilling Human Resources for High-Risk Foot Care\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\/11\/FSC-Best-Foot-Forward-Project_Evaluation-Report_Final.pdf\" target=\"_blank\">\n\t\t\t\t\t\t\t<div class=\"related-reports__tags\">\n\t\t\t\t\t\t\t\t<span class=\"related-reports__tag related-reports__tag--primary\">Rapport d\u2019\u00e9valuation<\/span><span class=\"related-reports__tag related-reports__tag--secondary\">PDF<\/span><span class=\"related-reports__tag related-reports__tag--secondary\">En anglais seulement<\/span>\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\tBetter Foot Forward Project: Third-Party Evaluation Services\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\/11\/perfectionnement-et-recyclage-des-competences-des-travailleurs-et-des-travailleuses-de-la-sante-au-canada-4.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\/mentoring-black-nurses\/\" target=\"_self\"><img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/10\/happy-nurse-checking-on-her-patient-2024-06-11-17-31-45-utc-800x600.jpg\" alt=\"A middle aged woman smiling and holding hands with a elderly woman.\"><\/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\/mentoring-black-nurses\/\" target=\"_self\">Le mentorat pour les infirmi\u00e8res et infirmiers noirs \u2014 Une \u00e9tude r\u00e9trospective<\/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 2025\t\t<\/li>\n\n\t\t\t\t\t<li class=\"metadata__partners\">\n\t\t\t\t<div class=\"metadata__icon\"><svg width=\"12\" height=\"9\" viewBox=\"0 0 12 9\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n<path id=\"Parnter Icon\" d=\"M0 9.00014V7.50014C0 7.19657 0.0795454 6.91755 0.238636 6.66309C0.397727 6.40862 0.609091 6.21443 0.872727 6.0805C1.43636 5.80371 2.00909 5.59612 2.59091 5.45773C3.17273 5.31934 3.76364 5.25014 4.36364 5.25014C4.96364 5.25014 5.55455 5.31934 6.13636 5.45773C6.71818 5.59612 7.29091 5.80371 7.85455 6.0805C8.11818 6.21443 8.32955 6.40862 8.48864 6.66309C8.64773 6.91755 8.72727 7.19657 8.72727 7.50014V9.00014H0ZM9.81818 9.00014V7.393C9.81818 7.00014 9.70682 6.62291 9.48409 6.2613C9.26136 5.89969 8.94546 5.58943 8.53636 5.3305C9 5.38407 9.43636 5.47559 9.84546 5.60505C10.2545 5.73451 10.6364 5.893 10.9909 6.0805C11.3182 6.25907 11.5682 6.45773 11.7409 6.67648C11.9136 6.89523 12 7.13407 12 7.393V9.00014H9.81818ZM4.36364 4.71443C3.76364 4.71443 3.25 4.5046 2.82273 4.08496C2.39545 3.66532 2.18182 3.16085 2.18182 2.57157C2.18182 1.98228 2.39545 1.47782 2.82273 1.05818C3.25 0.638532 3.76364 0.428711 4.36364 0.428711C4.96364 0.428711 5.47727 0.638532 5.90455 1.05818C6.33182 1.47782 6.54545 1.98228 6.54545 2.57157C6.54545 3.16085 6.33182 3.66532 5.90455 4.08496C5.47727 4.5046 4.96364 4.71443 4.36364 4.71443ZM9.81818 2.57157C9.81818 3.16085 9.60455 3.66532 9.17727 4.08496C8.75 4.5046 8.23636 4.71443 7.63636 4.71443C7.53636 4.71443 7.40909 4.70326 7.25455 4.68094C7.1 4.65862 6.97273 4.63407 6.87273 4.60728C7.11818 4.32157 7.30682 4.0046 7.43864 3.65639C7.57045 3.30818 7.63636 2.94657 7.63636 2.57157C7.63636 2.19657 7.57045 1.83496 7.43864 1.48675C7.30682 1.13853 7.11818 0.821568 6.87273 0.535854C7 0.491211 7.12727 0.462193 7.25455 0.4488C7.38182 0.435407 7.50909 0.428711 7.63636 0.428711C8.23636 0.428711 8.75 0.638532 9.17727 1.05818C9.60455 1.47782 9.81818 1.98228 9.81818 2.57157Z\" fill=\"#71136C\"\/>\n<\/svg>\n<\/div>\n\t\t\t\t<div class=\"metadata__list\">\n\t\t\t\t\t<span>Diversity Institute, <\/span><span>Canadian Black Nurses Alliance<\/span>\t\t\t\t<\/div>\n\t\t\t<\/li>\n\t\t\t<\/ul>\n<\/div>\t\t\t<div class=\"content-card__deck\">\n\t\t\t\tLe projet a explor\u00e9 le r\u00f4le du mentorat dans les voies d\u2019acc\u00e8s aux soins infirmiers, y compris l\u2019\u00e9ducation, l\u2019emploi et l\u2019avancement, et la fa\u00e7on dont le racisme anti-noir se manifeste chez les professionnelles et professionnels form\u00e9s \u00e0 l\u2019\u00e9tranger et au Canada.\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t\t\t\t\t<ul class=\"content-card__terms\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<li>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"term-square\" style=\"background-color:#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<\/ul>\n\t\t\t\t\t\t\n\t\t<\/div>\n\t\t\n\t<details class=\"related-reports\">\n\t\t<summary class=\"related-reports__summary\">\n\t\t\t<span class=\"related-reports__count\">2<\/span>\n\t\t\t<span class=\"related-reports__title\">Rapports associ\u00e9s<\/span>\n\t\t\t<span class=\"related-reports__icon\"><\/span>\n\t\t<\/summary>\n\t\t<ul class=\"related-reports__reports\">\n\t\t\t\t\t\t\t\t<li class=\"related-reports__report\">\n\t\t\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2025\/09\/Mentoring-for-Black-Nurses-A-Retrospective-Report.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<\/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\tMentoring for Black Nurses \u2013 A Retrospective Report\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\/09\/le-mentorat-pour-les-infirmieres-et-infirmiers-noirs-une-etude-retrospective-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><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\/standards-sustainable-blue-economy\/\" target=\"_self\"><img decoding=\"async\" src=\"https:\/\/fsc-ccf.ca\/wp-content\/uploads\/2024\/09\/BlueEconomy_noaa-FWR6Oc5m_is-unsplash-800x600.jpg\" alt=\"View of inlet waters from the inside of a boat\"><\/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\/standards-sustainable-blue-economy\/\" target=\"_self\">\u00c9laboration des normes professionnelles nationales du Canada pour une \u00e9conomie bleue durable<\/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\tD\u00e9cembre 2025\t\t<\/li>\n\n\t\t\t\t\t<li class=\"metadata__partners\">\n\t\t\t\t<div class=\"metadata__icon\"><svg width=\"12\" height=\"9\" viewBox=\"0 0 12 9\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n<path id=\"Parnter Icon\" d=\"M0 9.00014V7.50014C0 7.19657 0.0795454 6.91755 0.238636 6.66309C0.397727 6.40862 0.609091 6.21443 0.872727 6.0805C1.43636 5.80371 2.00909 5.59612 2.59091 5.45773C3.17273 5.31934 3.76364 5.25014 4.36364 5.25014C4.96364 5.25014 5.55455 5.31934 6.13636 5.45773C6.71818 5.59612 7.29091 5.80371 7.85455 6.0805C8.11818 6.21443 8.32955 6.40862 8.48864 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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>Environmental Careers Organization Canada (ECO Canada)<\/span>\t\t\t\t<\/div>\n\t\t\t<\/li>\n\t\t\t<\/ul>\n<\/div>\t\t\t<div class=\"content-card__deck\">\n\t\t\t\tLe Canada poss\u00e8de le plus long littoral au monde, mais ses industries maritimes ne contribuent qu&#8217;\u00e0 hauteur de 1 % au PIB, ce qui le place loin derri\u00e8re les autres pays. Ce projet a mis en \u00e9vidence un besoin urgent de formations sp\u00e9cialis\u00e9es dans les domaines des sciences, de la technologie, de l&#8217;ing\u00e9nierie et des math\u00e9matiques (STIM) afin de combler les lacunes en mati\u00e8re de comp\u00e9tences dans les professions maritimes li\u00e9es \u00e0 l&#8217;\u00e9conomie bleue durable, notamment le transport maritime et les technologies marines.\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:#c9ef50\"><\/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\/emplois-durables\/\">Emplois durables<\/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<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:#04b8ad\"><\/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\/technologie-et-automatisation\/\">Technologie et automatisation<\/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\">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\/09\/ECA_CanSBELabourForce_Report_SEP2022_EN_v03.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<\/span><span class=\"related-reports__tag related-reports__tag--secondary\">en anglais seulement<\/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\tCanada\u2019s Sustainable Blue Economy: A Profile of its Relevant Sectors and Labour Force\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\/2023\/01\/blue-occupation-pathways_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\">Impact paper<\/span><span class=\"related-reports__tag related-reports__tag--secondary\">en anglais seulement<\/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\tBlue Occupation Pathways\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\/12\/elaboration-des-normes-professionnelles-nationales-du-canada-pour-une-economie-bleue-durable-2.pdf\" target=\"_blank\">\n\t\t\t\t\t\t<div class=\"related-reports__tags\">\n\t\t\t\t\t\t\t<span class=\"related-reports__tag related-reports__tag--primary\">Rapport de Perspectives<\/span><span class=\"related-reports__tag related-reports__tag--secondary\">PDF<\/span>\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\tT\u00e9l\u00e9charger le rapport de perspective\t\t\t\t\t<\/a>\n\t\t\t\t<\/li>\n\t\t\t\t\t<\/ul>\n\t<\/details>\n\t<\/div>\n<\/div>\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<a href=\"https:\/\/fsc-ccf.ca\/fr\/projects-and-research-archive\/\" class=\"cards-grid__view-all heading-content\"><span>Afficher tout<\/span><span class=\"triangle triangle--right\"><\/span><\/a>\n\t\t\t\t\t\t<\/div>\n<\/div>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"padding-16 no-margin-bottom has-black-color has-text-color has-background\" style=\"background-color:#0000000d\">Des questions sur notre travail ? Souhaitez-vous avoir acc\u00e8s \u00e0 un rapport en anglais ou en fran\u00e7ais ? Veuillez contacter communications@fsc-ccf.ca.<\/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>Comment Citer Ce Rapport<\/strong><br>Moghaddas, M. (2026). Rapport sur les perspectives du projet\u00a0:\u00a0 Promouvoir l\u2019\u00e9galit\u00e9 des chances pour les personnes ayant eu des d\u00e9m\u00eal\u00e9s avec la justice\u00a0: une intervention strat\u00e9gique aupr\u00e8s des employeurs, Universit\u00e9 de Windsor. Toronto\u00a0: Centre des Comp\u00e9tences futures. https:\/\/fsc-ccf.ca\/fr\/recherche\/opportunities-justice-involved-individuals\/<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Ce projet a examin\u00e9 la mani\u00e8re dont les employeurs de six grands secteurs d\u2019activit\u00e9 canadiens \u00e9valuent les candidats ayant un casier judiciaire et prennent leurs d\u00e9cisions d\u2019embauche, ainsi que les facteurs qui influencent les obstacles et les leviers li\u00e9s \u00e0 l\u2019embauche \u00e9quitable.<\/p>\n","protected":false},"menu_order":0,"template":"custom-project-insight-report.php","tags":[],"region":[1319],"research_type":[],"populations":[1638,1636],"themes":[1548,1629,1553],"class_list":["post-341260","research","type-research","status-publish","hentry","region-across-canada-fr","populations-racialized-peoples-fr","populations-indigenous-peoples-fr","themes-economie-inclusive","themes-lmi-fr","themes-parcours-vers-lemploi"],"acf":{"partners":[{"ID":341230,"post_author":"32","post_date":"2026-06-08 12:24:36","post_date_gmt":"2026-06-08 16:24:36","post_content":"","post_title":"University of Windsor","post_excerpt":"","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"university-of-windsor","to_ping":"","pinged":"","post_modified":"2026-06-08 12:24:37","post_modified_gmt":"2026-06-08 16:24:37","post_content_filtered":"","post_parent":0,"guid":"https:\/\/fsc-ccf.ca\/?post_type=partner&#038;p=341230","menu_order":0,"post_type":"partner","post_mime_type":"","comment_count":"0","filter":"raw"}],"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"}],"contributors":"<p>Auteur du rapport :  Milad Moghaddas<br \/>\nReviewers\/approvers: Laura McDonough, Anita Dubey<\/p>\n","scorecard_content":false,"reports_rows":{"report":[{"title":"Promouvoir l\u2019\u00e9galit\u00e9 des chances pour les personnes ayant eu des d\u00e9m\u00eal\u00e9s avec la justice : une intervention strat\u00e9gique aupr\u00e8s 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