{"id":8491,"date":"2021-06-08T16:05:53","date_gmt":"2021-06-08T20:05:53","guid":{"rendered":"https:\/\/epsi-inc.com\/?p=8491"},"modified":"2023-02-07T10:22:29","modified_gmt":"2023-02-07T15:22:29","slug":"diversity-and-inclusion-divergent-perceptions-between-leaders-and-employees","status":"publish","type":"post","link":"https:\/\/epsi-inc.com\/en\/diversity-and-inclusion-divergent-perceptions-between-leaders-and-employees\/","title":{"rendered":"Diversity and Inclusion: Divergent Perceptions between Leaders and Employees"},"content":{"rendered":"\n

En ce Mois de la Fiert\u00e9, le sujet de la diversit\u00e9 et de l’inclusion est mis de l’avant par diff\u00e9rents acteurs qui supportent la cause. Comme plusieurs autres organisations, EPSI tient \u00e0 d\u00e9montrer fi\u00e8rement son appui via la conscientisation et l’\u00e9ducation sur le sujet. Dans cet article, vous retrouverez des m\u00e9thodes concr\u00e8tes qui peuvent \u00eatre appliqu\u00e9es au quotidien afin de promouvoir la diversit\u00e9 et l’inclusion dans votre entreprise.<\/p>\n\n

Puisque le sujet peut \u00eatre appliqu\u00e9 de diff\u00e9rentes fa\u00e7ons, dans diff\u00e9rents contextes, il peut \u00eatre per\u00e7u comme tr\u00e8s large et vague. Pourtant, il existe des actions concr\u00e8tes qui permettent \u00e0 votre organisation de promouvoir ces valeurs, tout en demeurant simple et concis.<\/p>\n\n

Les impacts positifs sur l’organisation<\/strong><\/h5>\n\n

La \u00ab diversit\u00e9 et l\u2019inclusion \u00bb se d\u00e9finit comme \u00e9tant la vari\u00e9t\u00e9 des gens et des id\u00e9es dans une entreprise, et la cr\u00e9ation d\u2019un milieu o\u00f9 chacun \u00e9prouve un sentiment d\u2019appartenance et se sent respect\u00e9, valoris\u00e9 et interreli\u00e9, et exprime son \u00eatre \u00ab authentique \u00bb (p. ex. ses id\u00e9es, ses ant\u00e9c\u00e9dents et sa perception des choses) \u00e0 l\u2019\u00e9quipe et \u00e0 l\u2019entreprise1<\/sup><\/a>.<\/p>\n\n

Depuis 2015, McKinsey a publi\u00e9 trois (3) rapports influents sur la diversit\u00e92<\/a><\/sup>. Dans \u00ab Why diversity matters \u00bb (2015) il a \u00e9t\u00e9 d\u00e9montr\u00e9 que les organisations comptant sur une diversit\u00e9 \u00e9lev\u00e9e \u00e9taient plus susceptibles d’avoir une performance financi\u00e8re sup\u00e9rieure aux moyennes de leur secteur d\u2019activit\u00e9s et que la diversit\u00e9 \u00e9tait un facteur de diff\u00e9renciation concurrentielle qui, au fil du temps, faisait \u00e9voluer les parts de march\u00e9 vers des organisations plus diversifi\u00e9es3<\/a><\/sup>. Dans \u00ab Delivering through diversity \u00bb (2018), les conclusions du rapport de 2015 ont \u00e9t\u00e9 confirm\u00e9es et la corr\u00e9lation entre le niveau de diversit\u00e9 d\u2019une organisation et sa performance financi\u00e8re a \u00e9t\u00e9 renforc\u00e9e4<\/a><\/sup>. Dans \u00ab Diversity wins \u00bb (2020), le rapport confirmait \u00e0 nouveau les conclusions des deux (2) rapports pr\u00e9c\u00e9dents tout en admettant que bien que les progr\u00e8s \u00e9taient constants, la progression de la diversit\u00e9 et de l\u2019inclusion \u00e9tait plut\u00f4t lente5<\/a><\/sup>.<\/p>\n\n

Nous sommes en droit de se demander pourquoi la progression est si lente\u2026 Pourtant, le consensus semblant \u00e9merger de la recherche confirme que les organisations les plus diversifi\u00e9es sont mieux plac\u00e9es pour attirer et recruter les meilleurs talents, exceller en mati\u00e8re de service \u00e0 la client\u00e8le, avoir un taux de satisfaction plus \u00e9lev\u00e9 de leurs employ\u00e9s et prendre des d\u00e9cisions plus \u00e9clair\u00e9es; tout cela menant \u00e0 une meilleure productivit\u00e9 et performance financi\u00e8re pour les organisations.<\/p>\n\n

Mesurer le succ\u00e8s de vos initiatives<\/strong><\/h5>\n\n

Une \u00e9tude r\u00e9alis\u00e9e par Accenture en 2020 rapportait que 68 % des leaders pr\u00e9tendaient cr\u00e9er un environnement de travail inclusif, diversifi\u00e9 et s\u00e9curitaire dans lequel les employ\u00e9s pouvaient \u00eatre eux-m\u00eames, soulever des inqui\u00e9tudes et des enjeux et innover sans avoir peur d\u2019\u00eatre jug\u00e9 ou de ne pas \u00eatre \u00e0 la hauteur6<\/a><\/sup>; alors qu\u2019uniquement 36 % des employ\u00e9s pensaient la m\u00eame chose. Cette diff\u00e9rence marqu\u00e9e au niveau de la perception d\u00e9montre qu\u2019il reste beaucoup de travail \u00e0 faire sur le sujet !<\/p>\n\n

Id\u00e9es ou pistes de solution favorisant la cr\u00e9ation d\u2019une culture inclusive et diversifi\u00e9e au sein d\u2019une organisation :<\/strong><\/h5>\n\n
    \n
  1. Avoir une gestion et des leaders engag\u00e9s dans le processus et montrer l\u2019exemple<\/li>\n\n\n\n
  2. Encourager tous les employ\u00e9s \u00e0 prendre des actions concr\u00e8tes pour d\u00e9montrer leur volont\u00e9 de faire de la diversit\u00e9 et de l\u2019inclusion une priorit\u00e9<\/li>\n\n\n\n
  3. Donner l\u2019opportunit\u00e9 \u00e0 tous les employ\u00e9s de pouvoir s\u2019exprimer lors de rencontres corporatives, groupes de travail, activit\u00e9s sociales, etc.<\/li>\n\n\n\n
  4. \u00c9laborer des politiques et des pratiques qui promeuvent la diversit\u00e9 et l\u2019inclusion<\/li>\n\n\n\n
  5. Int\u00e9grer la diversit\u00e9 et l\u2019inclusion tout au long du cycle de vie d\u2019un employ\u00e9 (attraction, embauche, int\u00e9gration, formation\/d\u00e9veloppement, r\u00e9tention et d\u00e9part)<\/li>\n\n\n\n
  6. Tenir des formations sur la diversit\u00e9 et l\u2019inclusion au sein de l\u2019organisation pour sensibiliser tous les employ\u00e9s y compris les dirigeants<\/li>\n\n\n\n
  7. Donner le droit \u00e0 l\u2019erreur et mettre en place un processus pour apprendre des erreurs<\/li>\n\n\n\n
  8. Promouvoir l\u2019ouverture et lutter contre les pr\u00e9jug\u00e9s et la discrimination<\/li>\n\n\n\n
  9. Favoriser et encourager l\u2019\u00e9quilibre travail \u2013 vie personnelle<\/li>\n\n\n\n
  10. Souligner et c\u00e9l\u00e9brer les moments importants, les coutumes et traditions de toutes les cultures pr\u00e9sentes au sein de votre organisation<\/li>\n<\/ol>\n\n

    Plusieurs autres id\u00e9es ou pistes de solutions peuvent \u00eatre amen\u00e9es mais en int\u00e9grant certaines, votre organisation ne s\u2019en portera que mieux !<\/p>\n","protected":false},"excerpt":{"rendered":"

    En ce Mois de la Fiert\u00e9, le sujet de la diversit\u00e9 et de l’inclusion est mis de l’avant par diff\u00e9rents acteurs qui supportent la cause. Comme plusieurs autres organisations, EPSI tient \u00e0 d\u00e9montrer fi\u00e8rement son appui via la conscientisation et l’\u00e9ducation sur le sujet. Dans cet article, vous retrouverez des m\u00e9thodes concr\u00e8tes qui peuvent \u00eatre […]<\/p>\n","protected":false},"author":2,"featured_media":8493,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[75,76],"tags":[],"class_list":["post-8491","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-tips-and-tricks","category-post"],"acf":[],"yoast_head":"\nDiversity and Inclusion: Divergent Perceptions between Leaders and Employees – EPSI Blog<\/title>\n<meta name=\"description\" content=\"In this article by\u00a0Nicolas Roy, Vice President at EPSI, discover various solutions that promote an inclusive organizational culture.\u00a0\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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