{"id":9642,"date":"2022-06-22T09:25:26","date_gmt":"2022-06-22T14:25:26","guid":{"rendered":"https:\/\/hrwize.com\/?p=9642"},"modified":"2023-02-01T11:44:14","modified_gmt":"2023-02-01T16:44:14","slug":"mois-des-fiertes-comment-fournir-un-soutien-en-tant-quorganization","status":"publish","type":"post","link":"https:\/\/hrwize.com\/fr\/mois-des-fiertes-comment-fournir-un-soutien-en-tant-quorganization\/","title":{"rendered":"Mois de la fiert\u00e9s: comment fournir un soutien en tant qu\u2019organization"},"content":{"rendered":"\r\n

\"\"<\/strong><\/h3>\r\n

C’est le mois de la Fiert\u00e9 – que faites-vous en tant qu’organisation? <\/strong>\u00a0<\/h3>\r\n\r\n\r\n\r\n

Le mois de juin est le mois de la fiert\u00e9 au Canada. C’est une excellente occasion d’apprendre l’histoire de la fiert\u00e9, de c\u00e9l\u00e9brer la communaut\u00e9 LGBT2Q+ et d’envisager comment nous pouvons mieux soutenir nos employ\u00e9s.\u00a0 La Fiert\u00e9 a peut-\u00eatre son propre mois, mais il nous incombe, en tant que responsables des RH, gestionnaires et coll\u00e8gues, de poursuivre cet apprentissage, cette c\u00e9l\u00e9bration et ce soutien tout au long de l’ann\u00e9e.\u00a0<\/p>\r\n\r\n\r\n\r\n

L’histoire des homosexuels <\/strong>\u00a0<\/h3>\r\n\r\n\r\n\r\n

Saviez-vous qu’au Canada, l’homosexualit\u00e9 n’a \u00e9t\u00e9 d\u00e9criminalis\u00e9e qu’en 1969 ? Elle n’a \u00e9t\u00e9 retir\u00e9e du DSM (Manuel diagnostique et statistique des troubles mentaux) en tant que \u00ab\u00a0trouble\u00a0\u00bb qu’en 1973. Il a fallu attendre 1995 pour que l’orientation sexuelle soit incluse dans la Charte canadienne des droits et libert\u00e9s. Les couples de m\u00eame sexe n’ont pas eu le droit de se marier avant 2003! Seuls quatre membres du Parlement se sont identifi\u00e9s comme LGBT2Q+, et deux d’entre eux n’ont fait leur \u201ccoming out\u201d qu’apr\u00e8s avoir \u00e9t\u00e9 \u00e9lus.<\/p>\r\n\r\n\r\n\r\n

\u00a0Comprendre le contexte historique de la communaut\u00e9 LGBT2Q+, ses luttes et ses triomphes, permet de prendre du recul. Dans un monde parfait, nous esp\u00e9rons que nos diff\u00e9rences pourront \u00eatre accept\u00e9es sans cons\u00e9quence. Nous n’en sommes pas encore l\u00e0, et nous ne l’avons certainement pas \u00e9t\u00e9 historiquement. Reconna\u00eetre le travail accompli par les communaut\u00e9s LGBT2Q+ pour nous amener l\u00e0 o\u00f9 nous sommes aujourd’hui, qui est au moins en partie plus tol\u00e9rant, est un \u00e9l\u00e9ment important pour soutenir ces communaut\u00e9s aujourd’hui.\u00a0\u00a0<\/p>\r\n\r\n\r\n\r\n

\u00a0Une culture inclusive\u00a0<\/strong><\/h3>\r\n\r\n\r\n\r\n

\u00a0Une \u00e9tude de l’UCLA a r\u00e9v\u00e9l\u00e9 que 50 % des employ\u00e9s LGBT ne sont pas connus de leur superviseur actuel<\/a>.<\/strong> Pourtant, la recherche prouve r\u00e9guli\u00e8rement que le fait de s’affirmer r\u00e9duit l’anxi\u00e9t\u00e9 et la d\u00e9pression<\/strong> et que les gens ont une meilleure estime d’eux-m\u00eames<\/strong>. Malheureusement, les m\u00eames avantages en termes desant\u00e9 mentale ne se v\u00e9rifient pas lorsqu’une personne<\/strong> fait son \u201ccoming out\u201d dans un environnement qui la juge<\/strong> et ne lui apporte aucun soutien.\u00a0<\/p>\r\n\r\n\r\n\r\n

\u00a0C’est un excellent argument pour expliquer l’importance de la repr\u00e9sentation. Selon une \u00e9tude de McKinsey<\/a><\/strong>, le stress augmente<\/strong> lorsqu’une personne est la seule personne de son \u00e9quipe \u00e0 avoir une orientation sexuelle.\u00a0<\/p>\r\n\r\n\r\n\r\n

\u00a0La repr\u00e9sentation est une solution gagnant-gagnant-gagnant. En soutenant vos employ\u00e9s LGBT2Q+, vous leur permettez de se montrer sous leur vrai jour au travail, vous les rendez plus heureux et vous pr\u00e9parez le terrain pour encourager d’autres employ\u00e9s qui pourraient \u00eatre dans l’ombre \u00e0 se sentir plus \u00e0 l’aise et plus heureux aussi.<\/p>\r\n\r\n\r\n\r\n

Nous aimons le bonheur des employ\u00e9s pour de multiples raisons :<\/strong><\/p>\r\n\r\n\r\n\r\n

1. Qui n’aime pas voir les gens heureux?<\/p>\r\n\r\n\r\n\r\n

2. Des employ\u00e9s heureux augmentent le taux de r\u00e9tention.<\/p>\r\n\r\n\r\n\r\n

3. C’est sain! Il permet d’avoir des employ\u00e9s en bonne sant\u00e9 et une culture organisationnelle saine.\u00a0<\/p>\r\n\r\n\r\n\r\n\r\n\r\n

\"\"\u00a0<\/h3>\r\n

Comment pouvons-nous c\u00e9l\u00e9brer tout au long de l’ann\u00e9e?\u00a0<\/strong><\/h3>\r\n\r\n\r\n\r\n

\u00a0Afin de montrer qu’en tant qu’organisation, vous c\u00e9l\u00e9brez la communaut\u00e9 LGBT2Q+, il est important d’int\u00e9grer leurs contributions dans votre culture et de maintenir la conversation qui peut commencer pendant le mois des fiert\u00e9s tout au long de l’ann\u00e9e.\u00a0<\/p>\r\n\r\n\r\n\r\n

\u00a0Selon Statistique Canada, au Canada, 44 % des employ\u00e9s LGBT2Q+ ont \u00e9t\u00e9 victimes de comportements inappropri\u00e9s au travail<\/a><\/strong>, soit deux fois plus que leurs coll\u00e8gues h\u00e9t\u00e9rosexuels.\u00a0<\/p>\r\n\r\n\r\n\r\n

\u00a0Nous devons nous assurer que nous cr\u00e9ons un environnement exempt de jugement et de soutien <\/strong>afin d’\u00e9liminer ces exp\u00e9riences pour tous nos coll\u00e8gues, et en particulier pour ceux qui sont LGBTQ2+.\u00a0<\/p>\r\n\r\n\r\n\r\n

\u00a0La formation \u00e0 la diversit\u00e9 et \u00e0 l’inclusion est un excellent d\u00e9but, mais nous devons aller plus loin. Envisagez une strat\u00e9gie d’apprentissage plus continue<\/strong> pour permettre aux employ\u00e9s de rester conscients et inform\u00e9s de la soci\u00e9t\u00e9 en mutation (et en progr\u00e8s) dans laquelle nous vivons. Incorporez des auteurs homosexuels dans votre mat\u00e9riel d’apprentissage<\/strong>, des conf\u00e9renciers publics et motivants LGBTQ2+ dans les citations inspirantes que vous partagez en interne. Encouragez vos employ\u00e9s \u00e0 vous faire part de ce qu’ils appr\u00e9cieraient en termes de soutien. \u00c9coutez, et soyez pr\u00eat \u00e0 apprendre, \u00e0 vous adapter et \u00e0 \u00e9voluer.\u00a0<\/p>\r\n\r\n\r\n\r\n

\u00a0En ce mois des fiert\u00e9s, prenons l’engagement de maintenir la communaut\u00e9 LGBTQ2+ dans la conversation, d’aller au-del\u00e0 de 30 jours de c\u00e9l\u00e9bration et de favoriser une culture d’apprentissage et de croissance. N’oubliez pas que le bonheur des employ\u00e9s profite \u00e0 tous. Faisons ce qui est en notre pouvoir pour d\u00e9terminer o\u00f9 nous pouvons mettre en place les conditions propices \u00e0 ce bonheur.\u00a0<\/p>\r\n\r\n\r\n\r\n

Apprenez-en davantage sur l’histoire des queers au Canada.<\/a><\/strong><\/p>\r\n\r\n\r\n\r\n

\u00a0LGBTQ2+ signifie<\/a><\/strong> Lesbienne, Gay, Bisexuel, Transgenre, Queer, Deux-Sprits. L’inclusion du signe + est l\u00e0 pour repr\u00e9senter toutes les autres identit\u00e9s non list\u00e9es (Non-binaire, pansexuel, asexuel, intersexuel).\u00a0<\/p>\r\n","protected":false},"excerpt":{"rendered":"

Le mois de juin est le mois de la fiert\u00e9 au Canada. C’est une excellente occasion d’apprendre l’histoire de la fiert\u00e9, de c\u00e9l\u00e9brer la communaut\u00e9 LGBT2Q+ et d’envisager comment nous pouvons mieux soutenir nos employ\u00e9s.\u00a0 La Fiert\u00e9 a peut-\u00eatre son propre mois, mais il nous incombe, en tant que responsables des RH, gestionnaires et coll\u00e8gues,…<\/p>\n","protected":false},"author":12,"featured_media":9653,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[34,1],"tags":[1548,1026,75,59,638],"class_list":["post-9642","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-fr","category-uncategorized","tag-fierte","tag-leadership-conscient","tag-ressources-humaines","tag-rh","tag-sirh-fr"],"yoast_head":"\nMois de la fiert\u00e9s: comment fournir un soutien en tant qu\u2019organization - HRWize<\/title>\n<meta name=\"description\" content=\"Cloud based human resource (HR) management tool is totally scalable, so that when you grow it grows with you. 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