{"id":28629,"date":"2017-06-12T16:35:51","date_gmt":"2017-06-12T20:35:51","guid":{"rendered":"http:\/\/www.cmg.ca\/fr\/?p=28629"},"modified":"2023-06-03T14:53:02","modified_gmt":"2023-06-03T18:53:02","slug":"pousser-radio-canadacbc-a-representer-la-diversite-du-canada","status":"publish","type":"post","link":"https:\/\/cmg.ca\/fr\/nouvelles\/pousser-radio-canadacbc-a-representer-la-diversite-du-canada\/","title":{"rendered":"Pousser Radio-Canada\/CBC \u00e0 repr\u00e9senter la diversit\u00e9 du Canada"},"content":{"rendered":"

Notre Comit\u00e9 mixte en mati\u00e8re d\u2019\u00e9quit\u00e9 en emploi a r\u00e9cemment rencontr\u00e9 l\u2019\u00e9quipe de la direction responsable d\u2019augmenter l\u2019\u00e9quit\u00e9 en embauche \u00e0 Radio-Canada\/CBC. Ce Comit\u00e9 existe depuis 1988-1989. Nous sommes tenus, en vertu de la Loi f\u00e9d\u00e9rale sur l\u2019\u00e9quit\u00e9 en mati\u00e8re d\u2019emploi et par notre Convention collective, de rencontrer la Soci\u00e9t\u00e9 pour nous assurer que les cibles d\u2019embauche en mati\u00e8re de diversit\u00e9 que Radio-Canada est oblig\u00e9e d\u2019atteindre dans le cadre de ses responsabilit\u00e9s en vertu de la Loi deviennent r\u00e9alit\u00e9. Pour de plus amples renseignements sur ce comit\u00e9, cliquez ici<\/a>.<\/p>\n

Par le pass\u00e9, la Soci\u00e9t\u00e9 a eu du mal \u00e0 satisfaire ces exigences.<\/p>\n

Cependant, au cours de la derni\u00e8re ann\u00e9e, et depuis que la Soci\u00e9t\u00e9 a fait l\u2019objet de v\u00e9rification de la part d\u2019Emploi et D\u00e9veloppement social Canada (EDSC) en 2012 pour ne pas avoir respect\u00e9 ces exigences, il y a eu un engagement renouvel\u00e9 de veiller \u00e0 ce que l\u2019embauche des employ\u00e9s issus des quatre groupes d\u00e9sign\u00e9s soit sur le radar de tout le monde \u00e0 Radio-Canada, en particulier les gestionnaires.<\/p>\n

Le rapport pr\u00e9sent\u00e9 par la direction \u00e9tait encourageant, car les chiffres d\u2019embauche ont effectivement augment\u00e9, en grande partie parce que les gestionnaires responsables de l\u2019embauche ont fait de cette obligation une priorit\u00e9. De fa\u00e7on g\u00e9n\u00e9rale, nous savons que plus de travailleurs Autochtones et ceux provenant de populations racialis\u00e9es ont \u00e9t\u00e9 embauch\u00e9s, que les femmes repr\u00e9sentent actuellement pr\u00e8s de 50 % de la main-d\u2019\u0153uvre, et que l\u2019embauche de travailleurs atteints d\u2019invalidit\u00e9 a aussi augment\u00e9.  Ces am\u00e9liorations sont attribuables \u00e9galement aux mesures prises par la Soci\u00e9t\u00e9 pour permettre aux employ\u00e9s de s\u2019identifier ais\u00e9ment.<\/p>\n

Toutefois, il reste encore beaucoup \u00e0 faire.<\/p>\n

Dans cette optique, nos membres de la Guilde ont r\u00e9pondu publiquement et se sont fait entendre au cours des dix dernier mois. Le tout a commenc\u00e9 avec  une entrevue  accord\u00e9e au site Canadaland en ao\u00fbt 2016 pour un article en anglais intitul\u00e9 : ‘Just How White Is The CBC?’<\/a><\/p>\n

Cela a expos\u00e9 des ann\u00e9es de quasi-inaction. Des membres de partout au pays se sont alors organis\u00e9s et ont envoy\u00e9 deux lettres \u2013 une \u00e0 Hubert Lacroix, l\u2019autre \u00e0 Jennifer McGuire \u2013 exigeant un changement et une reddition de comptes de la part de la direction quant \u00e0 ses d\u00e9cisions d\u2019embauche. Tout d\u2019un coup, des choses dont la direction parlait seulement ont \u00e9t\u00e9 pouss\u00e9es en action \u2013 y compris la formation sur la discrimination inconsciente pour les gestionnaires et un programme de formation au leadership pour les minorit\u00e9s visibles. Nous f\u00e9licitons nos membres pour avoir apport\u00e9 un changement r\u00e9el en tant groupe sur le terrain. <\/p>\n

Nous continuerons d\u2019appuyer nos membres dans leur d\u00e9marche pour faire de Radio-Canada un lieu de travail plus juste et plus \u00e9quitable.<\/p>\n

Notre syndicat travaille pour que les membres des quatre groupes d\u00e9sign\u00e9s soient embauch\u00e9s et maintenus; qu\u2019ils aient une voie claire pour atteindre les \u00e9chelons sup\u00e9rieurs de la direction si c\u2019est ce qu\u2019ils souhaitent; et pour que la formation sur la discrimination inconsciente et l\u2019histoire des peuples Autochtones et racialis\u00e9s soient int\u00e9gr\u00e9es \u00e0 la formation des gestionnaires afin de favoriser un environnement ouvert. Nous esp\u00e9rons que cela permettra notamment de cr\u00e9er un lieu de travail dans lequel des commentaires insensibles dans les m\u00e9dias sociaux par des cadres sup\u00e9rieurs seront chose du pass\u00e9.<\/p>\n

\u00c0 cette fin, nous exigeons la mise en place d\u2019un m\u00e9canisme pour v\u00e9rifier la reddition de comptes des gestionnaires \u00e0 l\u2019\u00e9gard de ces attentes.  Nous insistons pour que la Soci\u00e9t\u00e9 prenne nos buts et initiatives au s\u00e9rieux. Pour cela, nous continuerons de demander des donn\u00e9es concr\u00e8tes sur le nombre d\u2019employ\u00e9s issus des quatre groupes d\u00e9sign\u00e9s qui sont embauch\u00e9s comme gestionnaires ainsi qu\u2019\u00e0 tous les niveaux de Radio-Canada; ainsi que des mesures claires  pour \u00e9liminer la discrimination inconsciente du processus d\u2019embauche.<\/p>\n

La prochaine r\u00e9union du comit\u00e9 est pr\u00e9vue pour novembre 2017. <\/p>\n

Les membres de la Guilde si\u00e9geant au Comit\u00e9 mixte sur l\u2019\u00e9quit\u00e9 en mati\u00e8re d\u2019emploi :<\/strong>
\n<\/strong>Debora Barkun
\nWendy Martin
\nSa\u00efda Ouchaou-Ozarowski
\nJonathan Spence
\nRonna Syed
\nTerri Monture, Conseill\u00e8re syndicale de la Guilde<\/p>\n","protected":false},"excerpt":{"rendered":"

Notre Comit\u00e9 mixte en mati\u00e8re d\u2019\u00e9quit\u00e9 en emploi a r\u00e9cemment rencontr\u00e9 l\u2019\u00e9quipe de la direction responsable d\u2019augmenter l\u2019\u00e9quit\u00e9 en embauche […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ngg_post_thumbnail":0,"_EventAllDay":false,"_EventTimezone":"","_EventStartDate":"","_EventEndDate":"","_EventStartDateUTC":"","_EventEndDateUTC":"","_EventShowMap":false,"_EventShowMapLink":false,"_EventURL":"","_EventCost":"","_EventCostDescription":"","_EventCurrencySymbol":"","_EventCurrencyCode":"","_EventCurrencyPosition":"","_EventDateTimeSeparator":"","_EventTimeRangeSeparator":"","_EventOrganizerID":[],"_EventVenueID":[],"_OrganizerEmail":"","_OrganizerPhone":"","_OrganizerWebsite":"","_VenueAddress":"","_VenueCity":"","_VenueCountry":"","_VenueProvince":"","_VenueState":"","_VenueZip":"","_VenuePhone":"","_VenueURL":"","_VenueStateProvince":"","_VenueLat":"","_VenueLng":"","_VenueShowMap":false,"_VenueShowMapLink":false,"footnotes":""},"categories":[279,1],"tags":[86],"workplace":[246],"class_list":["post-28629","post","type-post","status-publish","format-standard","hentry","category-a-mon-lieu-de-travail","category-nouvelles","tag-equite-en-matiere-demploi","workplace-radio-canada-cbc"],"acf":[],"yoast_head":"\nPousser Radio-Canada\/CBC \u00e0 repr\u00e9senter la diversit\u00e9 du Canada - 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