{"id":31931,"date":"2020-12-21T12:15:10","date_gmt":"2020-12-21T17:15:10","guid":{"rendered":"https:\/\/www.cmg.ca\/fr\/?p=31931"},"modified":"2023-06-03T14:48:56","modified_gmt":"2023-06-03T18:48:56","slug":"message-du-comite-equite-diversite-et-inclusion-cedi-mixte-a-radio-canada","status":"publish","type":"post","link":"https:\/\/cmg.ca\/fr\/nouvelles\/message-du-comite-equite-diversite-et-inclusion-cedi-mixte-a-radio-canada\/","title":{"rendered":"Message du Comit\u00e9 \u00e9quit\u00e9, diversit\u00e9 et inclusion (CEDI) mixte \u00e0 Radio-Canada"},"content":{"rendered":"

Bonjour de la part du Comit\u00e9 \u00e9quit\u00e9, diversit\u00e9 et inclusion (CEDI) mixte,<\/p>\n

Nous sommes vos repr\u00e9sentants de la Guilde qui rencontrent chaque mois la direction de CBC\/Radio-Canada pour discuter des questions d’\u00e9quit\u00e9 en mati\u00e8re d’emploi \u00e0 CBC\/Radio-Canada. En vertu de la loi canadienne en vigueur, CBC\/Radio-Canada est tenue d’offrir un milieu de travail \u00e9quitable pour quatre groupes en qu\u00eate d’\u00e9quit\u00e9 : les femmes, les peuples autochtones, les personnes de couleur et les personnes ayant des capacit\u00e9s diff\u00e9rentes.<\/p>\n

CBC\/Radio-Canada a reconnu qu’il y a beaucoup de travail urgent \u00e0 faire sur ce dossier. En cons\u00e9quence, nous avons commenc\u00e9 \u00e0 rencontrer la direction plus fr\u00e9quemment, tous les mois. Ce n’est un secret pour personne que plus on monte les \u00e9chelons, moins notre milieu de travail est diversifi\u00e9. La pr\u00e9sidente de CBC\/Radio-Canada et l’\u00e9quipe des cadres sup\u00e9rieurs nous ont assur\u00e9 qu’ils s’engageaient \u00e0 accro\u00eetre la repr\u00e9sentation des employ\u00e9s issus de groupes en qu\u00eate d’\u00e9quit\u00e9. Pour rem\u00e9dier \u00e0 ce probl\u00e8me, la moiti\u00e9 des nouvelles recrues pour les postes de direction proviendront de groupes en qu\u00eate d’\u00e9quit\u00e9. Toutefois, comme il y a peu de postes \u00e0 pourvoir, ce processus prendra un certain temps avant de porter fruits.<\/p>\n

L\u2019\u00e9quipe des cadres sup\u00e9rieurs a lanc\u00e9 une s\u00e9rie de nouvelles initiatives en r\u00e9ponse aux pr\u00e9occupations soulev\u00e9es par nos membres relativement \u00e0 l\u2019absence de diversit\u00e9 et d’inclusion \u00e0 CBC\/Radio-Canada. Par exemple, il y a une r\u00e9vision des Normes et pratiques journalistiques et un effort pour promouvoir les employ\u00e9s des groupes en qu\u00eate d’\u00e9quit\u00e9 dans des r\u00f4les de niveau sup\u00e9rieur. C’est un bon d\u00e9but, mais il reste encore beaucoup \u00e0 faire. En tant que vos repr\u00e9sentants, nous continuons de pr\u00e9coniser une meilleure repr\u00e9sentation des groupes en qu\u00eate d’\u00e9quit\u00e9, depuis l’embauche et l’accueil jusqu’\u00e0 la r\u00e9tention et \u00e0 la promotion \u00e0 tous les niveaux de la Soci\u00e9t\u00e9.<\/p>\n

En septembre, nous avons envoy\u00e9 un sondage pour obtenir votre avis sur l’\u00e9quit\u00e9 en mati\u00e8re d’emploi \u00e0 CBC\/Radio-Canada. Nous avons \u00e9t\u00e9 ravis de recevoir des r\u00e9ponses de membres qui travaillent dans chaque r\u00e9gion et dans la plupart des services \u00e0 CBC\/Radio-Canada. Les r\u00e9pondants \u00e9taient \u00e9galement repr\u00e9sentatifs de tous les niveaux d’exp\u00e9rience et de tous les groupes d’\u00e2ge. Nous vous remercions d’avoir pris le temps de participer au sondage, car cela permet d\u2019\u00e9clairer et d\u2019orienter notre travail.<\/p>\n

En t\u00eate de vos pr\u00e9occupations: le manque d’avancement de carri\u00e8re et de mentorat pour les employ\u00e9s issus de groupes en qu\u00eate d’\u00e9quit\u00e9. Vous avez exprim\u00e9 une profonde inqui\u00e9tude quant aux diverses fa\u00e7ons dont le racisme syst\u00e9mique continue d’affecter votre exp\u00e9rience professionnelle \u00e0 CBC et \u00e0 Radio-Canada. Nous entendons votre message haut et fort et nous continuerons de nous porter \u00e0 la d\u00e9fense du changement lors de nos futures r\u00e9unions avec la direction. Le sondage \u00e9tait un point de d\u00e9part et nous esp\u00e9rons garder les lignes de communication ouvertes avec vous.<\/p>\n

Nous savons que cette ann\u00e9e a \u00e9t\u00e9 difficile pour un grand nombre de nos membres. Nous reconnaissons que beaucoup d’entre vous avez assum\u00e9 le double ou le triple des responsabilit\u00e9s. Dans de telles circonstances, il est difficile de trouver l’\u00e9nergie et le temps de se battre pour le changement. Votre participation continue en vue d\u2019orienter notre travail est essentielle. Au cours de la nouvelle ann\u00e9e, nous nous engageons \u00e0 vous faire parvenir des mises \u00e0 jour r\u00e9guli\u00e8res sur les progr\u00e8s que nous r\u00e9alisons et sur ce qu’il reste \u00e0 faire. Si vous avez des pr\u00e9occupations ou des suggestions, nous vous invitons \u00e0 communiquer avec nous \u00e0 l’adresse suivante : cmgjedi@gmail.com<\/a>.<\/p>\n

Pour terminer, nous tenons \u00e0 vous souhaiter, \u00e0 vous et \u00e0 votre famille, de bonnes F\u00eates de fin d’ann\u00e9e. Nous esp\u00e9rons que vous aurez un peu de temps pour vous reposer et vous remettre de cette p\u00e9riode tr\u00e8s difficile pour nous tous.<\/p>\n

Cordialement,<\/p>\n

CEDI mixte de la Guilde
\n<\/strong>Sa\u00efda Ouchaou-Ozarowski, copr\u00e9sidente du CEDI
\nAdrian Harewood
\nKhaleel Mohammed
\nSujata Berry
\nTerri Monture, conseill\u00e8re syndicale de la Guilde
\nKim Trynacity, pr\u00e9sidente<\/p>\n","protected":false},"excerpt":{"rendered":"

En vertu de la loi canadienne en vigueur, CBC\/Radio-Canada est tenue d’offrir un milieu de travail \u00e9quitable pour quatre groupes en qu\u00eate d’\u00e9quit\u00e9 : les femmes, les peuples autochtones, les personnes de couleur et les personnes ayant des capacit\u00e9s diff\u00e9rentes.<\/p>\n","protected":false},"author":1,"featured_media":29121,"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":[279,1,282],"tags":[219],"workplace":[246],"class_list":["post-31931","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-a-mon-lieu-de-travail","category-nouvelles","category-nouvelles-des-comites","tag-comites-radio-canada","workplace-radio-canada-cbc"],"acf":[],"yoast_head":"\nMessage du Comit\u00e9 \u00e9quit\u00e9, diversit\u00e9 et inclusion (CEDI) mixte \u00e0 Radio-Canada - 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