{"id":1953,"date":"2021-06-09T13:11:34","date_gmt":"2021-06-09T11:11:34","guid":{"rendered":"https:\/\/laboragora.com\/?p=1953"},"modified":"2023-06-13T10:34:11","modified_gmt":"2023-06-13T08:34:11","slug":"lgbt-devenir-une-entreprise-inclusive","status":"publish","type":"post","link":"https:\/\/laboragora.com\/index.php\/2021\/06\/09\/lgbt-devenir-une-entreprise-inclusive\/","title":{"rendered":"LGBT+ : Devenir une entreprise inclusive"},"content":{"rendered":"\n<p>Si les personnes LGBTQI+ ont gagn\u00e9 de la visibilit\u00e9 durant les derni\u00e8res d\u00e9cennies, il reste du chemin \u00e0 parcourir pour leur inclusion au sein des entreprises et contre les discriminations qu\u2019elles subissent au travail. Beaucoup d\u2019entre elles se sentent isol\u00e9es du reste de leurs coll\u00e8gues et pr\u00e9f\u00e8rent taire leurs identit\u00e9s [1].<\/p>\n\n\n\n<p>Leur pleine inclusion est une responsabilit\u00e9 morale pour les entreprises et les soci\u00e9t\u00e9s, mais elle permet aussi de lib\u00e9rer le potentiel de ces talents. En effet, et comme nous allons le voir, l\u2019inclusion r\u00e9duit le stress de ces employ\u00e9s, favorise leur engagement et leur bien-\u00eatre, et am\u00e9liore leur performance.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Les trois piliers de l\u2019inclusion<\/h2>\n\n\n\n<p>Au sein d\u2019une entreprise, l\u2019inclusion repose sur trois piliers&nbsp;: sa politique RSE, son climat de travail et le support social entre employ\u00e9s. Comprenons chacun des piliers, avant de voir comment ils impactent l\u2019inclusion.<\/p>\n\n\n\n<p><strong>Politique d\u2019entreprise<\/strong><\/p>\n\n\n\n<p>En d\u00e9finissant une politique responsable, l\u2019entreprise formalise des orientations g\u00e9n\u00e9rales concernant ses employ\u00e9s issus de minorit\u00e9s. Elle indique les comportements acceptables et attendus. Ainsi, elle signale que les <a href=\"https:\/\/laboragora.com\/index.php\/2020\/11\/25\/quatre-astuces-pour-etre-raciste-sans-en-avoir-lair\/\" target=\"_blank\" rel=\"noreferrer noopener\">mauvais traitements et les discriminations<\/a> ne seront pas tol\u00e9r\u00e9s, m\u00eame en l\u2019absence de protection l\u00e9gale des personnes LGBTQI+ [2].<\/p>\n\n\n\n<p><strong>Climat de travail<\/strong><\/p>\n\n\n\n<p>Malheureusement, il peut exister un d\u00e9calage entre, d\u2019un c\u00f4t\u00e9 le message de la politique d\u2019entreprise, et de l\u2019autre la mani\u00e8re avec laquelle ses employ\u00e9s le comprennent et l\u2019appliquent [3]. Ceci met en avant l\u2019importance de consid\u00e9rer le climat socio-psychologique de travail, et notamment les valeurs, les croyances et les comportements associ\u00e9s.<\/p>\n\n\n\n<p>En 2019, une \u00e9quipe de recherche am\u00e9ricaine a distingu\u00e9 quatre types de climat organisationnel inclusif, gr\u00e2ce \u00e0 un outil psychom\u00e9trique [4].<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Climat favorable (<em>supportive<\/em>) \u00e0 Fort support social et faible discrimination.<\/li>\n\n\n\n<li>Climat tol\u00e9rant (<em>tolerant<\/em>) \u00e0 Fort support social et faible discrimination, mais manque de sensibilit\u00e9 des coll\u00e8gues aux questions de genre.<\/li>\n\n\n\n<li>Climat ambig\u00fc (<em>ambiguous<\/em>) \u00e0 Support social et discrimination mod\u00e9r\u00e9s, discr\u00e9tion des employ\u00e9s LGBTQI+ concernant leurs identit\u00e9s.<\/li>\n\n\n\n<li>Climat hostile (<em>hostile<\/em>) \u00e0 Faible support social et forte discrimination, risque de perte d\u2019emploi en cas d\u2019expression d\u2019une identit\u00e9 LGBTQI+.<\/li>\n<\/ul>\n\n\n\n<p><strong>Support social<\/strong><\/p>\n\n\n\n<p>A c\u00f4t\u00e9 de la politique et du climat, le support social joue un r\u00f4le important. Il constitue un ensemble de ressources interpersonnelles, capable de satisfaire des <a href=\"https:\/\/laboragora.com\/index.php\/2018\/03\/12\/depasser-maslow-le-modele-bucket\/\" target=\"_blank\" rel=\"noreferrer noopener\">besoins socio-psychologiques essentiels<\/a> comme l\u2019acceptation ou l\u2019appartenance [5].<\/p>\n\n\n\n<p>Le support social aide les personnes LGBTQI+ \u00e0 se sentir davantage incluses, qu\u2019il vienne d\u2019autres membres de leur communaut\u00e9 [6] ou non [7].<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Quel pilier pour quelles cons\u00e9quences sur l&rsquo;inclusion&nbsp;?<\/h2>\n\n\n\n<p>Pour mettre en lumi\u00e8re le r\u00f4le de ces trois piliers, je vous propose de nous baser sur une m\u00e9ta-analyse de Jennica Webster et son \u00e9quipe [8]. Ses principaux r\u00e9sultats sont pr\u00e9sent\u00e9s dans les sch\u00e9mas ci-dessous et le lien vers l\u2019\u00e9tude compl\u00e8te est disponible \u00e0 la fin de cet article.<\/p>\n\n\n\n<p>Ce travail permet d\u2019\u00e9valuer les impacts de la politique d\u2019entreprise, du climat de travail et du support social sur quatre cons\u00e9quences&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>les attitudes \u00e0 l\u2019\u00e9gard du travail&nbsp;(satisfaction, engagement, etc.),<\/li>\n\n\n\n<li>le stress psychologique,<\/li>\n\n\n\n<li>la divulgation (volont\u00e9 de d\u00e9voiler son identit\u00e9 de genre),<\/li>\n\n\n\n<li>la discrimination per\u00e7ue (perception de discrimination en contexte de travail).<\/li>\n<\/ul>\n\n\n\n<p>L\u2019\u00e9tude r\u00e9v\u00e8le que la politique d\u2019entreprise a un effet marginal sur ces quatre cons\u00e9quences. Ceci met en avant qu\u2019une politique pro-LGBTQI+ n\u2019est pas suffisante en elle-m\u00eame. En effet, pour \u00eatre efficace, elle doit \u00eatre mise en action de mani\u00e8re concr\u00e8te et consistante, \u00e0 tous les niveaux et dans tous les secteurs de l\u2019entreprise. Malgr\u00e9 cela, elle n\u2019est pas inutile, puisqu\u2019elle constitue souvent un premier pas vers une entreprise plus inclusive.<\/p>\n\n\n\n<p>Contrairement \u00e0 la politique d\u2019entreprise, le climat se situe \u00e0 un niveau plus \u00ab&nbsp;humain&nbsp;\u00bb, plus interpersonnel et affectif, l\u00e0 o\u00f9 la discrimination quotidienne a lieu. De fait, le climat socio-psychologique de travail a un grand effet sur l\u2019inclusion, notamment concernant la perception de discrimination et la divulgation. A propos de cette derni\u00e8re, un climat favorable est un indicateur essentiel, montrant qu\u2019il est possible d\u2019exprimer son identit\u00e9 sereinement dans l\u2019environnement de travail.<\/p>\n\n\n\n<p>De m\u00eame, le support social rev\u00eat une forte importance, principalement \u00e0 l\u2019\u00e9gard des attitudes de travail et du stress. En effet, le support social fournit des ressources socio-psychologiques qui permettent de contrer les effets n\u00e9gatifs des agressions du quotidien de travail [9]. Il permet de lutter contre l\u2019isolement des personnes LGBTQI+ et favorise leur engagement.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"839\" height=\"161\" src=\"https:\/\/laboragora.com\/wp-content\/uploads\/2021\/06\/Schema-inclusion-LGBT.png\" alt=\"R\u00e9sultats de la m\u00e9ta-analyse de Webster et al. 2018.\" class=\"wp-image-1954\" srcset=\"https:\/\/laboragora.com\/wp-content\/uploads\/2021\/06\/Schema-inclusion-LGBT.png 839w, https:\/\/laboragora.com\/wp-content\/uploads\/2021\/06\/Schema-inclusion-LGBT-300x58.png 300w, https:\/\/laboragora.com\/wp-content\/uploads\/2021\/06\/Schema-inclusion-LGBT-768x147.png 768w\" sizes=\"auto, (max-width: 839px) 100vw, 839px\" \/><figcaption class=\"wp-element-caption\">R\u00e9sultats de la m\u00e9ta-analyse de Webster (et al., 2018 [8]). Les valeurs indiquent le pourcentage de variance expliqu\u00e9e.<br>Le d\u00e9tail des r\u00e9sultats et des analyses est disponible dans l&rsquo;<a href=\"https:\/\/onlinelibrary.wiley.com\/doi\/abs\/10.1002\/hrm.21873\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">article original<\/a>.<\/figcaption><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusion<\/h2>\n\n\n\n<p>Au final, m\u00eame si une entreprise communique ouvertement sa politique inclusive, en r\u00e9alit\u00e9 les choses se jouent \u00e0 des niveaux plus subtiles. En effet, ce sont des facteurs socio-psychologiques, comme le climat de travail et le support social, qui constituent les principaux leviers de l\u2019inclusion.<\/p>\n\n\n\n<p>Ils sont capables de cr\u00e9er un environnement de travail r\u00e9ellement inclusif, qui d\u00e9passe la <a href=\"https:\/\/laboragora.com\/index.php\/2020\/11\/10\/les-formations-anti-biais-font-plus-de-mal-que-de-bien\/\" target=\"_blank\" rel=\"noreferrer noopener\">simple lutte contre les biais cognitifs et la discrimination<\/a>. En effet, un management inclusif naitra avant tout dans l\u2019acceptation de la d\u00e9viance positive (comportements positifs qui s\u2019\u00e9cartent de la norme en vigueur [10]). Mais si vous avez lu mon <a href=\"https:\/\/laboragora.com\/index.php\/2020\/02\/25\/leadership-inclusif-le-comprendre-et-lappliquer\/\" target=\"_blank\" rel=\"noreferrer noopener\">article sur le leadership inclusif<\/a>, vous le savez d\u00e9j\u00e0&nbsp;!<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Aller plus loin<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Pastorelli, B. (2020). <a href=\"https:\/\/laboragora.com\/index.php\/2020\/11\/10\/les-formations-anti-biais-font-plus-de-mal-que-de-bien\/\" target=\"_blank\" rel=\"noreferrer noopener\">Les formations anti biais font-elles plus de mal que de bien ?<\/a><\/li>\n\n\n\n<li>Pastorelli, B. (2020). <a href=\"https:\/\/laboragora.com\/index.php\/2020\/10\/06\/vers-un-meilleur-multiculturalisme-au-travail\/\" target=\"_blank\" rel=\"noreferrer noopener\">Vers un meilleur Multiculturalisme au travail.<\/a><\/li>\n\n\n\n<li>Pastorelli, B. (2020). <a href=\"https:\/\/laboragora.com\/index.php\/2020\/02\/25\/leadership-inclusif-le-comprendre-et-lappliquer\/\" target=\"_blank\" rel=\"noreferrer noopener\">Leadership inclusif : le comprendre et l\u2019appliquer.<\/a><\/li>\n\n\n\n<li>Kerleaux, V. (2020). <a href=\"https:\/\/laboragora.com\/index.php\/2020\/08\/27\/chronique-scientifique-antisexiste-003-les-machos-doutent-ils-de-leur-virilite-peur-de-la-contagion-sociale-et-humour-sexiste\/\" target=\"_blank\" rel=\"noreferrer noopener\">Chronique scientifique antisexiste #003 \u2013 Les machos doutent-ils de leur virilit\u00e9 ? Peur de la contagion sociale et humour sexiste.<\/a><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">R\u00e9f\u00e9rences<\/h2>\n\n\n\n<ol class=\"wp-block-list\" type=\"1\">\n<li>McFadden, C., &amp; Crowley-Henry, M. (2018). \u2018My People\u2019: the potential of LGBT employee networks in reducing stigmatization and providing voice. <em>International Journal of Human Resource Management<\/em>, 29(5), 1056\u20131081. <a href=\"https:\/\/doi.org\/10.1080\/09585192.2017.1335339\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">https:\/\/doi.org\/10.1080\/09585192.2017.1335339<\/a><\/li>\n\n\n\n<li>Ruggs, E. N., Hebl, M. R., Martinez, L. R., &amp; Law, C. L. (2015). Workplace \u201ctrans\u201d-actions: How organizations, coworkers, and individual openness influence perceived gender identity discrimination. <em>Psychology of Sexual Orientation and Gender Diversity<\/em>, 2(4), 404\u2013412. <a href=\"https:\/\/doi.org\/10.1037\/sgd0000112\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/doi<\/a><a href=\"https:\/\/doi.org\/10.1037\/sgd0000112\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">.<\/a><a href=\"https:\/\/doi.org\/10.1037\/sgd0000112\" target=\"_blank\" rel=\"noreferrer noopener\">org\/10.1037\/sgd0000112<\/a><\/li>\n\n\n\n<li>McKay, P. F., Avery, D. R., &amp; Morris, M. A. (2009). A tale of two climates: Diversity climate from subordinates\u2019 and managers\u2019 perspectives and their role in store unit sales performance. <em>Personnel Psychology<\/em>, 62(4), 767\u2013791. <a href=\"https:\/\/doi.org\/10.1111\/j.1744-6570.2009.01157.x\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">https:\/\/doi.org\/10.1111\/j.1744-6570.2009.01157.x<\/a><\/li>\n\n\n\n<li>Holman, E. G., Fish, J. N., Oswald, R. F., &amp; Goldberg, A. (2019). Reconsidering the LGBT Climate Inventory: Understanding Support and Hostility for LGBTQ Employees in the Workplace. <em>Journal of Career Assessment<\/em>, 27(3), 544\u2013559. <a href=\"https:\/\/doi.org\/10.1177\/1069072718788324\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">https:\/\/doi.org\/10.1177\/1069072718788324<\/a><\/li>\n\n\n\n<li>Thoits, P. A. (2011). Mechanisms linking social ties and support to physical and mental health. <em>Journal of Health and Social Behavior<\/em>, 52(2), 145\u2013161. <a href=\"https:\/\/doi.org\/10.1177\/0022146510395592\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">https:\/\/doi.org\/10.1177\/0022146510395592<\/a><\/li>\n\n\n\n<li>Huffman, A. H., Watrous-Rodriguez, K. M., &amp; King, E. B. (2008). Supporting a diverse workforce: What type of support is most meaningful for lesbian and gay employees? <em>Human Resource Management<\/em>, 47(2), 237\u2013253. <a href=\"https:\/\/doi.org\/10.1002\/hrm.20210\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">https:\/\/doi.org\/10.1002\/hrm.20210<\/a><\/li>\n\n\n\n<li>Ragins, B. R. (2008). Disclosure disconnects: Antecedents and consequences of disclosing invisible stigmas across life domains. <em>Academy of Management Review<\/em>, 33(1), 194\u2013215. <a href=\"https:\/\/doi.org\/10.5465\/AMR.2008.27752724\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">https:\/\/doi.org\/10.5465\/AMR.2008.27752724<\/a><\/li>\n\n\n\n<li>Webster, J. R., Adams, G. A., Maranto, C. L., Sawyer, K., &amp; Thoroughgood, C. (2018). Workplace contextual supports for LGBT employees: A review, meta-analysis, and agenda for future research. <em>Human Resource Management<\/em>, 57(1), 193\u2013210. <a href=\"https:\/\/doi.org\/10.1002\/hrm.21873\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">https:\/\/doi.org\/10.1002\/hrm.21873<\/a><\/li>\n\n\n\n<li>Meyer, I. H. (2003). Prejudice, social stress, and mental health in lesbian, gay, and bisexual populations: conceptual issues and research evidence. <em>Psychological bulletin<\/em>, 129(5), 674. <a href=\"https:\/\/doi.org\/10.1037\/0033-2909.129.5.674\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">https:\/\/doi.org\/10.1037\/0033-2909.129.5.674<\/a><\/li>\n\n\n\n<li>Spreitzer, G. M., &amp; Sonenshein, S. (2004, February). Toward the Construct Definition of Positive Deviance. <em>American Behavioral Scientist<\/em>. <a href=\"https:\/\/doi.org\/10.1177\/0002764203260212\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">https:\/\/doi.org\/10.1177\/0002764203260212<\/a><\/li>\n<\/ol>\n\n\n\n<p class=\"has-text-align-center\"><strong>image de couverture : <a href=\"https:\/\/www.pexels.com\/fr-fr\/@markusspiske\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">Markus Spiske<\/a><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Adopter une politique d&rsquo;entreprise inclusive n&rsquo;est pas suffisant. Quels sont les facteurs qui favorisent vraiment l&rsquo;inclusion des personnes LGBTQI+ ?<\/p>\n","protected":false},"author":2,"featured_media":1956,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4,5],"tags":[30,130,146],"class_list":["post-1953","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-performance-collective","category-sous-la-loupe","tag-diversite","tag-inclusion","tag-lgbtq"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>LGBT+ : Devenir une entreprise inclusive - LaborAgora<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/laboragora.com\/index.php\/2021\/06\/09\/lgbt-devenir-une-entreprise-inclusive\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"LGBT+ : Devenir une entreprise inclusive - LaborAgora\" \/>\n<meta property=\"og:description\" content=\"Adopter une politique d&#039;entreprise inclusive n&#039;est pas suffisant. 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