{"id":17400,"date":"2022-04-07T11:42:15","date_gmt":"2022-04-07T11:42:15","guid":{"rendered":"https:\/\/www.frankgroup.com\/?p=17400"},"modified":"2022-04-07T11:42:15","modified_gmt":"2022-04-07T11:42:15","slug":"techs-leading-women-episode-five","status":"publish","type":"post","link":"https:\/\/careers.tenthrevolution.com\/fr-fr\/blog\/techs-leading-women-episode-five\/","title":{"rendered":"Trois points \u00e0 retenir du cinqui\u00e8me \u00e9pisode de Tech's Leading Women"},"content":{"rendered":"

Le cinqui\u00e8me \u00e9pisode du vodcast Tech's Leading Women a \u00e9t\u00e9 diffus\u00e9 en d\u00e9but de semaine. D'autres femmes extraordinaires ont donn\u00e9 leur avis sur la fa\u00e7on dont l'industrie peut devenir un endroit meilleur et plus juste pour les personnes de tous horizons. La discussion de cette semaine \u00e9tait centr\u00e9e sur le sujet de l'alli\u00e9, et en particulier sur la fa\u00e7on dont les hommes peuvent devenir les champions des talents f\u00e9minins sur leur lieu de travail et au-del\u00e0.<\/strong><\/p>\n\n\n\n

H\u00f4te Kashif Naqshbandi<\/strong>, Chief Marketing Officer chez Tenth Revolution Group, a \u00e9t\u00e9 rejoint par Sarah Liu<\/strong>, fondateur et directeur g\u00e9n\u00e9ral de The Dream Collective, Dax Grant<\/strong>, PDG de Global Transform, et Annie Gardner<\/strong>, MD \u00e0 Slalom. Ensemble, ils ont discut\u00e9 de l'\u00e9limination de la culpabilit\u00e9 associ\u00e9e au fait d'avoir un si\u00e8ge \u00e0 la table, et de r\u00e9fl\u00e9chir plut\u00f4t \u00e0 ce que tu peux faire avec ce privil\u00e8ge.<\/p>\n\n\n\n

Voici trois points essentiels \u00e0 retenir de la discussion.<\/p>\n\n\n\n

La n\u00e9cessit\u00e9 d'agir, pas de parler<\/h2>\n\n\n\n

Sarah a r\u00e9v\u00e9l\u00e9 une enqu\u00eate int\u00e9ressante de The Dream Collective qui sugg\u00e8re que beaucoup d'hommes ont l'impression que la diversit\u00e9 a \u00e9t\u00e9 utilis\u00e9e pour les battre, bien qu'ils admettent \u00e9galement qu'elle n'a eu aucun effet sur leur propre situation professionnelle. Cela pourrait signifier un accord g\u00e9n\u00e9ral sur la diversit\u00e9 sans vraiment comprendre ou croire en ce qui est n\u00e9cessaire, et donc prendre des mesures. Elle a d\u00e9clar\u00e9 : \"Ce que nous avons d\u00e9couvert, c'est que 52% de ces hommes en col blanc ressentent maintenant une 'discrimination invers\u00e9e' et pensent que les initiatives de diversit\u00e9 et d'inclusion pourraient les mettre dans une position d\u00e9savantageuse. J'ai trouv\u00e9 tr\u00e8s int\u00e9ressant que la recherche ait r\u00e9v\u00e9l\u00e9 cela, mais en m\u00eame temps, lorsqu'on leur a demand\u00e9 si leur chance sur un lieu de travail avait r\u00e9ellement chang\u00e9 au cours des deux derni\u00e8res ann\u00e9es, 82% ou 83% ont r\u00e9pondu non, cela n'a pas chang\u00e9, ou en fait cela s'est am\u00e9lior\u00e9.\"<\/p>\n\n\n\n

Elle a poursuivi : \"Donc d'un c\u00f4t\u00e9, ils ont l'impression que parce qu'il y a une sensibilisation, une \u00e9ducation et une surveillance accrues des entreprises technologiques pour cr\u00e9er une culture inclusive, pour embaucher des talents divers, je dirais que l'attitude parfois, alors que nous voyons beaucoup de bons progr\u00e8s, nous voyons aussi que certaines personnes, en particulier des hommes ou la majorit\u00e9, se sentent discrimin\u00e9es \u00e0 l'envers. \u00c0 tort ou \u00e0 raison, c'est la perception que l'on a actuellement, mais ce n'est pas la r\u00e9alit\u00e9. Alors, est-ce que nous apportons un v\u00e9ritable changement ou est-ce que les gens disent oui \u00e0 ces choses parce qu'ils pensent que c'est la bonne chose \u00e0 faire et \u00e0 dire, et je pense qu'il est vraiment important pour nous d'apporter cette couche suppl\u00e9mentaire d'examen \u00e0 ce que nous avons vu sur le march\u00e9.\"<\/p>\n\n\n\n

Qu'est-ce qui fait un bon alli\u00e9 ?<\/h2>\n\n\n\n

Dax a ensuite abord\u00e9 certaines des caract\u00e9ristiques n\u00e9cessaires pour \u00eatre une championne vraiment excellente pour ceux qui sont sous-repr\u00e9sent\u00e9s sur le lieu de travail. Elle a d\u00e9clar\u00e9 : \"Un alli\u00e9, c'est vraiment faire attention aux autres, les soutenir et chercher des occasions o\u00f9 tu peux \u00eatre proactif en les aidant \u00e0 r\u00e9aliser leurs ambitions, \u00eatre conscient des autres personnes, de leurs talents et toujours chercher des occasions o\u00f9 tu peux pr\u00e9senter, o\u00f9 tu peux \u00e9lever quelqu'un, lui donner sa prochaine chance ou aider \u00e0 connecter les gens vraiment pour cr\u00e9er un plus grand bien. L'altruisme est donc une caract\u00e9ristique tr\u00e8s d\u00e9sint\u00e9ress\u00e9e, qui exige de se concentrer sur la reconnaissance des talents, des opportunit\u00e9s et de mettre toutes ces choses ensemble et d'\u00eatre tr\u00e8s honn\u00eate, humble et respectueux de tout cela en termes de connexion entre toutes ces choses.\"<\/p>\n\n\n\n

Annie a poursuivi en donnant d'autres conseils, ajoutant : \"Certaines personnes ne savent pas par o\u00f9 commencer. Si tu n'as pas l'impression de pouvoir \u00eatre toi-m\u00eame un mod\u00e8le, alors trouve d'autres personnes qui, selon toi, peuvent convenir \u00e0 la personne qui pourrait avoir besoin d'un alli\u00e9. Parle aux gens de ton cercle et aux gens de leur cercle, trouve des gens et cr\u00e9e des liens, mais sois proactive et d\u00e9lib\u00e9r\u00e9e en aidant quelqu'un \u00e0 s'en sortir ou en l'aidant \u00e0 avancer et \u00e0 progresser dans son parcours. Ensuite, je te dirais d'\u00e9couter, de conna\u00eetre et de pr\u00eater une attention particuli\u00e8re \u00e0 la situation et aux circonstances individuelles de chaque personne et \u00e0 ce qui pourrait faire la diff\u00e9rence pour elle, car ce qui pourrait faire la diff\u00e9rence pour elle ne sera probablement pas la m\u00eame chose pour quelqu'un d'autre, et de parler !\"<\/p>\n\n\n\n

L'importance d'\u00eatre pro-actif<\/h2>\n\n\n\n

Un aspect important de l'alli\u00e9 que Sarah a soulev\u00e9 est la fa\u00e7on dont les gens se soutiennent mutuellement. Elle a dit : \"Je pense qu'il est vraiment important pour nous de faire la diff\u00e9rence entre le fait d'\u00eatre un supporter passif et le fait d'\u00eatre un d\u00e9fenseur actif en tant qu'alli\u00e9 vocal. C'est g\u00e9n\u00e9ralement l\u00e0 que je pense, ce n'est pas un malentendu en soi, mais les gens doivent pousser le concept d'alli\u00e9 beaucoup plus loin. On entend souvent les gens dire : \"Oh oui, je soutiens la diversit\u00e9\", mais \u00e0 quoi ressemble ce soutien et comment l'exprimez-vous d'une mani\u00e8re qui vous rende responsable ? Donc, je pousserais vraiment plus loin le concept d'alli\u00e9. Il ne s'agit pas d'\u00eatre un partisan passif, il s'agit d'\u00eatre un alli\u00e9 actif et vocal, de cr\u00e9er des opportunit\u00e9s et de devenir responsable de leurs progr\u00e8s.\"<\/p>\n\n\n\n

Annie a \u00e9galement soulign\u00e9 \u00e0 quel point il est important de faire un effort proactif \u00e0 cet \u00e9gard, en proposant un certain nombre de moyens exploitables par les alli\u00e9s pour commencer. Elle a d\u00e9clar\u00e9 : \"Rep\u00e9rer les talents tr\u00e8s t\u00f4t, le faire d\u00e9lib\u00e9r\u00e9ment, avoir ce genre de conversation authentique et vuln\u00e9rable o\u00f9 les gens se sentent \u00e0 l'aise pour dire ce dont ils ont besoin pour rester motiv\u00e9s, rester dans l'organisation, grandir et se sentir \u00e9panouis, trouver des r\u00f4les vraiment passionnants, des r\u00f4les extensibles, et encourager les gens \u00e0 y postuler parce qu'ils ne pensent peut-\u00eatre pas \u00eatre assez bons pour le faire eux-m\u00eames, mais les trouver et les soutenir lorsqu'ils commencent ces r\u00f4les. Et puis l'autre chose que je dirais, c'est de penser \u00e0 des choses comme les entretiens de s\u00e9jour. Nous faisons toujours un entretien de d\u00e9part, mais souvent nous ne faisons pas d'entretien de s\u00e9jour. Et ce ne serait pas g\u00e9nial de comprendre pourquoi les gens disent \"bien\", pourquoi ils envisagent de ne pas rester et de pouvoir ensuite faire quelque chose de mani\u00e8re proactive pour intervenir au moment o\u00f9 on le peut.\"<\/p>\n\n\n\n

Les trois membres de notre panel ont ajout\u00e9 un large \u00e9ventail de conseils pratiques, ainsi qu'un aper\u00e7u et une exp\u00e9rience qu'ils ont acquis au cours de leurs propres carri\u00e8res. Tu peux regarder l'\u00e9pisode complet, ainsi que la s\u00e9rie enti\u00e8re, ici<\/a>.<\/em><\/p>","protected":false},"excerpt":{"rendered":"

Le cinqui\u00e8me \u00e9pisode du vodcast Tech's Leading Women a \u00e9t\u00e9 publi\u00e9 en d\u00e9but de semaine, avec d'autres femmes extraordinaires qui donnent leur avis sur la fa\u00e7on dont l'industrie peut devenir un endroit meilleur et plus juste pour les personnes de tous horizons. <\/p>","protected":false},"author":2,"featured_media":17401,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[14],"tags":[],"class_list":["post-17400","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversity"],"yoast_head":"\nThree takeaways from episode five of Tech\u2019s Leading Women - Tenth Revolution Group<\/title>\n<meta name=\"description\" content=\"Episode five of Tech's Leading Women was released this week, with more thoughts on how the industry can become a better and fairer place for all.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/careers.tenthrevolution.com\/fr-fr\/blog\/techs-leading-women-episode-five\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Three takeaways from the latest episode of Tech's Leading Women\" \/>\n<meta property=\"og:description\" content=\"Episode five of Tech's Leading Women was released this week, with more thoughts on how the industry can become a better and fairer place for all.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/careers.tenthrevolution.com\/fr-fr\/blog\/techs-leading-women-episode-five\/\" \/>\n<meta property=\"og:site_name\" content=\"Careers at Tenth Revolution Group\" \/>\n<meta property=\"article:published_time\" content=\"2022-04-07T11:42:15+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/careers.tenthrevolution.com\/wp-content\/uploads\/2024\/05\/TRG-Careers-featured-image.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"628\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Jamie Mercer\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:title\" content=\"Three takeaways from the latest episode of Tech's Leading Women\" \/>\n<meta name=\"twitter:description\" content=\"Episode five of Tech's Leading Women was released this week, with more thoughts on how the industry can become a better and fairer place for all.\" \/>\n<meta name=\"twitter:label1\" content=\"\u00c9crit par\" \/>\n\t<meta name=\"twitter:data1\" content=\"Jamie Mercer\" \/>\n\t<meta name=\"twitter:label2\" content=\"Dur\u00e9e de lecture estim\u00e9e\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/careers.tenthrevolution.com\/blog\/techs-leading-women-episode-five\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/careers.tenthrevolution.com\/blog\/techs-leading-women-episode-five\/\"},\"author\":{\"name\":\"Jamie Mercer\",\"@id\":\"https:\/\/careers.tenthrevolution.com\/#\/schema\/person\/75666ba50967863f43774d9995a1f7e6\"},\"headline\":\"Three takeaways from episode five of Tech\u2019s Leading Women\",\"datePublished\":\"2022-04-07T11:42:15+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/careers.tenthrevolution.com\/blog\/techs-leading-women-episode-five\/\"},\"wordCount\":1043,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/careers.tenthrevolution.com\/#organization\"},\"image\":{\"@id\":\"https:\/\/careers.tenthrevolution.com\/blog\/techs-leading-women-episode-five\/#primaryimage\"},\"thumbnailUrl\":\"\",\"articleSection\":[\"Diversity\"],\"inLanguage\":\"fr-FR\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/careers.tenthrevolution.com\/blog\/techs-leading-women-episode-five\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/careers.tenthrevolution.com\/blog\/techs-leading-women-episode-five\/\",\"url\":\"https:\/\/careers.tenthrevolution.com\/blog\/techs-leading-women-episode-five\/\",\"name\":\"Three takeaways from episode five of Tech\u2019s Leading Women - 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