Le déploiement des plans d'action EDI dans les organisations canadiennes
Bibliographic record
Abstract
RÉSUMÉ : Le présent mémoire explore les enjeux et les défis liés à l'implantation de plans d'action en équité, diversité et inclusion (EDI) au sein d'organisations canadiennes. L'objectif de la recherche est de dégager et de décrire les enjeux et les défis rencontrés lors du déploiement de telles initiatives, qui sont essentielles pour créer un environnement de travail inclusif et équitable. La démarche méthodologique utilisée repose une approche qualitative descriptive basée sur des entretiens semi-dirigés. Elle permet de capter les perceptions des acteurs sur les initiatives EDI et de mettre en lumière leurs expériences. La collecte des données auprès de onze participants permet une compréhension nuancée des enjeux relatifs au déploiement des plans d'action EDI et des conditions de succès de ces initiatives. Les personnes rencontrées sont des professionnels du domaine des ressources humaines et de l'EDI provenant de divers secteurs (public, privé, OBNL), impliqués dans la création ou l'implantation de ces plans d'action. Les principaux résultats révèlent que, malgré une sensibilisation accrue et des progrès significatifs, les organisations font face à des défis liés aux biais inconscients et aux résistances culturelles, entravant l'atteinte de leurs objectifs EDI. Cependant, les participants rapportent des retombées positives telles qu'une meilleure compréhension des principes de l'EDI et une prise de conscience collective de leur importance. Les conclusions soulignent l'importance d'une approche structurée, intégrant la formation continue et l'évaluation pour surmonter les défis et générer un changement durable. -- Mot(s) clé(s) en français : équité, diversité et inclusion (EDI), organisations canadiennes, plans d'action, environnement de travail inclusif. -- ABSTRACT : This thesis explores the issues and challenges related to the implementation of equity, diversity, and inclusion (EDI) action plans within Canadian organizations. The aim of the research is to identify and describe the specific issues and challenges encountered during the deployment of such initiatives, which are essential for creating an inclusive and equitable work environment. The methodological approach used is a qualitative descriptive approach based on semi-structured interviews, which captures the perceptions of stakeholders on these initiatives and highlights their experiences. Data collection from eleven participants provides a nuanced understanding of EDI issues and the success factors for these initiatives. The individuals interviewed are professionals in human resources and EDI from various sectors (public, private, non-profit), involved in the creation or implementation of these action plans. The main findings reveal that, despite increased awareness and significant progress, organizations face challenges related to unconscious biases and cultural resistance, hindering the achievement of their EDI objectives. However, participants report positive outcomes such as a better understanding of EDI principles and a collective awareness of their importance. The conclusions underscore the importance of a structured approach that incorporates continuous training and evaluation to overcome challenges and foster sustainable change. -- Mot(s) clé(s) en anglais : Equity, Diversity, and Inclusion (EDI), Canadian organizations, action plans, obstacles, opportunities, implementation, inclusive work environment.
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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.019 | 0.035 |
| Meta-epidemiology (narrow) | 0.001 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.001 |
| Bibliometrics | 0.003 | 0.003 |
| Science and technology studies | 0.006 | 0.008 |
| Scholarly communication | 0.010 | 0.005 |
| Open science | 0.001 | 0.007 |
| Research integrity | 0.002 | 0.003 |
| Insufficient payload (model declined to judge) | 0.008 | 0.001 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".