{"id":2584,"date":"2026-10-15T15:38:33","date_gmt":"2026-10-15T15:38:33","guid":{"rendered":"https:\/\/employnext.ca\/blog\/concretiser-linclusion-lors-de-la-conference-deam-2026\/"},"modified":"2026-10-15T15:38:33","modified_gmt":"2026-10-15T15:38:33","slug":"concretiser-linclusion-lors-de-la-conference-deam-2026","status":"publish","type":"post","link":"https:\/\/employnext.ca\/fr\/blog\/concretiser-linclusion-lors-de-la-conference-deam-2026\/","title":{"rendered":"Concr\u00e9tiser l&rsquo;inclusion lors de la conf\u00e9rence DEAM 2026"},"content":{"rendered":"<p><iframe title=\"DEAM IDEA 2026\" width=\"563\" height=\"1000\" src=\"https:\/\/www.youtube.com\/embed\/zpNncvWUQKg?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n<p>Le mois d&rsquo;octobre est le Mois de la sensibilisation \u00e0 l&#8217;emploi des personnes en situation de handicap (DEAM) et, cette ann\u00e9e, l&rsquo;\u00e9quipe d&rsquo;EmployNext en Alberta a eu l&rsquo;occasion de participer \u00e0 la conf\u00e9rence DEAM IDEA 2026 organis\u00e9e par l&rsquo;Alberta Employment First Network (AEFN) \u00e0 Edmonton.<\/p>\n<p>R\u00e9unissant des employeurs, des prestataires de services d&#8217;emploi, des d\u00e9fenseurs des droits des personnes en situation de handicap et des associations locales, cette conf\u00e9rence a constitu\u00e9 un \u00e9v\u00e9nement de plusieurs jours consacr\u00e9 \u00e0 la formation et au d\u00e9veloppement des ressources humaines, ax\u00e9 sur la promotion de pratiques d&#8217;emploi inclusives, de l&rsquo;accessibilit\u00e9 sur le lieu de travail et de l&#8217;emploi des personnes en situation de handicap dans toute l&rsquo;Alberta.<\/p>\n<p>Compte tenu des modifications apport\u00e9es aux programmes d&rsquo;aide aux personnes en situation de handicap et de la mise en place du dispositif du \u00ab Prime Contractor \u00bb, les discussions ont port\u00e9 sur la mani\u00e8re dont les organisations peuvent s&rsquo;adapter tout en continuant \u00e0 cr\u00e9er des opportunit\u00e9s d&#8217;emploi valorisantes pour les personnes en situation de handicap.<\/p>\n<p>Au cours de ces trois jours consacr\u00e9s \u00e0 l\u2019apprentissage, \u00e0 la collaboration et au r\u00e9seautage, un message s\u2019est impos\u00e9 : le recrutement inclusif et l\u2019accessibilit\u00e9 sur le lieu de travail ne constituent plus des initiatives isol\u00e9es, mais sont d\u00e9sormais des \u00e9l\u00e9ments essentiels d\u2019une strat\u00e9gie moderne en mati\u00e8re de ressources humaines. Le th\u00e8me de cette ann\u00e9e \u00e9tant \u00ab Diriger dans le changement \u00bb, plusieurs enseignements cl\u00e9s ont \u00e9merg\u00e9 \u00e0 l\u2019intention des employeurs qui souhaitent cr\u00e9er des environnements de travail solides et inclusifs. <\/p>\n<h2>Le recrutement inclusif \u00e9largit l&rsquo;acc\u00e8s aux talents<\/h2>\n<p>Alors que la p\u00e9nurie de main-d&rsquo;\u0153uvre persiste dans de nombreux secteurs, les employeurs sont de plus en plus amen\u00e9s \u00e0 repenser leurs pratiques de recrutement traditionnelles. Les interventions lors de la conf\u00e9rence ont mis en \u00e9vidence le fait que de nombreux candidats qualifi\u00e9s restent sous-repr\u00e9sent\u00e9s sur le march\u00e9 du travail, bien qu&rsquo;ils poss\u00e8dent les comp\u00e9tences, l&rsquo;exp\u00e9rience et la motivation n\u00e9cessaires pour travailler. <\/p>\n<p>En intensifiant d\u00e9lib\u00e9r\u00e9ment leurs efforts de recrutement et en faisant appel \u00e0 des talents issus de groupes sous-repr\u00e9sent\u00e9s, y compris les personnes en situation de handicap, les organisations seront mieux \u00e0 m\u00eame d&rsquo;attirer un vivier de talents plus large et de r\u00e9pondre aux besoins futurs du march\u00e9 du travail.<\/p>\n<h2>Les obstacles au recrutement commencent avant m\u00eame l&rsquo;entretien<\/h2>\n<p>Les obstacles apparaissent avant m\u00eame que la personne n&rsquo;arrive sur son lieu de travail. Les offres d&#8217;emploi inaccessibles en raison de la pr\u00e9s\u00e9lection effectu\u00e9e par les syst\u00e8mes de gestion des candidatures (ATS), des proc\u00e9dures de candidature complexes, des sites web inaccessibles et des pratiques d&rsquo;entretien qui excluent involontairement certains candidats limitent l&rsquo;acc\u00e8s aux opportunit\u00e9s d&#8217;emploi. <\/p>\n<p>En r\u00e9examinant leurs processus de recrutement sous l&rsquo;angle de l&rsquo;accessibilit\u00e9, des changements simples, tels que l&rsquo;utilisation d&rsquo;un langage clair dans les descriptions de poste, la mise \u00e0 disposition de textes alternatifs, des questions d&rsquo;entretien portant sur les exigences essentielles du poste et l&rsquo;utilisation de polices de grande taille sur les documents imprim\u00e9s, peuvent contribuer \u00e0 r\u00e9duire les obstacles rencontr\u00e9s par les demandeurs d&#8217;emploi.<\/p>\n<h2>L&rsquo;accessibilit\u00e9 favorise la fid\u00e9lisation<\/h2>\n<p>Le recrutement inclusif n&rsquo;est qu&rsquo;une premi\u00e8re \u00e9tape. Il est tout aussi important de cr\u00e9er des environnements de travail dans lesquels les salari\u00e9s peuvent s&rsquo;\u00e9panouir. Diverses discussions ont port\u00e9 sur les am\u00e9nagements concrets que les employeurs peuvent mettre en place apr\u00e8s l&#8217;embauche d&rsquo;une personne.  <\/p>\n<p>Le sous-titrage des r\u00e9unions d\u2019\u00e9quipe, l\u2019interpr\u00e9tation vid\u00e9o \u00e0 distance, l\u2019utilisation d\u2019un langage inclusif dans les communications, l\u2019ajout d\u2019interpr\u00e8tes en langue des signes aux vid\u00e9os et aux pr\u00e9sentations, ainsi que la modification de l\u2019am\u00e9nagement des locaux pour les rendre plus accessibles sont autant de strat\u00e9gies qui, non seulement soutiennent les salari\u00e9s en situation de handicap, mais am\u00e9liorent souvent l\u2019exp\u00e9rience professionnelle de l\u2019ensemble du personnel.<\/p>\n<h2>L&rsquo;\u00e9ducation est le moteur de l&rsquo;inclusion<\/h2>\n<p>L\u2019importance de la formation continue a \u00e9t\u00e9 un th\u00e8me r\u00e9current tout au long de la conf\u00e9rence. Divers obstacles rencontr\u00e9s sur le lieu de travail d\u00e9coulent davantage d\u2019id\u00e9es re\u00e7ues, d\u2019incertitudes ou d\u2019un manque de compr\u00e9hension que d\u2019une exclusion d\u00e9lib\u00e9r\u00e9e. Proposer aux responsables et aux salari\u00e9s des formations sur l\u2019accessibilit\u00e9, les am\u00e9nagements raisonnables, la sensibilisation au handicap et les pratiques inclusives sur le lieu de travail contribue \u00e0 renforcer la confiance et \u00e0 doter les \u00e9quipes des outils n\u00e9cessaires pour accompagner une main-d\u2019\u0153uvre diversifi\u00e9e.  <\/p>\n<h2>Perspectives d&rsquo;avenir<\/h2>\n<p>La conf\u00e9rence DEAM IDEA 2026 a r\u00e9affirm\u00e9 que l&rsquo;accessibilit\u00e9, l&rsquo;inclusion et le d\u00e9veloppement des ressources humaines sont \u00e9troitement li\u00e9s.<\/p>\n<p>Alors que les employeurs doivent s&rsquo;adapter \u00e0 l&rsquo;\u00e9volution des besoins en main-d&rsquo;\u0153uvre et \u00e0 la transformation des dispositifs d&rsquo;accompagnement, les organisations qui investissent dans des pratiques inclusives de recrutement et de fid\u00e9lisation sont mieux plac\u00e9es pour attirer les talents et b\u00e2tir des environnements de travail plus solides pour l&rsquo;avenir.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Le mois d&rsquo;octobre est le Mois de la sensibilisation \u00e0 l&#8217;emploi des personnes en situation de handicap (DEAM) et, cette ann\u00e9e, l&rsquo;\u00e9quipe d&rsquo;EmployNext en Alberta a eu l&rsquo;occasion de participer \u00e0 la conf\u00e9rence DEAM IDEA 2026 organis\u00e9e par l&rsquo;Alberta Employment First Network (AEFN) \u00e0 Edmonton. R\u00e9unissant des employeurs, des prestataires de services d&#8217;emploi, des d\u00e9fenseurs [&hellip;]<\/p>\n","protected":false},"author":12,"featured_media":2580,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[42],"tags":[],"class_list":["post-2584","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ab-fr-gen"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Concr\u00e9tiser l&#039;inclusion lors de la conf\u00e9rence DEAM 2026 - EmployNext<\/title>\n<meta name=\"description\" content=\"L&#039;organisation EmployNext a eu l&#039;occasion de participer \u00e0 la conf\u00e9rence DEAM IDEA 2026 organis\u00e9e par l&#039;Alberta Employment First Network (AEFN) \u00e0 Edmonton.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/employnext.ca\/fr\/blog\/concretiser-linclusion-lors-de-la-conference-deam-2026\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Concr\u00e9tiser l&#039;inclusion lors de la conf\u00e9rence DEAM 2026 - 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