{"id":2201,"date":"2020-10-28T15:03:41","date_gmt":"2020-10-28T14:03:41","guid":{"rendered":"https:\/\/www.csa.be\/egalitediversite\/?page_id=2201"},"modified":"2020-10-30T11:48:03","modified_gmt":"2020-10-30T10:48:03","slug":"ressources-humaines-leviers-et-recommandations-new","status":"publish","type":"page","link":"https:\/\/www.csa.be\/egalitediversite\/ressources-humaines-leviers-et-recommandations-new\/","title":{"rendered":"Egalit\u00e9 de genre dans les m\u00e9tiers de l’audiovisuel : Leviers et recommandations"},"content":{"rendered":"

[et_pb_section fb_built=\u00a0\u00bb1″ admin_label=\u00a0\u00bbHeader\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ background_color=\u00a0\u00bb#1a1844″ use_background_color_gradient=\u00a0\u00bbon\u00a0\u00bb background_color_gradient_start=\u00a0\u00bb#581745″ background_color_gradient_end=\u00a0\u00bb#00305b\u00a0\u00bb background_color_gradient_type=\u00a0\u00bbradial\u00a0\u00bb background_color_gradient_direction_radial=\u00a0\u00bbtop right\u00a0\u00bb background_color_gradient_end_position=\u00a0\u00bb45%\u00a0\u00bb background_image=\u00a0\u00bbhttps:\/\/www.csa.be\/egalitediversite\/wp-content\/uploads\/sites\/2\/2020\/08\/podcast-01.png\u00a0\u00bb parallax=\u00a0\u00bbon\u00a0\u00bb custom_padding=\u00a0\u00bb0vw||0||false|false\u00a0\u00bb background_size__hover=\u00a0\u00bbcover\u00a0\u00bb background_size__hover_enabled=\u00a0\u00bbcover\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb3.25″ use_background_color_gradient=\u00a0\u00bbon\u00a0\u00bb background_color_gradient_start=\u00a0\u00bbrgba(26,24,68,0)\u00a0\u00bb background_color_gradient_end=\u00a0\u00bb#1a1844″ background_color_gradient_overlays_image=\u00a0\u00bbon\u00a0\u00bb background_image=\u00a0\u00bbhttps:\/\/www.csa.be\/egalitediversite\/wp-content\/uploads\/sites\/2\/2020\/08\/podcast-02-1.png\u00a0\u00bb background_position=\u00a0\u00bbtop_center\u00a0\u00bb width=\u00a0\u00bb100%\u00a0\u00bb max_width=\u00a0\u00bb100%\u00a0\u00bb custom_padding=\u00a0\u00bb108px|10%||10%||true\u00a0\u00bb animation_style=\u00a0\u00bbslide\u00a0\u00bb animation_direction=\u00a0\u00bbbottom\u00a0\u00bb animation_intensity_slide=\u00a0\u00bb1%\u00a0\u00bb use_custom_width=\u00a0\u00bbon\u00a0\u00bb width_unit=\u00a0\u00bboff\u00a0\u00bb custom_width_percent=\u00a0\u00bb100%\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb3.25″ custom_padding=\u00a0\u00bb|||\u00a0\u00bb custom_padding__hover=\u00a0\u00bb|||\u00a0\u00bb][et_pb_menu menu_id=\u00a0\u00bb18″ menu_style=\u00a0\u00bbcentered\u00a0\u00bb active_link_color=\u00a0\u00bb#ffffff\u00a0\u00bb dropdown_menu_bg_color=\u00a0\u00bb#0c71c3″ dropdown_menu_line_color=\u00a0\u00bbrgba(0,0,0,0)\u00a0\u00bb dropdown_menu_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb mobile_menu_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb show_search_icon=\u00a0\u00bbon\u00a0\u00bb search_icon_color=\u00a0\u00bb#ffffff\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb menu_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb background_color=\u00a0\u00bbrgba(0,0,0,0)\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ mobile_menu_bg_color=\u00a0\u00bb#0c71c3″][\/et_pb_menu][et_pb_image src=\u00a0\u00bbhttps:\/\/www.csa.be\/egalitediversite\/wp-content\/uploads\/sites\/2\/2020\/10\/RESSOURCES-HUMAINES_logo-BLANC.png\u00a0\u00bb title_text=\u00a0\u00bbRESSOURCES-HUMAINES_logo-BLANC\u00a0\u00bb align=\u00a0\u00bbcenter\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb width=\u00a0\u00bb60%\u00a0\u00bb max_width=\u00a0\u00bb60%\u00a0\u00bb][\/et_pb_image][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ text_font=\u00a0\u00bb||||||||\u00a0\u00bb text_font_size=\u00a0\u00bb20px\u00a0\u00bb text_line_height=\u00a0\u00bb1.8em\u00a0\u00bb header_font=\u00a0\u00bbLato|900|||||||\u00a0\u00bb header_font_size=\u00a0\u00bb82px\u00a0\u00bb header_letter_spacing=\u00a0\u00bb1px\u00a0\u00bb header_line_height=\u00a0\u00bb1.2em\u00a0\u00bb header_4_font=\u00a0\u00bbRaleway|||on|||||\u00a0\u00bb header_4_font_size=\u00a0\u00bb22px\u00a0\u00bb header_4_letter_spacing=\u00a0\u00bb4px\u00a0\u00bb header_4_line_height=\u00a0\u00bb1.6em\u00a0\u00bb text_orientation=\u00a0\u00bbcenter\u00a0\u00bb background_layout=\u00a0\u00bbdark\u00a0\u00bb max_width=\u00a0\u00bb800px\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb text_font_size_tablet=\u00a0\u00bb\u00a0\u00bb text_font_size_phone=\u00a0\u00bb14px\u00a0\u00bb text_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb header_font_size_tablet=\u00a0\u00bb62px\u00a0\u00bb header_font_size_phone=\u00a0\u00bb38px\u00a0\u00bb header_font_size_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb]<\/p>\n

<\/h4>\n

Leviers et recommandations<\/span><\/span>\u00a0<\/span><\/h1>\n

[\/et_pb_text][et_pb_divider show_divider=\u00a0\u00bboff\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][\/et_pb_divider][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ admin_label=\u00a0\u00bbEpisodes\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ background_color=\u00a0\u00bb#1″ custom_padding=\u00a0\u00bb0px||0px||false|\u00a0\u00bb top_divider_color=\u00a0\u00bb#1a1844″ top_divider_height=\u00a0\u00bb12vw\u00a0\u00bb top_divider_flip=\u00a0\u00bbvertical\u00a0\u00bb top_divider_arrangement=\u00a0\u00bbabove_content\u00a0\u00bb top_divider_height_tablet=\u00a0\u00bb60px\u00a0\u00bb top_divider_height_phone=\u00a0\u00bb60px\u00a0\u00bb top_divider_height_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_padding=\u00a0\u00bb85px||0px|||\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″]<\/p>\n

L\u2019objectif de cette \u00e9tude \u00e9tait de comprendre les in\u00e9galit\u00e9s mais aussi de r\u00e9fl\u00e9chir \u00e0 des leviers ou pistes d\u2019actions pour promouvoir l\u2019\u00e9galit\u00e9 de genre dans les m\u00e9tiers de l\u2019audiovisuel et les ressources humaines des \u00e9diteurs de SMA. Nous avons d\u00e8s lors interrog\u00e9 les r\u00e9pondant.e.s au questionnaire sur les initiatives qu\u2019ils.elles identifient comme \u00e9tant les plus int\u00e9ressantes \u00e0 mettre en place pour rencontrer cet objectif. Les r\u00e9pondant.e.s pouvaient cocher une ou plusieurs initiatives au sein d\u2019une liste, identique \u00e0 celle expos\u00e9e ci-dessous, ou proposer librement d\u2019autres initiatives.<\/strong><\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb width=\u00a0\u00bb60%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb55px|auto||auto||\u00a0\u00bb border_width_all=\u00a0\u00bb3px\u00a0\u00bb border_color_all=\u00a0\u00bb#1a1844″][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font=\u00a0\u00bbLato|900|||||||\u00a0\u00bb header_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font_size=\u00a0\u00bb60px\u00a0\u00bb header_line_height=\u00a0\u00bb1.2em\u00a0\u00bb header_2_font=\u00a0\u00bb|700|||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_2_font_size=\u00a0\u00bb22px\u00a0\u00bb header_2_line_height=\u00a0\u00bb1.6em\u00a0\u00bb width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb||-31px|||\u00a0\u00bb custom_padding=\u00a0\u00bb||17px|||\u00a0\u00bb]<\/p>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n
Type d\u2019initiative<\/span><\/strong><\/td>\nNombre de r\u00e9pondant.e.s qui ont coch\u00e9 l\u2019initiative<\/span><\/strong><\/td>\n<\/tr>\n
Des mesures pour favoriser une \u00e9galit\u00e9 salariale<\/span><\/td>\n193\/404<\/span><\/td>\n<\/tr>\n
Une vigilance quant \u00e0 la composition femmes\/hommes du personnel<\/span><\/td>\n122\/404<\/span><\/td>\n<\/tr>\n
Des mesures pour favoriser l\u2019acc\u00e8s des femmes aux postes de direction<\/span><\/td>\n122\/404<\/span><\/td>\n<\/tr>\n
L\u2019adoption d\u2019un plan relatif \u00e0 l\u2019\u00e9galit\u00e9 de genre dans le personnel<\/span><\/td>\n110\/404<\/span><\/td>\n<\/tr>\n
Le d\u00e9veloppement de services pour faciliter la vie familiale (cr\u00e8che et garderie, prise en charge de frais de garde, cong\u00e9s familiaux pour les femmes et pour les hommes, possibilit\u00e9 de faire du t\u00e9l\u00e9travail, etc.)<\/span><\/td>\n84\/404<\/span><\/td>\n<\/tr>\n
Des initiatives pour pr\u00e9venir les discriminations bas\u00e9es sur le genre<\/span><\/td>\n82\/404<\/span><\/td>\n<\/tr>\n
Des am\u00e9nagements relatifs \u00e0 l\u2019\u00e9quilibre entre temps de travail et vie familiale<\/span><\/td>\n81\/404<\/span><\/td>\n<\/tr>\n
Un accompagnement sp\u00e9cifique au d\u00e9veloppement de la carri\u00e8re des femmes<\/span><\/td>\n73\/404<\/span><\/td>\n<\/tr>\n
Une charte ou un code int\u00e9grant l\u2019\u00e9galit\u00e9 de genre dans la gestion des ressources humaines<\/span><\/td>\n73\/404<\/span><\/td>\n<\/tr>\n
La sensibilisation g\u00e9n\u00e9rale du personnel \u00e0 l\u2019\u00e9galit\u00e9 de genre<\/span><\/td>\n72\/404<\/span><\/td>\n<\/tr>\n
Des objectifs chiffr\u00e9s dans la composition du personnel<\/span><\/td>\n70\/404<\/span><\/td>\n<\/tr>\n
Une formation sur les violences au travail (briser le silence, r\u00e9sister aux violences verbales, proc\u00e9dures l\u00e9gales, etc.)<\/span><\/td>\n57\/404<\/span><\/td>\n<\/tr>\n
Une attention \u00e0 la formulation des annonces de recrutement<\/span><\/td>\n55\/404<\/span><\/td>\n<\/tr>\n
Une campagne contre le harc\u00e8lement et le sexisme au travail<\/span><\/td>\n42\/404<\/span><\/td>\n<\/tr>\n
La d\u00e9signation d\u2019une personne responsable des questions d\u2019\u00e9galit\u00e9<\/span><\/td>\n38\/404<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

 <\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb width=\u00a0\u00bb60%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb24px|auto||auto||\u00a0\u00bb custom_padding=\u00a0\u00bb|||1px||\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″]<\/p>\n

L\u2019initiative identifi\u00e9e par pr\u00e8s de la moiti\u00e9 des r\u00e9pondant.e.s comme \u00e9tant la plus int\u00e9ressante \u00e0 mettre en place rel\u00e8ve de la politique salariale\u00a0: il s\u2019agit de mesures pour favoriser une \u00e9galit\u00e9 salariale (mentionn\u00e9 par 193\/404, soit 47,77 % des r\u00e9pondant.e.s). Ensuite, trois mesures sont identifi\u00e9es par environ 30 % des r\u00e9pondant.e.s\u00a0: une vigilance quant \u00e0 la composition femmes\/hommes du personnel (122\/404, soit 30,20 %)\u00a0; des mesures pour favoriser l\u2019acc\u00e8s des femmes aux postes de direction (122\/404, soit 30,20 %) et l\u2019adoption d\u2019un plan relatif \u00e0 l\u2019\u00e9galit\u00e9 de genre dans le personnel (110\/404, soit 27,23 %).<\/p>\n

Les mesures les moins fr\u00e9quemment mentionn\u00e9es comme \u00e9tant int\u00e9ressantes rel\u00e8vent de deux cat\u00e9gories\u00a0:<\/p>\n

    \n
  • Soit, elles sont assez peu formalis\u00e9es ou contraignantes\u00a0: on forme les individus, on pr\u00eate attention, on sensibilise ou met en place des campagnes\u00a0;<\/li>\n
  • Soit, \u00e0 l\u2019inverse elles sont fort formalis\u00e9es ou contraignantes\u00a0: c\u2019est le cas des objectifs chiffr\u00e9s mentionn\u00e9s par 17,33 % des r\u00e9pondant.e.s.<\/li>\n<\/ul>\n

    [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″]<\/p>\n

    Notons que la question des objectifs chiffr\u00e9s et, plus sp\u00e9cifiquement des quotas, g\u00e9n\u00e8re des opinions polaris\u00e9es\u00a0: n\u00e9cessaire pour les unes lorsque les choses ne bougent pas, \u00ab\u00a0d\u00e9gradantes\u00a0\u00bb voir \u00ab\u00a0contre-productives\u00a0\u00bb pour les autres qui avancent la n\u00e9cessit\u00e9 de se baser sur les seules \u00ab\u00a0comp\u00e9tences\u00a0\u00bb des hommes et des femmes. Enfin, on mentionnera que la d\u00e9signation d\u2019une personne responsable des questions d\u2019\u00e9galit\u00e9 est mentionn\u00e9e par moins de 10 % des r\u00e9pondant.e.s (38\/404, soit 9,41 %).<\/span><\/p>\n

      <\/ul>\n

      [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″]<\/p>\n

      Il est int\u00e9ressant de relever que les types d\u2019initiatives identifi\u00e9es comme \u00e9tant les plus int\u00e9ressantes pr\u00e9sentent des variations selon que le.la r\u00e9pondant.e est un homme ou une femme. Les hommes et les femmes s\u2019accordent sur la priorit\u00e9 donn\u00e9e \u00e0 certaines mesures et diff\u00e8rent sur d\u2019autres. Ainsi, l\u2019identification des leviers d\u2019action pour accro\u00eetre l\u2019\u00e9galit\u00e9 de genre pr\u00e9sente des diff\u00e9rences genr\u00e9es.<\/span><\/p>\n

      [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″]<\/p>\n

      Premi\u00e8rement, la mesure la plus fr\u00e9quemment mentionn\u00e9e tant par les hommes que par les femmes comme \u00e9tant la plus int\u00e9ressante \u00e0 mettre en place rel\u00e8ve de la politique salariale\u00a0: les mesures pour favoriser une \u00e9galit\u00e9 salariale sont mentionn\u00e9es par 51,41 % des femmes et 41,94 % des hommes.<\/span><\/p>\n

      [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ custom_margin=\u00a0\u00bb||17px|||\u00a0\u00bb]<\/p>\n

      Deuxi\u00e8mement, sur les 5 mesures identifi\u00e9es comme les plus int\u00e9ressantes par les hommes, d\u2019une part, et les femmes, d\u2019autre part, trois sont similaires et deux varient.\u00a0\u00a0<\/p>\n

        \n
      • Parmi les similitudes, nous relevons\u00a0: les mesures salariales pr\u00e9c\u00e9demment cit\u00e9es, la vigilance quant \u00e0 la composition hommes\/femmes du personnel et l\u2019adoption d\u2019un plan relatif \u00e0 l\u2019\u00e9galit\u00e9 de genre dans le personnel.\u00a0\u00a0\u00a0<\/li>\n
      • Parmi les mesures qui diff\u00e8rent, nous notons que les hommes mentionnent la question des chartes et celle de la sensibilisation g\u00e9n\u00e9rale du personnel quand les femmes avancent les mesures pour favoriser l\u2019accession des femmes aux postes de direction et le d\u00e9veloppement de services pour faciliter la vie familiale. Comme nous l\u2019avons d\u00e9j\u00e0 mentionn\u00e9, bien que la majorit\u00e9 des hommes et des femmes attestent de la surrepr\u00e9sentation masculine au sein des espaces de pouvoir de leur entreprise, il existe des diff\u00e9rences de perceptions par genre quant aux obstacles rencontr\u00e9s par les femmes dans la progression hi\u00e9rarchique. Les femmes attribuent plus largement cette surrepr\u00e9sentation des hommes \u00e0 une progression plus lente des femmes au sein de la hi\u00e9rarchie ou \u00e0 une difficult\u00e9 accrue pour elles de monter en hi\u00e9rarchie. Il semble donc logique qu\u2019elles priorisent davantage que les hommes les mesures pour favoriser l\u2019accession des femmes aux postes de direction. De la m\u00eame mani\u00e8re, nous avons vu combien la r\u00e9partition in\u00e9gale des t\u00e2ches au sein du couple emp\u00eache nombre de professionnelles d\u2019avoir acc\u00e8s \u00e0 un \u00e9quilibre entre la vie priv\u00e9e et la vie professionnelle et combien cette in\u00e9gale r\u00e9partition peut impacter les choix pos\u00e9s dans le cadre de la construction de la trajectoire professionnelle (refus ou limitation des horaires atypiques, choix du temps partiel, choix de prendre ou pas un poste \u00e0 responsabilit\u00e9, etc.). Aussi, il n\u2019est pas \u00e9tonnant que les femmes priorisent davantage que les hommes le d\u00e9veloppement de services pour faciliter la vie familiale.<\/li>\n<\/ul>\n

        [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″]<\/p>\n

        Troisi\u00e8mement, un certain nombre d\u2019initiatives pr\u00e9sentent les \u00e9carts les plus \u00e9lev\u00e9s entre les hommes et les femmes, la proportion d\u2019hommes et de femmes qui les ont choisies diff\u00e8re largement. C\u2019est le cas des mesures pour favoriser l\u2019acc\u00e8s des femmes aux postes de direction (s\u00e9lectionn\u00e9es par 39,79 % des femmes et 14,84 % des hommes), tout comme celles relatives \u00e0 l\u2019accompagnement sp\u00e9cifique de la carri\u00e8re des femmes (s\u00e9lectionn\u00e9es par 23,29 % des femmes et 9,68 % des hommes). Ensuite, les mesures qui portent sur la conciliation vie priv\u00e9e-vie professionnelle pr\u00e9sentent 8 \u00e0 10 % d\u2019\u00e9cart entre les hommes et les femmes, en coh\u00e9rence avec les diff\u00e9rences de perception que nous avons identifi\u00e9es ci-dessus. A l\u2019inverse, les hommes sont 10 % de plus que les femmes \u00e0 identifier les mesures de sensibilisation du personnel comme \u00e9tant int\u00e9ressantes \u00e0 mettre en place. Enfin, bien qu\u2019elles soient partag\u00e9es et prioritaires pour les hommes et les femmes, les mesures salariales pr\u00e9sentent aussi un \u00e9cart par genre\u00a0: elles sont s\u00e9lectionn\u00e9es par 51,41 % des femmes et 41,94 % des hommes.<\/span><\/p>\n

          <\/ul>\n

          [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ admin_label=\u00a0\u00bbEpisodes\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ background_color=\u00a0\u00bb#ffffff\u00a0\u00bb custom_padding=\u00a0\u00bb0px||0px||false|\u00a0\u00bb top_divider_color=\u00a0\u00bb#fe4943″ top_divider_height=\u00a0\u00bb12vw\u00a0\u00bb top_divider_flip=\u00a0\u00bbvertical\u00a0\u00bb top_divider_arrangement=\u00a0\u00bbabove_content\u00a0\u00bb top_divider_height_tablet=\u00a0\u00bb60px\u00a0\u00bb top_divider_height_phone=\u00a0\u00bb60px\u00a0\u00bb top_divider_height_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_padding=\u00a0\u00bb89px||0px|||\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font=\u00a0\u00bbLato|900|||||||\u00a0\u00bb header_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font_size=\u00a0\u00bb60px\u00a0\u00bb header_line_height=\u00a0\u00bb1.2em\u00a0\u00bb header_2_font=\u00a0\u00bb|700|||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_2_font_size=\u00a0\u00bb22px\u00a0\u00bb header_2_line_height=\u00a0\u00bb1.6em\u00a0\u00bb custom_margin=\u00a0\u00bb||27px|||\u00a0\u00bb]<\/p>\n

          <\/h2>\n

          Leviers et recommandations<\/span><\/h2>\n

          Recommandations\u00a0pour promouvoir l\u2019\u00e9galit\u00e9 de genre dans les \u00e9diteurs de services de m\u00e9dias audiovisuels<\/span><\/span><\/span><\/h1>\n

          [\/et_pb_text][et_pb_divider color=\u00a0\u00bb#fe4943″ divider_weight=\u00a0\u00bb3px\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb width=\u00a0\u00bb20%\u00a0\u00bb module_alignment=\u00a0\u00bbright\u00a0\u00bb][\/et_pb_divider][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb width=\u00a0\u00bb60%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb24px|auto||auto||\u00a0\u00bb custom_padding=\u00a0\u00bb|||1px||\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ custom_padding=\u00a0\u00bb||10px|||\u00a0\u00bb]<\/p>\n

          Sur la base des in\u00e9galit\u00e9s de genre identifi\u00e9es au cours de la recherche, mais aussi de l\u2019identification des champs d\u2019action pour lesquels des initiatives existent d\u00e9j\u00e0 et des champs d\u2019action peu, voire pas explor\u00e9s nous formulons des recommandations pour promouvoir l\u2019\u00e9galit\u00e9 de genre. Ces recommandations s\u2019adressent, d\u2019une part, aux \u00e9diteurs de services de m\u00e9dias audiovisuels et, d\u2019autre part, aux pouvoirs publics. Elles ont \u00e9t\u00e9 adopt\u00e9es par le Coll\u00e8ge d\u2019autorisation et de contr\u00f4le du CSA en date du 9 juillet 2020.<\/p>\n

          [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb width=\u00a0\u00bb60%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb24px|auto||1px||\u00a0\u00bb custom_padding=\u00a0\u00bb|||1px||\u00a0\u00bb border_width_all=\u00a0\u00bb3px\u00a0\u00bb border_color_all=\u00a0\u00bb#1a1844″][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ text_font_size=\u00a0\u00bb24px\u00a0\u00bb width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_padding=\u00a0\u00bb||34px|||\u00a0\u00bb]<\/p>\n

          Recommandations aux \u00e9diteurs de SMA<\/strong><\/p>\n

          [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb||10px|||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

            \n
          • \n
              \n
            • Tenir et publiciser des statistiques visant \u00e0 dresser un \u00e9tat des lieux de la r\u00e9partition<\/strong> hommes\/femmes dans les ressources humaines et \u00e0 \u00e9valuer les \u00e9volutions\u00a0:<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

              [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb80%\u00a0\u00bb max_width=\u00a0\u00bb80%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-16px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb0px||0px|||\u00a0\u00bb]<\/p>\n

                \n
              • \n
                  \n
                • Dans les m\u00e9tiers, fonctions et d\u00e9partements\u00a0;<\/li>\n
                • Dans les postes hi\u00e9rarchiques (par niveau hi\u00e9rarchique)\u00a0;<\/li>\n
                • Dans les recrutements\u00a0;<\/li>\n
                • Par type de contrat et de statut professionnel\u00a0;<\/li>\n
                • Par taux d\u2019occupation horaire.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                  [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                    \n
                  • \n
                      \n
                    • Assurer un monitoring des politiques salariales <\/strong>afin de pr\u00e9venir le \u00ab\u00a0gender pay gap\u00a0\u00bb\u00a0et publiciser les r\u00e9sultats\u00a0;<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                      [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                        \n
                      • \n
                          \n
                        • D\u00e9finir des objectifs quantitatifs et\/ou qualitatifs concrets\/pr\u00e9cis<\/strong> \u00e0 atteindre en mati\u00e8re d\u2019\u00e9galit\u00e9 de genre dans les ressources humaines, notamment dans les fonctions de management\u00a0;<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                          [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                            \n
                          • \n
                              \n
                            • Mettre en place des programmes visant \u00e0 soutenir le d\u00e9veloppement de la carri\u00e8re des femmes et favoriser leur acc\u00e8s aux postes de direction\u00a0;<\/strong><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                              [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                \n
                              • \n
                                  \n
                                • Repenser les modes de management<\/strong>, notamment l\u2019autoritarisme et la culture du pr\u00e9sentiel\u00a0;<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                  [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                    \n
                                  • \n
                                      \n
                                    • Encourager et soutenir le d\u00e9veloppement d\u2019initiatives de mentoring et de networking<\/strong> pour soutenir le d\u00e9veloppement de la carri\u00e8re des femmes\u00a0;<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                      [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                        \n
                                      • \n
                                          \n
                                        • Soutenir le d\u00e9veloppement d\u2019initiatives visant \u00e0 accro\u00eetre la proportion de femmes dans les fili\u00e8res techniques et cr\u00e9atives\u00a0<\/strong>;<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                          [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                            \n
                                          • \n
                                              \n
                                            • Porter une attention particuli\u00e8re \u00e0 la formulation des annonces de recrutement<\/strong>\u00a0;<\/u><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                              [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                                \n
                                              • \n
                                                  \n
                                                • Assurer un \u00e9quilibre de genre dans les jurys et commissions de s\u00e9lection<\/strong> (recrutement, promotion, s\u00e9lection de projets\u2026)\u00a0;<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                                  [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                                    \n
                                                  • \n
                                                      \n
                                                    • Mettre en place ou d\u00e9velopper <\/span>des workshops visant \u00e0 d\u00e9construire<\/strong> les st\u00e9r\u00e9otypes de genre et les biais inconscients. Une attention particuli\u00e8re devrait \u00eatre port\u00e9e \u00e0 la formation des responsables de ressources humaines et des personnes charg\u00e9es du recrutement au sein des entreprises car ces cat\u00e9gories de personnes ont un impact sur l\u2019\u00e9volution du personnel\u00a0;<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                                      [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                                        \n
                                                      • \n
                                                          \n
                                                        • Formaliser et soutenir des initiatives visant \u00e0 lutter contre le sexisme, le harc\u00e8lement, la violence de genre<\/strong>, tels que des workshops, m\u00e9canismes d\u2019alerte, de suivi et de sanction et des structures de soutien\u00a0;<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                                          [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                                            \n
                                                          • \n
                                                              \n
                                                            • Former sp\u00e9cifiquement des <\/span>personnes ressource<\/strong> en vue de traiter les cas de sexisme, harc\u00e8lement, violence de genre\u00a0;<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                                              [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                                                \n
                                                              • \n
                                                                  \n
                                                                • Formaliser et soutenir des politiques visant \u00e0<\/span> concilier vie priv\u00e9e et vie professionnelle<\/strong>: d\u00e9veloppement de services \u00e0 la personne au sein de l\u2019entreprise pour faciliter la vie familiale (cr\u00e8che et garderie, prise en charge de frais de garde, \u2026), am\u00e9nagements relatifs \u00e0 l\u2019\u00e9quilibre entre temps de travail et vie familiale (cong\u00e9s familiaux pour les femmes et pour les hommes, possibilit\u00e9 de faire du t\u00e9l\u00e9travail, \u2026) etc.\u00a0;<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                                                  [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                                                    \n
                                                                  • \n
                                                                      \n
                                                                    • Soutenir\/d\u00e9finir des politiques incitant les <\/span>p\u00e8res \u00e0 s\u2019impliquer dans les t\u00e2ches parentales<\/strong> (par ex. soutenir le cong\u00e9 de paternit\u00e9) en vue de soutenir la carri\u00e8re des femmes\u00a0;<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                                                      [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                                                        \n
                                                                      • \n
                                                                          \n
                                                                        • D\u00e9velopper des programmes visant \u00e0 soutenir le retour au travail<\/strong> et garantir le maintien dans l\u2019emploi initial apr\u00e8s un cong\u00e9 de maternit\u00e9, de paternit\u00e9, un cong\u00e9 parental ou une interruption de carri\u00e8re\u00a0: par ex. \u00ab\u00a0Career returners programmes\u00a0\u00bb, \u00ab\u00a0Back to Business programme\u00a0\u00bb\u2026\u00a0;<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                                                          [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                                                            \n
                                                                          • \n
                                                                              \n
                                                                            • Instaurer des dispositifs de formation et de sensibilisation au sein des entreprises sur <\/span>l\u2019in\u00e9gale prise en charge de la vie priv\u00e9e\u00a0;<\/strong><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                                                              [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                                                                \n
                                                                              • \n
                                                                                  \n
                                                                                • Sensibiliser les instances dirigeantes des entreprises, les repr\u00e9sentant.e.s du personnel, les d\u00e9l\u00e9gu\u00e9.e.s syndicaux.ales et les managers \u00e0 mener des politiques favorables \u00e0 la famille dans son ensemble<\/strong> et non exclusivement \u00e0 destination des m\u00e8res\u00a0;<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                                                                  [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                                                                    \n
                                                                                  • \n
                                                                                      \n
                                                                                    • Porter une attention particuli\u00e8re \u00e0 l\u2019intersectionnalit\u00e9<\/strong>, en tenant compte des discriminations multiples qu\u2019une personne peut vivre sur la base des diff\u00e9rents marqueurs de son identit\u00e9 \u2013 genre, origine, orientation sexuelle \u2026\u00a0;<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                                                                      [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                                                                        \n
                                                                                      • \n
                                                                                          \n
                                                                                        • D\u00e9signer une <\/span>personne ressource<\/strong> responsable des questions d\u2019\u00e9galit\u00e9 ayant une autonomie \u00e0 l\u2019\u00e9gard de la direction et des capacit\u00e9s d\u2019action\u00a0;\u00a0<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                                                                          [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                                                                            \n
                                                                                          • \n
                                                                                              \n
                                                                                            • Formaliser des plans d\u2019actions<\/strong> relatifs \u00e0 l\u2019\u00e9galit\u00e9 de genre fond\u00e9s sur les axes \u00e9num\u00e9r\u00e9s ci-dessus et les rendre publics\u00a0<\/strong>;<\/u><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                                                                              [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                                                                                \n
                                                                                              • \n
                                                                                                  \n
                                                                                                • Evaluer annuellement<\/strong> sur la base d\u2019indicateurs pr\u00e9cis le r\u00e9sultat des initiatives et plans d\u2019actions en mati\u00e8re d\u2019\u00e9galit\u00e9 de genre. Rendre publiques ces \u00e9valuations.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                                                                                                  [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb-29px||-57px|||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                                                                                    \n
                                                                                                  • \u00a0<\/span><\/li>\n<\/ul>\n

                                                                                                    [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb width=\u00a0\u00bb60%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb24px|auto||auto||\u00a0\u00bb custom_padding=\u00a0\u00bb|||1px||\u00a0\u00bb border_width_all=\u00a0\u00bb3px\u00a0\u00bb border_color_all=\u00a0\u00bb#1a1844″][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ text_font_size=\u00a0\u00bb24px\u00a0\u00bb width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_padding=\u00a0\u00bb||34px|||\u00a0\u00bb]<\/p>\n

                                                                                                    Recommandations aux pouvoirs publics<\/strong><\/p>\n

                                                                                                    [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb||-3px|||\u00a0\u00bb custom_padding=\u00a0\u00bb||9px|||\u00a0\u00bb]<\/p>\n

                                                                                                      \n
                                                                                                    • Encourager les pouvoirs publics \u00e0 d\u00e9finir des indicateurs <\/strong>dans la l\u00e9gislation pour dresser l\u2019\u00e9tat des lieux de l\u2019\u00e9galit\u00e9 de genre au sein des ressources humaines des \u00e9diteurs de services de m\u00e9dias audiovisuels, \u00e0 tout le moins ceux qui re\u00e7oivent un financement public, et mesurer les \u00e9volutions\u00a0;<\/li>\n<\/ul>\n

                                                                                                      [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb||-3px|||\u00a0\u00bb custom_padding=\u00a0\u00bb||6px|||\u00a0\u00bb]<\/p>\n

                                                                                                        \n
                                                                                                      • Encourager les pouvoirs publics \u00e0 d\u00e9finir des objectifs concrets\/pr\u00e9cis<\/strong> dans la l\u00e9gislation en mati\u00e8re d\u2019\u00e9galit\u00e9 des genres dans les ressources humaines pour les \u00e9diteurs de services de m\u00e9dias audiovisuels, \u00e0 tout le moins pour tous ceux qui b\u00e9n\u00e9ficient d\u2019un financement public\u00a0;<\/li>\n<\/ul>\n

                                                                                                        [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb min_height=\u00a0\u00bb74px\u00a0\u00bb custom_margin=\u00a0\u00bb||-3px|||\u00a0\u00bb custom_padding=\u00a0\u00bb||11px|||\u00a0\u00bb]<\/p>\n

                                                                                                          \n
                                                                                                        • Encourager les pouvoirs publics \u00e0 fixer dans la l\u00e9gislation des crit\u00e8res relatifs au gender pay gap<\/strong> au sein des services de m\u00e9dias audiovisuels, tels que le fait d\u2019\u00e9tablir et de publier un monitoring des politiques salariales\u00a0;<\/li>\n<\/ul>\n

                                                                                                          [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb||-3px|||\u00a0\u00bb custom_padding=\u00a0\u00bb||12px|||\u00a0\u00bb]<\/p>\n

                                                                                                            \n
                                                                                                          • D\u00e9velopper des chartes entre les structures gouvernementales (FWB) et les repr\u00e9sentants des industries audiovisuelles priv\u00e9es<\/strong> s\u2019engageant \u00e0 atteindre des objectifs concrets en termes d\u2019\u00e9quilibre de genre et de diversit\u00e9 ;<\/li>\n<\/ul>\n

                                                                                                            [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb||-3px|||\u00a0\u00bb custom_padding=\u00a0\u00bb||11px|||\u00a0\u00bb]<\/p>\n

                                                                                                              \n
                                                                                                            • Mettre en place des <\/span>incitants financiers<\/strong> pour assurer un \u00e9quilibre de genre au sein des \u00e9quipes techniques et artistiques des projets b\u00e9n\u00e9ficiant de fonds publics, notamment en liant une part des budgets de financement \u00e0 l\u2019\u00e9quilibre de genre et de diversit\u00e9\u00a0; en apportant une attention particuli\u00e8re aux situations de s\u00e9gr\u00e9gation horizontale par corps de m\u00e9tier\u00a0;<\/span><\/li>\n<\/ul>\n

                                                                                                              [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb||-3px|||\u00a0\u00bb custom_padding=\u00a0\u00bb||14px|||\u00a0\u00bb]<\/p>\n

                                                                                                                \n
                                                                                                              • Produire de mani\u00e8re r\u00e9guli\u00e8re des \u00e9tudes statistiques d\u00e9taill\u00e9es sur l\u2019\u00e9quilibre de genre au sein des \u00e9quipes techniques et artistiques<\/strong> des projets ayant b\u00e9n\u00e9fici\u00e9 des fonds publics et des projets d\u00e9velopp\u00e9s par des \u00e9diteurs recevant un financement public (ex. films, s\u00e9ries)\u00a0;<\/li>\n<\/ul>\n

                                                                                                                [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb||-3px|||\u00a0\u00bb custom_padding=\u00a0\u00bb||16px|||\u00a0\u00bb]<\/p>\n

                                                                                                                  \n
                                                                                                                • Assurer un \u00e9quilibre de genre et de diversit\u00e9\u00a0au sein de commissions de s\u00e9lection<\/strong> des structures de soutien public\u00a0;<\/li>\n<\/ul>\n

                                                                                                                  [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb||-3px|||\u00a0\u00bb custom_padding=\u00a0\u00bb||16px|||\u00a0\u00bb]<\/p>\n

                                                                                                                    \n
                                                                                                                  • Int\u00e9grer les questions de genre et de discriminations \u00e0 la formation des professionnel.le.s de l\u2019audiovisuel <\/span>au sein des \u00e9coles et universit\u00e9s<\/strong> ; mettre en place des politiques de soutien \u00e0 la mixit\u00e9 au sein des diff\u00e9rentes fili\u00e8res et produire des statistiques de genre\u00a0;<\/span><\/li>\n<\/ul>\n

                                                                                                                    [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb||-3px|||\u00a0\u00bb custom_padding=\u00a0\u00bb||15px|||\u00a0\u00bb]<\/p>\n

                                                                                                                      \n
                                                                                                                    • Favoriser et soutenir, aussi financi\u00e8rement, des initiatives de cr\u00e9ation de r\u00e9seaux (networking) et de soutien (mentoring)<\/strong> entre des jeunes professionnel.le.s et les acteurs \u00e9tablis de l\u2019industrie (\u00e9diteurs de SMA, compagnies de production etc.) dans des corps de m\u00e9tier o\u00f9 un genre est sous-repr\u00e9sent\u00e9\u00a0;<\/li>\n<\/ul>\n

                                                                                                                      [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb||-3px|||\u00a0\u00bb custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb]<\/p>\n

                                                                                                                        \n
                                                                                                                      • Encourager les pouvoirs publics \u00e0 allonger et rendre obligatoire le cong\u00e9 de paternit\u00e9.<\/strong><\/li>\n<\/ul>\n

                                                                                                                        [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_padding=\u00a0\u00bb0px||0px|||\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_divider show_divider=\u00a0\u00bboff\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_margin=\u00a0\u00bb43px|||||\u00a0\u00bb][\/et_pb_divider][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.5.6″ background_color=\u00a0\u00bb#ffffff\u00a0\u00bb min_height=\u00a0\u00bb291px\u00a0\u00bb custom_margin=\u00a0\u00bb-3px|||||\u00a0\u00bb custom_padding=\u00a0\u00bb170px||101px|||\u00a0\u00bb][et_pb_row column_structure=\u00a0\u00bb1_3,1_3,1_3″ _builder_version=\u00a0\u00bb4.5.6″ custom_margin=\u00a0\u00bb-82px|auto||auto||\u00a0\u00bb custom_padding=\u00a0\u00bb35px|||||\u00a0\u00bb][et_pb_column type=\u00a0\u00bb1_3″ _builder_version=\u00a0\u00bb3.25″ custom_padding=\u00a0\u00bb|||\u00a0\u00bb custom_padding__hover=\u00a0\u00bb|||\u00a0\u00bb][et_pb_cta button_url=\u00a0\u00bbhttps:\/\/www.csa.be\/egalitediversite\/ressources-humaines-letude\/\u00a0\u00bb button_text=\u00a0\u00bbL’\u00e9tude \u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ header_font=\u00a0\u00bbABeeZee|700|||||||\u00a0\u00bb header_font_size=\u00a0\u00bb17px\u00a0\u00bb header_line_height=\u00a0\u00bb1.3em\u00a0\u00bb body_font=\u00a0\u00bbABeeZee||||||||\u00a0\u00bb body_font_size=\u00a0\u00bb16px\u00a0\u00bb background_color=\u00a0\u00bb#006881″ custom_button=\u00a0\u00bbon\u00a0\u00bb button_alignment=\u00a0\u00bbcenter\u00a0\u00bb width=\u00a0\u00bb100%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb min_height=\u00a0\u00bb165px\u00a0\u00bb inline_fonts=\u00a0\u00bbABeeZee\u00a0\u00bb button_text_size__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_text_size__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_text_size__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_text_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_text_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_text_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_border_width__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_border_width__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_border_width__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_border_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_border_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_border_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_border_radius__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_border_radius__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_border_radius__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_letter_spacing__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_letter_spacing__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_letter_spacing__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_bg_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_bg_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_bg_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb][\/et_pb_cta][\/et_pb_column][et_pb_column type=\u00a0\u00bb1_3″ _builder_version=\u00a0\u00bb3.25″ custom_padding=\u00a0\u00bb|||\u00a0\u00bb custom_padding__hover=\u00a0\u00bb|||\u00a0\u00bb][et_pb_cta button_url=\u00a0\u00bbhttps:\/\/www.csa.be\/egalitediversite\/ressources-humaines-entretiens\/\u00a0\u00bb button_text=\u00a0\u00bbLes entretiens\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ header_font=\u00a0\u00bbABeeZee|700|||||||\u00a0\u00bb header_font_size=\u00a0\u00bb17px\u00a0\u00bb header_line_height=\u00a0\u00bb1.3em\u00a0\u00bb body_font=\u00a0\u00bbABeeZee||||||||\u00a0\u00bb body_font_size=\u00a0\u00bb16px\u00a0\u00bb background_color=\u00a0\u00bb#009CBB\u00a0\u00bb custom_button=\u00a0\u00bbon\u00a0\u00bb button_alignment=\u00a0\u00bbcenter\u00a0\u00bb width=\u00a0\u00bb100%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb min_height=\u00a0\u00bb165px\u00a0\u00bb inline_fonts=\u00a0\u00bbABeeZee\u00a0\u00bb button_text_size__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_text_size__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_text_size__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_text_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_text_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_text_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_border_width__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_border_width__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_border_width__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_border_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_border_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_border_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_border_radius__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_border_radius__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_border_radius__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_letter_spacing__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_letter_spacing__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_letter_spacing__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_bg_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_bg_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_bg_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb][\/et_pb_cta][\/et_pb_column][et_pb_column type=\u00a0\u00bb1_3″ _builder_version=\u00a0\u00bb3.25″ custom_padding=\u00a0\u00bb|||\u00a0\u00bb custom_padding__hover=\u00a0\u00bb|||\u00a0\u00bb][et_pb_cta button_url=\u00a0\u00bbhttps:\/\/www.csa.be\/egalitediversite\/ressources-humaines-le-mur-des-voix\/\u00a0\u00bb button_text=\u00a0\u00bbLe mur des voix\u00a0\u00bb _builder_version=\u00a0\u00bb4.5.6″ header_font=\u00a0\u00bbABeeZee|700|||||||\u00a0\u00bb header_font_size=\u00a0\u00bb17px\u00a0\u00bb header_line_height=\u00a0\u00bb1.3em\u00a0\u00bb body_font=\u00a0\u00bbABeeZee||||||||\u00a0\u00bb body_font_size=\u00a0\u00bb16px\u00a0\u00bb background_color=\u00a0\u00bb#005496″ custom_button=\u00a0\u00bbon\u00a0\u00bb button_alignment=\u00a0\u00bbcenter\u00a0\u00bb width=\u00a0\u00bb100%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb min_height=\u00a0\u00bb165px\u00a0\u00bb inline_fonts=\u00a0\u00bbABeeZee\u00a0\u00bb button_text_size__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_text_size__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_text_size__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_text_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_text_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_text_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_border_width__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_border_width__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_border_width__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_border_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_border_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_border_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_border_radius__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_border_radius__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_border_radius__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_letter_spacing__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_letter_spacing__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_letter_spacing__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_bg_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_one_bg_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb button_two_bg_color__hover_enabled=\u00a0\u00bboff\u00a0\u00bb][\/et_pb_cta][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"

                                                                                                                        Leviers et recommandations\u00a0L\u2019objectif de cette \u00e9tude \u00e9tait de comprendre les in\u00e9galit\u00e9s mais aussi de r\u00e9fl\u00e9chir \u00e0 des leviers ou pistes d\u2019actions pour promouvoir l\u2019\u00e9galit\u00e9 de genre dans les m\u00e9tiers de l\u2019audiovisuel et les ressources humaines des \u00e9diteurs de SMA. Nous avons d\u00e8s lors interrog\u00e9 les r\u00e9pondant.e.s au questionnaire sur les initiatives qu\u2019ils.elles identifient comme \u00e9tant […]<\/p>\n","protected":false},"author":2,"featured_media":1199,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"class_list":["post-2201","page","type-page","status-publish","has-post-thumbnail","hentry"],"_links":{"self":[{"href":"https:\/\/www.csa.be\/egalitediversite\/wp-json\/wp\/v2\/pages\/2201","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.csa.be\/egalitediversite\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.csa.be\/egalitediversite\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.csa.be\/egalitediversite\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.csa.be\/egalitediversite\/wp-json\/wp\/v2\/comments?post=2201"}],"version-history":[{"count":41,"href":"https:\/\/www.csa.be\/egalitediversite\/wp-json\/wp\/v2\/pages\/2201\/revisions"}],"predecessor-version":[{"id":2735,"href":"https:\/\/www.csa.be\/egalitediversite\/wp-json\/wp\/v2\/pages\/2201\/revisions\/2735"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.csa.be\/egalitediversite\/wp-json\/wp\/v2\/media\/1199"}],"wp:attachment":[{"href":"https:\/\/www.csa.be\/egalitediversite\/wp-json\/wp\/v2\/media?parent=2201"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}