{"id":2244,"date":"2020-10-28T14:29:11","date_gmt":"2020-10-28T13:29:11","guid":{"rendered":"https:\/\/www.csa.be\/egalitediversite\/?page_id=2244"},"modified":"2020-10-30T11:42:26","modified_gmt":"2020-10-30T10:42:26","slug":"ressources-humaines-pourquoi-cette-etude-new","status":"publish","type":"page","link":"https:\/\/www.csa.be\/egalitediversite\/ressources-humaines-pourquoi-cette-etude-new\/","title":{"rendered":"Ressources humaines : Pourquoi cette \u00e9tude ?"},"content":{"rendered":"

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<\/h4>\n

Pourquoi cette \u00e9tude ?<\/h1>\n

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Pourquoi cette \u00e9tude ?<\/span><\/h2>\n

Peu de donn\u00e9es<\/span><\/h1>\n
    <\/ul>\n

    [\/et_pb_text][et_pb_divider color=\u00a0\u00bb#1a1844″ 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\u00bbleft\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″]<\/p>\n

    La question de la repr\u00e9sentation \u00e9quilibr\u00e9e des hommes et des femmes \u00e0 l\u2019\u00e9cran est une probl\u00e9matique globale qui implique aussi bien un travail sur les repr\u00e9sentations \u00e0 l\u2019antenne que sur la<\/span>\u00a0<\/span><\/b>gestion des ressources humaines. Les deux volets s\u2019av\u00e8rent compl\u00e9mentaires. Toutefois, on constate qu\u2019en F\u00e9d\u00e9ration Wallonie Bruxelles (FWB), les donn\u00e9es statistiques sont peu nombreuses ou parcellaires quant \u00e0 la r\u00e9partition des effectifs des\u00a0<\/span>professionnel.<\/span>le.s<\/span>\u00a0des m\u00e9dias par genre. D\u2019une part, les\u00a0<\/span>rapports annuels<\/span>\u00a0des \u00e9diteurs de services de m\u00e9dias audiovisuels (SMA) ne contiennent pas de d\u00e9tails sur ce type de donn\u00e9es. On y trouve au mieux une r\u00e9partition de l\u2019effectif global du personnel voire des instances de Direction et du CA par genre. D\u2019autre part, les\u00a0<\/span>\u00e9tudes<\/span>\u00a0en la mati\u00e8re se sont focalis\u00e9es sur\u00a0<\/span>certaines fonctions professionnelles<\/span>\u00a0mais n\u2019ont pas proc\u00e9d\u00e9 \u00e0 un examen transversal de l\u2019ensemble des m\u00e9tiers des entreprises de m\u00e9dias.<\/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

    Des statistiques relatives \u00e0 l\u2019emploi dans les entreprises de m\u00e9dias ventil\u00e9es par sexe sont cependant indispensables pour fonder des mesures r\u00e9gulatoires et des politiques publiques adapt\u00e9es aux r\u00e9alit\u00e9s sociales.\u00a0<\/span>\u00a0<\/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

    La production de ce type de donn\u00e9es rejoint les axes d\u00e9finis dans le\u00a0<\/span>D\u00e9cret du 7 janvier 2016<\/span><\/i>\u00a0relatif \u00e0 l\u2019int\u00e9gration de la dimension de genre dans l\u2019ensemble des politiques de la Communaut\u00e9 fran\u00e7aise<\/span><\/i>.<\/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

    La mise en \u0153uvre de cette \u00e9tude s\u2019appuie aussi sur des\u00a0<\/span>bases juridiques en mati\u00e8re d\u2019audiovisuel<\/span>. L\u2019article 136<\/span>\u00a0<\/span><\/b>du\u00a0<\/span>D\u00e9cret coordonn\u00e9 sur les services de m\u00e9dias audiovisuels<\/span><\/i>\u00a0\u00e9num\u00e8re les missions du Coll\u00e8ge d\u2019autorisation et de contr\u00f4le du Conseil sup\u00e9rieur de l\u2019audiovisuel. Parmi elles, une nouvelle mission a \u00e9t\u00e9 ajout\u00e9e en 2016\u202f:<\/span>\u00a0<\/span><\/p>\n

    \u00ab\u202fArticle 136. \u00a7 1<\/span><\/i>er<\/span><\/i>. Le Coll\u00e8ge d\u2019autorisation et de contr\u00f4le a notamment pour mission : (\u2026)<\/span><\/i>\u00a0<\/span><\/p>\n

    14\u00b0\u00a0<\/span><\/i>de participer \u00e0 la r\u00e9alisation d\u2019une analyse p\u00e9riodique relative \u00e0 la repr\u00e9sentation \u00e9quilibr\u00e9e des femmes et des hommes, d\u2019encourager la diffusion des bonnes pratiques en mati\u00e8re de lutte contre les st\u00e9r\u00e9otypes sexistes et d\u2019\u00e9mettre, s\u2019il \u00e9chet, des recommandations sp\u00e9cifiques.<\/span><\/i>\u202f\u00bb<\/span>\u00a0<\/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

    En tant qu\u2019\u00e9diteur de service public, la\u00a0RTBF<\/i>\u00a0a des obligations sp\u00e9cifiques qui figurent dans son contrat de gestion.\u00a0Recrutement, gestion de carri\u00e8re et fonctions manag\u00e9riales sont mentionn\u00e9s dans l\u2019article 63 du\u00a0cinqui\u00e8me contrat pour la p\u00e9riode 2019-2022<\/i>.\u00a0<\/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

    A<\/span>\u00a0l\u2019\u00e9chelon international<\/span>\u00a0aussi les r\u00e9gulateurs se penchent sur l\u2019\u00e9galit\u00e9 de genre derri\u00e8re la cam\u00e9ra. On mentionnera \u00e0 cet \u00e9gard les rapports de\u00a0<\/span>l\u2019EPRA<\/span>\u00a0(<\/span>European<\/span>\u00a0Platform of\u00a0<\/span>Regulatory<\/span>\u00a0<\/span>Authorities<\/span>) et de\u00a0<\/span>l\u2019ERGA<\/span>\u00a0(<\/span>European<\/span>\u00a0<\/span>Regulators<\/span>\u00a0Group for\u00a0<\/span>Audiovisual<\/span>\u00a0Media Services) relatifs au \u00ab\u202f<\/span>Gender<\/span>\u00a0<\/span>diversity<\/span>\u202f\u00bb\u202f:<\/span>\u00a0
    \u00a0<\/span><\/p>\n

      \n
    • EPRA,\u00a0<\/span>Achieving greater diversity in broadcasting \u2013 special focus on gender. Benefits and best practice approaches<\/span><\/i>, 2018. Dir. OFCOM.<\/span>\u00a0<\/span><\/li>\n
    • ERGA,\u00a0<\/span>Study on Industry-led Good Practices related to Gender Diversity in the European Audiovisual Sector. Report with Recommendations<\/span><\/i>, 2019. Dir. CSA.be<\/span>\u00a0<\/span><\/li>\n<\/ul>\n

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      Enfin, on mentionnera cette recommandation du\u00a0<\/span>Conseil de l\u2019Europe<\/span>\u202f<\/span>:\u00a0<\/span><\/i>Recommandation CM\/Rec (2017)9 du Comit\u00e9 des Ministres aux \u00c9tats membres sur l\u2019\u00e9galit\u00e9 entre les femmes et les hommes dans le secteur audiovisuel.<\/span><\/i>\u00a0<\/span>Son Annexe 1 d\u00e9finit des lignes directrices concr\u00e8tes pour am\u00e9liorer l\u2019\u00e9galit\u00e9 entre les femmes et les hommes dans le secteur audiovisuel.\u00a0<\/span><\/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 custom_padding=\u00a0\u00bb50px||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

      Pourquoi cette \u00e9tude ?<\/span><\/h2>\n

      Quels objectifs ?<\/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\u00bb34px|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#1a1844″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb]<\/p>\n

      La\u00a0recherche vise \u00e0 apporter des informations sur la\u00a0distribution\u00a0globale des hommes et des femmes dans les \u00e9diteurs de services de m\u00e9dias audiovisuels, sur leurs emplois et taux d\u2019occupation respectifs, sur leur distribution dans les postes hi\u00e9rarchiques ainsi que dans les familles de m\u00e9tiers de l\u2019audiovisuel.<\/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″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb]<\/p>\n

      Cependant, si la collecte de statistiques ventil\u00e9es par sexe est un pr\u00e9alable, l\u2019objectif de cette recherche n\u2019est pas purement quantitatif. La recherche vise en effet \u00e0 saisir dans quelle mesure les m\u00e9tiers de l\u2019audiovisuel et les ressources humaines des \u00e9diteurs de services de m\u00e9dias audiovisuels se caract\u00e9risent par une (in)\u00e9galit\u00e9 entre femmes et hommes. Il s\u2019agit de comprendre les\u00a0<\/span>trajectoires professionnelles<\/span>\u00a0des hommes et des femmes dans les m\u00e9tiers de l\u2019audiovisuel et les ressources humaines des \u00e9diteurs de services de m\u00e9dias audiovisuels, de cerner les\u00a0<\/span>freins rencontr\u00e9s<\/span>\u00a0\u00e9ventuellement au cours des carri\u00e8res et de r\u00e9fl\u00e9chir aux\u00a0<\/span>pistes d\u2019action<\/span>\u00a0pour accro\u00eetre l\u2019\u00e9galit\u00e9 de genre. Dans cette optique, l\u2019\u00e9tude mettra \u00e9galement en exergue un certain nombre de\u00a0<\/span>pratiques<\/span>\u00a0d\u00e9velopp\u00e9es par les \u00e9diteurs de services de m\u00e9dias audiovisuels pour accro\u00eetre l\u2019\u00e9galit\u00e9 de genre en interne.\u202f<\/span>\u00a0<\/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″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb]<\/p>\n

        L\u2019objectif est donc d\u2019abord de\u00a0<\/span>comprendre les in\u00e9galit\u00e9s<\/span><\/b>\u00a0(quelles sont-elles, quelle est la nature de leurs manifestations, quels en sont les facteurs\u2026),\u00a0<\/span>et de r\u00e9fl\u00e9chir \u00e0 des leviers ou pistes d\u2019actions<\/span><\/b>, plut\u00f4t que d\u2019en quantifier le poids.<\/span>\u00a0<\/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″ width=\u00a0\u00bb95%\u00a0\u00bb max_width=\u00a0\u00bb95%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb]<\/p>\n

        Les probl\u00e9matiques et les constats relatifs aux in\u00e9galit\u00e9s de genre que nous allons mettre en exergue sont, pour certains, transversaux \u00e0 de nombreux secteurs professionnels. Ils ne constituent pas une sp\u00e9cificit\u00e9 du secteur audiovisuel. Toutefois, on rel\u00e8vera qu\u2019ils\u00a0<\/span>se retrouvent aussi<\/span><\/b>\u00a0dans le secteur audiovisuel. D\u2019autre part, on notera que les conditions d\u2019emploi dans le secteur audiovisuel comprennent \u00e9galement\u00a0<\/span>des sp\u00e9cificit\u00e9s<\/span><\/b>\u00a0qui influent sur les in\u00e9galit\u00e9s de genre. On peut citer notamment\u00a0<\/span>les horaires atypiques, le recours aux emplois pr\u00e9caires<\/span><\/b>\u00a0(pigistes,\u00a0<\/span>ind\u00e9pendant.<\/span>e.s<\/span>) ou encore\u00a0<\/span>la s\u00e9gr\u00e9gation par m\u00e9tiers<\/span><\/b>. Autant de variables propres aux m\u00e9tiers de l\u2019audiovisuel qui motivent notre recherche.\u00a0<\/span>\u00a0<\/span><\/p>\n

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        Pourquoi cette \u00e9tude ?Pourquoi cette \u00e9tude ? Peu de donn\u00e9es La question de la repr\u00e9sentation \u00e9quilibr\u00e9e des hommes et des femmes \u00e0 l\u2019\u00e9cran est une probl\u00e9matique globale qui implique aussi bien un travail sur les repr\u00e9sentations \u00e0 l\u2019antenne que sur la\u00a0gestion des ressources humaines. Les deux volets s\u2019av\u00e8rent compl\u00e9mentaires. Toutefois, on constate qu\u2019en F\u00e9d\u00e9ration Wallonie […]<\/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-2244","page","type-page","status-publish","has-post-thumbnail","hentry"],"_links":{"self":[{"href":"https:\/\/www.csa.be\/egalitediversite\/wp-json\/wp\/v2\/pages\/2244","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=2244"}],"version-history":[{"count":13,"href":"https:\/\/www.csa.be\/egalitediversite\/wp-json\/wp\/v2\/pages\/2244\/revisions"}],"predecessor-version":[{"id":2725,"href":"https:\/\/www.csa.be\/egalitediversite\/wp-json\/wp\/v2\/pages\/2244\/revisions\/2725"}],"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=2244"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}