{"id":66404,"date":"2023-04-11T16:00:12","date_gmt":"2023-04-11T14:00:12","guid":{"rendered":"https:\/\/isarta.fr\/infos\/?p=66404"},"modified":"2023-04-27T17:45:28","modified_gmt":"2023-04-27T15:45:28","slug":"comment-attirer-plus-de-femmes-dans-son-organisation","status":"publish","type":"post","link":"https:\/\/isarta.fr\/infos\/comment-attirer-plus-de-femmes-dans-son-organisation\/","title":{"rendered":"Comment attirer plus de femmes dans son organisation ?"},"content":{"rendered":"\n
\"L\u2019attribut<\/figure>\n\n\n\n

11 avril 2023<\/p>\n\n\n\n

Elargir son bassin de recrutement passe souvent par un travail sur sa culture d’entreprise et son mode de gestion \u00e0 l’interne. Anne Betton, leader de transformation et fondatrice d’Anastasens<\/a> s’int\u00e9resse notamment \u00e0 la question du leadership f\u00e9minin pour r\u00e9ussir \u00e0 ouvrir son organisation \u00e0 plus de femmes.<\/strong><\/p>\n\n\n\n

Anne Betton en est convaincue : les femmes vont changer le monde des affaires ! La fondatrice d’Anastasens, apr\u00e8s 25 ans d’exp\u00e9rience en consultation dans des grandes firmes internationales, accompagne les \u00e9quipes de direction dans leur transformation dans l’optique d’augmenter l’engagement et la coh\u00e9sion des \u00e9quipes.<\/p>\n\n\n\n

Des transformations qui passent par le num\u00e9rique mais aussi et surtout par la culture d’entreprise en elle-m\u00eame ! En ce sens, elle consid\u00e8re que parler de diversit\u00e9 et d’inclusion revient \u00e0 laisser s’exprimer d’autres formes de gestion.<\/p>\n\n\n\n

\n

En opposition \u00e0 la culture du h\u00e9ros, avec le leader qui sait dans quelle direction il faut aller, je pense que nos organisations ont besoin d’attributs \u00ab\u00a0f\u00e9minins\u00a0\u00bb – qui peuvent se retrouver aussi bien chez les hommes que chez les femmes au passage. \u00c0 savoir l’\u00e9coute, la vuln\u00e9rabilit\u00e9, le sens du collectif (pouvoir compter sur les autres) et de la co-construction\u00a0\u00bb, plaide-t-elle.<\/p>\n<\/blockquote>\n\n\n\n

Probl\u00e8me : alors que ce type d’impulsion doit venir de la direction, seulement 8% de PDG du classement Fortune 500 de Forbes sont des femmes. La question \u00e0 se poser : comment prendre ce sujet \u00e0 bras le corps pour attirer plus de femmes ?<\/p>\n\n\n\n

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L’enjeu, c’est de r\u00e9ussir \u00e0 ouvrir la r\u00e9flexion pour amener quelque chose de diff\u00e9rent dans l’organisation,\u00a0\u00bb confie Anne Betton, qui a, au cours de son exp\u00e9rience, rencontr\u00e9 de nombreuses leaders dans des domaines tr\u00e8s masculins, comme celui des technologies par exemple.<\/p>\n<\/blockquote>\n\n\n\n

Un engagement sinc\u00e8re et qui doit venir d’en haut<\/strong><\/p>\n\n\n\n

C’est d’ailleurs tout l’objet d’une conf\u00e9rence-atelier <\/a>qu’elle a con\u00e7ue afin de faire \u00e9merger des id\u00e9es et des propositions pour amorcer le changement. Il faut dire que la p\u00e9nurie de main-d’oeuvre est une opportunit\u00e9 : attirer des femmes, c’est \u00e9largir son bassin de recrutement !<\/p>\n\n\n\n

Selon Anne Betton, tout part de la direction. S’il n’y a pas cette interrogation, cette ouverture et cette volont\u00e9 de mettre cette question \u00e0 l’agenda, c’est mal parti.<\/p>\n\n\n\n

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La direction a un r\u00f4le cl\u00e9 pour impulser le changement. Mes clients sont d’ailleurs beaucoup des hommes qui consid\u00e8rent qu’il s’agit d’un enjeu strat\u00e9gique\u00a0\u00bb, indique-t-elle.<\/p>\n<\/blockquote>\n\n\n\n

Par ailleurs, l’\u00e9cueil qu’elle constate en la mati\u00e8re, c’est la d\u00e9connexion entre les messages et les discours d’un c\u00f4t\u00e9 et la r\u00e9alit\u00e9 du terrain de l’autre.<\/p>\n\n\n\n

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Il faut vraiment que cela soit une pr\u00e9occupation sinc\u00e8re de l’entreprise qui vient toucher \u00e0 ses valeurs. Si cela n’est pas incarn\u00e9, cela ne sera pas cr\u00e9dible et si ce n’est pas cr\u00e9dible, cela ne durera pas. En r\u00e9sum\u00e9 : si tu refl\u00e8tes ce que tu d\u00e9gages, tu vas attirer les gens que tu souhaites\u00a0\u00bb, explique la consultante.<\/p>\n<\/blockquote>\n\n\n\n

En ce sens, elle pr\u00e9cise que leadership f\u00e9minin ne veut pas forc\u00e9ment dire leadership de femmes. Certes, il doit y avoir une repr\u00e9sentativit\u00e9 de cette diversit\u00e9, sinon cela n’est pas cr\u00e9dible. Mais il s’agit moins d’un enjeu de genre que d’\u00e9nergie et de valeurs v\u00e9hicul\u00e9es.<\/p>\n\n\n\n

Dans ses ateliers, Anne Betton utilise d’ailleurs beaucoup la co-construction pour trouver des solutions propres \u00e0 l’entreprise.<\/p>\n\n\n\n

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On n\u00e9glige souvent l’intelligence qu’on a dans une entreprise. J’essaie de mettre la lumi\u00e8re sur les talents que l’on ignore souvent\u00a0\u00bb, assure-t-elle. \u00ab\u00a0C’est souvent pr\u00e9f\u00e9rable : ces personnes connaissent la culture existante et sont ainsi en mesure des proposer les solutions les plus applicables pour attirer des femmes… mais aussi d’autres minorit\u00e9s !\u00a0\u00bb<\/p>\n<\/blockquote>\n\n\n\n

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D\u00e9couvrez la formation de Anne Betton sur le leadership f\u00e9minin :<\/strong><\/p>\n\n\n

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