Augmenter les voies d’accès à des postes de direction pour les femmes noires, autochtones et d’autres minorités raciales
Mots-clés :
genre, race, classe, direction, inclusion, réforme, établissement postsecondaire, milieu universitaireRésumé
Les postes de direction au sein des établissements postsecondaires demeurent généralement inaccessibles aux femmes, et plus particulièrement aux femmes noires, autochtones et d’autres minorités raciales. Dans cet article, nous soutenons que les voies d’accès à des postes de direction, en particulier en ce qui concerne des approches critiques non traditionnelles et non normatives qui découlent du fait que les femmes noires, autochtones et d’autres minorités raciales se trouvent dans une situation épistémique différente, constituent un bon premier pas vers le démantèlement progressif des cultures des milieux de travail universitaires eurocentriques et androcentriques qui sont normalisées et que l’on gère comme des entreprises. Ce genre de réforme est un travail préliminaire essentiel pour parvenir à une plus grande équité et inclusion dans les établissements universitaires. Soulignons que nous parlons ici d’un grand nombre de changements importants qu’il est nécessaire d’apporter pour adopter une première réforme indispensable, en parallèle avec une transformation plus radicale que nous devrions promouvoir continuellement ensuite (Dryden 2022; Patel 2021). Nous proposons donc des initiatives que les universités peuvent prendre pour remédier à certaines des exclusions et des inégalités les plus courantes liées au genre, à la race et à la classe sociale que l’on retrouve dans des milieux de travail universitaires, et ce, en reconnaissant que les établissements universitaires, qui ont démontré une prédilection pour la cooptation et le rendement, peinent à procéder à une véritable réforme, et encore plus à entreprendre la « transformation » et la « décolonisation » que l’on confond souvent, à tort, avec la réforme. En nous appuyant sur la recherche institutionnelle, nous décrivons en détail les engagements que doivent prendre les organes directeurs, les changements à apporter aux processus décisionnels des universités, l’importance de disposer d’une infrastructure de collecte de données rapide et transparente, ainsi que d’autres changements institutionnels nécessaires pour améliorer le recrutement, l’embauche et le maintien en poste du corps professoral et des dirigeants universitaires noirs, autochtones et issus d’autres minorités raciales. L’ensemble de ces pratiques constitue une réforme préliminaire qu’il est nécessaire d’adopter pour pouvoir mettre en place de véritables pratiques d’inclusion.
Statistiques
Références
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