{"id":16248934,"date":"2023-11-24T17:43:54","date_gmt":"2023-11-24T16:43:54","guid":{"rendered":"http:\/\/dev.mon-studio-web.com\/humoon-old\/?p=16248934"},"modified":"2024-04-23T02:07:04","modified_gmt":"2024-04-23T00:07:04","slug":"leardership-feminin-performance","status":"publish","type":"post","link":"https:\/\/dev.mon-studio-web.com\/humoon-old\/leardership-feminin-performance\/","title":{"rendered":"Leadership au f\u00e9minin, une strat\u00e9gie de performance"},"content":{"rendered":"\n<p><\/p>\n\n\n\n<p>Voil\u00e0 une tendance RH qu\u2019il \u00e9tait temps de voir fleurir !<br>\ud83d\udc49  Plus de femmes en CODIR et COMEX.<\/p>\n\n\n\n<p>Apr\u00e8s avoir lu cet article (dans 3 min maxi) vous saurez<\/p>\n\n\n\n<p>\u2705  Pourquoi il faut miser sur le leadership au f\u00e9minin<br>\u2705  4 mani\u00e8res de commencer sans attendre<\/p>\n\n\n\n<p>Allez, c\u2019est parti !<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Pourquoi miser sur le leadership au f\u00e9minin ?<\/h2>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p>Ce n\u2019est pas moi qui vais vous l\u2019apprendre.<br>Les in\u00e9galit\u00e9s hommes-femmes sont encore trop pr\u00e9sentes en France.<\/p>\n\n\n\n<ul>\n<li>Les hommes sont r\u00e9mun\u00e9r\u00e9s en moyenne 28,5% de plus que les femmes.<\/li>\n\n\n\n<li>En 2020 dans les entreprises du CAC40 les femmes repr\u00e9sentent 48% de l\u2019effectif global, mais seulement 32% des cadres et 18,4% des postes de direction.<\/li>\n<\/ul>\n\n\n\n<p>Il est grand temps que \u00e7a change !<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Loi Rixain et Women on Boards<\/h3>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p>Une nouvelle l\u00e9gislation est en vigueur depuis 2022 pour les entreprises de + 1000 salari\u00e9s.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><br><\/p>\n\n\n\n<ol>\n<li><strong>La loi Rixain \ud83c\uddeb\ud83c\uddf7<\/strong><\/li>\n<\/ol>\n\n\n\n<p><strong>Entreprises concern\u00e9es <\/strong>:&nbsp; + de 1000 salari\u00e9s<\/p>\n\n\n\n<p><strong>Objectif<\/strong> : 30% de cadres dirigeants d\u2019ici 2026 et 40% d\u00e8s 2029.<\/p>\n\n\n\n<p><strong>Sanction si non atteinte<\/strong> : P\u00e9nalit\u00e9 \u00e0 hauteur d\u20191% de la r\u00e9mun\u00e9ration de la masse salariale. L\u2019entreprise devra d\u00e9finir et transmettre au minist\u00e8re charg\u00e9 des affaires un plan d\u2019action pour atteindre ses quotas. Un d\u00e9lai de 2 ans lui est accord\u00e9 pour se mettre en conformit\u00e9.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<ol start=\"2\">\n<li><strong>Women on Boards \ud83c\uddea\ud83c\uddfa<\/strong><\/li>\n<\/ol>\n\n\n\n<p><strong>Entreprises concern\u00e9es <\/strong>: C\u00f4t\u00e9es en Bourse<\/p>\n\n\n\n<p><strong>Objectif<\/strong> : D\u00e8s 2026, 33% de femmes au conseil d\u2019administration (CA)<br>Ou 40% parmi les membres non ex\u00e9cutifs du CA.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Performance<\/h3>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p>Outre l\u2019obligation l\u00e9gislative, choisir de f\u00e9miniser la direction d\u2019une entreprise permet de gagner en performance.<\/p>\n\n\n\n<p>OUI, il existe de nombreuses \u00e9tudes sur le sujet.<br><br>Quelques chiffres sur l\u2019impact de la mixit\u00e9, pour convaincre les plus sceptiques ?<\/p>\n\n\n\n<p>+57% de satisfaction client\u00e8le.<br>+58 % de motivation chez leurs salari\u00e9s.<br>69% des entreprises engag\u00e9es dans la mixit\u00e9 d\u00e9veloppent une meilleure image de marque.<\/p>\n\n\n\n<p><em>(Sources : OCDE, McKinsey, GEF, Financi\u2019elles, Cr\u00e9dit Suisse)<\/em><\/p>\n\n\n\n<p>Maintenant que vous avez (au moins) 2 bonnes raisons de penser mixit\u00e9, comment avancer dans la bonne direction ?<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">4 mani\u00e8res d\u2019inclure la mixit\u00e9 dans ses strat\u00e9gies RH<\/h2>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Cr\u00e9er un plan d\u2019action<\/h3>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p>Au risque d\u2019enfoncer une porte ouverte\u2026 Pr\u00e9parer un plan d\u2019action clair, c\u2019est la toute premi\u00e8re \u00e9tape. \u00c7a demande de r\u00e9pondre au minimum \u00e0 ces 4 questions<\/p>\n\n\n\n<ul>\n<li>Quelle \u00e9quipe va porter ces sujets ?<\/li>\n\n\n\n<li>Qu\u2019est-ce qui a d\u00e9j\u00e0 \u00e9t\u00e9 mis en place et quel \u00e9tat des lieux peut-on faire ?<\/li>\n\n\n\n<li>Quels sont les indicateurs \u00e0 calculer et \u00e0 suivre ?<\/li>\n\n\n\n<li>Quelles sont les prochaines \u00e9tapes ?<\/li>\n<\/ul>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Faire \u00e9voluer les habitudes<\/h3>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p>Pour traiter le probl\u00e8me \u00e0 la source, la toute premi\u00e8re \u00e9tape pourrait \u00eatre de sensibiliser et former au recrutement paritaire. Pour agir dans ce sens<\/p>\n\n\n\n<p>\u2192 R\u00e9diger des offres plus inclusives.<br>Un truc simple et efficace : pr\u00e9ciser que c\u2019est surtout le relationnel qui prime dans le choix du recruteur.<\/p>\n\n\n\n<p>Pourquoi ? La plupart des femmes attendent d\u2019avoir 100% des comp\u00e9tences requises pour postuler, l\u00e0 o\u00f9 les hommes se contentent de 60%.<\/p>\n\n\n\n<p>\u2192 Faire de l\u2019\u00e9galit\u00e9 professionnelle un sujet de marque employeur.<br>Sans tomber dans le <em>feminisn-washing<\/em>, \u00e9videmment !<br><br>\u00c7a passe par (vraiment) offrir un environnement de travail safe et bienveillant.<br>Et de parler des initiatives de l&rsquo;entreprise en faveur des femmes.<br><br>Une id\u00e9e au hasard ?<br>S\u2019engager contre le harc\u00e8lement : on vous en reparle tr\u00e8s vite.<\/p>\n\n\n\n<p>\ud83d\ude09<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Inspirer et motiver<\/h3>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p>Pour inciter plus de femmes \u00e0 occuper des postes de direction, il faut les y encourager.<br>Les bons r\u00e9flexes :<\/p>\n\n\n\n<p>\u2192 Organiser le mentoring entre collab\u2019.<br>\u2192 Favoriser le role model en invitant des collaboratrices \u00e0 partager leurs parcours.<br>\u2192 Encourager vos collab\u2019 \u00e0 s\u2019impliquer dans des r\u00e9seaux f\u00e9minins comme Women in Tech, Paris Data Ladies\u2026<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Coacher vos collaboratrices<\/h3>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p>Chez Humoon, nos coachs accompagnent beaucoup de femmes, et \u00e7a leur change la vie !<\/p>\n\n\n\n<p>\u2705 Se lib\u00e9rer les blocages engendr\u00e9s par ces constructions sociales et\/ou personnelles<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p>\u2705 D\u00e9finir leur place dans l\u2019entreprise et leur style de management.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p>\u2705 Trouver leur \u00e9quilibre vie pro\/vie perso.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p>\u00c7a marche en individuel. Mais aussi collectif !<\/p>\n\n\n\n<p>Votre entreprise veut aller plus loin dans son engagement pour le leadership au f\u00e9minin ?<\/p>\n\n\n\n<p>Discutons-en, je vous attends&nbsp; \ud83d\udc49<a href=\"http:\/\/dev.mon-studio-web.com\/humoon-old\/page-contact\/\">par ici.<\/a><\/p>\n\n\n\n<p>\u00c0 bient\u00f4t,<\/p>\n\n\n\n<p>Alex<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p class=\"has-background\" style=\"background-color:#ddeefc\">Cet article est une adaptation d\u2019une \u00e9dition de<strong><em> Plan\u00e8te RH<\/em><\/strong> \u2728 la newsletter made in Humoon<br><br>300% innovation <br>0% bullshit <br><br>Pour recevoir 2 fois par mois la dose d\u2019inspiration des RH du futur \ud83d\udc47<\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Voil\u00e0 une tendance RH qu\u2019il \u00e9tait temps de voir fleurir !\ud83d\udc49 Plus de femmes en CODIR et COMEX. Apr\u00e8s avoir lu cet article (dans 3 min maxi) vous saurez \u2705 Pourquoi il faut miser sur le leadership au f\u00e9minin\u2705 4 mani\u00e8res de commencer sans attendre Allez, c\u2019est parti ! Pourquoi miser sur le leadership au [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":16248940,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","footnotes":""},"categories":[14],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.7 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Blog \ud83d\udca1 Leadership au f\u00e9minin, une strat\u00e9gie de performance<\/title>\n<meta name=\"description\" content=\"ENFIN plus de femme en CODIR ! 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