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Elle développe des outils et des solutions qui facilitent l’accès à une information claire et pertinente afin de soutenir la prise de décision et les priorités d’affaires.\u003C/p>\n\u003Cp>Diplômée de HEC Montréal en intelligence d’affaires, elle possède une expertise en analyse de données, automatisation des processus et information de gestion. Elle s’intéresse particulièrement à la façon dont les données peuvent être utilisées pour mieux comprendre les opérations et générer des retombées concrètes pour l’organisation.\u003C/p>\n\u003Cp>Appréciée pour sa rigueur, sa curiosité et son approche accessible, Nadine aime collaborer avec les équipes pour transformer des enjeux complexes en solutions simples et efficaces. 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14:46:48",{"thumbnail":575,"thumbnail-width":93,"thumbnail-height":93,"medium":576,"medium-width":171,"medium-height":95,"medium_large":569,"medium_large-width":122,"medium_large-height":355,"large":569,"large-width":122,"large-height":355,"1536x1536":569,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":569,"2048x2048-width":122,"2048x2048-height":355,"large-preview":569,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":569,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2026/06/Dachmah-Dorce-1-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2026/06/Dachmah-Dorce-1-247x300.jpg","dachmah.dorce@latitudemgmt.ca",[579],{"acf_fc_layout":363,"content":580},"\u003Cp>Dachmah est parajuriste chez Latitude. Avant de se joindre à l’équipe, elle a évolué dans différents milieux juridiques, notamment au sein du système judiciaire et en pratique privée.\u003C/p>\n\u003Cp>Au fil de son parcours, elle a développé de solides compétences en gestion de dossiers, en organisation documentaire et en soutien aux professionnels du droit. Reconnue pour sa rigueur, son efficacité et son souci du détail, elle contribue au bon déroulement des mandats confiés à l’équipe.\u003C/p>\n\u003Cp>Attirée par la mission de Latitude, Dachmah souhaite mettre son expérience au service d’une pratique axée sur les relations de travail ainsi que la prévention et le traitement des situations de harcèlement et de violence dans les organisations.\u003C/p>\n\u003Chr />\n\u003Cp>\u003Cstrong>Formation \u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cspan style=\"color: black;\">Diplôme d’études collégiales (DEC), Techniques juridiques, \u003Ci>Collège Ahuntsic\u003C/i>\u003C/span>\u003C/li>\n\u003C/ul>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Dachmah Dorcé | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" 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17:57:18",{"thumbnail":662,"thumbnail-width":93,"thumbnail-height":93,"medium":663,"medium-width":171,"medium-height":95,"medium_large":656,"medium_large-width":122,"medium_large-height":355,"large":656,"large-width":122,"large-height":355,"1536x1536":656,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":656,"2048x2048-width":122,"2048x2048-height":355,"large-preview":656,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":656,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2026/05/Simon-Laliberte-2-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2026/05/Simon-Laliberte-2-247x300.jpg","Directeur principal, Éthique et Intégrité","simon.laliberte@latitudemgmt.ca",[667,669],{"acf_fc_layout":363,"content":668},"\u003Cp>Simon Laliberté occupe le poste de Directeur principal des services d’éthique et d’intégrité chez Latitude. À ce titre, il dirige les mandats liés à l’évaluation de l’éthique, la protection de l’intégrité contractuelle, au traitement d’actes répréhensibles et à la mise en œuvre de mécanismes robustes de gouvernance, de conformité et de reddition de comptes. Il accompagne tant les organisations publiques que privées dans l’analyse indépendante de situations complexes et le renforcement de leurs pratiques d’intégrité organisationnelles.\u003C/p>\n\u003Cp>Simon a exercé comme avocat au Bureau de l’Inspecteur général pendant près de 10 ans et a occupé le poste d’avocat en chef adjoint à la Commission d’enquête publique sur la gestion de la modernisation des systèmes informatiques de la SAAQ (Commission Gallant). Il y a développé une expertise de pointe en enquêtes administratives liées à l’intégrité contractuelle, publique et institutionnelle. Dans le cadre de ses fonctions, il conseillait les analystes et les enquêteurs et participait à l’ensemble des étapes menant à la rédaction de rapports publics ainsi qu’à l’élaboration de recommandations destinées aux instances décisionnelles de la Ville et du gouvernement.\u003C/p>\n\u003Cp>Détenteur d’un certificat en lutte contre la criminalité financière, il est engagé dans la lutte contre la corruption, l’encadrement des risques d’inconduite et la promotion de mesures favorisant la protection de l’intégrité. Il a notamment collaboré à des publications de Transparency International Canada et contribué à la mise sur pied du sous-comité sur l’inadmissibilité et les exclusions des contrats publics (« Debarment & Exclusions ») au sein de l’International Bar Association, dont il a été co-président de 2024 à 2025.\u003C/p>\n\u003Cp>Simon contribue activement à l’avancement des pratiques en matière d’intégrité publique. Il a notamment comparu à plusieurs reprises en commissions parlementaires et a participé aux développements récents du Barreau du Québec comme contributeur et conférencier, en plus d’agir comme conférencier auprès de l’Union des municipalités du Québec et lors du GCTF Anti-Corruption Workshop à Taïwan. Ces interventions témoignent de sa capacité à vulgariser des enjeux complexes d’intégrité, de gouvernance et de conformité auprès d’acteurs publics et organisationnels.\u003C/p>\n\u003Chr />\n\u003Cp>\u003Cstrong>Formation \u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Baccalauréat en droit (LL.B.), \u003Cem>Université de Montréal\u003C/em>\u003C/li>\n\u003Cli>Juris Doctor – common law nord-américaine (J.D.), \u003Cem>Université de Montréal\u003C/em>\u003C/li>\n\u003Cli>Diplôme d’études supérieures spécialisées en lutte contre la criminalité financière (DESS), \u003Cem>Université de Sherbrooke\u003C/em>\u003C/li>\n\u003Cli>Summer Academy, \u003Cem>International Anti-Corruption Academy\u003C/em>\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau du 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19:59:55",{"thumbnail":934,"thumbnail-width":93,"thumbnail-height":93,"medium":935,"medium-width":171,"medium-height":95,"medium_large":929,"medium_large-width":122,"medium_large-height":355,"large":929,"large-width":122,"large-height":355,"1536x1536":929,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":929,"2048x2048-width":122,"2048x2048-height":355,"large-preview":929,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":929,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2026/02/Stefan-Stanczykowski-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2026/02/Stefan-Stanczykowski-247x300.jpg","Directeur du développement des affaires","stefan.stanczykowski@latitudemgmt.ca",[939],{"acf_fc_layout":363,"content":940},"\u003Cp>Stefan est directeur du développement des affaires chez Latitude. Il assure la direction et la coordination de l’ensemble des activités de marketing et de communications de Latitude. À ce titre, il structure et déploie les stratégies de positionnement du cabinet, veille à une présence forte et cohérente sur le marché, optimise le traitement des occasions d’affaires stratégiques et appuie les équipes professionnelles dans l’obtention de nouveaux mandats.\u003C/p>\n\u003Cp>Son parcours s’inscrit dans une approche de leadership adaptée à l’ère de l’intelligence artificielle, intégrant innovation, agilité et réflexion stratégique. Il a occupé des fonctions de direction au sein de cabinets mondiaux de services professionnels, où il a développé une compréhension approfondie des environnements complexes et des dynamiques concurrentielles. Il a également dirigé une entreprise médiatique multilingue dans le Grand Montréal, consolidant ainsi son expertise en communications stratégiques, en développement de marque et en croissance organisationnelle.\u003C/p>\n\u003Cp>Reconnu pour sa rigueur et sa vision d’ensemble, Stefan met en œuvre des stratégies concrètes et structurantes, alignées sur les priorités d’affaires et les besoins évolutifs du marché.\u003C/p>\n\u003Chr />\n\u003Cp style=\"font-weight: 400;\">\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Certificat, \u003Cem>Leadership for the AI Age: Driving Digital Transformation for Competitive Advantage, MIT Professional Education\u003C/em>\u003C/li>\n\u003Cli>Certificat, \u003Cem>Generative AI for Marketers\u003C/em>, \u003Cem>Canadian Marketing Association\u003C/em>\u003C/li>\n\u003Cli>Baccalauréat en droit (LL.B.), \u003Cem>Université de Sherbrooke\u003C/em>\u003C/li>\n\u003Cli>Baccalauréat en administration des affaires (B.A.A.),\u003Cem> Université Bishop’s\u003C/em>\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp style=\"font-weight: 400;\">\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau du Québec\u003C/li>\n\u003C/ul>\n\u003Cp> \u003C/p>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Stefan Stanczykowski | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/equipe/stefan-stanczykowski/\" />\n\u003Cmeta property=\"og:locale\" content=\"fr_CA\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta property=\"og:title\" content=\"Stefan Stanczykowski | Latitude Management\" />\n\u003Cmeta property=\"og:url\" content=\"https://latitudemgmt.ca/fr/equipe/stefan-stanczykowski/\" />\n\u003Cmeta 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19:58:58",{"thumbnail":1101,"thumbnail-width":93,"thumbnail-height":93,"medium":1102,"medium-width":171,"medium-height":95,"medium_large":1096,"medium_large-width":122,"medium_large-height":355,"large":1096,"large-width":122,"large-height":355,"1536x1536":1096,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":1096,"2048x2048-width":122,"2048x2048-height":355,"large-preview":1096,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":1096,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2026/02/Camelia-Captalan-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2026/02/Camelia-Captalan-247x300.jpg","camelia.captalan@latitudemgmt.ca",[1105],{"acf_fc_layout":363,"content":1106},"\u003Cp>Camelia est parajuriste chez Latitude après y avoir complété son stagiaire en techniques juridiques. Dans son rôle, où elle soutient l’équipe de professionnels dans leurs activités tout en développant ses compétences juridiques, notamment en matière d’enquête.\u003C/p>\n\u003Cp>Récemment diplômée de sa formation collégiale, elle se distingue par son sens de l’organisation, son professionnalisme et sa curiosité intellectuelle. 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Ahuntsic\u003C/em>\u003C/li>\n\u003C/ul>\n",{"ID":1092,"id":1092,"title":1093,"filename":1094,"filesize":1095,"url":1096,"link":1097,"alt":5,"author":486,"description":5,"caption":5,"name":1098,"status":81,"uploaded_to":1077,"date":1099,"modified":1099,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":122,"height":355,"sizes":1108},{"thumbnail":1101,"thumbnail-width":93,"thumbnail-height":93,"medium":1102,"medium-width":171,"medium-height":95,"medium_large":1096,"medium_large-width":122,"medium_large-height":355,"large":1096,"large-width":122,"large-height":355,"1536x1536":1096,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":1096,"2048x2048-width":122,"2048x2048-height":355,"large-preview":1096,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":1096,"fullscreen-small-width":122,"fullscreen-small-height":355},"\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ 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travail et de l’emploi au service d’une clientèle variée depuis plus de vingt ans. Agissant exclusivement comme tierce partie neutre et impartiale, elle accompagne les organisations avec rigueur et discernement dans la prévention, l’analyse et la résolution de situations problématiques sensibles.\u003C/p>\n\u003Cp>Marie-Christine a développé une pratique spécialisée dans diverses interventions liées à l’éthique, l’intégrité et la conformité institutionnelle, notamment dans des dossiers comportant des allégations de harcèlement, de discrimination et de violence au travail, ainsi que dans des contextes disciplinaires ou administratifs. Son champ d’expertise couvre également le respect des normes de conduite, d’éthique ou d’intégrité, tels les conflits d’intérêts, les bris de confidentialité, l’abus d’autorité ou l’utilisation inappropriée des ressources.\u003C/p>\n\u003Cp>À titre de Directrice principale des services d’enquête, Marie-Christine encadre les enquêteurs de son équipe dans la réalisation de mandats exigeant impartialité, compétence et diligence. 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14:05:39",{"thumbnail":1588,"thumbnail-width":93,"thumbnail-height":93,"medium":1589,"medium-width":171,"medium-height":95,"medium_large":1583,"medium_large-width":122,"medium_large-height":355,"large":1583,"large-width":122,"large-height":355,"1536x1536":1583,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":1583,"2048x2048-width":122,"2048x2048-height":355,"large-preview":1583,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":1583,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/09/Catherine-Claveau-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/09/Catherine-Claveau-247x300.jpg","Associée, Avocate-enquêtrice, Médiatrice & ASC","514.213.3193","catherine.claveau@latitudemgmt.ca",[1594],{"acf_fc_layout":363,"content":1595},"\u003Cp>Catherine Claveau est avocate, médiatrice accréditée auprès du Barreau du Québec et de l’IMAQ, enquêtrice accréditée et administratrice de sociétés (ASC). Cumulant plus de 36 ans d’expérience, elle possède également une expertise reconnue en éthique, intégrité, gestion des situations sensibles et résolution des différends en milieu organisationnel.\u003C/p>\n\u003Cp>Élue Bâtonnière du Québec pour deux mandats consécutifs (2021-2025), elle a joué un rôle de premier plan en matière de leadership, de gouvernance et de représentation de la profession juridique sur les scènes nationale et internationale. Son expérience à la présidence de divers comités, dont ceux de gouvernance et d’éthique, lui a également permis de développer une solide compréhension des enjeux stratégiques et de gouvernance auxquels font face les organisations. Elle est également coautrice du \u003Cem>Guide des meilleures pratiques à l’intention des avocats menant des enquêtes sur des plaintes de harcèlement en milieu de travail\u003C/em>, publié par le Barreau du Québec.\u003C/p>\n\u003Cp>Aujourd’hui, à titre d’associée chez Latitude, Catherine met cette expérience au service des organisations afin de les accompagner dans leurs enjeux d’éthique, d’intégrité, de prévention et de gouvernance. Reconnue pour son leadership et sa capacité à aborder des situations sensibles et complexes, elle conjugue expertise juridique, vision stratégique et approche humaine dans sa pratique.\u003C/p>\n\u003Cp>Catherine dessert une clientèle variée à travers le Québec, notamment dans les secteurs de l’éducation, public et parapublic, de l’administration municipale et bancaire. Elle intervient aussi auprès de conseils de bande et d’organismes autochtones. ​Originaire de Chicoutimi, elle a exercé pendant de nombreuses années à Québec, où elle a cofondé un cabinet boutique. Elle possède ainsi une compréhension fine des réalités régionales.\u003C/p>\n\u003Cp>Au-delà de sa pratique comme avocate, elle s’est illustrée par son engagement constant envers la santé mentale et l’équilibre dans la profession juridique. Elle a contribué à la concrétisation de la \u003Cem>Déclaration d’engagement envers le bien-être dans la profession juridique\u003C/em> et de la \u003Cem>Déclaration de principe sur la conciliation travail-vie personnelle dans le cadre des instances judiciaires\u003C/em>, signées par les juges en chef du Québec et plusieurs acteurs clés du milieu de la justice. Pendant son bâtonnat, elle a représenté le Barreau du Québec dans l’étude d’une vingtaine de projets de loi, consolidé les relations avec les communautés autochtones, et su développer des partenariats nationaux et internationaux qui témoignent de son influence et de sa vision rassembleuse. Son engagement envers la relève s’est également traduit par une tournée annuelle des facultés de droit, axée sur le bien-être des jeunes juristes.\u003C/p>\n\u003Cp>Avant son bâtonnat, Catherine a assumé divers rôles de gouvernance au sein du Barreau du Québec, siégeant notamment au Conseil d’administration, au Conseil exécutif et au Conseil général, ainsi qu’au conseil d’administration du Fonds d’assurance responsabilité professionnelle du Barreau du Québec (FARPBQ) pendant huit ans. Ces expériences l’ont amenée à piloter des dossiers stratégiques en matière de gouvernance, d’éthique, de ressources humaines et de finances, consolidant sa réputation de leader rassembleuse et engagée.\u003C/p>\n\u003Chr />\n\u003Cp style=\"font-weight: 400;\">\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Certification universitaire en gouvernance des sociétés (ASC), \u003Cem>Université Laval\u003C/em>\u003C/li>\n\u003Cli>Baccalauréat en droit (LL.B.), \u003Cem>Université Laval\u003C/em>\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp style=\"font-weight: 400;\">\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau du Québec, Membre et médiatrice accréditée\u003C/li>\n\u003Cli>\u003Cspan class=\"wixui-rich-text__text\">\u003Cspan class=\"color_19 wixui-rich-text__text\">Institut de médiation et d’arbitrage du Québec (IMAQ), \u003C/span>\u003C/span>\u003Cspan class=\"wixui-rich-text__text\">\u003Cspan class=\"color_19 wixui-rich-text__text\">Membre et médiatrice accréditée\u003C/span>\u003C/span>\u003C/li>\n\u003Cli>Administratrice de sociétés certifiée (ASC)\u003C/li>\n\u003Cli>Collectif « Bâtonnières du Monde », Membre du Conseil d’administration\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp style=\"font-weight: 400;\">\u003Cstrong>Reconnaissances\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Best Lawyers in Canada ™ 2027 – Droit du travail et de l’emploi\u003C/li>\n\u003C/ul>\n",{"ID":1487,"id":1487,"title":1488,"filename":1489,"filesize":1490,"url":1491,"link":1492,"alt":5,"author":161,"description":5,"caption":5,"name":1488,"status":81,"uploaded_to":163,"date":1493,"modified":1493,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":166,"height":1494,"sizes":1597},{"thumbnail":1496,"thumbnail-width":93,"thumbnail-height":93,"medium":1497,"medium-width":95,"medium-height":1498,"medium_large":1499,"medium_large-width":98,"medium_large-height":1500,"large":1501,"large-width":101,"large-height":1502,"1536x1536":1503,"1536x1536-width":177,"1536x1536-height":1504,"2048x2048":1505,"2048x2048-width":180,"2048x2048-height":1506,"large-preview":1507,"large-preview-width":183,"large-preview-height":1508,"fullscreen-small":1509,"fullscreen-small-width":186,"fullscreen-small-height":1510},"\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ 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Therlonge",{"rendered":5,"protected":105},[339],[1667,333,342,343,344,345],"post-1825",{"thumbnail":1669,"job":1681,"phone_info":5,"email":1682,"pagebuilder":1683,"annotations":105,"prefooter_image":105},{"ID":1670,"id":1670,"title":1663,"filename":1671,"filesize":1672,"url":1673,"link":1674,"alt":5,"author":1369,"description":5,"caption":5,"name":1675,"status":81,"uploaded_to":1676,"date":1677,"modified":1677,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":122,"height":355,"sizes":1678},1835,"Samuel-Therlonge.jpg",45292,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/08/Samuel-Therlonge.jpg","https://latitudemgmt.ca/en/team/samuel-therlonge/samuel-therlonge-2/","samuel-therlonge-2",1826,"2025-08-21 18:56:22",{"thumbnail":1679,"thumbnail-width":93,"thumbnail-height":93,"medium":1680,"medium-width":171,"medium-height":95,"medium_large":1673,"medium_large-width":122,"medium_large-height":355,"large":1673,"large-width":122,"large-height":355,"1536x1536":1673,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":1673,"2048x2048-width":122,"2048x2048-height":355,"large-preview":1673,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":1673,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/08/Samuel-Therlonge-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/08/Samuel-Therlonge-247x300.jpg","Commis comptable","samuel.therlonge@latitudemgmt.ca",[1684],{"acf_fc_layout":363,"content":1685},"\u003Cdiv class=\"elementToProof\">Samuel est un commis comptable chez Latitude. Il détient un certificat en gestion d’entreprise, un certificat en gestion comptable des organisations, et poursuit actuellement un certificat en comptabilité professionnelle.\u003C/div>\n\u003Cdiv class=\"elementToProof\">À travers son expérience au sein d’organisations communautaire et d’administration, notamment dans le milieu de la petite enfance, Samuel a acquis de solides compétences en comptabilité qui lui permettent de contribuer à la fluidité et à l’efficacité de la gestion des finances au sein de la firme.\u003C/div>\n\u003Cdiv class=\"elementToProof\">\u003C/div>\n\u003Cdiv class=\"elementToProof\">\u003Cstrong>Formation\u003C/strong>\u003C/div>\n\u003Cul>\n\u003Cli>Certificat en gestion d’entreprise, \u003Ci>HEC Montréal\u003C/i>\u003C/li>\n\u003Cli>Certificat en gestion comptable des organisations, \u003Ci>HEC Montréal\u003C/i>\u003C/li>\n\u003Cli>Certificat en comptabilité professionnelle, \u003Ci>HEC Montréal\u003C/i> (en cours)\u003C/li>\n\u003C/ul>\n","\u003C!-- This 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processus financiers de l’organisation. Avant de rejoindre l’équipe, elle a travaillé pendant plus de cinq ans comme vérificatrice au sein d’un cabinet comptable de renom appartenant au réseau des \u003Ci>Big Four\u003C/i>. Dans le cadre de ses fonctions, elle a eu l’occasion de réaliser des missions d’audit auprès de sociétés publiques et privées, couvrant un large éventail de secteurs d’activité, tant au Canada qu’à l’étranger.\u003C/p>\n\u003Cp class=\"xmsonormal\">Elle a notamment passé deux années à Londres dans le cadre d’un transfert à l’étranger, une expérience qui lui a permis de développer une perspective internationale, d’affiner ses compétences en matière de normes comptables internationales (IFRS) et de renforcer sa capacité à évoluer dans des environnements complexes et multiculturels. Ces années d’expérience ont consolidé son expertise technique en comptabilité, sa rigueur professionnelle, ainsi que son sens aigu de l’analyse et de la résolution de problèmes.\u003C/p>\n\u003Cp class=\"xmsonormal\">Marianne est titulaire d’un baccalauréat en administration des affaires ainsi que d’un diplôme d’études supérieures spécialisées (DESS) en comptabilité professionnelle de HEC Montréal. Elle est également membre de l’Ordre des comptables professionnels agréés du Québec, portant le titre de CPA auditrice.\u003C/p>\n\u003Cp>\u003Cstrong>Formation \u003C/strong>\u003C/p>\n\u003Cul type=\"disc\">\n\u003Cli class=\"xmsonormal\">Baccalauréat administration des affaires, \u003Ci>HEC Montréal \u003C/i>\u003C/li>\n\u003Cli class=\"xmsonormal\">Diplôme d’études supérieures spécialisées en comptabilité professionnelle (DESS CPA), \u003Ci>HEC Montréal\u003C/i>\u003C/li>\n\u003C/ul>\n\u003Cdiv>\n\u003Cp class=\"xmsonormal\">\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003C/div>\n\u003Cul type=\"disc\">\n\u003Cli class=\"xmsonormal\">CPA Auditrice, Ordre des comptables professionnels agréés\u003C/li>\n\u003C/ul>\n\u003Cdiv>\n\u003Cp class=\"xmsonormal\">\n\u003C/div>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Marianne Bourgeois | Latitude 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Dallaire",{"rendered":5,"protected":105},[339],[1999,333,342,343,344,345],"post-1608",{"thumbnail":2001,"job":2013,"phone_info":5,"email":2014,"pagebuilder":2015,"annotations":105,"prefooter_image":105},{"ID":2002,"id":2002,"title":2003,"filename":2004,"filesize":2005,"url":2006,"link":2007,"alt":5,"author":1923,"description":5,"caption":5,"name":2008,"status":81,"uploaded_to":1903,"date":2009,"modified":2009,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":122,"height":355,"sizes":2010},1633,"Geneviève Dallaire","Genevieve-Dallaire.jpg",47409,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/04/Genevieve-Dallaire.jpg","https://latitudemgmt.ca/fr/equipe/marianne-bourgeois/genevieve-dallaire-2/","genevieve-dallaire-2","2025-04-17 15:03:49",{"thumbnail":2011,"thumbnail-width":93,"thumbnail-height":93,"medium":2012,"medium-width":171,"medium-height":95,"medium_large":2006,"medium_large-width":122,"medium_large-height":355,"large":2006,"large-width":122,"large-height":355,"1536x1536":2006,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":2006,"2048x2048-width":122,"2048x2048-height":355,"large-preview":2006,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":2006,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/04/Genevieve-Dallaire-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/04/Genevieve-Dallaire-247x300.jpg","Conseillère, Communication et marketing","genevieve.dallaire@latitudemgmt.ca",[2016],{"acf_fc_layout":363,"content":2017},"\u003Cp>Geneviève est conseillère en communication et marketing chez Latitude. Son expérience diversifiée, notamment au sein de cabinets d’avocats pancanadiens, lui a permis de développer une compréhension aiguisée des défis spécifiques liés à la visibilité et au positionnement stratégique des services professionnels. Elle maîtrise l’art de concilier rigueur et créativité pour bâtir des communications percutantes et alignées sur les objectifs d’affaires.\u003C/p>\n\u003Cp>Passionnée par l’art de raconter des histoires et toujours à l’affût des tendances et des meilleures pratiques, elle transforme les idées en actions concrètes pour générer un impact durable.\u003C/p>\n\u003Cp>Dans son rôle actuel, Geneviève veille au rayonnement et au positionnement du cabinet et de ses professionnels. Grâce à une approche stratégique et multicanal, elle veille à ce que chaque message soit diffusé de façon à maximiser son impact. Elle déploie des communications internes et externes adaptées aux besoins des divers publics cibles et fidèles aux valeurs du cabinet.\u003C/p>\n\u003Cp>\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Baccalauréat en communication marketing, \u003Cem>Université du Québec à Montréal\u003C/em>\u003C/li>\n\u003C/ul>\n\u003Cp> \u003C/p>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Geneviève Dallaire | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/equipe/genevieve-dallaire/\" />\n\u003Cmeta property=\"og:locale\" content=\"fr_CA\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta property=\"og:title\" content=\"Geneviève Dallaire | Latitude Management\" />\n\u003Cmeta property=\"og:url\" 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Brault-Lalanne",{"rendered":5,"protected":105},[646],[2270,333,342,343,344,650],"post-1399",{"thumbnail":2272,"job":2284,"phone_info":5,"email":2285,"pagebuilder":2286,"annotations":105,"prefooter_image":105},{"ID":2273,"id":2273,"title":2266,"filename":2274,"filesize":2275,"url":2276,"link":2277,"alt":5,"author":2278,"description":5,"caption":5,"name":2279,"status":81,"uploaded_to":2258,"date":2280,"modified":2280,"menu_order":82,"mime_type":143,"type":86,"subtype":144,"icon":88,"width":122,"height":355,"sizes":2281},1401,"Edith-Brault-Lalanne.png",570166,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/01/Edith-Brault-Lalanne.png","https://latitudemgmt.ca/fr/equipe/edith-brault-lalanne/edith-brault-lalanne-2/","14","edith-brault-lalanne-2","2025-01-20 22:15:04",{"thumbnail":2282,"thumbnail-width":93,"thumbnail-height":93,"medium":2283,"medium-width":171,"medium-height":95,"medium_large":2276,"medium_large-width":122,"medium_large-height":355,"large":2276,"large-width":122,"large-height":355,"1536x1536":2276,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":2276,"2048x2048-width":122,"2048x2048-height":355,"large-preview":2276,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":2276,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/01/Edith-Brault-Lalanne-150x150.png","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/01/Edith-Brault-Lalanne-247x300.png","Directrice principale, Service de médiation","edith.brault-lalanne@latitudemgmt.ca",[2287,2289],{"acf_fc_layout":363,"content":2288},"\u003Cp>Edith occupe le poste de directrice principale du service de médiation au sein de notre cabinet. En plus superviser et coordonner nos activités dans ce secteur, Edith agit à titre de médiatrice dans des dossiers civils, commerciaux et en relation de travail.\u003C/p>\n\u003Cp>Avocate et médiatrice d’expérience, elle cumule de nombreuses années de pratique dans la gestion des conflits, le conseil en matière de prévention et l’analyse de risque. Médiatrice accréditée depuis 2015, elle a su développer une pratique active dans ce domaine et acquérir une compréhension approfondie des dynamiques relationnelles et des sources de conflits dans différents secteurs. Au cours des années, elle a participé à plus de 500 dossiers de médiation et de facilitation. Forte de cette expérience, elle enseigne notamment au Barreau du Québec le séminaire de médiation civile, commerciale et relation de travail, permettant aux participants d’obtenir leur accréditation à titre de médiateur.\u003C/p>\n\u003Cp>Avant de se joindre à Latitude, Edith a été associée dans un grand cabinet montréalais, où elle a desservi une clientèle institutionnelle ainsi que de grandes entreprises. Elle a acquis une connaissance approfondie des organismes publics, des lois qui les régissent et de la gestion de projets d’envergure. Edith a notamment œuvré en relations de travail, droit civil, droit de la construction et en droit de l’immobilier. Elle a également occupé un poste de directrice générale adjointe et affaires juridiques au sein d’une importante fédération dans le milieu agroalimentaire. À ce titre, elle a dirigé des équipes de travail et accompagné les gestionnaires, notamment dans l’élaboration de politiques et la mise en place de structures de gestion de saine gouvernance. Finalement, elle a géré, à titre d’associée, un cabinet boutique dont l’un des services phares était la médiation.\u003C/p>\n\u003Cp>Portée par son désir de faire les choses autrement, elle consacre sa pratique à la prévention et au règlement des différends à titre de tiers neutre. Elle est membre du Barreau du Québec et médiatrice accréditée par le Barreau, l’Institut de médiation et d’arbitrage du Québec, l’Université de Sherbrooke et le ministère de la Justice. Elle est également arbitre accréditée par le Barreau.\u003C/p>\n\u003Cp>\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Baccalauréat en droit (LL.B.), \u003Cem>Université de Montréal\u003C/em>\u003C/li>\n\u003Cli>Certificat en leadership et habiletés de direction, \u003Cem>Université Concordia\u003C/em> – Institut de leadership\u003C/li>\n\u003Cli>Médiation civile, commerciale et relation de travail, Barreau du Québec\u003C/li>\n\u003Cli>Arbitrage civil et commercial, Barreau du Québec\u003C/li>\n\u003Cli>Spécialisation – Médiation en harcèlement psychologique, \u003Cem>Université de Sherbrooke\u003C/em>\u003C/li>\n\u003Cli>Spécialisation – Processus de médiation et techniques pour résoudre les conflits et autres difficultés relationnelles, Groupe SCO\u003C/li>\n\u003C/ul>\n\u003Cp>\u003Cstrong>Activités et affiliations\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau du Québec\u003C/li>\n\u003Cli>Formatrice pour le Barreau du Québec – Séminaire de médiation civile, commerciale et relation de travail\u003C/li>\n\u003Cli>\u003Cem>Institut de médiation et d’arbitrage du Québec\u003C/em> (IMAQ), Membre et médiatrice accréditée\n\u003Cul>\n\u003Cli>Membre de la table sectorielle construction de l’IMAQ\u003C/li>\n\u003Cli>Membre des tables régionales Estrie et Montérégie\u003C/li>\n\u003C/ul>\n\u003C/li>\n\u003Cli>Médiatrice accréditée aux petites créances\u003C/li>\n\u003Cli>Coordonnatrice des médiateurs de garde à la Cour du Québec pour le district d’Iberville\u003C/li>\n\u003Cli>Experte invitée – Le journal \u003Cem>Les Affaires, chronique « \u003Ca href=\"https://www.lesaffaires.com/opinions-et-analyses/la-justice-vue-autrement/\">La justice vue autrement!\u003C/a> »\u003C/em>\u003C/li>\n\u003Cli>Conciliatrice pour la Régie des marchés agricoles et alimentaires du Québec (RMAAQ)\u003C/li>\n\u003C/ul>\n\u003Cp>\u003Cstrong>Publications externes\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>\u003Ca href=\"https://open.spotify.com/episode/6Z6lUqWBWJucn5xw7A5zc0?si=WNDUshVzSUKPvyPAN4b16w\" target=\"_blank\" rel=\"noopener\">Une voie différente pour régler les conflits juridiques\u003C/a> – Balado \u003Cem>L’entrepreneur branché avec Maryse Audet\u003C/em> au FM 103.3\u003C/li>\n\u003Cli>\u003Ca href=\"https://www.lesaffaires.com/dossiers/grands-du-droit-2025/arretez-deteindre-des-feux-cet-ete-investissez-dans-la-prevention/\">Arrêtez d’éteindre des feux : cet été investissez dans la prévention\u003C/a> – \u003Cem>Les Affaires\u003C/em>\u003C/li>\n\u003Cli>\u003Ca href=\"https://www.lesaffaires.com/dossiers/grands-du-droit-2025/comment-larbitrage-accelere-pourrait-vous-faire-gagner-temps-et-argent/\" target=\"_blank\" rel=\"noopener\">Comment l’arbitrage accéléré pourrait vous faire gagner temps et argent \u003C/a>– \u003Cem>Les Affaires\u003C/em>\u003C/li>\n\u003Cli class=\"fs-3 fs-md-2 fs-xl-1 fw-bold\">\u003Ca href=\"https://www.lesaffaires.com/dossiers/remuneration-globale-2025/la-mediation-a-la-rescousse-des-employeurs/\" target=\"_blank\" rel=\"noopener\">La médiation à la rescousse des employeurs\u003C/a> – \u003Cem>Les Affaires\u003C/em>\u003C/li>\n\u003Cli class=\"fs-3 fs-md-2 fs-xl-1 fw-bold\">\u003Ca href=\"https://www.lesaffaires.com/opinions/conflits-7-arguments-pour-reprendre-le-controle-en-periode-dincertitude/\" target=\"_blank\" rel=\"noopener\">Conflits: 7 arguments pour reprendre le contrôle en période d’incertitude\u003C/a> – \u003Cem>Les Affaires\u003C/em>\u003C/li>\n\u003Cli class=\"fs-3 fs-md-2 fs-xl-1 fw-bold\">\u003Ca href=\"https://www.lesaffaires.com/opinions/la-justice-plus-dun-choix-au-menu/\" target=\"_blank\" rel=\"noopener\">La justice, plus d’un choix au menu!\u003C/a> – \u003Cem>Les Affaires\u003C/em>\u003C/li>\n\u003C/ul>\n",{"acf_fc_layout":670,"title":671,"links":2290},[2291],{"ID":2292,"post_author":486,"post_date":2293,"post_date_gmt":2293,"post_content":5,"post_title":2294,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":2295,"to_ping":5,"pinged":5,"post_modified":2296,"post_modified_gmt":2296,"post_content_filtered":5,"post_parent":82,"guid":2297,"menu_order":82,"post_type":681,"post_mime_type":5,"comment_count":682,"filter":683},2214,"2025-10-15 17:54:21","Repenser la gestion des conflits grâce à la médiation","repenser-la-gestion-des-conflits-grace-a-la-mediation","2026-04-28 22:20:05","https://latitudemgmt.ca/outils-et-ressources/repenser-la-gestion-des-conflits-grace-a-la-mediation/","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Edith Brault-Lalanne | Latitude Management\u003C/title>\n\u003Cmeta name=\"description\" content=\"Edith Brault-Lalanne est médiatrice accréditée (civil, commercial et relations de travail). 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À ce titre, elle fournit des conseils juridiques stratégiques en matière de gestion des risques, de conflits d’intérêts ainsi que d’examen des ententes contractuelles, des politiques et des protocoles internes, veillant à ce que les pratiques du cabinet demeurent conformes aux normes juridiques et professionnelles applicables.  Elle supervise également les dossiers d’enquête en matière d’harcèlement, de violence et de discrimination menés par la firme. Son objectif est d’assurer la conformité juridique et procédurale en offrant un accompagnement soutenu aux enquêtes et en révisant les rapports d’enquête.\u003C/p>\n\u003Cp> \u003C/p>\n\u003Cp>Alina-Mona mène des enquêtes dans les cas de dossiers complexes ou sensibles et forme les enquêteurs du réseau public et privé sur les bonnes pratiques et les obligations légales liées au harcèlement, à la violence et à la discrimination. Enfin, elle contribue à élaborer des politiques, des procédures et des outils de travail sur le sujet.\u003C/p>\n\u003Cp> \u003C/p>\n\u003Cp>Avant de rejoindre Latitude, elle a occupé le titre d’avocate au sein de l’équipe de droit du travail et de l’emploi de la seule banque syndiquée du Canada à l’époque. Elle a également occupé les postes de première chef relations de travail et d’avocate au sein du département du droit du travail et de l’emploi d’une importante société d’État fédérale. À ce titre, elle a assuré la liaison entre l’employeur et divers enquêteurs externes, veillant à ce que les mandats d’enquête sur le harcèlement, la violence et la discrimination soient traités rapidement, de manière appropriée et efficace.\u003C/p>\n\u003C/div>\n\u003Cdiv class=\"\" data-mesh-id=\"comp-kp4h2itfinlineContent\" data-testid=\"inline-content\">\n\u003Cdiv data-mesh-id=\"comp-kp4h2itfinlineContent-gridContainer\" data-testid=\"mesh-container-content\">\n\u003Cdiv id=\"comp-kp5q9ca5\" class=\"KcpHeO tz5f0K comp-kp5q9ca5 wixui-rich-text\" data-testid=\"richTextElement\">\n\u003Cp> \u003C/p>\n\u003Cp class=\"font_8 wixui-rich-text__text\">\u003Cspan class=\"wixui-rich-text__text\">\u003Cspan class=\"color_34 wixui-rich-text__text\">Alina-Mona détient également un baccalauréat ès arts (avec distinction) avec une spécialité en études françaises et une thèse en littérature camerounaise et un baccalauréat en éducation. Elle a par ailleurs enseigné le français pendant près de 10 ans dans une école secondaire de Montréal, avant d’entreprendre ses études en droit.\u003C/span>\u003C/span>\u003C/p>\n\u003Cp> \u003C/p>\n\u003C/div>\n\u003C/div>\n\u003C/div>\n\u003Cdiv class=\"\" data-mesh-id=\"comp-kp4h2itfinlineContent\" data-testid=\"inline-content\">\n\u003Cdiv data-mesh-id=\"comp-kp4h2itfinlineContent-gridContainer\" data-testid=\"mesh-container-content\">\n\u003Chr />\n\u003Cp>\u003Cstrong>Mandats représentatifs\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Ombuds \u003Cspan data-teams=\"true\">pour un organisme national de recherche et d’innovation.\u003C/span>\u003C/li>\n\u003Cli>Ombuds de relève pour VIA Rail.\u003C/li>\n\u003Cli>\u003Cspan data-contrast=\"auto\">Assesseur pour la Commission canadienne des droits de la personne. \u003C/span>\u003C/li>\n\u003C/ul>\n\u003C/div>\n\u003C/div>\n\u003Chr />\n\u003Cp>\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cspan class=\"wixui-rich-text__text\">Baccalauréat en droit (LL.B.), \u003Cem>Université de Montréal\u003C/em>\u003C/span>\u003C/li>\n\u003Cli>\u003Cspan class=\"wixui-rich-text__text\">Baccalauréat en Éducation (B.Ed.), \u003Cem>\u003Cspan class=\"wixui-rich-text__text\">University of Winnipeg\u003C/span>\u003C/em>\u003C/span>\u003C/li>\n\u003Cli>\u003Cspan class=\"wixui-rich-text__text\">Baccalauréat ès Arts (Hon.), Études françaises, \u003Cem>\u003Cspan class=\"wixui-rich-text__text\">Université de Perpignan\u003C/span>\u003C/em>\u003C/span>\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau du Québec, Membre et médiatrice accréditée\u003C/li>\n\u003Cli>\u003Cspan class=\"TextRun MacChromeBold SCXW150969093 BCX0\" lang=\"FR-CA\" xml:lang=\"FR-CA\" data-contrast=\"auto\">\u003Cspan class=\"NormalTextRun SCXW150969093 BCX0\" data-ccp-charstyle=\"Strong\">Forum canadien des ombudsmans,\u003C/span>\u003C/span>\u003Cspan class=\"TextRun SCXW150969093 BCX0\" lang=\"FR-CA\" xml:lang=\"FR-CA\" data-contrast=\"auto\">\u003Cspan class=\"NormalTextRun SCXW150969093 BCX0\" data-ccp-charstyle=\"Strong\"> Membre du Forum\u003C/span>\u003C/span>\u003Cspan class=\"EOP SCXW150969093 BCX0\" data-ccp-props=\"{"201341983":0,"335551550":6,"335551620":6,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/li>\n\u003Cli>\n\u003Cdiv role=\"presentation\" data-olk-copy-source=\"MessageBody\">Fondatrice et membre du cercle québécois AWI (\u003Ci>Association of Workplace Investigators\u003C/i>)\u003C/div>\n\u003C/li>\n\u003Cli>Association des responsables de la gestion des plaintes, Membre du conseil d’administration\u003C/li>\n\u003Cli>Enquêtrice qualifiée inscrite au \u003Cem>Registre de prévention du harcèlement et de la violence au travail\u003C/em>, Centre canadien d’hygiène et de sécurité au travail\u003C/li>\n\u003C/ul>\n",{"acf_fc_layout":670,"title":671,"links":2657},[2658,2665,2672,2679,2686],{"ID":2659,"post_author":117,"post_date":2660,"post_date_gmt":2660,"post_content":5,"post_title":2661,"post_excerpt":5,"post_status":332,"comment_status":1283,"ping_status":677,"post_password":5,"post_name":2662,"to_ping":5,"pinged":5,"post_modified":2663,"post_modified_gmt":2663,"post_content_filtered":5,"post_parent":82,"guid":2664,"menu_order":82,"post_type":1287,"post_mime_type":5,"comment_count":682,"filter":683},1850,"2025-08-27 20:17:16","Hockey Canada : Un procès emblématique qui révèle les défis des enquêtes en matière de violence sexuelle","hockey-canada-un-proces-emblematique-qui-revele-les-defis-des-enquetes-en-matiere-de-violence-sexuelle","2025-08-28 15:03:09","https://latitudemgmt.ca/?p=1850",{"ID":2666,"post_author":1923,"post_date":2667,"post_date_gmt":2667,"post_content":5,"post_title":2668,"post_excerpt":5,"post_status":332,"comment_status":1283,"ping_status":677,"post_password":5,"post_name":2669,"to_ping":5,"pinged":5,"post_modified":2670,"post_modified_gmt":2670,"post_content_filtered":5,"post_parent":82,"guid":2671,"menu_order":82,"post_type":1287,"post_mime_type":5,"comment_count":682,"filter":683},1679,"2025-05-14 13:46:07","Le droit de répondre : un principe d'équité qui vaut aussi pour les plaignants","le-droit-de-repondre-un-principe-dequite-qui-vaut-aussi-pour-les-plaignants","2025-05-14 21:24:17","https://latitudemgmt.ca/?p=1679",{"ID":2673,"post_author":1923,"post_date":2674,"post_date_gmt":2674,"post_content":5,"post_title":2675,"post_excerpt":5,"post_status":332,"comment_status":1283,"ping_status":677,"post_password":5,"post_name":2676,"to_ping":5,"pinged":5,"post_modified":2677,"post_modified_gmt":2677,"post_content_filtered":5,"post_parent":82,"guid":2678,"menu_order":82,"post_type":1287,"post_mime_type":5,"comment_count":682,"filter":683},551,"2022-07-06 14:00:03","Employeur et changement d’horaire","employeur-et-changement-dhoraire","2025-02-03 20:16:19","https://staging--latitude-by-tux.netlify.app/?p=551",{"ID":2680,"post_author":1923,"post_date":2681,"post_date_gmt":2681,"post_content":5,"post_title":2682,"post_excerpt":5,"post_status":332,"comment_status":1283,"ping_status":677,"post_password":5,"post_name":2683,"to_ping":5,"pinged":5,"post_modified":2684,"post_modified_gmt":2684,"post_content_filtered":5,"post_parent":82,"guid":2685,"menu_order":82,"post_type":1287,"post_mime_type":5,"comment_count":682,"filter":683},549,"2022-06-16 14:00:06","Existe-t-il un incident moins grave de harcèlement sexuel ?","existe-t-il-un-incident-moins-grave-de-harcelement-sexuel","2025-02-03 20:16:56","https://staging--latitude-by-tux.netlify.app/?p=549",{"ID":2687,"post_author":486,"post_date":2688,"post_date_gmt":2688,"post_content":5,"post_title":2689,"post_excerpt":2690,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":2691,"to_ping":5,"pinged":5,"post_modified":2692,"post_modified_gmt":2692,"post_content_filtered":5,"post_parent":82,"guid":2693,"menu_order":82,"post_type":681,"post_mime_type":5,"comment_count":682,"filter":683},2210,"2025-12-03 16:12:14","L'être humain au cœur du processus d'enquête","Cet aide-mémoire propose un survol concret des étapes clés d'une enquête en milieu de travail à travers une approche qui place l'humain au cœur du processus.","letre-humain-au-coeur-du-processus-denquete","2026-04-28 21:56:26","https://latitudemgmt.ca/outils-et-ressources/letre-humain-au-coeur-du-processus-denquete/",{"ID":1487,"id":1487,"title":1488,"filename":1489,"filesize":1490,"url":1491,"link":1492,"alt":5,"author":161,"description":5,"caption":5,"name":1488,"status":81,"uploaded_to":163,"date":1493,"modified":1493,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":166,"height":1494,"sizes":2695},{"thumbnail":1496,"thumbnail-width":93,"thumbnail-height":93,"medium":1497,"medium-width":95,"medium-height":1498,"medium_large":1499,"medium_large-width":98,"medium_large-height":1500,"large":1501,"large-width":101,"large-height":1502,"1536x1536":1503,"1536x1536-width":177,"1536x1536-height":1504,"2048x2048":1505,"2048x2048-width":180,"2048x2048-height":1506,"large-preview":1507,"large-preview-width":183,"large-preview-height":1508,"fullscreen-small":1509,"fullscreen-small-width":186,"fullscreen-small-height":1510},"\u003C!-- This site is optimized with the Yoast SEO plugin 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Crépeau",{"rendered":5,"protected":105},[1465],[2764,333,342,343,344,1468],"post-1304",{"thumbnail":2766,"job":1375,"phone_info":5,"email":2779,"pagebuilder":2780,"annotations":105,"prefooter_image":105},{"ID":2767,"id":2767,"title":2768,"filename":2769,"filesize":2770,"url":2771,"link":2772,"alt":5,"author":161,"description":5,"caption":5,"name":2773,"status":81,"uploaded_to":2752,"date":2774,"modified":2775,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":122,"height":355,"sizes":2776},1289,"Mathilde Crépeau","Mathilde-Crepeau.jpg",45429,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/10/Mathilde-Crepeau.jpg","https://latitudemgmt.ca/fr/equipe/mathilde-crepeau/mathilde-crepeau-2/","mathilde-crepeau-2","2024-10-01 21:47:26","2024-10-16 15:32:47",{"thumbnail":2777,"thumbnail-width":93,"thumbnail-height":93,"medium":2778,"medium-width":171,"medium-height":95,"medium_large":2771,"medium_large-width":122,"medium_large-height":355,"large":2771,"large-width":122,"large-height":355,"1536x1536":2771,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":2771,"2048x2048-width":122,"2048x2048-height":355,"large-preview":2771,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":2771,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/10/Mathilde-Crepeau-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/10/Mathilde-Crepeau-247x300.jpg","mathilde.crepeau@latitudemgmt.ca",[2781],{"acf_fc_layout":363,"content":2782},"\u003Cp style=\"font-weight: 400;\">\u003Cspan data-markjs=\"true\">Mathilde\u003C/span> est conseillère et avocate-enquêtrice chez Latitude.  Elle agit à titre de tiers neutre et impartial dans le cadre de mandats portant sur le harcèlement, la violence, la discrimination et les conflits en milieu de travail. Toujours motivée par la perspective d’apprendre, \u003Cspan data-markjs=\"true\">Mathilde\u003C/span> accorde une grande importance à la collaboration et adopte une approche rigoureuse dans l’accomplissement de ses mandats.\u003C/p>\n\u003Cp style=\"font-weight: 400;\">Avant son arrivée chez Latitude, \u003Cspan data-markjs=\"true\">Mathilde\u003C/span> a notamment travaillé quelques années dans un cabinet montréalais d’envergure spécialisé en droit du travail, dont la clientèle était composée d’organismes publics et privés. Elle y a réalisé des mandats variés lui permettant de cerner la complexité des enjeux relatifs au droit du travail, en plus de développer ses aptitudes en rédaction, sa capacité d’analyse et son esprit de synthèse.\u003C/p>\n\u003Cp style=\"font-weight: 400;\">Elle a précédemment effectué un stage dans la fonction publique et a travaillé dans un cabinet généraliste, où elle a représenté des particuliers, mettant ainsi à profit son empathie et son écoute attentive.\u003C/p>\n\u003Chr />\n\u003Cp>\u003Cstrong>Mandats représentatifs\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Enquêtrice reconnue pour le Protecteur national de l’élève\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp style=\"font-weight: 400;\">\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli class=\"font_8 wixui-rich-text__text\">\u003Cspan class=\"wixui-rich-text__text\">Baccalauréat en droit (LL.B.), \u003Cem>Université du Québec à Montréal (UQAM)\u003C/em>\u003C/span>\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau du Québec\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Reconnaissances\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Best Lawyers: Ones to Watch in Canada 2027 ™ – Droit du travail et de l’emploi\u003C/li>\n\u003C/ul>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Mathilde Crépeau | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/equipe/mathilde-crepeau/\" />\n\u003Cmeta property=\"og:locale\" content=\"fr_CA\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta property=\"og:title\" content=\"Mathilde Crépeau | Latitude Management\" />\n\u003Cmeta property=\"og:url\" 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portant sur le harcèlement, la violence, la discrimination et les conflits en milieu de travail. Dans le cadre de son travail, elle met à profit sa rigueur, son souci du détail, de même que son esprit analytique. Elle accorde également une grande importance à l’entraide et à l’esprit d’équipe.\u003C/p>\n\u003Cp style=\"font-weight: 400;\">Avant de se joindre à Latitude, É\u003Cspan data-markjs=\"true\">lise\u003C/span> a pratiqué le droit dans un cabinet spécialisé en droit du travail et a représenté une clientèle composée d’entreprises privées et d’organismes gouvernementaux. Dans le cadre de ses fonctions, elle a été appelée à résoudre de nombreux problèmes juridiques complexes en proposant des solutions innovantes et pratiques.\u003C/p>\n\u003Cp style=\"font-weight: 400;\">Par ailleurs, durant ses études en droit, É\u003Cspan data-markjs=\"true\">lise\u003C/span> a effectué un stage de recherche à la Cour d’appel ainsi qu’un stage dans une institution d’enseignement collégial. Ces expériences professionnelles variées lui ont permis d’approfondir ses compétences en rédaction en plus de développer sa polyvalence.\u003C/p>\n\u003Chr />\n\u003Cp>\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Baccalauréat en droit civil (LL.B.), \u003Cem>Université de Montréal ​\u003C/em>\u003C/li>\n\u003C/ul>\n\u003Cp>\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau du Québec\u003C/li>\n\u003C/ul>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Élise Noonan-Soulié | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/equipe/elise-noonan-soulie/\" />\n\u003Cmeta property=\"og:locale\" content=\"fr_CA\" />\n\u003Cmeta property=\"og:type\" content=\"article\" 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notamment le harcèlement psychologique, le harcèlement sexuel et la discrimination. Elle intervient également dans des dossiers liés à l’éthique et à l’intégrité organisationnelle, notamment en matière de conflits d’intérêts, de processus d’approvisionnement et d’appel d’offres, de divulgation d’actes répréhensibles, ainsi que d’allégations pouvant compromettre la confiance envers les institutions et leurs dirigeants.\u003C/p>\n\u003Cp>Dans le but d’élargir son expertise à de nouveaux domaines, tels que les enquêtes sur la fraude financière, la corruption et l’exploitation sexuelle dans un contexte international, Adelise a brièvement quitté Latitude pour travailler avec le Bureau d’audit interne et des enquêtes de l’UNICEF, où elle a soutenu des enquêteur·rice·s chevronné·e·s à New York et à Budapest. Cette expérience internationale a enrichi sa compréhension des mécanismes d’intégrité, de reddition de comptes et de gestion de risques dans des environnements complexes.\u003C/p>\n\u003Cp>Durant ses études de droit, elle a travaillé au sein du département de litige d’un grand cabinet d’avocats à Toronto, où elle a également assisté des avocat·e·s senior·e·s dans la tenue d’enquêtes indépendantes. Suite à l’obtention de son diplôme, Adelise a réintégré Latitude avec la volonté de consacrer sa pratique aux enquêtes et aux démarches favorisant des milieux sains, respectueux et empreints d’intégrité.\u003C/p>\n\u003Cp>Adelise est titulaire d’un Baccalauréat en droit civil et d’un Juris Doctor de l’Université McGill, ainsi que d’un B.A. spécialisé en communication de l’Université d’Ottawa.\u003C/p>\n\u003Chr />\n\u003Cp>\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Baccalauréat en droit civil et Juris Doctor (B.C.L./J.D.), \u003Cem>Université McGill\u003C/em>\u003C/li>\n\u003Cli>Baccalauréat spécialisé en communication, \u003Cem>Université d’Ottawa\u003C/em>\u003C/li>\n\u003C/ul>\n\u003Cp>\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau de l’Ontario\u003C/li>\n\u003C/ul>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ 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21:43:23",{"thumbnail":3035,"thumbnail-width":93,"thumbnail-height":93,"medium":3036,"medium-width":171,"medium-height":95,"medium_large":3029,"medium_large-width":122,"medium_large-height":355,"large":3029,"large-width":122,"large-height":355,"1536x1536":3029,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":3029,"2048x2048-width":122,"2048x2048-height":355,"large-preview":3029,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":3029,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/08/Susan-G-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/08/Susan-G-247x300.jpg","Directrice principale, Facilitatrice et M.A. en intervention dans les systèmes humains","susan.gottman@latitudemgmt.ca",[3040,3042],{"acf_fc_layout":363,"content":3041},"\u003Cp>Susan dirige notre équipe de diagnostic et restauration du climat de travail ainsi que l’équipe de formation. Avec plus de 15 ans d’expérience dans le coaching de cadres, la facilitation de groupes, la gestion des relations avec les employés et le développement organisationnel, et 25 ans dans la planification stratégique et la communication, elle croit fermement que les gens apprennent par la pratique. Elle réalise des mandats en français et en anglais.\u003C/p>\n\u003Cp>Son parcours diversifié et son expérience au sein de diverses organisations font d’elle un atout précieux, car elle apporte une compréhension approfondie des dynamiques humaines en milieu de travail.\u003C/p>\n\u003Cp>Susan travaille avec les organisations pour les aider à devenir plus efficaces et plus conscientes des comportements, des processus et des structures qui contribuent à un environnement de travail sain. 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\u003Cspan data-teams=\"true\">Réseau québécois des femmes en environnement\u003C/span>\u003C/li>\n\u003C/ul>\n",{"acf_fc_layout":670,"title":671,"links":3136},[3137],{"ID":2687,"post_author":486,"post_date":2688,"post_date_gmt":2688,"post_content":5,"post_title":2689,"post_excerpt":2690,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":2691,"to_ping":5,"pinged":5,"post_modified":2692,"post_modified_gmt":2692,"post_content_filtered":5,"post_parent":82,"guid":2693,"menu_order":82,"post_type":681,"post_mime_type":5,"comment_count":682,"filter":683},"\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Karine Allaire | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/equipe/karine-allaire/\" />\n\u003Cmeta 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Passionnée depuis longtemps par les enjeux d’égalité et du respect des droits fondamentaux, elle œuvre dans le traitement de plaintes de discrimination, de harcèlement et de violence en milieu de travail. Elle se spécialise dans le traitement de dossiers complexes, tant par la nature des enjeux en cause que par le volume de plaintes à examiner. Son approche se distingue par son souci du détail et la rigueur de son analyse.\u003C/p>\n\u003Cp style=\"font-weight: 400;\">Avant de se joindre à l’équipe de Latitude, Michaëlla a pratiqué en tant qu’avocate en litige au sein d’un cabinet boutique qui se spécialise en droit de la personne, dans lequel elle a travaillé sur des dossiers touchant notamment au droit du travail, au droit administratif et constitutionnel et au droit professionnel. Elle a précédemment travaillé au Tribunal des droits de la personne et a effectué un stage à la Commission des droits de la personne et des droits de la jeunesse.\u003C/p>\n\u003Cp style=\"font-weight: 400;\">Michaëlla est détentrice d’un baccalauréat en droit (LL.B.) ainsi qu’un \u003Cem>Juris Doctor\u003C/em> (JD) de l’Université de Sherbrooke.\u003C/p>\n\u003Chr />\n\u003Cp>\u003Cstrong>Mandats représentatifs\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Enquêtrice reconnue pour le Protecteur national de l’élève\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Baccalauréat en droit civil (LL.B.), \u003Cem>Université de Sherbrooke\u003C/em>\u003C/li>\n\u003Cli>Diplôme d’études supérieures spécialisées en common law et droit transnational (J.D.), \u003Cem>Université de Sherbrooke\u003C/em>\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau du Québec\u003C/li>\n\u003C/ul>\n",{"acf_fc_layout":670,"title":671,"links":3308},[3309,3316,3323,3330],{"ID":3310,"post_author":117,"post_date":3311,"post_date_gmt":3311,"post_content":5,"post_title":3312,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":3313,"to_ping":5,"pinged":5,"post_modified":3314,"post_modified_gmt":3314,"post_content_filtered":5,"post_parent":82,"guid":3315,"menu_order":82,"post_type":681,"post_mime_type":5,"comment_count":682,"filter":683},2224,"2024-12-04 14:06:56","Le cas des propos discriminatoires en milieu de travail","le-cas-des-propos-discriminatoires-en-milieu-de-travail","2026-04-28 22:20:48","https://latitudemgmt.ca/outils-et-ressources/le-cas-des-propos-discriminatoires-en-milieu-de-travail/",{"ID":3317,"post_author":117,"post_date":3318,"post_date_gmt":3318,"post_content":5,"post_title":3319,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":3320,"to_ping":5,"pinged":5,"post_modified":3321,"post_modified_gmt":3321,"post_content_filtered":5,"post_parent":82,"guid":3322,"menu_order":82,"post_type":681,"post_mime_type":5,"comment_count":682,"filter":683},2226,"2024-11-18 19:33:14","Aborder et enquêter les plaintes de discrimination en milieu de travail","aborder-et-enqueter-les-plaintes-de-discrimination-en-milieu-de-travail","2026-04-28 22:22:10","https://latitudemgmt.ca/outils-et-ressources/aborder-et-enqueter-les-plaintes-de-discrimination-en-milieu-de-travail/",{"ID":3324,"post_author":161,"post_date":3325,"post_date_gmt":3325,"post_content":5,"post_title":3326,"post_excerpt":5,"post_status":332,"comment_status":1283,"ping_status":677,"post_password":5,"post_name":3327,"to_ping":5,"pinged":5,"post_modified":3328,"post_modified_gmt":3328,"post_content_filtered":5,"post_parent":82,"guid":3329,"menu_order":82,"post_type":1287,"post_mime_type":5,"comment_count":682,"filter":683},1357,"2024-12-12 11:54:03","Commentaire sur la décision Commission des droits de la personne et des droits de la jeunesse (E.B.) c. 9302-6573 Québec inc. (Bar Lucky 7) – une approche pédagogique nécessaire dans le cadre de l’analyse de la discrimination fondée sur l’identité ou l’expression de genre","commentaire-sur-la-decision-commission-des-droits-de-la-personne-et-des-droits-de-la-jeunesse-e-b-c-9302-6573-quebec-inc-bar-lucky-7-une-approche-pedagogique-necessaire-dans-le-cadre","2025-02-03 20:00:10","https://latitudemgmt.ca/?p=1357",{"ID":3331,"post_author":486,"post_date":3332,"post_date_gmt":3332,"post_content":5,"post_title":3333,"post_excerpt":5,"post_status":332,"comment_status":1283,"ping_status":677,"post_password":5,"post_name":3334,"to_ping":5,"pinged":5,"post_modified":3335,"post_modified_gmt":3335,"post_content_filtered":5,"post_parent":82,"guid":3336,"menu_order":82,"post_type":1287,"post_mime_type":5,"comment_count":682,"filter":683},2379,"2026-06-08 15:10:30","Commentaire sur la décision Salagan c. Regroupement QuébecOiseaux – Un programme de discrimination positive jugé légal","commentaire-sur-la-decision-salagan-c-regroupement-quebecoiseaux-un-programme-de-discrimination-positive-juge-legal","2026-06-15 17:41:20","https://latitudemgmt.ca/?p=2379","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Michaëlla Bouchard-Racine | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/equipe/michaella-bouchard-racine/\" />\n\u003Cmeta property=\"og:locale\" content=\"fr_CA\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta property=\"og:title\" content=\"Michaëlla Bouchard-Racine | Latitude Management\" />\n\u003Cmeta property=\"og:url\" content=\"https://latitudemgmt.ca/fr/equipe/michaella-bouchard-racine/\" />\n\u003Cmeta 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14:10:20",{"thumbnail":3415,"thumbnail-width":93,"thumbnail-height":93,"medium":3416,"medium-width":171,"medium-height":95,"medium_large":3408,"medium_large-width":122,"medium_large-height":355,"large":3408,"large-width":122,"large-height":355,"1536x1536":3408,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":3408,"2048x2048-width":122,"2048x2048-height":355,"large-preview":3408,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":3408,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Hakim-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Hakim-247x300.jpg","Conseiller, opérations","hakim.senni@latitudemgmt.ca",[3420],{"acf_fc_layout":363,"content":3421},"\u003Cp>Hakim occupe le poste de conseiller, opérations chez Latitude. Dans le cadre de ses fonctions, il contribue aux initiatives d’amélioration continue ainsi qu’aux projets de transformation des processus et des données afin de renforcer l’efficacité opérationnelle de l’organisation.\u003C/p>\n\u003Cp>Titulaire d’un baccalauréat en administration des affaires de l’Université du Québec à Montréal, avec une concentration en ressources humaines, il possède un parcours diversifié qui l’a amené à évoluer dans les secteurs de la vente, de la technologie et des services bancaires. 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14:33:12",{"thumbnail":3499,"thumbnail-width":93,"thumbnail-height":93,"medium":3500,"medium-width":171,"medium-height":95,"medium_large":3493,"medium_large-width":122,"medium_large-height":355,"large":3493,"large-width":122,"large-height":355,"1536x1536":3493,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":3493,"2048x2048-width":122,"2048x2048-height":355,"large-preview":3493,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":3493,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Jonatan-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Jonatan-247x300.jpg","Avocat-Enquêteur","jonathan.zrihen@latitudemgmt.ca",[3504],{"acf_fc_layout":363,"content":3505},"\u003Cp class=\"font_8 wixui-rich-text__text\">Jonathan est conseiller chez Latitude. Avant de poursuivre ses études en droit à l’Université McGill, il a obtenu un baccalauréat en sciences sociales de l’Université d’Ottawa. C’est là que Jonathan a eu la chance de travailler au sein de la fonction publique fédérale, dans le cadre du programme d’éducation coopérative (co-op). Il a complété des stages auprès de plusieurs ministères, incluant Affaires mondiales Canada, le Commissariat à l’Information, et Immigration, Réfugiés et Citoyenneté Canada.\u003C/p>\n\u003Cp class=\"font_8 wixui-rich-text__text\">En dehors de ses études, Jonathan a eu la chance de faire du bénévolat auprès de la Clinique d’information juridique de McGill, de Scouts Canada, et de Grands Frères et Grandes sœurs des Outaouais. Il est aussi l’ancien président du Club de négociation de McGill (2022-2023) et de l’Association des étudiants juifs en droit à McGill (202-2023).\u003C/p>\n\u003Chr />\n\u003Cp>\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Baccalauréat en droit civil et common law (B.C.L./J.D.), Université McGill\u003C/li>\n\u003Cli class=\"font_8 wixui-rich-text__text\">Baccalauréat (Honours) en Sciences sociales, spécialisé bidisciplinaire en histoire et science politique (Co-Op), \u003Cspan class=\"wixui-rich-text__text\">Université d’Ottawa\u003C/span>\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau de l’Ontario\u003C/li>\n\u003C/ul>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Jonathan Zrihen | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, 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12:59:02",{"thumbnail":3583,"thumbnail-width":93,"thumbnail-height":93,"medium":3584,"medium-width":171,"medium-height":95,"medium_large":3578,"medium_large-width":122,"medium_large-height":355,"large":3578,"large-width":122,"large-height":355,"1536x1536":3578,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":3578,"2048x2048-width":122,"2048x2048-height":355,"large-preview":3578,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":3578,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Sandrine-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Sandrine-247x300.jpg","sandrine.thibault@latitudemgmt.ca",[3587],{"acf_fc_layout":363,"content":3588},"\u003Cp class=\"font_8 wixui-rich-text__text\">Sandrine est conseillère et avocate-enquêtrice chez Latitude. Elle agit à titre de tiers neutre et impartial dans le cadre de mandats portant sur le harcèlement, la violence, la discrimination et les conflits en milieu de travail auprès d’organisations de divers secteurs.\u003C/p>\n\u003Cp>Diplômée de la Faculté de droit de l’Université de Montréal, Sandrine s’est impliquée activement dans le milieu communautaire lors de son parcours universitaire, notamment auprès d’un organisme spécialisé en matière de harcèlement sexuel et psychologique au travail. Cette expérience lui a permis d’accompagner des personnes ayant vécu du harcèlement, qu’elles choisissent ou non d’entreprendre des démarches juridiques, et de développer une compréhension approfondie des enjeux liés aux dynamiques de pouvoir, à l’équité et aux relations de travail.\u003C/p>\n\u003Cp>Aujourd’hui, elle met à profit cette sensibilité et son sens de l’analyse dans la conduite d’enquêtes impartiales, rigoureuses et adaptées aux réalités organisationnelles.\u003C/p>\n\u003Chr />\n\u003Cp>\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli class=\"wixui-rich-text__text\">\n\u003Cp class=\"font_8 wixui-rich-text__text\">Baccalauréat en droit (LL.B.), \u003Cem>\u003Cspan class=\"wixui-rich-text__text\">Université de Montréal\u003C/span>\u003C/em>\u003C/p>\n\u003C/li>\n\u003C/ul>\n\u003Cp>\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau du Québec\u003C/li>\n\u003C/ul>\n","\u003C!-- This site is optimized with 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22:09:23",{"thumbnail":3666,"thumbnail-width":93,"thumbnail-height":93,"medium":3667,"medium-width":171,"medium-height":95,"medium_large":3661,"medium_large-width":122,"medium_large-height":355,"large":3661,"large-width":122,"large-height":355,"1536x1536":3661,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":3661,"2048x2048-width":122,"2048x2048-height":355,"large-preview":3661,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":3661,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Mia-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Mia-247x300.jpg","mia.anhoury@latitudemgmt.ca",[3670,3672],{"acf_fc_layout":363,"content":3671},"\u003Cp>\u003Cspan data-contrast=\"auto\">Mia est conseillère et avocate-enquêtrice. Elle intervient régulièrement dans le cadre de plaintes de harcèlement psychologique, sexuel, discriminatoire et de discrimination. Elle agit exclusivement à titre de tiers neutre dans une variété de mandats. Elle intervient dans des organisations de toutes tailles, de secteur public et privé, de juridiction provinciale et fédérale, tant en milieu syndiqué et non syndiqué, ainsi que dans des milieux de travail et le secteur de l’éducation.  \u003C/span>\u003Cspan data-ccp-props=\"{"134233279":true,"201341983":0,"335551550":6,"335551620":6,"335559739":0,"335559740":276}\"> \u003C/span>\u003C/p>\n\u003Cp>\u003Cspan data-contrast=\"auto\">Avant de se joindre à l’équipe, Mia a travaillé en tant que journaliste d’actualités pour des médias Montréalais. Cette expérience lui a apporté plusieurs compétences utiles à l’exécution de ses mandats chez Latitude, notamment en communication, rédaction, analyse et gestion des émotions. Son implication dans les dossiers délicats assure une approche méthodique et éthique à chaque étape du processus. \u003C/span>\u003Cspan data-ccp-props=\"{"134233279":true,"201341983":0,"335551550":6,"335551620":6,"335559739":0,"335559740":276}\"> \u003C/span>\u003C/p>\n\u003Cp>\u003Cspan data-contrast=\"auto\">Mia est membre du Barreau du Québec et titulaire d’un Baccalauréat en droit civil (LL.B.) de l’Université de Montréal. Elle est également titulaire d’un baccalauréat en journalisme (BA) avec une mineure en Espagnol – cultures et littératures hispaniques de l’Université Concordia. Durant ses années d’études, Mia a eu l’opportunité de faire un échange universitaire en Espagne à l’Université de Saint-Jacques de Compostelle.\u003C/span>\u003Cspan data-ccp-props=\"{"134233279":true,"201341983":0,"335551550":6,"335551620":6,"335559739":0,"335559740":276}\"> \u003C/span>\u003C/p>\n\u003Cp>\u003Cspan data-contrast=\"auto\">Lors de ses études en droit, Mia a travaillé comme technicienne juridique notariale. Elle a aussi fait partie des Étudiant.e.s Pro Bono du Canada (EPBC). 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du Québec\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Reconnaissances\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Best Lawyers: Ones to Watch in Canada 2027 ™ – Droit du travail et de l’emploi\u003C/li>\n\u003C/ul>\n",{"acf_fc_layout":670,"title":671,"links":3673},[3674,3681,3688,3689],{"ID":3675,"post_author":1369,"post_date":3676,"post_date_gmt":3676,"post_content":5,"post_title":3677,"post_excerpt":5,"post_status":332,"comment_status":1283,"ping_status":677,"post_password":5,"post_name":3678,"to_ping":5,"pinged":5,"post_modified":3679,"post_modified_gmt":3679,"post_content_filtered":5,"post_parent":82,"guid":3680,"menu_order":82,"post_type":1287,"post_mime_type":5,"comment_count":682,"filter":683},1975,"2025-10-10 19:17:54","Jurisprudence Express - Octobre 2025","jurisprudence-express-octobre-2025","2025-12-11 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Bordenave",{"rendered":5,"protected":105},[339],[3764,333,342,343,344,345],"post-781",{"thumbnail":3766,"job":3780,"phone_info":5,"email":3781,"pagebuilder":3782,"annotations":105,"prefooter_image":105},{"ID":3767,"id":3767,"title":3768,"filename":3769,"filesize":3770,"url":3771,"link":3772,"alt":5,"author":161,"description":5,"caption":5,"name":3773,"status":81,"uploaded_to":3774,"date":3775,"modified":3776,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":122,"height":355,"sizes":3777},861,"Claudine","Claudine.jpg",41370,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Claudine.jpg","https://latitudemgmt.ca/en/team/claudine-bordenave/claudine/","claudine",807,"2023-10-27 12:44:52","2023-10-27 12:54:03",{"thumbnail":3778,"thumbnail-width":93,"thumbnail-height":93,"medium":3779,"medium-width":171,"medium-height":95,"medium_large":3771,"medium_large-width":122,"medium_large-height":355,"large":3771,"large-width":122,"large-height":355,"1536x1536":3771,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":3771,"2048x2048-width":122,"2048x2048-height":355,"large-preview":3771,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":3771,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Claudine-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Claudine-247x300.jpg","Conseillère, Développement des affaires, communication et marketing","claudine.bordenave@latitudemgmt.ca",[3783],{"acf_fc_layout":363,"content":3784},"\u003Cp class=\"font_8 wixui-rich-text__text\">Claudine est conseillère en développement des affaires, communication et marketing chez Latitude. Avant de se joindre à Latitude, Claudine a travaillé pendant plusieurs années à titre de coordonnatrice des communications dans un cabinet d’avocats de Montréal où elle a joué un rôle moteur dans la gestion de projets de communication interne et externe et des activités liées au recrutement étudiants. Elle a ensuite poursuivi sa carrière à l’Université McGill en tant qu’associée du Centre de développement professionnel de la Faculté de droit pendant 4 ans.  Durant son passage à l’Université McGill, elle a coordonné diverses activités liées au développement professionnel de la population étudiante, tout en établissant une stratégie de communication pour l’unité. Soucieuse des enjeux d’inclusion, elle s’est aussi engagée auprès du \u003Cspan class=\"wixui-rich-text__text\">Equity Comittee\u003C/span> de la Faculté de droit et du Dr Kenneth Melville Black Faculty & Staff Caucus. Plus récemment, elle a œuvré dans le secteur de la santé où elle a piloté plusieurs projets de communication interne et externe ainsi que des campagnes d’envergure, tout en jouant un rôle crucial dans la gestion de l’image de marque.\u003C/p>\n\u003Cp class=\"font_8 wixui-rich-text__text\">Claudine cumule ainsi 10 ans d’expérience en communication, notamment en conseil stratégique, en rédaction et en organisation d’événements.\u003C/p>\n\u003Chr />\n\u003Cp>\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli class=\"wixui-rich-text__text\">\n\u003Cp class=\"font_8 wixui-rich-text__text\">Baccalauréat en communication, profil relations humaines, \u003Cem>\u003Cspan class=\"wixui-rich-text__text\">Université du Québec à Montréal\u003C/span>\u003C/em>\u003C/p>\n\u003C/li>\n\u003C/ul>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Claudine Bordenave | Latitude 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12:54:49",{"thumbnail":3862,"thumbnail-width":93,"thumbnail-height":93,"medium":3863,"medium-width":171,"medium-height":95,"medium_large":3856,"medium_large-width":122,"medium_large-height":355,"large":3856,"large-width":122,"large-height":355,"1536x1536":3856,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":3856,"2048x2048-width":122,"2048x2048-height":355,"large-preview":3856,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":3856,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Courtney-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Courtney-247x300.jpg","Directrice, Enquêtrice","courtney.wile@latitudemgmt.ca",[3867,3869],{"acf_fc_layout":363,"content":3868},"\u003Cp class=\"font_8 wixui-rich-text__text\">Courtney est directrice et enquêtrice chez Latitude. Elle agit exclusivement à titre de tiers neutre et impartial, et intervient dans le cadre de mandats portant sur la prévention et la gestion de la discrimination, du harcèlement psychologique, de la violence (y compris la violence sexuelle), et des conflits en milieu de travail.\u003C/p>\n\u003Cp class=\"font_8 wixui-rich-text__text\">Avant de se joindre à Latitude, Courtney a travaillé pendant plusieurs années en pratique privée à Toronto, dans un cabinet spécialisé en droit de la famille. Elle a par la suite travaillé au sein d’une institution d’enseignement supérieur à Montréal en tant qu’agente au harcèlement et à la discrimination.\u003C/p>\n\u003Cp class=\"font_8 wixui-rich-text__text\">Courtney est titulaire d’un baccalauréat en droit civil et en common law de l’Université McGill. Elle est membre du Barreau de l’Ontario depuis 2013. Elle est également titulaire d’une maîtrise en musique et d’un baccalauréat en musique, en trombone (interprétation et répertoire d’orchestre). Courtney a travaillé comme musicienne professionnelle pendant quelques années avant de se tourner vers le droit.\u003C/p>\n\u003Chr />\n\u003Cp>\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Baccalauréat en droit civil et Juris Doctor (B.C.L./J.D.), \u003Cem>Université McGill\u003C/em>\u003C/li>\n\u003Cli class=\"wixui-rich-text__text\">\n\u003Cp class=\"font_8 wixui-rich-text__text\">Maîtrise en musique (trombone), \u003Cem>\u003Cspan class=\"wixui-rich-text__text\">Université McGill\u003C/span>\u003C/em>\u003C/p>\n\u003C/li>\n\u003Cli class=\"wixui-rich-text__text\">\n\u003Cp class=\"font_8 wixui-rich-text__text\">Baccalauréat en musique (trombone), \u003Cspan class=\"wixui-rich-text__text\">\u003Cem>Université Acadia\u003C/em> \u003C/span>\u003C/p>\n\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau de l’Ontario\u003C/li>\n\u003C/ul>\n",{"acf_fc_layout":670,"title":671,"links":3870},[3871],{"ID":3872,"post_author":2278,"post_date":3873,"post_date_gmt":3873,"post_content":5,"post_title":3874,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":3875,"to_ping":5,"pinged":5,"post_modified":3876,"post_modified_gmt":3876,"post_content_filtered":5,"post_parent":82,"guid":3877,"menu_order":82,"post_type":681,"post_mime_type":5,"comment_count":682,"filter":683},2222,"2025-01-30 19:40:04","Prévention du harcèlement et de la violence : S’adapter aux changements apportés par la Loi 4","prevention-du-harcelement-et-de-la-violence-sadapter-aux-changements-apportes-par-la-loi-4","2026-04-28 22:17:49","https://latitudemgmt.ca/outils-et-ressources/prevention-du-harcelement-et-de-la-violence-sadapter-aux-changements-apportes-par-la-loi-4/","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - 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Elle mène ses enquêtes tant en français qu’en anglais, en alliant rigueur, souci du détail et approche humaine et empathique. Au cours des dernières années chez Latitude, elle a également acquis de l’expérience dans d’autres mandats variés, incluant l’analyse de climat de travail et la révision de politiques organisationnelles.\u003C/p>\n\u003Cp>Avant de se joindre à l’équipe, Emily a pratiqué comme stagiaire puis comme avocate dans un cabinet spécialisé en droits de la personne, réalisant des mandats variés en droit du travail, de la famille, de la jeunesse et en droit administratif.\u003C/p>\n\u003Cp>Elle détient un baccalauréat en criminologie (B.A.) de l’Université de Montréal, marqué par un stage d’une année à la Direction de la Protection de la Jeunesse, ainsi qu’un baccalauréat en droit (LL.B.) de la même université. Elle possède également de l’expérience en intervention sociale auprès des jeunes.\u003C/p>\n\u003Chr />\n\u003Cp>\u003Cstrong>Mandats représentatifs\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Enquêtrice reconnue pour le Protecteur national de l’élève\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli class=\"font_8 wixui-rich-text__text\">Baccalauréat en droit civil (LL.B.), \u003Cspan class=\"wixui-rich-text__text\">\u003Cem>Université de Montréal\u003C/em> \u003C/span>​\u003C/li>\n\u003Cli class=\"font_8 wixui-rich-text__text\">Baccalauréat en criminologie (B. Sc.), \u003Cem>\u003Cspan class=\"wixui-rich-text__text\">Université de Montréal\u003C/span>\u003C/em>\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau du Québec\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Reconnaissances\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cspan class=\"TextRun SCXW213158632 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\">\u003Cspan class=\"NormalTextRun SCXW213158632 BCX0\">Best Lawyers: Ones to Watch in Canada ™ – Droit du travail et de l’emploi, depuis 2026\u003C/span>\u003C/span>\u003C/li>\n\u003C/ul>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Emily Lapointe-Carpenter | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink 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Elle détient une licence en droit civil et une maîtrise en droit de l’Université d’Ottawa et complète actuellement un diplôme d’études supérieures spécialisées (DESS) en équité, diversité et inclusion dans les organisations.\u003C/p>\n\u003Cp>Avant de rejoindre l’équipe de Latitude, Karine a occupé les rôles de recherchiste auprès de la magistrature, de formatrice, de conseillère juridique et de recruteuse. Depuis 2022, elle est médiatrice accréditée aux petites créances au Québec et a suivi plusieurs formations en règlement alternatif des différends.\u003C/p>\n\u003Cp>Lors de son parcours universitaire, elle s’est impliquée au sein du Réseau national d’étudiants Pro Bono et comme formatrice bénévole pour Éducaloi. 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Il agit exclusivement à titre de tiers neutre et impartial, et intervient dans le cadre de mandats portant sur la prévention et la gestion du harcèlement psychologique, du harcèlement sexuel, de la violence, du harcèlement discriminatoire et des conflits en milieu de travail. Xavier se distingue par sa maîtrise de différentes sphères du droit et sa capacité à traiter des dossiers complexes avec efficacité et professionnalisme.\u003C/p>\n\u003Cp class=\"font_8 wixui-rich-text__text\">Avant de se joindre à l’équipe, il a occupé le poste d’avocat-enquêteur au sein d’un organisme d’autoréglementation, où il a mené des enquêtes en droit disciplinaire et droit des assurances. Auparavant, Xavier a complété son stage du Barreau du Québec auprès d’un cabinet boutique exerçant en droit du travail et en droit disciplinaire. Il a également travaillé pour un cabinet spécialisé en litige civil et commercial dans le milieu bancaire. Il est titulaire d’un baccalauréat en droit civil (LL.B.) de l’\u003Cem>Université de Montréal\u003C/em>.\u003C/p>\n\u003Chr />\n\u003Cp>\u003Cstrong>Mandats représentatifs\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Enquêteur reconnu pour le Protecteur national de l’élève\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Baccalauréat en droit civil (LL.B.), \u003Cem>Université de Montréal\u003C/em>\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau du Québec\u003C/li>\n\u003C/ul>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Xavier Girard | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" 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David",{"rendered":5,"protected":105},[1357],[4204,333,342,343,344,1360],"post-767",{"thumbnail":4206,"job":1375,"phone_info":5,"email":4219,"pagebuilder":4220,"annotations":105,"prefooter_image":105},{"ID":4207,"id":4207,"title":4208,"filename":4209,"filesize":4210,"url":4211,"link":4212,"alt":5,"author":161,"description":5,"caption":5,"name":4213,"status":81,"uploaded_to":4192,"date":4214,"modified":4215,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":122,"height":355,"sizes":4216},866,"Kim","Kim.jpg",33851,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Kim.jpg","https://latitudemgmt.ca/fr/equipe/kim-david/kim/","kim","2023-10-27 12:44:56","2023-10-27 19:11:40",{"thumbnail":4217,"thumbnail-width":93,"thumbnail-height":93,"medium":4218,"medium-width":171,"medium-height":95,"medium_large":4211,"medium_large-width":122,"medium_large-height":355,"large":4211,"large-width":122,"large-height":355,"1536x1536":4211,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":4211,"2048x2048-width":122,"2048x2048-height":355,"large-preview":4211,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":4211,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Kim-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Kim-247x300.jpg","kim.david@latitudemgmt.ca",[4221,4223],{"acf_fc_layout":363,"content":4222},"\u003Cp>\u003Cspan data-contrast=\"auto\">Kim est conseillère principale et avocate-enquêtrice chez Latitude. Elle agit exclusivement à titre de tiers neutre et impartial, et intervient dans le cadre de mandats portant sur la prévention et la gestion du harcèlement psychologique, du harcèlement sexuel, de la violence, du harcèlement discriminatoire et des conflits en milieu de travail. Elle se distingue par son approche rigoureuse et empathique. \u003C/span> \u003Cspan data-contrast=\"auto\">Elle s’intéresse particulièrement aux enjeux d’inconduite sexuelle et d’incivilités.\u003C/span>\u003Cspan data-ccp-props=\"{"335551550":6,"335551620":6}\"> \u003C/span>\u003C/p>\n\u003Cp>\u003Cspan data-contrast=\"auto\">Kim est titulaire d’un baccalauréat en droit ainsi que d’une maîtrise en droit. Son travail de maîtrise, qui était axé sur le traitement des victimes de violences sexuelles par les instances judiciaires et policières, lui a permis de développer une expertise dans l’accompagnement des personnes victimes. Elle est également titulaire d’un certificat en criminologie et victimologie, d’un microprogramme en enseignement supérieur et a suivi une formation sur l’approche sensible aux traumatismes. Elle est également titulaire d’un certificat en criminologie et victimologie, ainsi que d’un microprogramme en enseignement supérieur. Avant de se spécialiser en prévention et gestion du harcèlement, Kim a pratiqué le droit criminel et pénal, le droit de la famille et le droit international. \u003C/span>\u003Cspan data-ccp-props=\"{"335551550":6,"335551620":6}\"> \u003C/span>\u003C/p>\n\u003Cp>\u003Cspan data-contrast=\"auto\">Parallèlement, Kim enseigne et agit comme chargée de cours en Techniques juridiques, dans des domaines tels que le droit criminel, la recherche juridique, le droit familial, le droit du travail et le droit administratif.\u003C/span>\u003Cspan data-ccp-props=\"{"335551550":6,"335551620":6}\"> \u003C/span>\u003C/p>\n\u003Chr />\n\u003Cp>\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Maîtrise en droit – droit international et politique internationale (LL.M), \u003Cem>Université du Québec à Montréal \u003C/em>\u003C/li>\n\u003Cli>Baccalauréat en droit (LL.B.), \u003Cem>Université du Québec à Montréal \u003C/em>\u003C/li>\n\u003Cli>Certificat en criminologie, \u003Cem>Université de Montréal \u003C/em>\u003C/li>\n\u003Cli>Microprogramme de 2e cycle de formation initiale en enseignement, \u003Cem>Université de Sherbrooke​​\u003C/em>\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau du Québec\u003Cem>​​\u003C/em>\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Reconnaissances\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cspan class=\"TextRun SCXW69491108 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\">\u003Cspan class=\"NormalTextRun SCXW69491108 BCX0\">Best Lawyers: Ones to Watch in Canada™ – Droit du travail et de l’emploi, depuis 2025\u003C/span>\u003C/span>\u003C/li>\n\u003C/ul>\n",{"acf_fc_layout":670,"title":671,"links":4224},[4225,4232],{"ID":398,"post_author":79,"post_date":4226,"post_date_gmt":4226,"post_content":4227,"post_title":4228,"post_excerpt":5,"post_status":332,"comment_status":1283,"ping_status":677,"post_password":5,"post_name":4229,"to_ping":5,"pinged":5,"post_modified":4230,"post_modified_gmt":4230,"post_content_filtered":5,"post_parent":82,"guid":4231,"menu_order":82,"post_type":1287,"post_mime_type":5,"comment_count":682,"filter":683},"2023-06-19 13:59:47","\u003C!-- wp:paragraph -->\r\n\u003Cp>Welcome to WordPress. This is your first post. Edit or delete it, then start writing!\u003C/p>\r\n\u003C!-- /wp:paragraph -->","Créer des cultures de travail inclusives : entrevue avec Valérie McDuff et Kim David","creer-des-cultures-de-travail-inclusives-entrevue-avec-valerie-mcduff-et-kim-david","2025-02-03 20:12:52","http://latitude-cms.local/?p=1",{"ID":4233,"post_author":1369,"post_date":4234,"post_date_gmt":4234,"post_content":5,"post_title":4235,"post_excerpt":4236,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":4237,"to_ping":5,"pinged":5,"post_modified":4238,"post_modified_gmt":4238,"post_content_filtered":5,"post_parent":82,"guid":4239,"menu_order":82,"post_type":681,"post_mime_type":5,"comment_count":682,"filter":683},2212,"2025-11-04 15:57:04","Harcèlement sexuel et fêtes de bureau","Les fêtes de bureau sont souvent synonymes de convivialité, mais elles peuvent aussi comporter leur lot de risques en milieu de travail.","harcelement-sexuel-et-fetes-de-bureau","2026-04-28 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Il est titulaire d’un baccalauréat en traduction et d’un baccalauréat en droit de l’Université de Montréal. Steve est également membre de l’Association of Workplace Investigators, une association vouée à la formation et au perfectionnement d’enquêteurs en milieu de travail qui regroupe plus de 1400 membres dans le monde, où il a dispensé des formations sur la tenue d’entrevues d’enquête et sur la rédaction de rapports d’enquête. 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Elle accompagne des dirigeant·e·s, des gestionnaires et des professionnel·le·s, principalement en contexte organisationnel. Sa présence attentive et authentique favorise un climat de confiance propice à la réflexion, à l’apprentissage et à l’évolution. Fréquemment appelée à intervenir dans des situations de conflit en milieu de travail, de prévention et de gestion du harcèlement, ou lorsque le climat d’équipe est fragilisé, elle travaille en collaboration avec les parties prenantes concernées afin de bien cerner les besoins et d’assurer un alignement clair des objectifs.\u003C/p>\n\u003Cp>Forte de plus de 15 ans d’expérience dans des rôles-conseils — dont plus d’une décennie en droit du travail et de l’emploi, en ressources humaines et en développement professionnel — elle possède une compréhension fine des obligations juridiques des employeurs et des dynamiques humaines en milieu de travail. Structuré et orienté vers les objectifs, son accompagnement valorise la sécurité psychologique et soutient la régulation émotionnelle ainsi que la gestion du stress, afin de faciliter l’exercice du leadership dans des environnements exigeants.\u003C/p>\n\u003Cp>Sophie a accompagné des dirigeant·e·s et des professionnel·le·s issus de divers secteurs, ainsi que des centaines d’étudiant·e·s en droit et de juristes en début de carrière, sur des enjeux liés au leadership, à la confiance, à la communication et au développement professionnel. Parfaitement bilingue, elle est diplômée en droit civil et en common law de l’Université McGill et a complété la certification Professional Goal-Centric Coach (PGCC) du Centre des dirigeants John-Molson de l’Université Concordia. 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14:02:01","https://latitudemgmt.ca/?p=1754",{"ID":4817,"post_author":1923,"post_date":4818,"post_date_gmt":4818,"post_content":5,"post_title":4819,"post_excerpt":5,"post_status":332,"comment_status":1283,"ping_status":677,"post_password":5,"post_name":4820,"to_ping":5,"pinged":5,"post_modified":4821,"post_modified_gmt":4821,"post_content_filtered":5,"post_parent":82,"guid":4822,"menu_order":82,"post_type":1287,"post_mime_type":5,"comment_count":682,"filter":683},1730,"2025-06-05 16:47:38","L'impact du harcèlement psychologique sur la santé mentale : Une décision qui reflète une tendance jurisprudentielle émergente","limpact-du-harcelement-psychologique-sur-la-sante-mentale-une-decision-qui-reflete-une-tendance-jurisprudentielle-emergente","2025-06-05 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16:16:11",{"thumbnail":4910,"thumbnail-width":93,"thumbnail-height":93,"medium":4911,"medium-width":171,"medium-height":95,"medium_large":4904,"medium_large-width":122,"medium_large-height":355,"large":4904,"large-width":122,"large-height":355,"1536x1536":4904,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":4904,"2048x2048-width":122,"2048x2048-height":355,"large-preview":4904,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":4904,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Maya-Luks-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Maya-Luks-247x300.jpg","maya.luks@latitudemgmt.ca",[4914,4916],{"acf_fc_layout":363,"content":4915},"\u003Cp>Maya est conseillère chez Latitude. 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12:39:09",{"thumbnail":5111,"thumbnail-width":93,"thumbnail-height":93,"medium":5112,"medium-width":171,"medium-height":95,"medium_large":5106,"medium_large-width":122,"medium_large-height":355,"large":5106,"large-width":122,"large-height":355,"1536x1536":5106,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":5106,"2048x2048-width":122,"2048x2048-height":355,"large-preview":5106,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":5106,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Valerie-M-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Valerie-M-247x300.jpg","Associée, Avocate-Enquêtrice, Médiatrice, CRHA et Coach certifiée (PGCC)","valerie.mcduff@latitudemgmt.ca",[5116,5118],{"acf_fc_layout":363,"content":5117},"\u003Cp class=\"font_8 wixui-rich-text__text\">En tant qu’associée et avocate-enquêtrice, Valérie intervient exclusivement à 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Grâce à son écoute active et à sa posture bienveillante et empathique, elle instaure un climat de confiance qui permet à chacun d’exprimer ses besoins, de clarifier les sources de tension et d’avancer vers une résolution constructive des différends.\u003C/p>\n\u003Cp class=\"font_8 wixui-rich-text__text\">Valérie se spécialise dans des mandats d’enquête de harcèlement psychologique ainsi que dans la médiation de plaintes de harcèlement psychologique. Elle intervient dans les situations complexes et sensibles impliquant notamment des membres de la direction ou des conseils d’administration. Elle a par ailleurs développé une expertise pour les dossiers de violence à caractère sexuel et de plaintes visant des gestionnaires.\u003C/p>\n\u003Cp class=\"font_8 wixui-rich-text__text\">Valérie a complété la Certification Professional Goal-Centric Certified Coach (PGCC) du Centre des dirigeants John-Molson de l’Université Concordia et est en voie d’obtenir la certification ACC de l’ICF. Avant de se spécialiser en prévention et gestion du harcèlement, elle a exercé le droit du travail au sein d’un cabinet d’avocats international. Membre du Barreau du Québec et médiatrice accréditée, elle est également conseillère en ressources humaines agréée (CRHA).\u003C/p>\n\u003Chr />\n\u003Cp>\u003Cspan style=\"color: #b08d6b;\">Mandats représentatifs\u003C/span>\u003C/p>\n\u003Cul>\n\u003Cli>Assesseur pour la Commission canadienne des droits de la personne\u003C/li>\n\u003Cli>Médiatrice sensibilisée aux réalités et aux enjeux autochtones de l’IMAQ\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Certification en Professional Goal-Centric Certified Coaching (PGCC), \u003Cem>Université Concordia\u003C/em>\u003C/li>\n\u003Cli>Certification, Mieux comprendre les réalités autochtones, \u003Cem>Institut Ashukan\u003C/em>\u003C/li>\n\u003Cli>\u003Cspan class=\"wixui-rich-text__text\">\u003Cspan class=\"color_34 wixui-rich-text__text\">Juris Doctor – common law nord-américaine (J.D.), \u003Cem>Université de Montréal\u003C/em>\u003C/span>\u003C/span>\u003C/li>\n\u003Cli class=\"font_8 wixui-rich-text__text\">\u003Cspan class=\"wixui-rich-text__text\">\u003Cspan class=\"color_34 wixui-rich-text__text\">Baccalauréat en droit (LL.B.), \u003Cem>\u003Cspan class=\"wixui-rich-text__text\">Université de Montréal\u003C/span>\u003C/em>\u003C/span>\u003C/span>\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp>\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau du Québec, Membre et médiatrice accréditée\u003C/li>\n\u003Cli>\u003Cspan class=\"wixui-rich-text__text\">\u003Cspan class=\"color_19 wixui-rich-text__text\">\u003Cem>Institut de médiation et d’arbitrage du Québec\u003C/em> (IMAQ), \u003C/span>\u003C/span>\u003Cspan class=\"wixui-rich-text__text\">\u003Cspan class=\"color_19 wixui-rich-text__text\">Membre et médiatrice accréditée\u003C/span>\u003C/span>\u003C/li>\n\u003Cli class=\"font_8 wixui-rich-text__text\">Ordre des conseillers en ressources humaines agréés, CRHA\u003C/li>\n\u003Cli>Enquêtrice qualifiée inscrite au \u003Cem>Registre de prévention du harcèlement et de la violence au travail\u003C/em>, Centre canadien d’hygiène et de sécurité au travail\u003C/li>\n\u003C/ul>\n",{"acf_fc_layout":670,"title":671,"links":5119},[5120,5127,5128,5135,5136,5143],{"ID":5121,"post_author":486,"post_date":5122,"post_date_gmt":5122,"post_content":5,"post_title":5123,"post_excerpt":5,"post_status":332,"comment_status":1283,"ping_status":677,"post_password":5,"post_name":5124,"to_ping":5,"pinged":5,"post_modified":5125,"post_modified_gmt":5125,"post_content_filtered":5,"post_parent":82,"guid":5126,"menu_order":82,"post_type":1287,"post_mime_type":5,"comment_count":682,"filter":683},1060,"2024-01-22 18:21:27","Actualité juridique : L’importance d’une approche collaborative entre syndicat-employeur dans la gestion du harcèlement sexuel","actualite-juridique-limportance-dune-approche-collaborative-entre-syndicat-employeur-dans-la-gestion-du-harcelement-sexuel","2025-02-03 20:07:28","https://latitudemgmt.ca/?p=1060",{"ID":398,"post_author":79,"post_date":4226,"post_date_gmt":4226,"post_content":4227,"post_title":4228,"post_excerpt":5,"post_status":332,"comment_status":1283,"ping_status":677,"post_password":5,"post_name":4229,"to_ping":5,"pinged":5,"post_modified":4230,"post_modified_gmt":4230,"post_content_filtered":5,"post_parent":82,"guid":4231,"menu_order":82,"post_type":1287,"post_mime_type":5,"comment_count":682,"filter":683},{"ID":5129,"post_author":1923,"post_date":5130,"post_date_gmt":5130,"post_content":5,"post_title":5131,"post_excerpt":5,"post_status":332,"comment_status":1283,"ping_status":677,"post_password":5,"post_name":5132,"to_ping":5,"pinged":5,"post_modified":5133,"post_modified_gmt":5133,"post_content_filtered":5,"post_parent":82,"guid":5134,"menu_order":82,"post_type":1287,"post_mime_type":5,"comment_count":682,"filter":683},541,"2021-06-30 15:00:23","Même sans harcèlement, un employeur devrait intervenir en cas de conflit","meme-sans-harcelement-un-employeur-devrait-intervenir-en-cas-de-conflit","2025-02-03 20:28:35","https://staging--latitude-by-tux.netlify.app/?p=541",{"ID":4233,"post_author":1369,"post_date":4234,"post_date_gmt":4234,"post_content":5,"post_title":4235,"post_excerpt":4236,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":4237,"to_ping":5,"pinged":5,"post_modified":4238,"post_modified_gmt":4238,"post_content_filtered":5,"post_parent":82,"guid":4239,"menu_order":82,"post_type":681,"post_mime_type":5,"comment_count":682,"filter":683},{"ID":5137,"post_author":1923,"post_date":5138,"post_date_gmt":5138,"post_content":5,"post_title":5139,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":5140,"to_ping":5,"pinged":5,"post_modified":5141,"post_modified_gmt":5141,"post_content_filtered":5,"post_parent":82,"guid":5142,"menu_order":82,"post_type":681,"post_mime_type":5,"comment_count":682,"filter":683},2220,"2025-03-17 14:24:09","Démystifier l'intersectionnalité","demystifier-lintersectionnalite","2026-04-28 22:19:18","https://latitudemgmt.ca/outils-et-ressources/demystifier-lintersectionnalite/",{"ID":3872,"post_author":2278,"post_date":3873,"post_date_gmt":3873,"post_content":5,"post_title":3874,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":3875,"to_ping":5,"pinged":5,"post_modified":3876,"post_modified_gmt":3876,"post_content_filtered":5,"post_parent":82,"guid":3877,"menu_order":82,"post_type":681,"post_mime_type":5,"comment_count":682,"filter":683},{"ID":1487,"id":1487,"title":1488,"filename":1489,"filesize":1490,"url":1491,"link":1492,"alt":5,"author":161,"description":5,"caption":5,"name":1488,"status":81,"uploaded_to":163,"date":1493,"modified":1493,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":166,"height":1494,"sizes":5145},{"thumbnail":1496,"thumbnail-width":93,"thumbnail-height":93,"medium":1497,"medium-width":95,"medium-height":1498,"medium_large":1499,"medium_large-width":98,"medium_large-height":1500,"large":1501,"large-width":101,"large-height":1502,"1536x1536":1503,"1536x1536-width":177,"1536x1536-height":1504,"2048x2048":1505,"2048x2048-width":180,"2048x2048-height":1506,"large-preview":1507,"large-preview-width":183,"large-preview-height":1508,"fullscreen-small":1509,"fullscreen-small-width":186,"fullscreen-small-height":1510},"\u003C!-- 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Ward",{"rendered":5209,"protected":105},"\u003Cp>\u003Cspan class=\"TextRun SCXW94181589 BCX4\" lang=\"FR-FR\" xml:lang=\"FR-FR\" data-contrast=\"auto\">\u003Cspan class=\"NormalTextRun SCXW94181589 BCX4\">Associé, Chef de l’Exploitation et médiateur\u003C/span>\u003Cspan class=\"NormalTextRun SCXW94181589 BCX4\"> accrédité\u003C/span>\u003C/span>\u003Cspan class=\"EOP SCXW94181589 BCX4\" data-ccp-props=\"{"134233279":true,"201341983":0,"335551550":6,"335551620":6,"335559739":0,"335559740":276}\"> \u003C/span>\u003Cspan class=\"TextRun SCXW94181589 BCX4\" lang=\"FR-FR\" xml:lang=\"FR-FR\" data-contrast=\"auto\">\u003Cspan class=\"NormalTextRun SCXW94181589 BCX4\">Associé, Chef de l’Exploitation et médiateur\u003C/span>\u003Cspan class=\"NormalTextRun SCXW94181589 BCX4\"> accrédité\u003C/span>\u003C/span>\u003Cspan class=\"EOP SCXW94181589 BCX4\" data-ccp-props=\"{"134233279":true,"201341983":0,"335551550":6,"335551620":6,"335559739":0,"335559740":276}\"> \u003C/span>\u003C/p>\n",[1574],[5212,333,342,343,344,1577],"post-455",{"thumbnail":5214,"phone_info":5227,"email":5228,"pagebuilder":5229,"annotations":105,"prefooter_image":5232,"job":5249},{"ID":5215,"id":5215,"title":5216,"filename":5217,"filesize":5218,"url":5219,"link":5220,"alt":5,"author":161,"description":5,"caption":5,"name":5221,"status":81,"uploaded_to":5199,"date":5222,"modified":5223,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":122,"height":355,"sizes":5224},853,"David","David.jpg",65512,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/David.jpg","https://latitudemgmt.ca/fr/equipe/david-ward/david/","david","2023-10-27 12:44:46","2023-10-27 12:55:31",{"thumbnail":5225,"thumbnail-width":93,"thumbnail-height":93,"medium":5226,"medium-width":171,"medium-height":95,"medium_large":5219,"medium_large-width":122,"medium_large-height":355,"large":5219,"large-width":122,"large-height":355,"1536x1536":5219,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":5219,"2048x2048-width":122,"2048x2048-height":355,"large-preview":5219,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":5219,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/David-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/David-247x300.jpg","514.717.1873","david.ward@latitudemgmt.ca",[5230],{"acf_fc_layout":363,"content":5231},"\u003Cp>\u003Cspan data-contrast=\"auto\">David est associé fondateur de Latitude et agit à titre de Chef de l’exploitation. Guidé par une vision claire et une grande détermination, il façonne les grandes orientations stratégiques du cabinet et joue un rôle central dans la croissance de l’entreprise. Doté d’un flair remarquable et d’une capacité à sortir des sentiers battus, il sait repérer les opportunités et les saisir avec finesse. Son esprit novateur et son leadership inspirant favorisent l’expansion continue de Latitude, tout en guidant l’équipe vers l’atteinte d’objectifs ambitieux et l’excellence opérationnelle.\u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559738":240,"335559739":240,"335559740":240}\"> \u003C/span>\u003C/p>\n\u003Cp>\u003Cspan data-contrast=\"auto\">Fort de nombreuses années d’expérience en consultation, en médiation, en analyse de climat organisationnel et en entrepreneuriat, David a développé une expertise riche et diversifiée. Son parcours lui confère une vision unique des enjeux d’affaires et des dynamiques en milieu de travail, lui permettant d’aborder les défis organisationnels avec un regard stratégique et novateur. \u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/p>\n\u003Cp>\u003Cspan data-contrast=\"auto\">David entretient une collaboration de longue date avec de nombreuses Nations autochtones, ayant développé une solide compréhension des cadres normatifs régissant leurs relations avec les gouvernements provinciaux et fédéral, ainsi que des droits ancestraux qui leur sont propres. Son expérience auprès des institutions publiques et gouvernementales fait de lui un atout essentiel pour les mandats particulièrement sensibles et complexes, travaillant en étroite collaboration avec les membres de l’équipe en tant qu’expert et conseiller stratégique.\u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559738":240,"335559739":240,"335559740":240}\"> \u003C/span>\u003C/p>\n\u003Chr />\n\u003Cp style=\"font-weight: 400;\">\u003Cstrong>Mandats représentatifs\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Médiateur, Centre de Règlement des Différents Sportifs du Canada (CRDSC)\u003C/li>\n\u003Cli>Médiateur sensibilisé aux réalités et aux enjeux autochtones de l’IMAQ\u003C/li>\n\u003Cli>Médiateur, Service de protection parlementaire\u003C/li>\n\u003Cli>Consultant principal en ressources humaines, consultant en conception organisationnelle et classification et médiateur, Conseil cri de la santé et des services sociaux de la Baie James (CCSSSBJ)\u003C/li>\n\u003Cli>Analyste / Consultant en développement organisationnel, Département de la défense nationale\u003C/li>\n\u003Cli>Médiateur, Société canadienne de transport ferroviaire\u003C/li>\n\u003Cli>Consultant en ressources humaines et conseiller en conception organisationnelle, Garde côtière canadienne\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp style=\"font-weight: 400;\">\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Certification, Mieux comprendre les réalités autochtones, \u003Cem>Institut Ashukan\u003C/em>\u003C/li>\n\u003Cli>\u003Cspan class=\"TextRun SCXW105415871 BCX0\" lang=\"FR-CA\" xml:lang=\"FR-CA\" data-contrast=\"auto\">\u003Cspan class=\"NormalTextRun SCXW105415871 BCX0\">Médiation civile, commerciale et du travail, \u003Cem>Université de Sherbrooke\u003C/em>\u003C/span>\u003C/span>\u003Cem>\u003Cspan class=\"EOP SCXW105415871 BCX0\" data-ccp-props=\"{"201341983":0,"335551550":6,"335551620":6,"335559739":0,"335559740":240,"469777462":[9972],"469777927":[0],"469777928":[4]}\"> \u003C/span>\u003C/em>\u003C/li>\n\u003Cli style=\"font-weight: 400;\">Maîtrise en gestion – Affaires internationales (M. Sc.), \u003Cem>HEC Montréal\u003C/em>\u003C/li>\n\u003Cli style=\"font-weight: 400;\">Baccalauréat en économie et en sciences politiques (B. Sc.), \u003Cem>Université de Montréal\u003C/em>\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp style=\"font-weight: 400;\">\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Membre de l’Ordre des administrateur agréés du Québec (Adm.A.)\u003C/li>\n\u003Cli>Membre de l’Institut de Médiation et d’arbitrage du Québec (IMAQ)\u003C/li>\n\u003C/ul>\n",{"ID":5233,"id":5233,"title":5234,"filename":5235,"filesize":5236,"url":5237,"link":5238,"alt":5,"author":234,"description":5,"caption":5,"name":5239,"status":81,"uploaded_to":752,"date":5240,"modified":5240,"menu_order":82,"mime_type":143,"type":86,"subtype":144,"icon":88,"width":5241,"height":5242,"sizes":5243},413,"cms_Rectangle 20","cms_Rectangle-20.png",2187566,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/09/cms_Rectangle-20.png","https://latitudemgmt.ca/fr/a-propos/cms_rectangle-20/","cms_rectangle-20","2023-09-12 14:17:49",1512,832,{"thumbnail":5244,"thumbnail-width":93,"thumbnail-height":93,"medium":5245,"medium-width":95,"medium-height":1498,"medium_large":5246,"medium_large-width":98,"medium_large-height":1500,"large":5247,"large-width":101,"large-height":1502,"1536x1536":5237,"1536x1536-width":5241,"1536x1536-height":5242,"2048x2048":5237,"2048x2048-width":5241,"2048x2048-height":5242,"large-preview":5248,"large-preview-width":183,"large-preview-height":1508,"fullscreen-small":5237,"fullscreen-small-width":5241,"fullscreen-small-height":5242},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/09/cms_Rectangle-20-150x150.png","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/09/cms_Rectangle-20-300x165.png","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/09/cms_Rectangle-20-768x423.png","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/09/cms_Rectangle-20-1024x563.png","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/09/cms_Rectangle-20-1280x704.png","Chef de l'exploitation, Médiateur accrédité & Adm. A.","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>David Ward | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/equipe/david-ward/\" />\n\u003Cmeta property=\"og:locale\" content=\"fr_CA\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta property=\"og:title\" content=\"David Ward | Latitude Management\" />\n\u003Cmeta property=\"og:description\" content=\"Associé, Chef de l’Exploitation et médiateur accrédité Associé, Chef de l’Exploitation et médiateur accrédité \" />\n\u003Cmeta property=\"og:url\" content=\"https://latitudemgmt.ca/fr/equipe/david-ward/\" />\n\u003Cmeta property=\"og:site_name\" content=\"Latitude Management\" />\n\u003Cmeta property=\"article:modified_time\" content=\"2025-12-04T15:19:01+00:00\" 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Lacroix",{"rendered":5,"protected":105},[1574],[5318,333,342,343,344,1577],"post-100",{"thumbnail":5320,"phone_info":5334,"email":5335,"pagebuilder":5336,"prefooter_image":5365,"annotations":105,"job":5367},{"ID":5321,"id":5321,"title":5322,"filename":5323,"filesize":5324,"url":5325,"link":5326,"alt":5,"author":161,"description":5,"caption":5,"name":5327,"status":81,"uploaded_to":5328,"date":5329,"modified":5330,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":122,"height":355,"sizes":5331},860,"Anaïs","Anais.jpg",42770,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Anais.jpg","https://latitudemgmt.ca/en/team/anais-lacroix/anais/","anais",675,"2023-10-27 12:44:51","2023-10-27 12:50:10",{"thumbnail":5332,"thumbnail-width":93,"thumbnail-height":93,"medium":5333,"medium-width":171,"medium-height":95,"medium_large":5325,"medium_large-width":122,"medium_large-height":355,"large":5325,"large-width":122,"large-height":355,"1536x1536":5325,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":5325,"2048x2048-width":122,"2048x2048-height":355,"large-preview":5325,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":5325,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Anais-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/10/Anais-247x300.jpg","514.712.6247","anais.lacroix@latitudemgmt.ca",[5337,5339],{"acf_fc_layout":363,"content":5338},"\u003Cp>\u003Cspan data-contrast=\"auto\">Anaïs est associée fondatrice de Latitude et Cheffe de la direction. Leader mobilisatrice, elle cultive un environnement de confiance, d’innovation et de rigueur au sein de l’équipe. Elle joue un rôle central dans la définition des priorités et des orientations stratégiques de l’organisation, gardant toujours en tête la qualité des services et les besoins concrets des milieux que Latitude accompagne. Grâce à sa vision stratégique claire et à son engagement envers l’excellence, elle instaure des pratiques réfléchies et méthodiques qui incitent ses collègues à se surpasser. Son sens des affaires, sa clarté d’analyse et sa facilité à établir des liens de confiance contribuent à développer des relations solides et durables avec les clients, tout en soutenant la croissance de l’entreprise.\u003C/span>\u003C/p>\n\u003Cp>\u003Cspan data-contrast=\"auto\">Avocate chevronnée en droit du travail, Anaïs possède une expertise de pointe dans la résolution de situations de harcèlement, violence, discrimination et manquements éthiques en organisation. Ayant mené des centaines d’enquêtes organisationnelles à travers le Canada, elle agit exclusivement en tant que tierce partie neutre et impartiale pour enquêter et conseiller les organisations. Elle apporte un soutien précieux dans la gestion de situations délicates et la résolution de cas complexes, souvent médiatisés ou impliquant des membres de la direction ou des conseils d’administration.\u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/p>\n\u003Cp>\u003Cspan data-contrast=\"auto\">Une sommité dans son domaine, Anaïs a été appelée à jouer un rôle de premier plan dans de nombreuses institutions d’envergure à l’échelle du pays. Son expertise est sollicitée dans des contextes sensibles et hautement confidentiels, où son jugement, son intégrité et sa rigueur sont reconnus et recherchés. Elle a su mettre à profit ses compétences pour façonner des pratiques exemplaires, contribuer à des réformes législatives et former la relève en matière d’enquêtes et de prévention.\u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/p>\n\u003Cp>\u003Cspan data-contrast=\"auto\">Anaïs intervient dans des mandats d’enquêtes administratives et disciplinaires, et dans le cadre de dossiers en matière d’éthique et de conformité. Elle œuvre tant en français qu’en anglais pour des organisations publiques et privées de compétences fédérale et provinciale.\u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/p>\n\u003Cp>\u003Cspan data-contrast=\"auto\">Avant de se spécialiser dans la prévention et la gestion du harcèlement, Anaïs a pratiqué le droit du travail pendant plusieurs années au sein d’un cabinet d’avocats international. Elle est également médiatrice accréditée auprès de l’Institut de médiation et d’arbitrage du Québec (IMAQ) et détentrice du certificat AWI-CH émis par l’Association of Workplace Investigators (AWI).\u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/p>\n\u003Chr />\n\u003Cp style=\"font-weight: 400;\">\u003Cstrong>Mandats représentatifs\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cspan data-contrast=\"auto\">Ombuds organisationnel pour VIA Rail.\u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/li>\n\u003Cli>\u003Cspan data-contrast=\"auto\">Gestion du Programme d’accompagnement et de soutien aux juristes (PASAJ) pour le Barreau du Québec. \u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/li>\n\u003Cli>\u003Cspan data-contrast=\"auto\">Enquêtrice pour la Chambre des communes du Canada. \u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/li>\n\u003Cli>\u003Cspan data-contrast=\"auto\">Enquêtrice pour le ministère de la Défense nationale. \u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/li>\n\u003Cli>\u003Cspan data-contrast=\"auto\">Consultante pour l’Ombudsman de la Défense nationale et des Forces armées canadiennes. \u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/li>\n\u003Cli>\u003Cspan data-contrast=\"auto\">Destinataire désignée pour le Sénat du Canada. \u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/li>\n\u003Cli>\u003Cspan data-contrast=\"auto\">Enquêtrice pour l’Assemblée nationale du Québec. \u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/li>\n\u003Cli>\u003Cspan data-contrast=\"auto\">Assesseur pour la Commission canadienne des droits de la personne. \u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/li>\n\u003Cli>\u003Cspan data-contrast=\"auto\">Réalisation d’une étude en matière d’équité en milieu de travail pour le compte de Femmes et Égalité des genres Canada. \u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/li>\n\u003Cli>\u003Cspan data-contrast=\"auto\">Réalisation de \u003C/span>\u003Ci>\u003Cspan data-contrast=\"auto\">l’Étude visant l’amélioration du cadre de prévention et de gestion des situations de harcèlement au travail et la formulation de recommandations \u003C/span>\u003C/i>\u003Cspan data-contrast=\"auto\">de l’Assemblée nationale du Québec, qui a abouti à l’adoption de la \u003C/span>\u003Ci>\u003Cspan data-contrast=\"auto\">Loi modifiant la loi sur l’Assemblée nationale afin d’instituer le Commissaire au Respect (Projet de loi 998)\u003C/span>\u003C/i>\u003Cspan data-ccp-props=\"{"201341983":0,"335559739":0,"335559740":240}\"> \u003C/span>\u003C/li>\n\u003Cli>\u003Cspan data-contrast=\"auto\">Formatrice du \u003C/span>\u003Ci>\u003Cspan data-contrast=\"auto\">Programme civil de formation des enquêteurs de l’Administration publique québécoise\u003C/span>\u003C/i> de l’Université Laval.\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp style=\"font-weight: 400;\">\u003Cstrong>Formation\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Formation, \u003Cem>Foundations of the Organizational Ombuds\u003C/em>, \u003Cspan data-contrast=\"auto\">\u003Cem>International Ombuds Association\u003C/em> (IOA)\u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335551550":6,"335551620":6,"335559739":0,"335559740":240,"469777462":[9972],"469777927":[0],"469777928":[4]}\"> \u003C/span>\u003C/li>\n\u003Cli>Certificat, \u003Cem>Training Institute for Workplace Investigators\u003C/em>, \u003Cem>Association of workplace investigators \u003C/em>(AWI)\u003C/li>\n\u003Cli>Médiation civile, commerciale et du travail, \u003Cem>Université de Sherbrooke \u003C/em>\u003Cspan data-contrast=\"auto\"> \u003C/span>\u003Cspan data-ccp-props=\"{"201341983":0,"335551550":6,"335551620":6,"335559739":0,"335559740":240,"469777462":[9972],"469777927":[0],"469777928":[4]}\"> \u003C/span>\u003C/li>\n\u003Cli>Baccalauréat en droit civil (BCL) et \u003Cem>Juris Doctor\u003C/em> (JD), \u003Cem>Université McGill\u003C/em>\u003C/li>\n\u003C/ul>\n\u003Chr />\n\u003Cp style=\"font-weight: 400;\">\u003Cstrong>Affiliations et ordres professionnels\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Barreau du Québec, Membre depuis 2012 et médiatrice accréditée\u003C/li>\n\u003Cli>Institut de médiation et d’arbitrage du Québec (IMAQ), Membre accréditée\u003C/li>\n\u003Cli>Ordre des administrateurs agréés du Québec (Adm.A.), Membre\u003C/li>\n\u003Cli>Enquêtrice qualifiée inscrite au \u003Cem>Registre de prévention du harcèlement 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Avant qu’une situation ne devienne critique, certains signaux sont souvent déjà présents : une règle que l’on contourne, une préoccupation qui demeure sans réponse, un processus qui perd sa rigueur ou une décision que personne n’ose remettre en question.\u003C/p>\n\u003Cp>Le véritable défi n’est donc pas seulement de savoir quoi faire lorsqu’une crise éclate, mais de savoir reconnaître le moment où il faut agir.\u003C/p>\n\u003Cp>Cet aide-mémoire a été conçu pour vous aider à repérer les signaux précurseurs, à évaluer les risques et à intervenir de façon réfléchie avant qu’une situation ne s’aggrave. 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09:24:59","2026-08-19 14:41:06",[6079,6081],{"acf_fc_layout":363,"content":6080},"\u003Cp>Depuis le 1er janvier 2019, les employeurs québécois doivent adopter et rendre accessible une politique de prévention du harcèlement psychologique et de traitement des plaintes. \u003Cspan class=\"a_GcMg font-feature-liga-off font-feature-clig-off font-feature-calt-off text-decoration-none text-strikethrough-none\">Depuis le \u003C/span>\u003Cspan class=\"a_GcMg font-feature-liga-off font-feature-clig-off font-feature-calt-off text-decoration-none text-strikethrough-none\">27 septembre 2024\u003C/span>\u003Cspan class=\"a_GcMg font-feature-liga-off font-feature-clig-off font-feature-calt-off text-decoration-none text-strikethrough-none\">, cette politique doit notamment préciser les mesures de prévention, les mécanismes de signalement, les personnes désignées, les mesures de protection, le processus d’enquête, ainsi que les règles de confidentialité et de conservation des documents.\u003C/span>\u003C/p>\n\u003Cp>Au-delà des exigences légales, notre aide-mémoire met en lumière le véritable rôle des politiques organisationnelles. 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nos pratiques d’enquête à la lumière de la science du trauma\u003C/p>\n",{"ID":6155,"id":6155,"title":6156,"filename":6157,"filesize":6158,"url":6159,"link":6160,"alt":5,"author":486,"description":5,"caption":5,"name":6161,"status":81,"uploaded_to":1383,"date":6162,"modified":6162,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":122,"height":355,"sizes":6163},2364,"Science du trauma","Science-du-trauma.jpg",29278,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2026/06/Science-du-trauma.jpg","https://latitudemgmt.ca/fr/outils-et-ressources/repenser-nos-pratiques-denquete-a-la-lumiere-de-la-science-du-trauma/science-du-trauma/","science-du-trauma","2026-06-03 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15:40:56","2026-06-04 18:07:49",[6172,6174],{"acf_fc_layout":363,"content":6173},"\u003Cp>Les décisions rendues le 31 mars 2026 par la Cour supérieure du Québec dans l’affaire Rozon marquent un tournant important dans notre manière de comprendre, d’analyser et d’enquêter sur les violences sexuelles.\u003C/p>\n\u003Cp>Notre aide-mémoire vous permettra de mieux comprendre comment la science du trauma et les récents développements jurisprudentiels influencent la lecture des faits en contexte d’enquête, afin d’appuyer des interventions rigoureuses, équitables et impartiales, mieux ancrées dans les réalités humaines.\u003C/p>\n",{"acf_fc_layout":5983,"content":6175},{"title":6176,"url":6177,"target":109},"Consultez notre aide-mémoire sur les pratiques d’enquête à la lumière de la science du trauma","http://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2026/06/20260601_FR_One-pager_Repenser-nos-pratiques-denquete-a-la-lumiere-de-la-science-du-trauma.pdf","\u003C!-- This site is 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17:36:41","2026-08-27 19:13:45",{"ID":3105,"post_author":486,"post_date":6354,"post_date_gmt":6354,"post_content":5,"post_title":3113,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":3110,"to_ping":5,"pinged":5,"post_modified":6355,"post_modified_gmt":6355,"post_content_filtered":5,"post_parent":82,"guid":3108,"menu_order":82,"post_type":333,"post_mime_type":5,"comment_count":682,"filter":683},"2024-07-11 17:15:43","2026-04-14 13:34:57",[6357,6359],{"acf_fc_layout":363,"content":6358},"\u003Cp>Cet aide-mémoire propose un survol concret des étapes clés d’une enquête en milieu de travail à travers une approche qui place l’humain au cœur du processus, tout en maintenant la neutralité et la rigueur attendues du rôle d’enquêteur.\u003C/p>\n\u003Cp>Il présente les bonnes pratiques permettant de concilier exigence légales, équité procédurale et sensibilité aux traumatismes.\u003C/p>\n",{"acf_fc_layout":5983,"content":6360},{"title":6361,"url":6362,"target":109},"Consultez notre aide-mémoire sur l'enquête centrée sur l'humain","http://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2026/04/Humain-au-coeur-du-processus.pdf","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>L'être humain au cœur du processus d'enquête | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/outils-et-ressources/letre-humain-au-coeur-du-processus-denquete/\" />\n\u003Cmeta property=\"og:locale\" content=\"fr_CA\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta property=\"og:title\" content=\"L'être humain au cœur du processus d'enquête | Latitude Management\" />\n\u003Cmeta 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15:26:20","2026-07-17 15:48:16",{"ID":4192,"post_author":1923,"post_date":6446,"post_date_gmt":6446,"post_content":5,"post_title":4200,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":4197,"to_ping":5,"pinged":5,"post_modified":6447,"post_modified_gmt":6447,"post_content_filtered":5,"post_parent":82,"guid":4195,"menu_order":82,"post_type":333,"post_mime_type":5,"comment_count":682,"filter":683},"2023-10-26 18:33:24","2026-04-14 13:35:56",[6449,6451,6455],{"acf_fc_layout":363,"content":6450},"\u003Cp data-start=\"440\" data-end=\"740\">Les fêtes de bureau sont souvent synonymes de convivialité, mais elles peuvent aussi comporter leur lot de risques en milieu de travail, tant sur le plan des comportements que des facteurs psychosociaux.\u003C/p>\n\u003Cp data-start=\"440\" data-end=\"740\">Notre aide-mémoire vous aide à concilier célébration et prévention, en rappelant les obligations légales de l’employeur et en proposant des 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18:20:15",{"thumbnail":6535,"thumbnail-width":93,"thumbnail-height":93,"medium":6536,"medium-width":171,"medium-height":95,"medium_large":6529,"medium_large-width":122,"medium_large-height":355,"large":6529,"large-width":122,"large-height":355,"1536x1536":6529,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":6529,"2048x2048-width":122,"2048x2048-height":355,"large-preview":6529,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":6529,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/10/Mediation-150x150.png","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/10/Mediation-247x300.png",[6538],{"ID":2258,"post_author":2278,"post_date":6539,"post_date_gmt":6539,"post_content":5,"post_title":2266,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":2263,"to_ping":5,"pinged":5,"post_modified":6540,"post_modified_gmt":6540,"post_content_filtered":5,"post_parent":82,"guid":2261,"menu_order":82,"post_type":333,"post_mime_type":5,"comment_count":682,"filter":683},"2025-01-20 21:34:30","2026-04-14 13:33:55",[6542,6544],{"acf_fc_layout":363,"content":6543},"\u003Cp data-start=\"327\" data-end=\"862\">Dans un monde où les conflits font partie du quotidien, il est essentiel de disposer d’outils efficaces pour les aborder et les gérer efficacement.\u003C/p>\n\u003Cp data-start=\"327\" data-end=\"862\">À travers notre aide-mémoire, découvrez comment la médiation peut vous aider à transformer les conflits en opportunités, favoriser la collaboration et générer des solutions durables le tout de manière efficace et économique.\u003C/p>\n",{"acf_fc_layout":5983,"content":6545},{"title":6546,"url":6547,"target":109},"Consultez notre aide-mémoire sur la médiation","http://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2026/04/Mediation.pdf","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Repenser la gestion des conflits grâce à la médiation | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/outils-et-ressources/repenser-la-gestion-des-conflits-grace-a-la-mediation/\" />\n\u003Cmeta property=\"og:locale\" content=\"fr_CA\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta property=\"og:title\" content=\"Repenser la gestion des conflits grâce à la médiation | Latitude Management\" />\n\u003Cmeta property=\"og:url\" content=\"https://latitudemgmt.ca/fr/outils-et-ressources/repenser-la-gestion-des-conflits-grace-a-la-mediation/\" />\n\u003Cmeta property=\"og:site_name\" content=\"Latitude Management\" />\n\u003Cmeta property=\"article:modified_time\" content=\"2026-04-28T22:20:05+00:00\" />\n\u003Cmeta name=\"twitter:card\" content=\"summary_large_image\" />\n\u003Cscript type=\"application/ld+json\" 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16:28:22",{"thumbnail":6624,"thumbnail-width":93,"thumbnail-height":93,"medium":6625,"medium-width":171,"medium-height":95,"medium_large":6618,"medium_large-width":122,"medium_large-height":355,"large":6618,"large-width":122,"large-height":355,"1536x1536":6618,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":6618,"2048x2048-width":122,"2048x2048-height":355,"large-preview":6618,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":6618,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/06/Image-article-site-web-2-150x150.png","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/06/Image-article-site-web-2-247x300.png",[6627,6628],{"ID":3011,"post_author":486,"post_date":6258,"post_date_gmt":6258,"post_content":5,"post_title":3019,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":3016,"to_ping":5,"pinged":5,"post_modified":6259,"post_modified_gmt":6259,"post_content_filtered":5,"post_parent":82,"guid":3014,"menu_order":82,"post_type":333,"post_mime_type":5,"comment_count":682,"filter":683},{"ID":6629,"post_author":1923,"post_date":6630,"post_date_gmt":6630,"post_content":5,"post_title":6631,"post_excerpt":5,"post_status":6632,"comment_status":677,"ping_status":677,"post_password":5,"post_name":6633,"to_ping":5,"pinged":5,"post_modified":6634,"post_modified_gmt":6634,"post_content_filtered":5,"post_parent":82,"guid":6635,"menu_order":82,"post_type":333,"post_mime_type":5,"comment_count":682,"filter":683},543,"2023-10-19 16:00:38","Marie-Ève Sens","draft","marie-eve-sens","2026-06-04 19:16:51","https://staging--latitude-by-tux.netlify.app/?post_type=members&p=543",[6637,6639],{"acf_fc_layout":363,"content":6638},"\u003Cp data-start=\"184\" data-end=\"438\">Les risques psychosociaux (RPS) regroupent différents facteurs liés à l’organisation du travail, aux pratiques de gestion et aux relations interpersonnelles. 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18:12:44",{"thumbnail":6719,"thumbnail-width":93,"thumbnail-height":93,"medium":6720,"medium-width":171,"medium-height":95,"medium_large":6713,"medium_large-width":122,"medium_large-height":355,"large":6713,"large-width":122,"large-height":355,"1536x1536":6713,"1536x1536-width":122,"1536x1536-height":355,"2048x2048":6713,"2048x2048-width":122,"2048x2048-height":355,"large-preview":6713,"large-preview-width":122,"large-preview-height":355,"fullscreen-small":6713,"fullscreen-small-width":122,"fullscreen-small-height":355},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/05/milada-vigerova-PE8srY2bDOs-unsplash-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2025/05/milada-vigerova-PE8srY2bDOs-unsplash-247x300.jpg",[6722,6725],{"ID":2164,"post_author":117,"post_date":6723,"post_date_gmt":6723,"post_content":5,"post_title":2172,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":2169,"to_ping":5,"pinged":5,"post_modified":6724,"post_modified_gmt":6724,"post_content_filtered":5,"post_parent":82,"guid":2167,"menu_order":82,"post_type":333,"post_mime_type":5,"comment_count":682,"filter":683},"2025-02-07 15:45:17","2026-04-23 14:15:53",{"ID":3011,"post_author":486,"post_date":6258,"post_date_gmt":6258,"post_content":5,"post_title":3019,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":3016,"to_ping":5,"pinged":5,"post_modified":6259,"post_modified_gmt":6259,"post_content_filtered":5,"post_parent":82,"guid":3014,"menu_order":82,"post_type":333,"post_mime_type":5,"comment_count":682,"filter":683},[6727,6729],{"acf_fc_layout":363,"content":6728},"\u003Cp>Dans un contexte où l’engagement professionnel est valorisé, il peut être difficile de tracer la ligne entre passion et surinvestissement.\u003C/p>\n\u003Cp>Le modèle IGLOO, développé par la psychologue du travail Karina Nielsen (University of Sheffield) et ses collaborateurs, aborde les stratégies individuelles et collectives, les pratiques de gestion et les politiques organisationnelles permettant de cultiver une passion équilibrée pour le travail. 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désigne la façon dont différentes sources de discrimination se chevauchent et s’amplifient. 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14:56:51","2026-07-17 15:49:29",{"ID":5087,"post_author":1923,"post_date":6443,"post_date_gmt":6443,"post_content":5,"post_title":5095,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":5092,"to_ping":5,"pinged":5,"post_modified":6444,"post_modified_gmt":6444,"post_content_filtered":5,"post_parent":82,"guid":5090,"menu_order":82,"post_type":333,"post_mime_type":5,"comment_count":682,"filter":683},[6917,6919],{"acf_fc_layout":363,"content":6918},"\u003Cp>La Loi 4 (\u003Ca id=\"menur6iq\" class=\"fui-Link ___1q1shib f2hkw1w f3rmtva f1ewtqcl fyind8e f1k6fduh f1w7gpdv fk6fouc fjoy568 figsok6 f1s184ao f1mk8lai fnbmjn9 f1o700av f13mvf36 f1cmlufx f9n3di6 f1ids18y f1tx3yz7 f1deo86v f1eh06m1 f1iescvh fhgqx19 f1olyrje f1p93eir f1nev41a f1h8hb77 f1lqvz6u f10aw75t fsle3fq f17ae5zn\" title=\"https://www.canlii.org/fr/qc/legis/loisa/lq-2024-c-4/derniere/lq-2024-c-4.html\" href=\"https://www.canlii.org/fr/qc/legis/loisa/lq-2024-c-4/derniere/lq-2024-c-4.html\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\"Link Projet de loi 42\">Projet de loi 42\u003C/a>) introduit de nouvelles exigences pour renforcer la prévention et la lutte contre le harcèlement et la violence à caractère sexuel dans les milieux de travail québécois. Ces dispositions ont un impact significatif sur les responsabilités des employeurs en matière de gestion et de traitement des signalements.\u003C/p>\n\u003Cp>Latitude offre des services permettant aux employeurs de se conformer aux nouvelles exigences découlant de la Loi 4 et de faire une gestion proactive des risques. Communiquez avec nous pour en savoir davantage.\u003C/p>\n",{"acf_fc_layout":5983,"content":6920},{"title":6921,"url":6922,"target":109},"Consultez notre aide-mémoire sur les nouvelles exigences introduites par la Loi 4","http://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2026/04/PL42.pdf","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Prévention du harcèlement et de la violence : S’adapter aux changements apportés par la Loi 4 | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/outils-et-ressources/prevention-du-harcelement-et-de-la-violence-sadapter-aux-changements-apportes-par-la-loi-4/\" />\n\u003Cmeta property=\"og:locale\" content=\"fr_CA\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta 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Notre aide-mémoire résume les notions-clés en la matière.\u003C/span>\u003C/p>\n\u003Cp>Comme l’interdiction de discrimination est d’ordre public et que la plupart des politiques des organisations incluent une interdiction formelle de discrimination, il est important d’être en mesure de classer les propos tenus par certains employés afin d’être en mesure d’identifier la présence de violations aux politiques internes et à la loi.\u003C/p>\n\u003Cp>Latitude soutient les organisations confrontées à ces enjeux en leur proposant des services adaptés : formation sur la prévention et la gestion de la discrimination, accompagnement dans la mise en place de pratiques inclusives, et prise en charge d’enquêtes liées à des plaintes de harcèlement discriminatoire ou de discrimination, en agissant comme un tiers neutre et impartial.\u003C/p>\n",{"acf_fc_layout":5983,"content":6991},{"title":6992,"url":6993,"target":109},"Consultez notre aide-mémoire sur les propos discriminatoires en milieu de 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15:45:53","2026-06-10 14:04:02","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Le cas des propos discriminatoires en milieu de travail | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/outils-et-ressources/le-cas-des-propos-discriminatoires-en-milieu-de-travail/\" />\n\u003Cmeta property=\"og:locale\" content=\"fr_CA\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta property=\"og:title\" content=\"Le cas des propos discriminatoires en milieu de travail | Latitude Management\" />\n\u003Cmeta property=\"og:url\" content=\"https://latitudemgmt.ca/fr/outils-et-ressources/le-cas-des-propos-discriminatoires-en-milieu-de-travail/\" />\n\u003Cmeta property=\"og:site_name\" content=\"Latitude Management\" />\n\u003Cmeta 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aux situations de harcèlement psychologique, plus connues et encadrées, les plaintes de discrimination et de harcèlement discriminatoire sont souvent perçues comme plus complexes et difficiles à traiter, car elles touchent à des concepts moins familiers. 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indispensable des entreprises de compétence fédérale : L’évaluation de leur milieu de travail et ses facteurs de risques\u003C/p>\n",{"ID":7186,"id":7186,"title":7187,"filename":7188,"filesize":7189,"url":7190,"link":7191,"alt":5,"author":117,"description":5,"caption":5,"name":7192,"status":81,"uploaded_to":82,"date":7193,"modified":7193,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":166,"height":6897,"sizes":7194},1483,"christin-hume-Hcfwew744z4-unsplash","christin-hume-Hcfwew744z4-unsplash.jpg",369759,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/05/christin-hume-Hcfwew744z4-unsplash.jpg","https://latitudemgmt.ca/christin-hume-hcfwew744z4-unsplash/","christin-hume-hcfwew744z4-unsplash","2025-02-03 17:21:10",{"thumbnail":7195,"thumbnail-width":93,"thumbnail-height":93,"medium":7196,"medium-width":95,"medium-height":6901,"medium_large":7197,"medium_large-width":98,"medium_large-height":7198,"large":7199,"large-width":101,"large-height":5878,"1536x1536":7200,"1536x1536-width":177,"1536x1536-height":101,"2048x2048":7201,"2048x2048-width":180,"2048x2048-height":6907,"large-preview":7202,"large-preview-width":183,"large-preview-height":5215,"fullscreen-small":7203,"fullscreen-small-width":186,"fullscreen-small-height":183},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/05/christin-hume-Hcfwew744z4-unsplash-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/05/christin-hume-Hcfwew744z4-unsplash-300x200.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/05/christin-hume-Hcfwew744z4-unsplash-768x512.jpg",512,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/05/christin-hume-Hcfwew744z4-unsplash-1024x683.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/05/christin-hume-Hcfwew744z4-unsplash-1536x1024.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/05/christin-hume-Hcfwew744z4-unsplash-2048x1365.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/05/christin-hume-Hcfwew744z4-unsplash-1280x853.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/05/christin-hume-Hcfwew744z4-unsplash-1920x1280.jpg",[7205,7208],{"ID":4293,"post_author":1923,"post_date":7206,"post_date_gmt":7206,"post_content":5,"post_title":4301,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":4298,"to_ping":5,"pinged":5,"post_modified":7207,"post_modified_gmt":7207,"post_content_filtered":5,"post_parent":82,"guid":4296,"menu_order":82,"post_type":333,"post_mime_type":5,"comment_count":682,"filter":683},"2023-10-26 18:28:26","2026-04-14 13:42:10",{"ID":7209,"post_author":1923,"post_date":7210,"post_date_gmt":7210,"post_content":5,"post_title":7211,"post_excerpt":5,"post_status":6632,"comment_status":677,"ping_status":677,"post_password":5,"post_name":7212,"to_ping":5,"pinged":5,"post_modified":7213,"post_modified_gmt":7213,"post_content_filtered":5,"post_parent":82,"guid":7214,"menu_order":82,"post_type":333,"post_mime_type":5,"comment_count":682,"filter":683},540,"2023-10-19 15:38:38","Geneviève Tremblay Plourde","genevieve-tremblay-plourde","2026-02-10 15:31:03","https://staging--latitude-by-tux.netlify.app/?post_type=members&p=540",[7216,7218],{"acf_fc_layout":363,"content":7217},"\u003Ch2>La prévention du harcèlement et de la violence dans le lieu de travail nécessite l’engagement actif des employeurs. Depuis son entrée en vigueur le 1\u003Csup>er\u003C/sup> janvier 2021, l’article 5 du \u003Cstrong>\u003Cem>Règlement sur la prévention du harcèlement et de la violence dans le lieu de travail \u003C/em>\u003C/strong>\u003Ca href=\"#_ftn1\" name=\"_ftnref1\">[1]\u003C/a> (ci-après le « Règlement ») stipule que les entreprises de compétence fédérale sont tenues de procéder à une « évaluation du lieu de travail ». Cette évaluation doit être réexaminée tous les trois ans et, au besoin, être mise à jour. Depuis le 1\u003Csup>er\u003C/sup> janvier 2024, les entreprises de compétence fédérale ont ainsi l’obligation de procéder à ce réexamen.\u003C/h2>\n\u003Cp>Notre équipe vous propose ses conseils pour vous assister dans cette démarche essentielle\u003C/p>\n\u003Ch2>\u003Cstrong>L’évaluation du milieu de travail : En quoi est-ce que ça consiste ?\u003C/strong>\u003C/h2>\n\u003Cp>\u003Cu>L’évaluation initiale \u003C/u>\u003C/p>\n\u003Cp>L’évaluation du lieu de travail implique le recensement des facteurs de risques qui contribuent au harcèlement et à la violence sur le lieu de travail et l’élaboration des mesures préventives pour atténuer le risque auquel les employés peuvent être exposés.\u003C/p>\n\u003Cp>Les facteurs de risques découlent des éléments qui ont un impact sur la qualité du milieu de travail, tels que : les relations interpersonnelles avec des collègues ou des tiers (ex : clients), des conditions de travail spécifiques à un poste, de l’environnement de travail physique, de facteurs externes, etc.\u003C/p>\n\u003Cp>Afin de recenser ceux qui s’appliquent à votre organisation, il est nécessaire de se poser des questions, telles que : de quelle manière mon employé peut-il faire l’objet d’actes de harcèlement ou de violence ? Par exemple, doit-il interagir avec des membres du public susceptibles de se mettre en colère, que ce soit par téléphone ou en personne ? Doit-il travailler seul à l’extérieur des heures normales de travail ou est-il sujet à des situations qui pourraient compromettre sa sécurité physique ?\u003C/p>\n\u003Cp>De plus, l’employeur doit identifier et mettre en œuvre des mesures de prévention visant à réduire les risques identifiés. Une multitude de mesures peuvent être utilisées, en fonction du contexte unique à chaque entreprise. Par exemple, l’employeur peut offrir des formations sur les normes de conduite, sur la gestion des conflits en milieu de travail. De même, il peut mettre en place des mécanismes de sécurité lorsque les employés ont à travailler seuls (ex : mécanismes afin de restreindre ou bloquer l’accès à un édifice), ou encore, ils peuvent s’assurer que les employés comprennent bien les procédures à suivre lorsqu’ils sont confrontés à une menace (ex : quand peuvent-ils ou doivent-ils appeler la police ?).\u003C/p>\n\u003Cp>\u003Cu>La mise à jour de l’évaluation\u003C/u>\u003C/p>\n\u003Cp>Le Règlement prévoit que l’employeur doit mettre à jour son évaluation du lieu de travail chaque fois qu’un employé qui porte plainte se désiste et met fin au processus de résolution, ou encore, lorsque la personne visée par la plainte est une personne tierce, en ce qu’elle n’est pas un employé ou l’employeur.\u003C/p>\n\u003Cp>Dans ce cas, l’organisation doit se demander : la plainte soulève-t-elle de nouveaux facteurs de risques qui ne sont pas déjà prévus à mon évaluation du lieu de travail ? Les mesures de prévention qui sont en place sont-elles adéquates ?\u003C/p>\n\u003Ch2>\u003Cstrong>Évaluation du milieu de travail et examen triennal : Comment s’y prendre ?\u003C/strong>\u003C/h2>\n\u003Cp>Lorsqu’elle doit être effectuée pour la première fois, l’évaluation du lieu de travail peut comprendre, entre autres, l’utilisation de questionnaires ou de sondages adressés aux employés, des entretiens individuels avec ces derniers, une inspection des lieux de travail ou l’évaluation de procédures internes visant à faciliter le traitement des incidents et des plaintes.\u003Ca href=\"#_ftn2\" name=\"_ftnref1\">[2]\u003C/a> Ces mécanismes de diagnostiques permettent de développer un outil de prévention qui regroupe à la fois i) les facteurs de risques et ii) les mesures de prévention applicables.\u003C/p>\n\u003Cp>Lorsqu’arrive le moment du réexamen triennal, diverses options s’ouvrent afin de maximiser l’outil qui est déjà en place. Il n’est pas nécessaire de refaire le processus et de répertorier à nouveau tous les facteurs de risques ou les mesures de prévention, mais plutôt de se questionner à savoir si l’évaluation du lieu de travail demeure à jour et adaptée à la réalité de son milieu de travail.\u003C/p>\n\u003Ch2>\u003Cstrong>L’évaluation du milieu de travail : Quels sont ses avantages ?\u003C/strong>\u003C/h2>\n\u003Cp>\u003Cspan style=\"text-decoration: underline;\">Identification des risques\u003C/span>\u003C/p>\n\u003Cp>L’évaluation permet d’identifier les facteurs de risque de harcèlement et de violence dans le milieu de travail. Cela inclut l’analyse des relations interpersonnelles, des politiques organisationnelles et des processus de gestion.\u003C/p>\n\u003Cp>\u003Cspan style=\"text-decoration: underline;\">Prévention proactive\u003C/span>\u003C/p>\n\u003Cp>En identifiant les risques, les employeurs peuvent mettre en place des mesures préventives pour éviter que le harcèlement et la violence ne se produisent. Cela peut inclure des formations, le renforcement des politiques contre le harcèlement et la violence et des mécanismes de signalement efficaces à la disposition des membres de l’organisation.\u003C/p>\n\u003Cp>\u003Cspan style=\"text-decoration: underline;\">Promotion d’une culture de respect\u003C/span>\u003C/p>\n\u003Cp>Une évaluation du milieu de travail contribue à promouvoir une culture d’entreprise axée sur le respect mutuel. Elle envoie un message clair aux employés que l’entreprise prend au sérieux la prévention du harcèlement et de la violence, favorisant ainsi un climat de confiance, de sécurité et d’harmonie au sein de l’organisation.\u003C/p>\n\u003Cp>\u003Cspan style=\"text-decoration: underline;\">Conformité aux normes légales\u003C/span>\u003C/p>\n\u003Cp>En réalisant une évaluation conforme à l’article 5 du \u003Cem>Règlement\u003C/em>, les employeurs s’assurent de respecter les normes légales en matière de prévention du harcèlement et de la violence. Cela réduit les risques juridiques et renforce la réputation de l’entreprise.\u003C/p>\n\u003Ch2>\u003Cstrong>Conclusion\u003C/strong>\u003C/h2>\n\u003Cp>Investir dans une évaluation du milieu de travail conformément à la législation fédérale va au-delà de la simple conformité légale : il s’agit d’un engagement envers la prévention, soit la sécurité, le bien-être et la productivité de votre équipe.\u003C/p>\n\u003Cp>Notre équipe est prête à vous soutenir pour transformer votre évaluation du milieu de travail en un outil de prévention efficace et adapté à vos besoins.\u003C/p>\n",{"acf_fc_layout":363,"content":7219},"\u003Cp>\u003Ca href=\"#_ftnref1\" name=\"_ftn1\">[1]\u003C/a> \u003Cem>Règlement sur la prévention du harcèlement et de la violence dans le lieu de travail\u003C/em>, DORS/2020-130 (Gaz. Can. II), art. 5.\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref2\" name=\"_ftn1\">[2]\u003C/a> PROGRAMME DU TRAVAIL DU CANADA, \u003Cem>Prévention du harcèlement et de la violence dans le lieu de travail\u003C/em> (PHV) – 943-1-IPG-104, Interprétations, politiques et guides.\u003C/p>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Actualité juridique : Devoir indispensable des entreprises de compétence fédérale : L’évaluation de leur milieu de travail et ses facteurs de risques | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/outils-et-ressources/actualite-juridique-devoir-indispensable-des-entreprises-de-competence-federale-levaluation-de-leur-milieu-de-travail-et-ses-facteurs-de-risques/\" />\n\u003Cmeta property=\"og:locale\" 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leadership inclusif : solution miracle?\u003C/p>\n",{"ID":7283,"id":7283,"title":7284,"filename":7285,"filesize":7286,"url":7287,"link":7288,"alt":5,"author":1923,"description":5,"caption":5,"name":7289,"status":81,"uploaded_to":82,"date":7290,"modified":7290,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":7291,"height":89,"sizes":7292},1132,"21 mars 2024 - publication","21-mars-2024-publication.jpg",65575,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/03/21-mars-2024-publication.jpg","https://latitudemgmt.ca/21-mars-2024-publication/","21-mars-2024-publication","2024-03-21 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19:26:35","2026-04-14 13:36:47",[7301,7303],{"acf_fc_layout":363,"content":7302},"\u003Cp style=\"font-weight: 400;\">Nous parlons souvent de l’importance de la diversité, de l’équité et de l’inclusion au sein des organisations, que ce soit afin de mieux refléter la population qu’elles desservent, réparer les injustices du passé ou encore pour favoriser l’émergence de nouvelles idées et perspectives grâce à une diversité dans le processus de réflexion. Après tout, plusieurs études ont relevé l’impact positif d’un leadership diversifié sur l’innovation et le chiffre d’affaires des entreprises [1]. Toutefois, est-ce que le simple fait de réunir un groupe de personnes qui représentent une diversité d’origines raciales, ethniques et culturelles constitue une solution miracle? Une fois le processus d’embauche complété, quels sont les facteurs de réussite pour retenir vos talents issus de la diversité et leur permettre d’avoir un réel impact sur votre organisation? Cet article se penchera sur le leadership inclusif comme piste de solution pour transformer la culture de votre organisation et tirer profit de la diversité de votre équipe.\u003C/p>\n\u003Ch2>Qu’est-ce qui caractérise ce style de leadership émergent ?\u003C/h2>\n\u003Cp style=\"font-weight: 400;\">On trouve plusieurs définitions du leadership inclusif, chacune mettant en exergue des traits et des éléments uniques, mais étroitement liés. Pour les besoins de notre analyse, nous avons examiné de manière approfondie plusieurs de ces définitions pour en tirer une synthèse exhaustive [2]. \u003Cstrong>Ainsi, le\u003C/strong>\u003Cstrong> leadership inclusif est un style de leadership qui consiste à « faire les choses avec les gens » et atteindre des objectifs pour un bénéfice mutuel\u003C/strong> [3]\u003Cstrong>.\u003C/strong> Il se caractérise par l’ouverture et la disponibilité, aidant les employés à interagir librement avec la direction [4]. De ce fait:\u003C/p>\n\u003Cul>\n\u003Cli>Les leaders inclusifs se concentrent sur la promotion des membres de leur équipe en tenant compte de leurs suggestions et en favorisant ainsi un sentiment d’appartenance parmi les membres de l’équipe [5];\u003C/li>\n\u003Cli>Les leaders inclusifs impliquent les membres de leur équipe dans le processus décisionnel et construisent des relations solides et authentiques avec eux [6];\u003C/li>\n\u003Cli>Les leaders inclusifs font confiance à leurs employés, partagent des informations et les impliquent dans la prise de décision. Dans de telles conditions, ils créent un environnement propice à l’alignement des objectifs du leader et des personnes qu’ils dirigent [7].\u003C/li>\n\u003C/ul>\n\u003Ch2>Comment le leadership inclusif peut-il contribuer à renforcer l’inclusion ?\u003C/h2>\n\u003Cp style=\"font-weight: 400;\">Le leadership inclusif implique que le leader répartisse équitablement les opportunités, les récompenses et les promotions au sein de son équipe. Cette approche inclusive aura un impact direct sur le sentiment d’appartenance des membres de l’équipe. D’une part, les membres de l’équipe se sentiront valorisés, compétents et appréciés dans leurs tâches, ce qui améliorera leur comportement et leur performance au travail. D’autre part, la relation entre le leader inclusif et les membres de l’équipe sera basée sur la réciprocité, ce qui les encouragera à être plus concentrés, motivés et engagés dans leur travail assigné. \u003Cstrong>En résumé, le leadership inclusif favorise un environnement de travail positif où chacun se sent écouté, respecté et encouragé à contribuer pleinement.\u003C/strong>\u003C/p>\n\u003Cp style=\"font-weight: 400;\">En explorant plus en profondeur l’impact du leadership inclusif sur l’inclusion, nous pouvons également examiner comment cette approche favorise l’amélioration de la performance des employés.\u003C/p>\n\u003Ch2>Comment le leadership inclusif peut-il contribuer à améliorer la performance des employés ?\u003C/h2>\n\u003Cp style=\"font-weight: 400;\">Des études [8] ont démontré que l’exercice d’un leadership inclusif vise à bâtir un environnement de travail au sein duquel tous les employés sont traités de manière égale, sans distinction entre ceux qui font partie d’un groupe privilégié et ceux qui n’en font pas partie. Dans un tel environnement inclusif, les employés ne se sentent pas ignorés ou exclus, ce qui est essentiel pour leur bien-être et leur performance au travail. Se sentir inclus et appartenir à un groupe est une nécessité humaine fondamentale, et lorsque cela est satisfait, les employés sont plus susceptibles de s’engager pleinement dans leur travail et de contribuer positivement à l’organisation. En revanche, le manque d’appartenance peut avoir des conséquences néfastes sur le bien-être mental et émotionnel des employés, pouvant aller jusqu’à l’anxiété, la dépression et la baisse de l’estime de soi. \u003Cstrong>Ainsi, créer un environnement inclusif est crucial pour favoriser la satisfaction, l’épanouissement et la productivité des employés.\u003C/strong>\u003Cstrong> \u003C/strong>\u003C/p>\n\u003Ch2>Quelles sont les caractéristiques essentielles que doivent posséder les leaders inclusifs ?\u003C/h2>\n\u003Cp style=\"font-weight: 400;\">Nous avons dressé pour vous une liste non exhaustive des qualités [9] que possède un leader inclusif.\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Trait 1: Engagement –\u003C/strong> Les leaders inclusifs s’engagent envers la diversité et l’inclusion parce que ces objectifs sont alignés avec leurs valeurs personnelles, mais également parce que cela a un impact économique favorable sur leur entreprise. C’est le principe d’alignement « tête et cœur » développé par John Kotter [10].\u003C/li>\n\u003Cli>\u003Cstrong>Trait 2: Courage –\u003C/strong> Les leaders inclusifs font preuve de courage en osant prendre la parole et en défiant les conventions. Cela suppose que le leader soit conscient de ses forces et de ses faiblesses, mais aussi qu’il se voie comme un agent de changement pour promouvoir la diversité et l’inclusion. Cela passe par la reconnaissance de ses propres limites et privilèges, et par l’utilisation de ces privilèges pour soutenir les autres. De plus, cela implique de remettre en question les pratiques organisationnelles qui ne favorisent pas la diversité et qui renforcent l’homogénéité.\u003C/li>\n\u003Cli>\u003Cstrong>Trait 3: Prise de conscience des biais –\u003C/strong> Les leaders inclusifs acceptent qu’ils aient des biais, portent attention à leurs angles morts et travaillent afin de limiter l’impact de leurs biais.\u003C/li>\n\u003Cli>\u003Cstrong>Trait 4: Curiosité :\u003C/strong> Les leaders hautement inclusifs ont un état d’esprit ouvert, un désir de comprendre comment les autres voient et vivent le monde, ainsi qu’une tolérance à l’ambiguïté.\u003C/li>\n\u003Cli>\u003Cstrong>Trait 5: Intelligence culturelle :\u003C/strong> Les leaders inclusifs comprennent l’importance de saisir les similitudes et les différences culturelles tout en reconnaissant l’influence de leur propre culture sur leur vision du monde. Ils sont conscients de la façon dont les stéréotypes culturels, notamment l’abus des modèles culturels, peuvent façonner leurs attentes envers autrui. Ainsi, ils s’informent des pratiques culturelles, font preuve d’adaptabilité et ne considèrent pas les personnes autochtones, noires et de couleur (PANDC) comme un bloc monolithique.\u003C/li>\n\u003Cli>\u003Cstrong>Trait 6: Collaboration :\u003C/strong>Les dirigeants inclusifs renforcent les capacités des individus, créent des groupes de réflexion diversifiés et en tirent parti. Afin d’atteindre cet objectif, un leader inclusif doit créer un espace de travail sécuritaire propice à la conversation et sans crainte de répercussion. Par exemple, pour les PANDC, signaler des microagressions peut comporter le risque de perdre son emploi. Le leader inclusif doit anticiper ce risque et fournir un espace sûr (safe space) aux PANDC.\u003C/li>\n\u003C/ul>\n\u003Ch2>Que recommandons-nous aux employeurs?\u003C/h2>\n\u003Cp style=\"font-weight: 400;\">Avoir un leader inclusif ne sera évidemment pas suffisant pour transformer entièrement la culture d’une organisation, mais cela marquera les balbutiements d’un véritable changement de culture. Ces premiers pas vers un changement culturel significatif pourront également être accompagnés des pratiques suivantes [11] :\u003C/p>\n\u003Cul>\n\u003Cli>La mise en place de programmes de recrutement universitaire ciblant spécifiquement les femmes ainsi que les PANDC, y compris les personnes qui sont à l’intersection de ces deux catégories;\u003C/li>\n\u003Cli>Le mentorat est un autre moyen d’impliquer autant les gestionnaires que les employés afin de réduire leurs préjugés. En enseignant à leurs mentorés les ficelles du métier et en les parrainant pour des formations et des missions clés, les mentors aident leurs mentorés à obtenir les opportunités dont ils ont besoin pour se développer et progresser;\u003C/li>\n\u003Cli>Le contact entre les divers groupes présents au sein d’une organisation peut également réduire les préjugés. Ces contacts peuvent contribuer à briser les stéréotypes et à favoriser un processus de promotion plus équitable;\u003C/li>\n\u003Cli>La responsabilisation sociale des gestionnaires est également une mesure qui peut réduire le risque d’agir sur la base de préjugés. En effet, lorsque les gestionnaires savent qu’ils pourraient devoir expliquer leurs décisions, ils sont moins susceptibles d’agir sur des préjugés;\u003C/li>\n\u003Cli>L’instauration d’un comité de diversité et d’inclusion ainsi que la désignation d’un responsable dédié à la diversité et à l’inclusion sont d’autres mesures qui peuvent favoriser un changement de culture au sein d’une organisation, en autant que ces acteurs de changement soient dotés de véritables pouvoirs et non simplement chargés de formuler des suggestions qui sont rapidement tablettées. Par exemple, le responsable de la diversité et de l’inclusion pourra contribuer à l’élaboration de mesures et de formation afin de contrer les biais inconscients qui peuvent s’immiscer dans les processus de recrutement et de promotion.\u003C/li>\n\u003C/ul>\n\u003Cp>\u003Ca href=\"applewebdata://ECAF1057-7B36-4DAF-8AC7-FD769FF94336#_ftnref1\" name=\"_ftn1\">\u003C/a>\u003C/p>\n",{"acf_fc_layout":363,"content":7304},"\u003Cp>[1] Dixon-Fyle S., Dolan K. , Hunt V., Prince S. (2020). Diversity wins: How inclusion matters. McKinsey & Company. Lorenzo R, Voigt N., Tsusaka M., Krentz M., Abouzahr K. (2018). How Diverse Leadership Teams Boost Innovation. Boston Consulting Group.\u003C/p>\n\u003Cp>[2] Veli Korkmaz A., van Engen M. L., Knappert L., Schalk R. (2022). About and beyond leading uniqueness and belongingness: A systematic review of inclusive leadership research. Human Resource Management Review.\u003C/p>\n\u003Cp>[3] Randel, A.E., Galvin, B.M., Shore, L.M., Ehrhart, K.H., Chung, B.G., Dean, M.A. and Kedharnath, U. (2018), “Inclusive leadership: realizing positive outcomes through belongingness and being valued for uniqueness”, Human Resource Management Review, Vol. 28 No. 2, pp. 190-203.\u003C/p>\n\u003Cp>[4] Carmeli, A., Reiter-Palmon, R. and Ziv, E. (2010), “Inclusive leadership and employee involvement in creative tasks in the workplace: the mediating role of psychological safety”, Creativity Research Journal, Vol. 22 No. 3, pp. 250-260.\u003C/p>\n\u003Cp>[5] Préc., note 1.\u003C/p>\n\u003Cp>[6] Al-Atwi, A.A. and Al-Hassani, K.K. (2021), “Inclusive leadership: scale validation and potential consequences”, Leadership and Organization Development Journal, Vol. 42 No. 8, pp. 1222-1240.\u003C/p>\n\u003Cp>[7] Préc., note 1.\u003C/p>\n\u003Cp>[8] Siyal S., Liu J., Ma L., Kumari K., Saeed M., Xin C., Hussain S. N. (2023). Does inclusive leadership influence task performance of hospitality industry employees? Role of psychological empowerment and trust in leader. Heliyon, 9(5), e15507.\u003C/p>\n\u003Cp>[9] BOURKE, Juliet, et Bernadette Dillon (2016, 14 avril). « The Six Signature Traits of Inclusive Leadership: Thriving in a Diverse New World ». Deloitte. Repéré à \u003Ca href=\"https://www2.deloitte.com/us/en/insights/topics/talent/six-signature-traits-of-inclusive-leadership.html\">https://www2.deloitte.com/us/en/insights/topics/talent/six-signature-traits-of-inclusive-leadership.html \u003C/a>.\u003C/p>\n\u003Cp>[10] Selon Kotter, afin de créer un changement durable, ce dernier doit non seulement être logique, mais également toucher les valeurs ou les sentiments des personnes. En effet, les valeurs d’un leader inclusif sont alignées avec le principe d’inclusion, ce qui le pousse à traiter son équipe de manière équitable, mais également à adapter proactivement ses pratiques organisationnelles. De plus, il croit aux bénéfices commerciaux d’une telle pratique, ce qui l’amène à prioriser la question de la diversité et à allouer les ressources nécessaires pour atteindre ses objectifs en matière de diversité et d’inclusion.\u003C/p>\n\u003Cp>[11] Frank Dobbin and Alexandra Kalev, Why Diversity Programs Fail And what works better, Harvard Business Review, 2016.\u003C/p>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Le leadership inclusif : solution miracle? | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/outils-et-ressources/le-leadership-inclusif-solution-miracle/\" />\n\u003Cmeta property=\"og:locale\" content=\"fr_CA\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta property=\"og:title\" content=\"Le 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class=\"TextRun SCXW110616126 BCX0\" lang=\"FR-CA\" xml:lang=\"FR-CA\" data-contrast=\"auto\">\u003Cspan class=\"NormalTextRun SCXW110616126 BCX0\">Mieux comprendre les microagressions afin de les prévenir : construire l’inclusion au quotidien\u003C/span>\u003C/span>\u003C/p>\n",{"ID":7368,"id":7368,"title":7369,"filename":7370,"filesize":7371,"url":7372,"link":7373,"alt":5,"author":161,"description":5,"caption":5,"name":7374,"status":81,"uploaded_to":82,"date":7375,"modified":7376,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":7291,"height":89,"sizes":7377},1109,"Article MHN","Rebranding-Fall-2023-900-x-1200-px.jpg",103664,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/02/Rebranding-Fall-2023-900-x-1200-px.jpg","https://latitudemgmt.ca/rebranding-fall-2023-900-x-1200-px/","rebranding-fall-2023-900-x-1200-px","2024-02-26 15:17:38","2024-02-26 15:17:53",{"thumbnail":7378,"thumbnail-width":93,"thumbnail-height":93,"medium":7379,"medium-width":126,"medium-height":95,"medium_large":7380,"medium_large-width":98,"medium_large-height":101,"large":7380,"large-width":98,"large-height":101,"1536x1536":7372,"1536x1536-width":7291,"1536x1536-height":89,"2048x2048":7372,"2048x2048-width":7291,"2048x2048-height":89,"large-preview":7372,"large-preview-width":7291,"large-preview-height":89,"fullscreen-small":7372,"fullscreen-small-width":7291,"fullscreen-small-height":89},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/02/Rebranding-Fall-2023-900-x-1200-px-150x150.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/02/Rebranding-Fall-2023-900-x-1200-px-225x300.jpg","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2024/02/Rebranding-Fall-2023-900-x-1200-px-768x1024.jpg",[7382,7385],{"ID":3642,"post_author":1923,"post_date":7383,"post_date_gmt":7383,"post_content":5,"post_title":3650,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":3647,"to_ping":5,"pinged":5,"post_modified":7384,"post_modified_gmt":7384,"post_content_filtered":5,"post_parent":82,"guid":3645,"menu_order":82,"post_type":333,"post_mime_type":5,"comment_count":682,"filter":683},"2023-10-26 19:33:53","2026-09-11 14:00:59",{"ID":4766,"post_author":1923,"post_date":7386,"post_date_gmt":7386,"post_content":5,"post_title":4774,"post_excerpt":5,"post_status":332,"comment_status":677,"ping_status":677,"post_password":5,"post_name":4771,"to_ping":5,"pinged":5,"post_modified":7387,"post_modified_gmt":7387,"post_content_filtered":5,"post_parent":82,"guid":4769,"menu_order":82,"post_type":333,"post_mime_type":5,"comment_count":682,"filter":683},"2023-10-25 20:22:43","2026-09-15 13:21:31",[7389],{"acf_fc_layout":363,"content":7390},"\u003Cp class=\"intro\">\u003Cstrong>Parce qu’en 2024, agir de façon inclusive et avec sensibilité est toujours aussi nécessaire afin de prévenir les comportements inappropriés, qu’ils soient subtils ou flagrants, et de garantir le respect de chacun.\u003C/strong>\u003C/p>\n\u003Cp>\u003Cem>En ce Mois de l’histoire des Noirs, nous souhaitons faire un retour sur les enjeux actuels auxquels de nombreux travailleurs font toujours face, encourager l’éducation continue et inspirer des actions positives pour garantir le respect de chacun en milieu de travail. Dans cette optique, il est important de reconnaître les défis qui subsistent dans les milieux de travail et de mettre en lumière des pistes de solution afin de créer des milieux de travail sains et harmonieux. \u003C/em>\u003C/p>\n\u003Cp>\u003Cem>Cet article aborde des sujets sensibles qui pourraient déclencher des émotions ou des réactions chez certains lecteurs. Les lecteurs sont invités à prendre conscience de la sensibilité du contenu et à évaluer leur confort émotionnel avant de poursuivre la lecture.\u003C/em>\u003C/p>\n\u003Cp>_________________________\u003C/p>\n\u003Cp style=\"padding-left: 80px;\">\u003Cstrong>« \u003C/strong>\u003Cstrong>Quelle est la différence entre un noir qui va sur la lune et un blanc qui va sur la lune\u003C/strong>\u003Cstrong>? \u003C/strong>\u003Cstrong>» \u003C/strong>\u003C/p>\n\u003Cp>C’est la question posée par le président et le vice-président d’une entreprise manufacturière à ses employés et des tierces personnes en présence d’un ingénieur électrique junior noir. La réponse donnée à la question:\u003C/p>\n\u003Cp style=\"padding-left: 80px;\">\u003Cstrong>«\u003C/strong>\u003Cstrong> \u003C/strong>\u003Cstrong>y’en a pas de différence… les deux sont astronautes\u003C/strong>\u003Cstrong> \u003C/strong>\u003Cstrong>» ou «\u003C/strong>\u003Cstrong> \u003C/strong>\u003Cstrong>mais vous êtes racistes, y’en a pas de différence\u003C/strong>\u003Cstrong> \u003C/strong>\u003Cstrong>».\u003C/strong>\u003C/p>\n\u003Cp>C’est avec cette « blague de l’astronaute » qu’a commencé l’une des premières interactions entre Monsieur Etien, l’ingénieur junior en question, et le président de l’entreprise Plastiques Qualiplast inc. en 2017. Celle-ci a été racontée à maintes reprises jusqu’en 2019 par le président et le vice-président de l’entreprise, que ce soit en présence d’autres employés, de stagiaires, de fournisseurs externes ou même devant des serveurs lors de 5 à 7 ou lors d’un dîner d’affaires.\u003C/p>\n\u003Cp>Cette « blague » était soi-disant faite dans le but de démontrer l’existence de biais inconscients chez la personne à qui elle était adressée. C’est ce qu’a invoqué la directrice des ressources humaines qui représentait l’entreprise devant le Tribunal Administratif du Travail à la suite d’une plainte pour harcèlement psychologique. Dans cette affaire\u003Csup>\u003Ca href=\"#_ftn1\" name=\"_ftnref1\">[1]\u003C/a>\u003C/sup> décidée en août 2023, le Tribunal a conclu que l’ingénieur junior avait été victime de harcèlement psychologique. Il a déterminé que les multiples commentaires et gestes posés à l’endroit de l’ingénieur junior étaient hostiles ou non-désirés, et qu’ils constituaient une conduite vexatoire portant atteinte à son intégrité et entraînant un milieu de travail néfaste. D’ailleurs, le Tribunal a souligné que les faits en cause « n’ont absolument rien d’anodin »\u003Csup>\u003Ca href=\"#_ftn2\" name=\"_ftnref2\">[2]\u003C/a>\u003C/sup>. Rappelons aussi que la définition du harcèlement n’exige pas que la personne plaignante prouve l’intention malicieuse ou l’intention de harceler chez l’auteur des conduites\u003Csup>\u003Ca href=\"#_ftn3\" name=\"_ftnref3\">[3]\u003C/a>\u003C/sup>.\u003C/p>\n\u003Cp>Ce type de comportement n’est malheureusement pas isolé. Rappelons-nous aussi le dossier marquant d’un resto-bar à Montréal qui a demandé à son hôtesse de rentrer chez elle lorsqu’elle est venue au travail avec des tresses africaines dans les cheveux\u003Csup>\u003Ca href=\"#_ftn4\" name=\"_ftnref4\">[4]\u003C/a>\u003C/sup>. Les statistiques abondent dans le même sens. En fait, \u003Cstrong>en 2022-2023, 37 % de l’ensemble des enquêtes \u003C/strong>ouvertes à la Commission des droits de la personne et des droits de la jeunesse (CDPDJ) \u003Cstrong>concernaient le secteur du travail, dont 21,95 % étaient des cas de discrimination\u003C/strong> \u003Cstrong>pour des motifs basés sur la race, la couleur, l’origine ethnique ou nationale\u003C/strong>\u003Csup>\u003Ca href=\"#_ftn5\" name=\"_ftnref5\">[5]\u003C/a>\u003C/sup>.\u003C/p>\n\u003Ch2>\u003Cstrong>Les faits de l’affaire \u003Cem>Etien\u003C/em> c. \u003Cem>Plastiques Qualiplast inc\u003C/em>. \u003C/strong>\u003C/h2>\n\u003Cp>Dans l’affaire précitée, la conduite vexatoire s’est manifestée par l’utilisation du mot en N à plusieurs reprises, ainsi que des remarques récurrentes quant à la couleur de la peau ou l’origine ethnique de l’ingénieur junior, telles que « regardez y’est noir en criss on voit juste ses dents ! », ou « c’est les noirs qui font ce genre de métier… c’est pas normal qu’un blanc fasse ce métier » en parlant du travail d’éboueur.\u003C/p>\n\u003Cp>À une occasion, le vice-président a dit à l’ingénieur junior « Toi mon tabarnak de [mot en N ], touche pas à mon chien ! Si tu touches à mon chien, j’vais te pendre comme on faisait en Afrique du Sud ! » alors que celui-ci a accroché involontairement la queue du chien en rentrant dans son bureau.\u003C/p>\n\u003Cp>Dans sa décision, le Tribunal souligne que le président et le vice-président de l’entreprise ont adopté un comportement inacceptable et qu’ils blasphémaient en s’adressant à l’ingénieur sans aucune gêne ni retenue. Le Tribunal accentue aussi que les paroles et comportements étaient non seulement dégradants et à caractère raciste, mais qu’ils proviennent des deux individus occupant les plus hautes fonctions dans l’entreprise. Aussi, le Tribunal souligne le courage du plaignant et indique qu’il ne peut pas en dire autant pour le président et le vice-président de l’entreprise qui n’ont pas « daigné » se présenter à l’audience\u003Csup>\u003Ca href=\"#_ftn6\" name=\"_ftnref6\">[6]\u003C/a>\u003C/sup>.\u003C/p>\n\u003Cp>Ces comportements blessants et inacceptables ont créé un environnement toxique et malsain, et l’employeur n’a pas rempli son obligation de prévenir et de faire cesser le harcèlement. Bien qu’il n’utilise pas le terme « microagression », le Tribunal explique qu’en banalisant la situation à travers une plaisanterie de mauvais goût, le président et le vice-président ont contribué à perpétuer des préjugés qui n’ont pas leur place dans un milieu de travail, et qui sont, au surplus, offensants et discriminatoires.\u003C/p>\n\u003Ch2>\u003Cstrong>Les microagressions et leurs impacts\u003C/strong>\u003C/h2>\n\u003Cp>En mai 2022, l’Observatoire sur les inégalités raciales au Québec (OIRQ) a rendue publique une étude\u003Csup>\u003Ca href=\"#_ftn7\" name=\"_ftnref7\">[7]\u003C/a>\u003C/sup> menée auprès de 137 personnes disant avoir vécu de la discrimination raciale. Selon cette étude, les microagressions (blagues ou imitations, sous-entendus négatifs, critiques à répétition) constituent la forme la plus mentionnée.\u003C/p>\n\u003Cp>Le concept de microagressions fait référence à des incidents ou des comportements quotidiens, souvent subtils et inconscients, qui communiquent des messages hostiles, dégradants, stéréotypés, ou négatifs à des individus en raison de leur appartenance à un groupe marginalisé. Ces actions ou remarques peuvent sembler bénignes ou non intentionnelles pour ceux qui les expriment, mais elles peuvent avoir un impact négatif significatif sur le bien-être et le sentiment d’appartenance des personnes ciblées. Plus spécifiquement, les effets néfastes des microagressions peuvent avoir un impact négatif sur la santé mentale de la personne\u003Csup>\u003Ca href=\"#_ftn8\" name=\"_ftnref8\">[8]\u003C/a>\u003C/sup>. Des études démontrent qu’il existe une corrélation entre les microagressions raciales et l’anxiété, la dépression et le stress\u003Csup>\u003Ca href=\"#_ftn9\" name=\"_ftnref9\">[9]\u003C/a>\u003C/sup>. Pour les personnes noires et racisées qui en font l’objet, les microagressions peuvent renforcer leur sentiment de marginalisation\u003Csup>\u003Ca href=\"#_ftn10\" name=\"_ftnref10\">[10]\u003C/a>\u003C/sup>.\u003C/p>\n\u003Cp>Des actes tels que complimenter quelqu’un d’être une exception parce qu’il a réussi, malgré ses origines, d’utiliser des stéréotypes basés sur la couleur de sa peau, d’ignorer ses opinions, ou de supposer à tort qu’une personne racisée occupe un poste peu rémunéré ou ne maîtrise pas la langue locale, sont des exemples courants de microagressions raciales.\u003C/p>\n\u003Cp>Une autre forme de microagression se produit lorsque des personnes disent qu’elles ne « voient pas la couleur » ou que « la couleur de peau n’a pas d’importance », telle que la « blague de l’astronaute » dans la décision précitée. Cela ne tient pas compte de la réalité vécue par les personnes concernées, à savoir que le racisme et la discrimination existent et qu’ils constituent des obstacles à la réussite pour les personnes appartenant à des minorités visibles.\u003C/p>\n\u003Cp>La notion de « microagression » n’a pas encore été abordée par les tribunaux québécois, plus spécifiquement en matière de droit du travail. Cependant, cette notion commence à ressortir dans la jurisprudence d’autres provinces canadiennes. Par exemple, en 2022, la Cour du banc de la Reine de l’Alberta\u003Csup>\u003Ca href=\"#_ftn11\" name=\"_ftnref11\">[11]\u003C/a>\u003C/sup> a indiqué que la notion de microagression en tant que forme de discrimination n’était pas nouvelle, et a cité une décision de 2013\u003Csup>\u003Ca href=\"#_ftn12\" name=\"_ftnref12\">[12]\u003C/a>\u003C/sup> affirmant l’existence d’un phénomène de biais racial inconscient qui entraîne un traitement différent des personnes noires.\u003C/p>\n\u003Cp>Bien qu’un arbitre en Ontario indique qu’un seul commentaire qui constitue une microagression raciale n’est pas suffisamment grave pour constituer du harcèlement, il souligne la nature inappropriée de celui-ci\u003Csup>\u003Ca href=\"#_ftn13\" name=\"_ftnref13\">[13]\u003C/a>\u003C/sup>. Le Tribunal des droits de la personne en Colombie-Britannique rappelle aussi que la jurisprudence reconnait que les stéréotypes ou les préjugés anti-noirs doivent faire partie de la réflexion en analysant des plaintes de discrimination\u003Csup>\u003Ca href=\"#_ftn14\" name=\"_ftnref14\">[14]\u003C/a>\u003C/sup>. Même si les microagressions ne constituent pas nécessairement du harcèlement, ce sont des comportements, gestes ou propos qui peuvent empoisonner un milieu de travail et avoir des effets néfastes sur celui-ci.\u003C/p>\n\u003Ch2>\u003Cstrong>Pistes d’actions positives\u003C/strong>\u003C/h2>\n\u003Cp>Ces décisions, ainsi que les statistiques de la CDPDJ rappellent que les microagressions, les commentaires discriminatoires et les comportements racistes en milieux de travail restent toujours d’actualité et nécessitent une action préventive si nous voulons les combattre.\u003C/p>\n\u003Cp>Les employeurs peuvent et doivent prendre action afin de prévenir et de faire cesser ces gestes :\u003C/p>\n\u003Col>\n\u003Cli style=\"list-style-type: none;\">\n\u003Col>\n\u003Cli>Avoir une politique de prévention du harcèlement psychologique et de traitement des plaintes.\u003Csup>\u003Ca href=\"#_ftn15\" name=\"_ftnref15\">[15]\u003C/a>\u003C/sup>\u003C/li>\n\u003Cli>S’assurer que la politique est connue de tous et qu’elle est appliquée dans l’entreprise.\u003C/li>\n\u003Cli>Inclure dans la politique des exemples de situations indésirables de manière à permettre aux employés d’identifier les comportements qui ne sont pas désirés.\u003C/li>\n\u003Cli>Identifier les situations à risque et les facteurs de risque présents dans l’entreprise afin de mettre en place des solutions adaptées.\u003C/li>\n\u003Cli>Offrir à ses employés et à ses gestionnaires des formations couvrant non seulement les notions de respect et de civilité en milieu de travail, mais aussi les microagressions.\u003C/li>\n\u003Cli>Sensibiliser les employés à l’importance d’adopter des comportements respectueux.\u003C/li>\n\u003Cli>Former les gestionnaires pour qu’ils puissent intervenir lors des situations de conflit, d’incivilité et de harcèlement psychologique, sexuel et discriminatoire.\u003C/li>\n\u003Cli>S’assurer que les moyens mis en place pour rapporter ou déclarer une situation problématique offrent la discrétion et l’impartialité nécessaires afin de protéger tant les témoins que les parties prenantes de toute forme de représailles.\u003C/li>\n\u003C/ol>\n\u003C/li>\n\u003C/ol>\n\u003Cp>L’objectif est de fournir aux équipes de travail les outils nécessaires pour identifier et prévenir les microagressions, les commentaires et les gestes susceptibles d’avoir des connotations discriminatoires et éviter qu’ils dégénèrent en une situation de harcèlement ou de discrimination. Il convient de reconnaître que ces comportements, lorsqu’ils se répètent, peuvent constituer du harcèlement psychologique et/ou discriminatoire. Plus un employeur prend conscience de la manière dont les microagressions se manifestent, plus il peut agir pour les réduire et les éliminer. Le fait d’avoir une gestion de proximité, de faire preuve d’écoute active, d’empathie et de bienveillance lorsqu’un employé rapporte une situation difficile, ainsi que le fait de porter une attention particulière aux personnes qui s’isolent, sont d’autres moyens pour favoriser un environnement de travail sain.\u003C/p>\n\u003Cp class=\"intro\">Pour approfondir votre compréhension de ce sujet, plusieurs ressources sont disponibles sur le site de la \u003Ca href=\"https://www.cnesst.gouv.qc.ca/fr/organisation/documentation/formulaires-publications?combine=harcelement&publication_type%5B246%5D=246&publication_type%5B256%5D=256\">CNESST\u003C/a>, dont des guides et des feuillets. Pour toute question en lien avec le harcèlement psychologique, les microagressions ainsi que l’élaboration de politiques, contactez nos expertes chez Latitude : \u003Ca href=\"valerie.mcduff@latitudemgmt.ca\">Me Valérie McDuff\u003C/a> et \u003Ca href=\"alina-mona.pase@latitudemgmt.ca\">Me Alina Mona-Pase\u003C/a>.\u003C/p>\n\u003Cp>_________________________\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref1\" name=\"_ftn1\">[1]\u003C/a> \u003Cem>\u003Ca href=\"https://www.canlii.org/fr/qc/qctat/doc/2023/2023qctat3610/2023qctat3610.html?autocompleteStr=Etien%20c.%20Plastiques%20Qualiplast%20inc.%202023%20QCTAT%203610&autocompletePos=1&resultId=564650c356e948a4996abbc6dce5d20f&searchId=2024-02-22T12:03:52:814/9695bbf200dc4df588c0ca502a785d12\">Etien c. Plastiques Qualiplast inc. 2023 QCTAT 3610\u003C/a>\u003C/em>\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref2\" name=\"_ftn2\">[2]\u003C/a> \u003Cem>Id\u003C/em>., par. 20\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref3\" name=\"_ftn3\">[3]\u003C/a> \u003Cem>Breton\u003C/em> et \u003Cem>Compagnie d’échantillons « National » Ltée\u003C/em>, 2006 QCCRT 0601\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref4\" name=\"_ftn4\">[4]\u003C/a>« Montreal restaurant told black hostess she couldn’t wear cornrows at work, ordered to pay $15K in damages », \u003Cem>CBC News\u003C/em>, 5 décembre 2018, en ligne : \u003Ca href=\"https://www.cbc.ca/news/canada/montreal/montreal-restaurant-told-black-hostess-she-couldn-t-wear-cornrows-at-work-ordered-to-pay-15k-in-damages-1.4933326\">https://www.cbc.ca/news/canada/montreal/montreal-restaurant-told-black-hostess-she-couldn-t-wear-cornrows-at-work-ordered-to-pay-15k-in-damages-1.4933326\u003C/a> (consulté le 31 janvier 2024)\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref5\" name=\"_ftn5\">[5]\u003C/a> Rapport d’activités et de gestion 2022-2023, \u003Cem>Commission des droits de la personne et des droits de la jeunesse\u003C/em>, en ligne : \u003Ca href=\"https://www.cdpdj.qc.ca/storage/app/media/publications/RA_2022_2023.pdf\">https://www.cdpdj.qc.ca/storage/app/media/publications/RA_2022_2023.pdf\u003C/a> (consulté le 1er février 2024)\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref6\" name=\"_ftn6\">[6]\u003C/a> Préc., note 1, par. 97\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref7\" name=\"_ftn7\">[7]\u003C/a> « Étude empirique sur les expériences et les perceptions en matière de discrimination raciale dans l’emploi », Observatoire des Inégalités Raciales au Québec (OIRQ), 2022, en ligne : \u003Ca href=\"https://efaidnbmnnnibpcajpcglclefindmkaj/https:/oriq.info/wp-content/uploads/2022/06/Print-Bulletin-No-2.pdf\">https://efaidnbmnnnibpcajpcglclefindmkaj/https://oriq.info/wp-content/uploads/2022/06/Print-Bulletin-No-2.pdf\u003C/a>.\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref8\" name=\"_ftn8\">[8]\u003C/a>« Understanding Racial Microaggressions and Its Effects on Mental Health », \u003Cem>Pfizer\u003C/em>, en ligne :  \u003Ca href=\"https://www.pfizer.com/news/articles/understanding_racial_microaggression_and_its_effect_on_mental_health\">https://www.pfizer.com/news/articles/understanding_racial_microaggression_and_its_effect_on_mental_health\u003C/a> (consulté le 14 février 2024)\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref9\" name=\"_ftn9\">[9]\u003C/a> Shandra, S. Forrest-Bank,  « Understanding and Confronting Racial Microaggression », \u003Cem>Critical Social Work\u003C/em>, Vol. 17(1), 30 mai 2019, en ligne:  \u003Ca href=\"https://doi.org/10.22329/csw.v17i1.5890\">https://doi.org/10.22329/csw.v17i1.5890\u003C/a> (consulté le 14 février 2024)\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref10\" name=\"_ftn10\">[10]\u003C/a> \u003Cem>Id\u003C/em>.\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref11\" name=\"_ftn11\">[11]\u003C/a> \u003Cem>Wint\u003C/em> v \u003Cem>Alberta (Human Rights Commission)\u003C/em>, 2022 ABQB 87\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref12\" name=\"_ftn12\">[12]\u003C/a> \u003Cem>Peel Law Association\u003C/em> c. \u003Cem>Pieters\u003C/em>, \u003Ca href=\"https://www.canlii.org/en/on/onca/doc/2013/2013onca396/2013onca396.html\">2013 ONCA 396\u003C/a>\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref13\" name=\"_ftn13\">[13]\u003C/a> \u003Cem>Canadian Union of Public employees, Local 79, Toronto\u003C/em>, 2021 CanLII 22022 (ON LA)\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref14\" name=\"_ftn14\">[14]\u003C/a> \u003Cem>Young Worker\u003C/em> v. \u003Cem>Heirloom and another\u003C/em>, 2023 BCHRT 137, par. 53 et s. Voir également : \u003Cem>Mema\u003C/em> v. \u003Cem>City of Nanaimo\u003C/em> \u003Cem>(No. 2),\u003C/em> 2023, BCHRT 91\u003C/p>\n\u003Cp>\u003Ca href=\"#_ftnref15\" name=\"_ftn15\">[15]\u003C/a> Loi sur les normes du travail, RLRQ c N-1.1, articles 81.19 et 140. L’employeur qui n’a pas de politique de prévention du harcèlement psychologique ou sexuel et de traitement des plaintes est passible d’une amende allant de 600 $ à 1 200 $ à la première offense. En cas de récidive, le montant passe de 1 200 $ à 6000 $.\u003C/p>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Mieux comprendre les microagressions afin de les prévenir : construire l’inclusion au quotidien | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/outils-et-ressources/mieux-comprendre-les-microagressions-afin-de-les-prevenir-construire-linclusion-au-quotidien/\" />\n\u003Cmeta property=\"og:locale\" content=\"fr_CA\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta property=\"og:title\" content=\"Mieux comprendre les microagressions afin de les prévenir : construire l’inclusion au quotidien | Latitude Management\" />\n\u003Cmeta property=\"og:url\" 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des cultures de travail inclusives à distance et en personne",{"rendered":5,"protected":105},[5802],[7454,681,5943,343,344,6059],"post-2231",{"title":7456,"thumbnail":7457,"category":5568,"authors":7472,"pagebuilder":7474,"annotations":7477,"prefooter_image":105},"\u003Cp>Créer des cultures de travail inclusives à distance et en personne\u003C/p>\n",{"ID":7458,"id":7458,"title":7459,"filename":7460,"filesize":7461,"url":7462,"link":7463,"alt":5,"author":1923,"description":5,"caption":5,"name":7464,"status":81,"uploaded_to":82,"date":7465,"modified":7466,"menu_order":82,"mime_type":143,"type":86,"subtype":144,"icon":88,"width":89,"height":89,"sizes":7467},665,"Publication 2023","Publications-2022.png",200040,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/03/Publications-2022.png","https://latitudemgmt.ca/publications-2022/","publications-2022","2023-10-25 19:43:51","2023-10-25 19:44:03",{"thumbnail":7468,"thumbnail-width":93,"thumbnail-height":93,"medium":7469,"medium-width":95,"medium-height":95,"medium_large":7470,"medium_large-width":98,"medium_large-height":98,"large":7471,"large-width":101,"large-height":101,"1536x1536":7462,"1536x1536-width":89,"1536x1536-height":89,"2048x2048":7462,"2048x2048-width":89,"2048x2048-height":89,"large-preview":7462,"large-preview-width":89,"large-preview-height":89,"fullscreen-small":7462,"fullscreen-small-width":89,"fullscreen-small-height":89},"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/03/Publications-2022-150x150.png","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/03/Publications-2022-300x300.png","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/03/Publications-2022-768x768.png","https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2023/03/Publications-2022-1024x1024.png",[7473],{"ID":7209,"post_author":1923,"post_date":7210,"post_date_gmt":7210,"post_content":5,"post_title":7211,"post_excerpt":5,"post_status":6632,"comment_status":677,"ping_status":677,"post_password":5,"post_name":7212,"to_ping":5,"pinged":5,"post_modified":7213,"post_modified_gmt":7213,"post_content_filtered":5,"post_parent":82,"guid":7214,"menu_order":82,"post_type":333,"post_mime_type":5,"comment_count":682,"filter":683},[7475],{"acf_fc_layout":363,"content":7476},"\u003Cp>\u003Cem>*Rédigé en collaboration avec Hannah MacLean Reaburn\u003C/em>\u003C/p>\n\u003Cp class=\"intro\">Cet article fait partie de la série « Créer des cultures de travail inclusives » par Latitude Management pour la Journée internationale des femmes 2023. Cette série d’articles traite des différentes façons dont les employeurs peuvent «embrasser l’équité » (\u003Cstrong>#EmbraceEquity\u003C/strong>) dans leurs lieux de travail.\u003C/p>\n\u003Cp>En tant que cabinet spécialisé dans la création d’environnements de travail positifs, Latitude Management est parfaitement conscient de la nécessité d’embrasser l’équité (\u003Cstrong>#EmbraceEquity\u003C/strong>) et de créer des milieux de travail où les femmes peuvent s’épanouir. Les femmes et les personnes trans et non binaires sont visées par le harcèlement et laviolence au travail de manière disproportionnée par rapport aux hommes. En outre, lorsque d’autres facteurs identitaires s’ajoutent au genre, cela crée des situations de discrimination, de harcèlement et de violence en milieu de travail uniques et aggravées. Les femmes peuvent être confrontées à des défis supplémentaires dans un milieu de travail hybride ou à distance, ce qui en fait un point de réflexion important à l’occasion de la Journée internationale des femmes et au-delà.\u003C/p>\n\u003Cp>La commodité et la flexibilité du travail à distance en font une option attrayante pour les employeurs comme pour les travailleurs. De nombreux employeurs ont décidé de maintenir un certain degré de travail à distance par le biais, par exemple, d’options hybrides. À mesure que les milieux de travail évoluent, il est essentiel d’être attentif aux défis et aux avantages que peuvent présenter le travail en présentiel et le travail à distance en lien avec la prévention et la gestion du harcèlement et de la violence au travail.\u003C/p>\n\u003Cp>\u003Cstrong>À distance ou en personne : L’un est-il préférable à l’autre?\u003C/strong>\u003C/p>\n\u003Cp>Les employés et les employeurs sont susceptibles d’avoir une préférence entre le travail en présentiel et le travail à distance pour un certain nombre de raisons. Or, lorsqu’il s’agit de prévenir et de répondre au harcèlement et à la violence au travail, il n’y a pas de réponse facile. Ni le travail à distance ni le travail en présentiel, ni aucune stratégie entre les deux, n’offre une solution complète au harcèlement et à la violence au travail.\u003C/p>\n\u003Cp>Selon des sondages récents, les femmes ont tendance à exprimer un désir plus grand que les hommes de travailler entièrement ou partiellement à distance, avec une différence d’environ 10 %.\u003Csup>1\u003C/sup> Les formules de travail hybrides sont liées à la dynamique du pouvoir au sein des équipes, en particulier dans les milieux de travail à prédominance masculine.\u003Csup>2\u003C/sup> Les femmes peuvent avoir du mal à exprimer leurs opinions en réunion et à leurs supérieurs, soit en raison d’expériences antérieures, soit par crainte de ne pas être entendues ou prises au sérieux. Les employés qui travaillent à distance, quel que soit leur genre, sont confrontés à des difficultés similaires lorsqu’ils travaillent avec des collègues en présentiel, ce qui peut entraîner un manque de sécurité psychologique. Ces facteurs peuvent se cumuler, ce qui rend plus difficile la prise de parole des femmes dans les réunions virtuelles et leur donne l’impression d’être négligées ou ignorées.\u003Csup>3\u003C/sup> Elles peuvent se sentir déconnectées et mal informées en raison de leur absence dans les interactions informelles, ce qui entraîne un sentiment d’isolement et un manque de soutien social dont bénéficient généralement les employés en présentiel. Cela peut nuire à une collaboration efficace et détériorer les relations entre collègues.\u003Csup>4\u003C/sup>\u003C/p>\n\u003Cp>Bien que certains travailleurs n’aient signalé aucune différence en termes de gravité, de fréquence, de durée, de peur de dénoncer, de tactiques de harcèlement, de représailles ou de moyens de dénonciation lorsque le milieu de travail s’est transformé avec la pandémie,\u003Csup>5\u003C/sup> les observations de ceux qui ont noté des changements peuvent offrir des apprentissages importants pour les milieux de travail.\u003C/p>\n\u003Cp>En effet, un nombre important d’employés ont signalé une augmentation de la gravité, de la fréquence et de la durée des incidents lorsqu’ils travaillaient à distance, selon une étude du Centre for Research and Education on Violence Against Women and Children (CREVAWC).\u003Csup>6\u003C/sup> Certains employés ont trouvé que le fait d’être physiquement éloignés du bureau signifiait que les autres membres de l’organisation étaient moins conscients des interactions négatives au travail.\u003Csup>7\u003C/sup> Selon la situation, cela peut signifier moins de témoins potentiels pour les enquêtes, tant à l’égard d’incidents spécifiques que pour des témoignages généraux sur le comportement des employés. Cependant, une étude récente sur la technologie des chats en milieu de travail a constaté qu’elle peut aider à mettre en évidence le harcèlement au travail, que les auteurs décrivent comme opérant souvent de manière « invisible », grâce à des preuves écrites.\u003Csup>8\u003C/sup> Le corollaire est qu’elle peut aussi être utilisée comme preuve pour réfuter des allégations.\u003Csup>9\u003C/sup>\u003C/p>\n\u003Cp>Malgré la hausse des incidents notée ci-dessus, l’étude du CREVAWC a révélé que d’autres participants à l’enquête avaient ressenti une diminution de l’impact du harcèlement et de la violence pendant le pic de la pandémie. Certaines personnes interrogées ont déclaré que le fait de travailler à l’extérieur du bureau leur avait permis de se libérer d’environnements de travail hostiles.\u003Csup>10\u003C/sup> Bien que le retrait physique d’une personne plaignante ou mise en cause de l’environnement de travail puisse être nécessaire comme solution provisoire et puisse être facilité par l’utilisation de la technologie, les employeurs ne devraient pas considérer le travail à distance comme LA solution pour résoudre l’hostilité au travail. Les employeurs fédéraux et québécois ont l’obligation légale de fournir des environnements de travail sécuritaires à leurs employés et de prévenir la violence et le harcèlement.\u003Csup>11\u003C/sup> Les employeurs devraient envisager des solutions plus globales que le simple déplacement du problème. En outre, les employés ne devraient pas avoir le sentiment d’être obligés de se retirer physiquement de leur milieu de travail pour être en sécurité.\u003C/p>\n\u003Cp>Ainsi, les dirigeants des organisations devraient prendre en compte les conséquences négatives potentielles et involontaires des différents modes de travail hybrides au fil du temps, en particulier pour les femmes. Il est essentiel d’instaurer une culture de sécurité psychologique et de confiance, tant au niveau individuel que collectif. Les gestionnaires peuvent également jouer un rôle crucial en trouvant un équilibre entre les besoins des employés à distance et ceux des employés en présentiel, en reconnaissant les inégalités en matière de ressources et de visibilité et en prenant des mesures proactives pour remédier aux déséquilibres de pouvoir qui peuvent en résulter.\u003C/p>\n\u003Cp>\u003Cstrong>Conclusion\u003C/strong>\u003C/p>\n\u003Cp>Les organisations qui souhaitent embrasser l’équité et créer des espaces où les femmes peuvent s’épanouir doivent être attentifs aux façons dont le travail à distance et en présentiel créent des défis uniques.\u003C/p>\n\u003Cp>En effet, les environnements de travail hybrides créent des défis nuancés pour les employeurs qui s’efforcent de respecter leurs obligations légales en matière de santé et sécurité. Bien qu’il soit important de prendre conscience de ces défis, les employeurs doivent s’assurer que les ressources offertes répondent effectivement aux besoins des employés. Cela peut nécessiter, par exemple, de tenir compte de l’impact du statut à temps partiel ou à temps plein d’un employé, ou de considérer comment les employés qui font du service à la clientèle ont des facteurs de risque différents des employés qui occupent des rôles internes.\u003C/p>\n\u003Cp>Des actions globales telles que l’élaboration de politiques claires et complètes, l’organisation de séances de formation obligatoires, la participation à des évaluations du milieu de travail ou la consultation d’entreprises spécialisées dans les domaines du harcèlement, de la violence et de l’équité, de la diversité et de l’inclusion peuvent toutes contribuer à la création de milieux de travail sains.\u003C/p>\n\u003Cp>\u003Cstrong>Quelques éléments-clés à retenir pour les employeurs \u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Effectuer des suivis réguliers auprès des employés (qu’ils travaillent en présentiel ou à distance) ;\u003C/li>\n\u003Cli>Être attentif à l’évolution de la dynamique sociale au sein de l’entreprise, notamment lorsque les personnes font la transition entre le travail à distance et le présentiel, ou en cas de travail hybride ;\u003C/li>\n\u003Cli>S’assurer que les politiques relatives à l’utilisation de la technologie et des médias sociaux sont à jour et reflètent les besoins des employés et de l’organisation.\u003C/li>\n\u003C/ul>\n\u003Ch2>Latitude Management est une firme multidisciplinaire œuvrant en matière d’enquête, de médiation, de formation et de consultation eu égard aux enjeux entourant notamment le harcèlement psychologique au travail. N’hésitez pas à nous contacter pour en savoir plus.\u003C/h2>\n",[7478,7480,7482,7483,7485,7487,7489,7491,7493,7495,7496],{"item":7479},"Voir Martine Haas, “Women Face a Double Disadvantage in the Hybrid Workplace” (March 24, 2022), en ligne à https://hbr.org/2022/03/women-face-a-double-disadvantage-in-the-hybrid-workplace. ",{"item":7481},"Ibid.",{"item":7481},{"item":7484},"Voir Mark Mortensen et Martine Haas, “Making the Hybrid Workplace Fair” (February 24, 2021), en ligne à https://hbr.org/2021/02/making-the-hybrid-workplace-fair?ab=at_art_art_1x4_s02. ",{"item":7486},"Voir Adriana Berlingieri et al, « Harassment and Violence in Canadian Workplaces: It’s [Not] Part of the Job » (2022) à la p 14, en ligne (pdf): London, ON: Centre for Research and Education on Violence Against Women and Children, Western University \u003C https://documents.clcctc.ca/human-rights/Respect-at-Work-Report-2022-03-28-EN.pdf > ",{"item":7488},"oir Adriana Berlingieri et al à la p 14 (le rapport utilise des définitions internationales de ces termes, mais les employeurs au Canada devraient néanmoins noter cette tendance, car elle est révélatrice des expériences des travailleurs canadiens).",{"item":7490},"Voir Berlingieri et al à la p 14.",{"item":7492},"Voir Nelson Tenório & Pernille Bjørn, « Online Harassment in the Workplace: The Role of Technology in Labour Law Disputes » (2019) 28:3–4 The Journal of Collaborative Computing and Work Practices 293 aux pp 296, 308, 309 [Tenório & Bjørn].",{"item":7494},"Voir Tenório & Bjørn à la p 309",{"item":7490},{"item":7497},"Voir généralement Québec, Loi sur la santé et la sécurité du travail, RLRQ c S-2.1; Code canadien du travail, LRC 1985, c L-2.","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Créer des cultures de travail inclusives à distance et en personne | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/outils-et-ressources/creer-des-cultures-de-travail-inclusives-a-distance-et-en-personne/\" />\n\u003Cmeta property=\"og:locale\" content=\"fr_CA\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta property=\"og:title\" content=\"Créer des cultures de travail inclusives à distance et en personne | Latitude Management\" />\n\u003Cmeta property=\"og:url\" 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19:27:29","2026-04-14 13:37:58",[7586],{"acf_fc_layout":363,"content":7587},"\u003Cp class=\"intro\">Le thème de la Journée internationale des femmes de cette année, « embrasser l’équité » (\u003Cstrong>#EmbraceEquity\u003C/strong>), met l’emphase sur comment chacun peut jouer un rôle dans la promotion de l’équité. C’est dans ce contexte que la Journée international des femmes fait appel aux organisations afin de créer des cultures de travail inclusives où les femmes peuvent s’épanouir dans leurs carrières et où leurs réalisations sont célébrées.\u003C/p>\n\u003Cp>En réfléchissant à ce que signifie la création d’un environnement de travail équitable, il est utile d’examiner l’évolution de la jurisprudence et de la législation concernant le harcèlement en milieu travail pour mieux comprendre les actions nécessaires à la création d’un environnement véritablement inclusif et exempt de harcèlement. En effet, des progrès importants ont été réalisés dans le contexte du mouvement MeToo, particulièrement en ce qui concerne la prévention et le traitement des plaintes de harcèlement sexuel.\u003C/p>\n\u003Cp>\u003Cstrong>L’ère pré-MeToo : les environnements de travail et la nécessité de faire des changements systémiques\u003C/strong>\u003C/p>\n\u003Cp>Dans une décision souvent citée rendue par le Tribunal des droits de la personne en 1998, la juge Michèle River partage son point de vue sur la nécessité de réaliser des changements systémiques dans les milieux de travail (\u003Cem>Commission des droits de la personne et des droits de la jeunesse (Lippé)\u003C/em> c. \u003Cem>Québec (Procureur général)\u003C/em>, (T.D.P.Q., 1998-11-02)).\u003C/p>\n\u003Cp>Dans cette affaire, le climat de travail de l’employée avait changé radicalement suite à une plainte anonyme déposée par une autre femme contre le directeur adjoint pour harcèlement sexuel. Bien qu’elle n’ait pas elle-même porté plainte, elle a commencé à être ostracisée par ses collègues masculins en raison de la spéculation entourant l’identité de la plaignante sur le lieu de travail. Elle a décrit son environnement de travail comme étant hostile et a témoigné avoir subi des représailles sur une base quotidienne. Par exemple, des collègues masculins ont commencé à faire des commentaires sur ses seins et le fait qu’elle était généralement attirante, lui demandant de les embrasser et menaçant de lui faire du mal. Par conséquent, la Commission des droits de la personne et des droits de la jeunesse a soutenu que le milieu de travail de la demanderesse portait atteinte à son droit de travailler dans un environnement exempt de discrimination et de harcèlement fondés sur le sexe.\u003C/p>\n\u003Cp>La juge a conclut que les comportements de harcèlement auxquels la plaignante avait été soumise portaient effectivement atteinte à sa dignité, son honneur et sa réputation, ainsi qu’à son droit à l’égalité de traitement en milieu de travail. Cette affaire a permis de mettre en lumière que le harcèlement sexuel en milieu de travail n’est pas une simple question de plaintes isolées contre un « mauvais individu ». La juge fait plutôt valoir que certaines cultures de travail comportent une dynamique qui contribue au harcèlement sexuel, comme des environnements qui isolent les femmes. La juge souligne en outre que le type de harcèlement sexuel subi par la plaignante est « plus subtil et plus insidieux » que le harcèlement à connotation sexuelle ; il s’agit d’un type de harcèlement sexuel qui vise à démontrer que la personne n’a pas sa place dans le milieu de travail, qui est occupé majoritairement, mais pas exclusivement, par des hommes.\u003C/p>\n\u003Cp>Dans son analyse, la juge expose un autre aspect de la nature systémique du harcèlement sexuel – elle indique clairement que le harcèlement sexuel peut se manifester sous la forme du maintien d’un environnement de travail dominé par les hommes, où la présence des femmes est indésirable. Dans ce cas-ci, la plaignante travaillait dans un milieu de travail où on interdisait les femmes avant les années 1980, et qui est resté à prédominance masculine jusqu’au courant des années 1990. Le jugement accorde de l’importance à l’histoire de l’intégration des femmes dans ce domaine, et au fait qu’il s’agissait d’un environnement hostile aux femmes pendant la majeure partie de son existence. Cette analyse peut être appliquée aux travailleurs de différents groupes. Les organisations peuvent ainsi considérer l’importance d’instaurer une culture d’entreprise qui ne crée ni n’encourage l’isolement de leurs employés appartenant à des groupes minoritaires.\u003C/p>\n\u003Cp>\u003Cstrong>Après 2017 : Une solution à l’horizon\u003C/strong>\u003C/p>\n\u003Cp>Le 16 octobre 2017, après qu’un « tweet » d’une actrice américaine encourageant les gens à partager leurs histoires de harcèlement sexuel soit devenu viral, le mouvement MeToo est rapidement devenu un phénomène international. En2018, le projet de loi 176 a été proposé suite à la prise de conscience suscitée par le mouvement MeToo, apportant ainsi des solutions aux problèmes liés à l’environnement de travail soulevés dans les années 1990 (Loi modifiant la Loi sur les normes du travail et d’autres dispositions législatives afin principalement de faciliter la conciliation famille-travail,LQ 2018, c 21).\u003C/p>\n\u003Cp>Cette loi a apporté trois changements importants, dont le premier est l’inclusion du harcèlement sexuel dans la définition du harcèlement au travail en vertu de la Loi sur les normes du travail. Deuxièmement, la loi a prolongé à 2 ans le délai pour déposer une plainte après le dernier incident de harcèlement, autrefois de 90 jours.\u003C/p>\n\u003Cp>Enfin, la loi impose à l’employeur d’adopter une politique de prévention du harcèlement psychologique et de traitement des plaintes. L’employeur a l’obligation de rendre la politique accessible à ses employés et d’inclure un volet concernant les conduites qui se manifestent par des paroles, des actes ou des gestes à caractère sexuel. Ce changement a fait écho aux craintes soulevées dans la décision susmentionnée du Tribunal des droits de la personne, où la politique en matière de harcèlement sexuel était largement méconnue. La nouvelle loi garantit non seulement qu’une politique soit mise en place, mais également qu’on veille à ce qu’elle soit connue et appliquée. Alors que ce mois-ci offre l’occasion de réfléchir à ce que signifie un environnement de travail équitable et à l’importance du mouvement MeToo, un regard historique nous permet de mettre en lumière les progrès réalisés jusqu’à présent et de songer aux prochaines étapes. Un tel élan peut également motiver et inspirer les organisations à être proactives dans la création d’environnements de travail sains.\u003C/p>\n\u003Cp>\u003Cstrong>Pistes de réflexion pour les organisations\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>De quelle façon sensibilisez-vous vos employés à la prévention du harcèlement?\u003C/li>\n\u003Cli>Si vous œuvrez dans un domaine où les femmes sont traditionnellement sous-représentées, avez-vous adopté des mesures afin de favoriser leur inclusion?\u003C/li>\n\u003Cli>Que faites-vous pour être proactif dans la création d’un environnement de travail plus équitable?\u003C/li>\n\u003C/ul>\n\u003Ch2>Cet article est publié dans le cadre de la série « Créer des cultures de travail inclusives » par Latitude Management pour la Journée internationale des femmes. Ces articles traitent des différentes façons dont les employeurs peuvent embrasser l’équité dans leur milieu de travail. \u003Cstrong>#EmbraceEquity\u003C/strong>\u003C/h2>\n\u003Cp>Créer des cultures de travail inclusives est une mission identifiée pour la Journée internationale des femmes, 2023. (https://www.internationalwomensday.com/)\u003C/p>\n\u003Cp> \u003C/p>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Créer des cultures de travail inclusives : s’inspirer du passé pour aller de l'avant | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/outils-et-ressources/creer-des-cultures-de-travail-inclusives-sinspirer-du-passe-pour-aller-de-lavant/\" />\n\u003Cmeta property=\"og:locale\" content=\"fr_CA\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta property=\"og:title\" content=\"Créer des cultures de travail inclusives : s’inspirer du passé pour aller de l'avant | Latitude Management\" />\n\u003Cmeta property=\"og:url\" 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harcèlement psychologique dans un contexte de pandémie : les pièges à éviter",{"rendered":5,"protected":105},[5802],[7654,681,5943,343,344,6059],"post-2234",{"title":7656,"thumbnail":7657,"category":5568,"authors":7683,"pagebuilder":7685,"annotations":7688,"prefooter_image":105},"\u003Cp>Le harcèlement psychologique dans un contexte de pandémie : les pièges à éviter\u003C/p>\n",{"ID":5241,"id":5241,"title":7658,"filename":7659,"filesize":7660,"url":7661,"link":7662,"alt":5,"author":117,"description":5,"caption":5,"name":7663,"status":81,"uploaded_to":82,"date":7664,"modified":7664,"menu_order":82,"mime_type":85,"type":86,"subtype":87,"icon":88,"width":7665,"height":7666,"sizes":7667},"windows-241bwQl2uWE-unsplash","windows-241bwQl2uWE-unsplash-e1738610747971.jpg",390961,"https://latitudemgtprd.wpenginepowered.com/wp-content/uploads/2022/02/windows-241bwQl2uWE-unsplash-e1738610747971.jpg","https://latitudemgmt.ca/windows-241bwql2uwe-unsplash/","windows-241bwql2uwe-unsplash","2025-02-03 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Article écrit en collaboration avec Me Sabrina Vigneau-Courchesne\u003C/em>\u003C/p>\n\u003Ch2>Voilà bientôt deux (2) ans que nous sommes confrontés à la pandémie de Covid-19. Cette crise sanitaire a été catastrophique à plusieurs égards, et ce, partout dans le monde. La santé mentale d’un grand nombre de personnes a été touchée. Bien que le retour éventuel aux bureaux le 28 février prochain soit vu comme une victoire contre cette pandémie, il serait faux de croire que nous retrouverons le monde comme nous l’avons laissé.\u003C/h2>\n\u003Cp>En effet, une récente étude conduite par un groupe de chercheurs du Queensland Centre for Mental Health Research a mesuré l’impact de la pandémie sur les troubles de santé mentale et leurs constats sont inquiétants. La prévalence des troubles anxieux et dépressifs a augmenté de façon fulgurante chez tous les groupes d’âge, mais plus particulièrement chez les jeunes adultes et les femmes. Ainsi, en 2020, au Canada, la prévalence des troubles anxieux a augmenté de plus de 19% et de plus de 22% pour les troubles dépressifs\u003Csup>1\u003C/sup>.\u003C/p>\n\u003Cp>Ce constat est d’autant plus alarmant puisqu’une étude prépandémique du Global Burden of Diseases, conduite en2019, démontrait que les troubles anxieux et dépressifs faisaient partie des 25 principales maladies et blessures contribuant à la charge mondiale de morbidité[2]. En d’autres mots, les troubles anxieux et dépressifs sont parmi les maladies ayant le plus d’impact sur l’espérance de vie en santé et la mortalité des individus, et ce, partout dans le monde.\u003C/p>\n\u003Cp>Tel que dépeint par les résultats de l’étude du groupe de chercheurs du Queensland Centre for Mental Health Research, il semble évident que le stress vécu pendant les deux dernières années a eu des répercussions profondes sur les individus contribuant autant au développement de troubles de santé mentale qu’à l’exacerbation de troubles déjà présents. Ainsi, il est possible que nous retrouvions les gens plus stressés, voire vulnérabilisés par la pandémie.\u003C/p>\n\u003Cp>Malheureusement, au-delà des impacts que peuvent avoir les troubles anxieux et dépressifs sur la vie personnelle des gens affectés, les répercussions peuvent s’étendre à leur vie professionnelle. En effet, les individus vulnérabilisés par ces troubles peuvent vivre des difficultés lorsque confrontés à des situations stressantes, telles qu’un retour en présentiel après deux ans de confinement. Dans ces circonstances, nous devons anticiper que certains employés manqueront de ressources pour faire face à leur nouveau quotidien au travail et vivront davantage de détresse psychologique.\u003C/p>\n\u003Cp>Il est important de savoir que la détresse psychologique se manifeste de diverses façons selon les individus. Par exemple, les personnes souffrant de troubles anxieux ou dépressifs peuvent rencontrer des difficultés de sommeil, de concentration et de mémoire. Par ailleurs, l’isolement, l’absentéisme, la baisse de motivation, l’augmentation des erreurs ainsi que la diminution de la performance peuvent constituer des manifestations de détresse psychologique chez les employés. Dans certains cas, les troubles de consommation peuvent également survenir. Un employé vivant de la détresse psychologique peut manifester des réactions émotives inhabituelles, des sautes d’humeur et de l’irritabilité.\u003C/p>\n\u003Cp>Certaines des manifestations comportementales associées à la détresse psychologique, telles que déclinées plus haut, représentent des facteurs de risques associés à l’émergence de conflits, voire de harcèlement, d’autant plus que les victimes et les harceleurs présumés ont potentiellement été fragilisés par la pandémie. Par exemple, un gestionnaire, fatigué par l’insomnie causée par un trouble anxieux, pourrait avoir une réaction émotive inhabituellement forte face à un employé qui arrive en retard. Si ce type de réaction perdure dans le temps ou se généralise, il se peut que certains employés perçoivent leur gestionnaire comme intimidant, incivile, et voire harcelant.\u003C/p>\n\u003Cp>D’un point de vue juridique, il y a donc lieu de se poser la question à savoir si les troubles de santé mentale, notamment les troubles anxieux et dépressifs, doivent être pris en considération dans l’analyse d’une plainte en harcèlement psychologique.\u003C/p>\n\u003Cp>En effet, il serait périlleux de prendre, comme unique point d’analyse, la seule perception de la présumée victime, sachant que ce point de vue est bien souvent très subjectif.\u003C/p>\n\u003Cp>La jurisprudence constante à ce sujet retient donc que la perspective de la victime présumée doit être appréciée objectivement et que le critère d’analyse d’une plainte à être retenu sera celui de la personne raisonnable, normalement diligente et prudente, placée dans les mêmes circonstances que la victime présumée. On réfère alors au modèle subjectif-objectif.\u003C/p>\n\u003Cp>À titre d’exemple, dans l’affaire \u003Cem>Ville de Montréal\u003C/em>, l’arbitre Hamelin rappelle qu’il faut s’assurer qu’un trait de caractère ou une maladie mentale de la présumée victime n’est pas « à l’origine du déclenchement de l’évolution et de la persistance de la conduite dénoncée »\u003Csup>3\u003C/sup>. Toujours en se gardant bien de poser un diagnostic, la Cour supérieure a aussi déterminé que l’absence d’autocritique et une appréciation nettement exagérée des faits ne cadraient pas avec la perspective de la personne raisonnable\u003Csup>4\u003C/sup>.\u003C/p>\n\u003Cp>Ainsi, lorsqu’on allègue, à tort ou à raison, que la présumée victime présente des caractéristiques particulières comme l’hypersensibilité\u003Csup>5\u003C/sup> ou encore une maladie mentale comme l’autisme\u003Csup>6\u003C/sup> ou un déficit intellectuel léger\u003Csup>7\u003C/sup>, ces caractéristiques ne modifient pas les paramètres de l’analyse. Le critère d’appréciation de la personne raisonnablement et normalement informée, diligente et prudente placée dans les mêmes circonstances demeure le même.\u003C/p>\n\u003Cp>Dans l’affaire Wafa Allouch\u003Csup>8\u003C/sup>, décision datant de 2016, mais qui fait toujours autorité, l’arbitre Marc Gravel a ainsi précisé le profil de la personne raisonnable:\u003C/p>\n\u003Cul>\n\u003Cli>[466] Après mûre réflexion, l’arbitre, ayant fait le tour de la jurisprudence et de la doctrine en semblable matière, en vient à la conclusion que s’il doit, en qualité de décideur, soupeser les preuves de harcèlement psychologique, il doit le faire à l’aide d’un gabarit qui veut que c’est du point de vue de la personne raisonnable, suffisamment informée de ses droits, qui n’est ni ultrasensible ni exagérément vindicative ou agressive, ni paranoïaque, ni schizophrène,\u003Csup>9\u003C/sup> qu’il faut prendre la mesure du prétendu harcèlement.\u003C/li>\n\u003C/ul>\n\u003Cp>Par ailleurs, dans la décision \u003Cem>Centre hospitalier régional de Trois-Rivières (Pavillon Saint-Joseph)\u003Csup>10\u003C/sup>\u003C/em>, décision arbitrale considérée comme une autorité persuasive en matière de harcèlement psychologique, l’arbitre François Hamelin distingue le concept de harcèlement psychologique de certaines situations qui peuvent lui ressembler, mais qui lui sont complètement étrangères, notamment, les situations conflictuelles et l’exercice du droit de direction, mais aussi la victimisation et le trouble paranoïaque.\u003C/p>\n\u003Cp>\u003Cstrong>Qu’en est-il du stress engendré par la COVID? Devrait-il être pris en considération?\u003C/strong>\u003C/p>\n\u003Cp>La réponse à cette question relève d’une analyse au cas par cas, mais a priori la réponse serait non. Dans un contexte hors pandémie, il a déjà été reconnu par les tribunaux que certains milieux de travail ou styles de direction peuvent engendrer du stress, des inconvénients, de l’insatisfaction et des bouleversements, et ce, sans qu’il en résulte nécessairement une « conduite vexatoire » au sens de la Loi sur les normes du travail (RLRQ, chapitre N-1.1)\u003Csup>11\u003C/sup>.\u003C/p>\n\u003Cp>Dans l’affaire \u003Cem>Gosselin\u003C/em>\u003Csup>12\u003C/sup>, une affaire récente de la Commission de la fonction publique, la plaignante soutenait avoir été victime de harcèlement psychologique de la part de son supérieur immédiat. Elle lui reprochait notamment qu’il avait exigé qu’elle retourne sur les lieux du travail alors que la Ville de Québec était en zone « orange » portant ainsi «atteinte à son intégrité personnelle en raison de l’absence d’émission de directives concernant les conditions de travail aux locaux de l’employeur »\u003Csup>13\u003C/sup>. La Commission avait conclu en l’absence de harcèlement psychologique notant de la preuve que la plaignante n’avait fait aucun effort pour se doter d’une connexion Internet fiable durant la pandémie. En exigeant qu’elle retourne au bureau, la Commission a conclu que le supérieur de la plaignante a raisonnablement exercé son droit de direction en appliquant une orientation gouvernementale voulant que les fonctionnaires réintègrent leur milieu de travail s’ils ne pouvaient accomplir leurs tâches en télétravail, ce qui était le cas de la plaignante.\u003C/p>\n\u003Cp>Il sera ainsi intéressant de suivre les décisions futures pour voir comment le stress et les inconvénients engendrés par la pandémie seront considérés dans un contexte de harcèlement psychologique. Ce point de vue est juridique et s’applique à l’évaluation des plaintes en harcèlement psychologique, mais il va sans dire que les conseillers et conseillères en ressources humaines pourront adopter un angle différent afin de désamorcer les conflits à un stade plus prématuré.\u003C/p>\n\u003Cp>\u003Cstrong>Conclusion\u003C/strong>\u003C/p>\n\u003Cp>Malgré un retour à un semblant de normalité, il est probable que la pandémie de Covid 19 ne nous laisse pas indemnes.L’augmentation de la prévalence des troubles anxieux et dépressifs est bien réelle, et ce, partout dans le monde. En ce sens, il sera important de demeurer attentifs aux manifestations de détresse psychologique des gens qui nous entourent. Il saura d’autant plus important de tenter de désamorcer les situations conflictuelles générées par le stress de la pandémie et du retour au travail afin d’éviter les recours en harcèlement psychologique.\u003C/p>\n\u003Cp> \u003C/p>\n\u003Ch2>Latitude Management est une firme multidisciplinaire œuvrant en matière d’enquête, de médiation, de formation et de consultation eu égard aux enjeux entourant notamment le harcèlement psychologique au travail. Afin d’offrir à ses clients une offre de services complète, s’est jointe récemment à l’équipe de Latitude Management une psychologue organisationnelle. N’hésitez pas à nous contacter pour en savoir plus.\u003C/h2>\n\u003Cp> \u003C/p>\n",[7689,7691,7693,7695,7697,7699,7701,7703,7704,7706,7708,7710,7712],{"item":7690},"Santomauro et al. « Global prevalence and burden of depressive and anxiety disorders in 204 countries and territories in 2020 due to the COVID-19 pandemic ». (2021) 398:10312 The Lancet 1700, p. 1706-1707.",{"item":7692},"Vos, T. et al. « Global burden of 369 diseases and injuries in 204 countries and territories, 1990–2019: a systematic analysis for the Global Burden of Disease Study 2019 ». (2020) 396:10258 The Lancet 1204, p. 1210. ",{"item":7694},"Ville de Montréal et Syndicat des fonctionnaires municipaux de Montréal (SCFP), DTE 2009T-375, Me François Hamelin, para. 76.",{"item":7696},"Lederc c. Commission administrative des régimes de retraite et d'assurances, 2009 QCCS 3917.",{"item":7698},"G.F. et Dispro Inc. 2014 QCCRT 0389 et G.F., para. 119 et 160 et Dispro Inc. 2016 QCTAT 2596 (fixation de l’indemnité), para. 63.",{"item":7700},"Giroux et Café de la Débrouille 2016 QCTAT 2113, para. 19 à 21.",{"item":7702},"Compagnie A et P.B., 2021 QCTAT 1977, para. 117.",{"item":7702},{"item":7705}," Il n’est pas indiqué dans la décision s’il s’agit spécifiquement d’un diagnostic médical ou de caractéristiques. Nous comprenons cependant que le même raisonnement en employant le test subjectif-objectif doit être appliqué.",{"item":7707},"Centre hospitalier régional de Trois-Rivières (Pavillon St-Joseph) et Syndicat professionnel des infirmières et infirmiers de Trois-Rivières (Syndicat des infirmières et infirmiers Mauricie/Cœur-du-Québec), (Lisette Gauthier), D.T.E. 2006T-209 (T.A.).",{"item":7709},"Bangia c. Nadler Danino, s.e.n.c., 2006 QCCRT 419, (révision interne refusée : 2007 QCCRT 63 2007 QCCRT 0063), para. 121; Centre hospitalier régional de Trois-Rivières (Pavillon St-Joseph) et Syndicat professionnel des infirmières et infirmiers de Trois-Rivières (Syndicat des infirmières et infirmiers Mauricie/Cœur-du-Québec), (Lisette Gauthier), supra, note 10, para. 250.",{"item":7711},"Gosselin et Secrétariat du Conseil du Trésor, 2021 QCCFP 20. [13] Ibid., para. 193.",{"item":5},"\u003C!-- This site is optimized with the Yoast SEO plugin v28.5 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Le harcèlement psychologique dans un contexte de pandémie : les pièges à éviter | Latitude Management\u003C/title>\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://latitudemgmt.ca/fr/outils-et-ressources/le-harcelement-psychologique-dans-un-contexte-de-pandemie-les-pieges-a-eviter/\" />\n\u003Cmeta property=\"og:locale\" content=\"fr_CA\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta property=\"og:title\" content=\"Le harcèlement psychologique dans un contexte de pandémie : les pièges à éviter | Latitude Management\" />\n\u003Cmeta property=\"og:url\" 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