{"id":2677,"date":"2023-02-01T11:41:38","date_gmt":"2023-02-01T16:41:38","guid":{"rendered":"https:\/\/www.cawi-ivtf.org\/?p=2677"},"modified":"2023-05-10T10:29:57","modified_gmt":"2023-05-10T14:29:57","slug":"vers-un-modele-de-leadership-distribue","status":"publish","type":"post","link":"https:\/\/www.cawi-ivtf.org\/fr\/vers-un-modele-de-leadership-distribue\/","title":{"rendered":"Vers un mod\u00e8le de leadership distribu\u00e9"},"content":{"rendered":"<div class=\"fusion-fullwidth fullwidth-box fusion-builder-row-1 fusion-flex-container nonhundred-percent-fullwidth non-hundred-percent-height-scrolling\" style=\"--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-flex-wrap:wrap;\" ><div class=\"fusion-builder-row fusion-row fusion-flex-align-items-flex-start fusion-flex-content-wrap\" style=\"max-width:1144px;margin-left: calc(-4% \/ 2 );margin-right: calc(-4% \/ 2 );\"><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-0 fusion_builder_column_1_1 1_1 fusion-flex-column\" style=\"--awb-bg-size:cover;--awb-width-large:100%;--awb-margin-top-large:0px;--awb-spacing-right-large:1.92%;--awb-margin-bottom-large:0px;--awb-spacing-left-large:1.92%;--awb-width-medium:100%;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;\"><div class=\"fusion-column-wrapper fusion-flex-justify-content-flex-start fusion-content-layout-column\"><div class=\"fusion-text fusion-text-1\"><p>Le f\u00e9minisme intersectionnel d\u00e9crit l\u2019impact qu\u2019ont nos diverses identit\u00e9s qui se recoupent \u2013 genre, race, langue, classe sociale, handicap ou absence d\u2019handicap et orientation sexuelle, pour ne citer que celles-ci \u2013 sur notre exp\u00e9rience de l\u2019oppression, du pouvoir et de la discrimination. F\u00e9ministes intersectionnelles, nous voulons faire d\u2019Ottawa une ville meilleure pour les personnes qui vivent \u00e0 l\u2019intersection de diverses formes d\u2019oppression.<\/p>\n<p>Par exemple, avec notre plaidoyer au sujet du Plan officiel de la ville cette derni\u00e8re ann\u00e9e, nous avons r\u00e9ussi \u00e0 obtenir des changements de formulation qui contribueront \u00e0 des politiques plus \u00e9quitables. Nous avons \u00e9labor\u00e9 une trousse d\u2019outils pour aider d\u2019autres municipalit\u00e9s \u00e0 cr\u00e9er leur propre Plan de reprise genr\u00e9 post-COVID-19. Avec Envirocentre, nous avons cr\u00e9\u00e9 une trousse d\u2019outils sur l\u2019accessibilit\u00e9 pour les organisations de protection du climat afin de les aider \u00e0 devenir plus inclusives. Et puis nous avons cr\u00e9\u00e9 avec la COCVFF une trousse d\u2019outils f\u00e9ministe pour d\u00e9fendre les droits en mati\u00e8re de logement, avec la participation de nos membres, afin de fournir des ressources pour les \u00e9lections municipales et provinciales.<\/p>\n<p>Ceci dit, nous ne voulons pas que le f\u00e9minisme intersectionnel guide seulement notre travail externe, nous voulons aussi qu\u2019il se retrouve dans nos structures et syst\u00e8mes internes. En 2021, nous avons commenc\u00e9 \u00e0 regarder comment nos valeurs \u2013 f\u00e9minisme intersectionnel, d\u00e9colonialisme, anti-racisme et anti oppression et inclusion de la communaut\u00e9 \u2013 pourraient informer, au-del\u00e0 de notre travail, la fa\u00e7on dont nous travaillons. Nous avons d\u00e9couvert que cette r\u00e9flexion prenait beaucoup plus longtemps et \u00e9tait plus difficile que nous l\u2019avions imagin\u00e9. Mais elle est aussi passionnante et gratifiante.<\/p>\n<p>Nous sommes heureuses de partager avec vous certains des changements prometteurs apport\u00e9s par notre organisation. En f\u00e9vrier 2022, nous sommes pass\u00e9es \u00e0 une semaine de travail de quatre jours. Nous sommes conscientes que les femmes assument encore une quantit\u00e9 disproportionn\u00e9e de la prestation des soins non r\u00e9mun\u00e9r\u00e9s et une semaine de travail de quatre jours est une fa\u00e7on pour nous de respecter le temps de notre \u00e9quipe et de reconna\u00eetre le fait que, m\u00eame au travail, nous sommes des personnes enti\u00e8res, avec nos responsabilit\u00e9s familiales et communautaires personnelles.<\/p>\n<p>Dans le cadre de notre r\u00e9flexion plus approfondie sur la structure organisationnelle que nous souhaiterions voir \u00e0 l\u2019IVTF, nous avons fait des recherches sur diff\u00e9rents mod\u00e8les. La structure que nous avons retenue avec le conseil d\u2019administration, le personnel et les membres s\u2019appelle sociocratie. Elle se pr\u00e9sente comme un grand diagramme de Venn, ou encore un ensemble de cercles interconnect\u00e9s ou imbriqu\u00e9s. Nous mettrons cette structure \u00e0 l\u2019essai cette ann\u00e9e avant de l\u2019adopter pleinement. Nous esp\u00e9rons que ce cadre permettra \u00e0 nos membres communautaires d\u2019avoir plus de pouvoir et \u00e0 notre personnel de partager plus \u00e9galement le pouvoir.<\/p>\n<p>Dans le m\u00eame esprit, d\u00e9but 2022, nous avons d\u00e9cid\u00e9 de passer \u00e0 un mod\u00e8le avec plusieurs co-directrices ex\u00e9cutives. Valerie est d\u00e9sormais directrice des Op\u00e9rations et Morissa-Dalia Ellis nous a rejoints en tant que directrice des Programmes. Ce n\u2019est peut-\u00eatre pas la derni\u00e8re \u00e9tape de notre \u00e9volution et nous esp\u00e9rons que cette transition vers le partage des pouvoirs sera une base solide pour d\u2019autres changements futurs. Nous en avons encore pour des ann\u00e9es et nous sommes ravies que vous nous accompagniez dans cette aventure!<\/p>\n<\/div><\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[43],"tags":[],"class_list":["post-2677","post","type-post","status-publish","format-standard","hentry","category-cawi-updates"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Vers un mod\u00e8le de leadership distribu\u00e9 - CAWI-IVTF<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.cawi-ivtf.org\/fr\/vers-un-modele-de-leadership-distribue\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Vers un mod\u00e8le de leadership distribu\u00e9 - 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