https://lodelpreprod.univ-rennes2.fr/cfla/index.php?id=120 Publicaciones Auteurs Caroline Vonlanthen fr 0 https://lodelpreprod.univ-rennes2.fr/cfla/index.php?id=153 Malgré les progrès réalisés en matière d’accès à l’emploi au Canada, de nombreux obstacles continuent de limiter les opportunités d’embauche des personnes ayant des incapacités. Parmi eux, les attitudes et les pratiques des employeurs constituent une barrière redoutable, largement documentée selon la perspective des employeurs eux-mêmes (Burke et al., 2013). À contre-pied, cette étude se concentre sur les vécus des personnes ayant des incapacités afin d’explorer leur trajectoire à travers le processus d’embauche. En particulier, cette recherche vise à saisir les défis qu’elles rencontrent à la suite d’une postulation et à identifier la manière dont elles composent avec ceux-ci. Les entrevues menées auprès de 22 Néo-Brunswickois-es permettent ainsi de distinguer les étapes du processus d’embauche, soit : (1) la présélection, (2) les entrevues/tests de recrutement et (3) la décision finale. Les données suggèrent également l’émergence, lors de la deuxième étape, de trois problématiques fondamentales : le dévoilement des incapacités, les attitudes des employeurs et les accommodements. Les analyses soulignent alors les stratégies déployées par les participant-es pour naviguer à travers ces enjeux. La discussion aborde le dévoilement des incapacités en tant que coming-out ainsi que l’injonction à l’extraordinarité et la logique d’auto-compensation qui pèsent sur les personnes ayant des incapacités. Apesar do progresso no acesso ao emprego no Canadá, muitas barreiras continuam a limitar as oportunidades de emprego para pessoas com deficiência. Entre elas, as atitudes e práticas dos empregadores são uma barreira difícil de ser transposta, amplamente documentada a partir da perspectiva dos próprios empregadores (Burke et al., 2013). Este estudo, por outro lado, se concentra em explorar as experiências de pessoas com deficiência em sua jornada no processo de recrutamento, e, mais especificamente, busca entender os desafios que elas enfrentam depois de se candidatarem a um emprego, identificando as maneiras pelas quais elas lidam com seu cotidiano de trabalho. Entrevistas com 22 pessoas de New Brunswick analisam os estágios do processo de contratação: (1) pré-seleção, (2) entrevistas/testes de seleção e (3) a decisão final. Os dados sugerem que três questões importantes surgem na segunda fase: revelação da deficiência, atitude do empregador e acomodação. Em seguida, as análises destacam as estratégias utilizadas pelos participantes para lidar com essas questões. A discussão aborda a revelação da deficiência como “sair do armário”, bem como a obrigatoriedade de ser extraordinário e a lógica da autocompensação que pesa sobre as pessoas com deficiência. Despite the progress made in terms of access to employment in Canada, many barriers continue to limit employment opportunities for people with disabilities. Among them, the attitudes and practices of employers constitute a formidable barrier, widely documented from the perspective of employers themselves (Burke et al., 2013). In contrast, this study focuses on the experiences of people with disabilities in order to explore their trajectory through the hiring process. In particular, this research aims to understand the challenges they face after applying for a job and to identify the ways in which they deal with them. Interviews with 22 New Brunswickers reveal the stages in the hiring process: (1) preselection, (2) interviews/recruitment tests, and (3) the final decision. The data also suggest that three fundamental issues emerge during the second stage: disclosing disabilities, employer attitudes, and accommodation. The analyses then highlight the strategies deployed by the participants to navigate through these issues. The discussion addresses the disclosure of disabilities as a coming-out, as well as the injunction to be extraordinary and the logic of self-compensation that weighs on people with disabilities. lun., 11 déc. 2023 12:04:19 +0100 jeu., 25 sept. 2025 09:53:03 +0200 https://lodelpreprod.univ-rennes2.fr/cfla/index.php?id=153 https://lodelpreprod.univ-rennes2.fr/cfla/index.php?id=145 A pesar de los progresos realizados en materia de acceso al empleo en Canadá, muchas barreras siguen limitando las oportunidades de empleo de las personas con discapacidad. Entre ellas, las actitudes y prácticas de los empleadores constituyen una barrera difícil de superar, ampliamente documentada desde la perspectiva de los propios empleadores (Burke et al., 2013). En cambio, este estudio se centra en las experiencias de las personas con discapacidad para explorar su trayectoria a través del proceso de contratación. En concreto, esta investigación pretende comprender los retos a los que se enfrentan tras solicitar un empleo e identificar las formas en que los afrontan. Las entrevistas con 22 ciudadanos de Nueva Brunswick revelan las etapas del proceso de contratación: (1) la preselección, (2) las entrevistas/pruebas de selección y (3) la decisión final. Los datos también sugieren que en la segunda fase surgen tres cuestiones fundamentales: la revelación de la discapacidad, la actitud del empresario y la adaptación. A continuación, los análisis destacan las estrategias desplegadas por los participantes para sortear estas cuestiones. El debate aborda la revelación de la discapacidad como una salida del armario, así como el mandato de ser extraordinario y la lógica de la autocompensación que pesa sobre las personas con discapacidad. Despite the progress made in terms of access to employment in Canada, many barriers continue to limit employment opportunities for people with disabilities. Among them, the attitudes and practices of employers constitute a formidable barrier, widely documented from the perspective of employers themselves (Burke et al., 2013). In contrast, this study focuses on the experiences of people with disabilities in order to explore their trajectory through the hiring process. In particular, this research aims to understand the challenges they face after applying for a job and to identify the ways in which they deal with them. Interviews with 22 New Brunswickers reveal the stages in the hiring process: (1) preselection, (2) interviews/recruitment tests, and (3) the final decision. The data also suggest that three fundamental issues emerge during the second stage: disclosing disabilities, employer attitudes, and accommodation. The analyses then highlight the strategies deployed by the participants to navigate through these issues. The discussion addresses the disclosure of disabilities as a coming-out, as well as the injunction to be extraordinary and the logic of self-compensation that weighs on people with disabilities. lun., 11 déc. 2023 12:02:18 +0100 jeu., 25 sept. 2025 09:54:27 +0200 https://lodelpreprod.univ-rennes2.fr/cfla/index.php?id=145