WEBVTT

1
00:00:00.001 --> 00:00:09.460
Okay, we good morning, everybody. Good morning. The study of occupations and professions has a lengthy and prominent tradition in sociology.

2
00:00:09.510 --> 00:00:24.650
Occupations vary greatly in the degree to which they become the master determinants of social identity, self conception, and social status of the people in them and in society. That's from Massano, 1987.

3
00:00:24.760 --> 00:00:34.030
So occupational culture also guides and interprets the task and social relations of work, and how they are perceived in society.

4
00:00:34.260 --> 00:00:45.989
My research on this area began in 1994 and really was designed to have the input of staff nurses who told me their stories and provided me with the narrative

5
00:00:46.460 --> 00:01:00.569
experiences of their work life. And so at that time nursing scholarly publications were very limited in the area of non-supportive behaviors, especially in the area of race and racism.

6
00:01:02.470 --> 00:01:10.830
It's interesting because at that time the Ontario Hospital Anti-racism report in 1,994 came out

7
00:01:10.970 --> 00:01:13.650
and they developed a framework

8
00:01:14.220 --> 00:01:24.919
to implement Anti-racist organizational change for hospitals and to prepare the Ministry of Health in Ontario and the Ontario Hospital Association

9
00:01:25.590 --> 00:01:31.040
to become a supportive role in ongoing work of anti-racism.

10
00:01:31.060 --> 00:01:52.950
organizational changes. But when you really look at this, we found the hospitals not implementing that report and not adhering to the anti-racism structures, but instead went to diversity a lukewarm area in order for the health system to to adopt that. And to this day they have diversity.

11
00:01:53.560 --> 00:02:04.240
Then another report came out in 1,999. It was good nursing and good health, and at that time there were 140,000 nurses in the workforce.

12
00:02:05.140 --> 00:02:13.220
and they had 15 members. and in that task force they only had one

13
00:02:13.440 --> 00:02:23.179
nurse from the Ontario Nursing Association, one Rn. And one Rpn, that's the practical nurses out of 140,000

14
00:02:23.490 --> 00:02:38.490
on that board. and they were supposed to get input from nurses, nursing students, educators, employers, and consumers. In the end. That report very lukewarm said nurses are working harder.

15
00:02:38.530 --> 00:02:50.860
caring for more individuals, having less time, but never discussed abuse and racism in the workforce. So when I look back at my research, which went from 1,994 to 2,000 and

16
00:02:51.060 --> 00:02:56.550
13. Looking at the structure of nursing that produced a culture

17
00:02:57.480 --> 00:03:03.860
of non-supportive behaviors. in spite of them. Being a caring organization.

18
00:03:04.460 --> 00:03:09.579
you had to look and see what was happening, and when you did that

19
00:03:09.830 --> 00:03:15.510
what you found was abuse, both verbal abuse, sexual abuse.

20
00:03:15.650 --> 00:03:25.960
racist abuse, all of that. And why did I look at nursing? Because it was an organizational structure that allowed you to understand society?

21
00:03:26.230 --> 00:03:39.519
And did multiculturalism which comes into force in the eighties did it support equity? And we can talk about multicultural. And I'm sure everybody knows in Canada it's so great.

22
00:03:39.890 --> 00:03:42.750
What is it? What has it achieved

23
00:03:43.300 --> 00:04:03.129
so racialized nurses. They said that race color and ethnicity impacts on their relationship with colleagues, patients, doctors, supervisors, and a study by Dascopa in 2,002 showed that nurses of European background didn't see it the same way.

24
00:04:03.740 --> 00:04:18.969
And there was another report that came out in 2,005. Professor Rebecca Hage, of the University of Toronto, and myself, and a core Investigator. We asked for accountability, and so the title of that report

25
00:04:22.040 --> 00:04:29.440
in the title of that report implementing accountability for equity and ending racial backlash and nursing.

26
00:04:29.470 --> 00:04:37.860
We asked the question about what was happening in the workplace. and why multiculturalism has not been able to lessen racism

27
00:04:37.960 --> 00:04:40.789
and bring about equitable treatment

28
00:04:40.800 --> 00:04:54.930
in the workforce. Because when you look at diversity and anti-racism, anti-racism names and analyzes, and is a framework for dismantling systemic and institutional forms of racism.

29
00:04:55.380 --> 00:05:04.160
And we can look at that within the multicultural society in Canada, and most of you know that the multicultural act

30
00:05:04.490 --> 00:05:16.219
of 1,988 says that you know the policy of the Government of Canada to recognize and promote the understanding that multiculturalism reflects

31
00:05:16.270 --> 00:05:23.480
the culture and racial diversity of Canadian society, and acknowledges the freedom of all members

32
00:05:23.500 --> 00:05:35.550
of Canadian society to preserve, enhance, and share their cultural heritage that's in Section 3, one. But if we dismantle, that, is it really happening?

33
00:05:36.000 --> 00:05:39.560
So despite that act, and despite the charter.

34
00:05:39.680 --> 00:05:55.570
little attention really is paid to social inclusion in the workplace, and that is the most important because economics drive our everyday life. And if we're not participating economically, then we need to question everything.

35
00:05:55.820 --> 00:06:03.429
and although it's seen as privilege, we have to remember. it's in a a society that

36
00:06:03.520 --> 00:06:06.700
you know still has the privileged people at the top.

37
00:06:07.920 --> 00:06:09.899
And

38
00:06:10.270 --> 00:06:12.129
When I look at it.

39
00:06:12.360 --> 00:06:20.909
we have to remember that multiculturalism isn't about just minority cultures. It includes the Portuguese, the Greeks, the Italians.

40
00:06:21.160 --> 00:06:33.380
and when they looked at it. They were hoping that it would. And I remember this, that multiculturalism would provide everybody with true equity within the country.

41
00:06:35.220 --> 00:06:49.949
Multiculturalism has dropped in many areas of Western society around the 2,013 area. People started to discuss it, not just in Europe, but in Canada, U.S.A., Australia, and New Zealand.

42
00:06:50.760 --> 00:06:55.690
and there was a debate, because they said, You know, it's not a great idea.

43
00:06:56.240 --> 00:07:10.960
Supporters and critics, you know, we're arguing this, and you can see this in many publications supporters say that multiculturalism is good because it helps minority and their children become included.

44
00:07:11.030 --> 00:07:22.789
It it breaks down barriers, and it's good politically, making them feel welcome in society with a so stronger sense of belonging.

45
00:07:22.900 --> 00:07:38.990
Critics, however, argue that multiculturalism Ghettoizes and Balkanizes, encouraging members of ethnic groups to look inward, emphasizing the differences between groups rather than the shared identity as Canadians.

46
00:07:39.210 --> 00:07:47.560
So when we look at it, it happens really in big cities, and you can see it in the Gta in Toronto, where people are in different

47
00:07:47.610 --> 00:08:03.969
areas of the city where they all live together and share that identity which sometimes it's good. The other thing I'd like to point out for those living in Quebec is that we know that on May 24, 2,022. The National Assembly

48
00:08:04.120 --> 00:08:13.239
provided Bill 96, which has an act respecting French, the official common language

49
00:08:13.270 --> 00:08:21.099
of Quebec, and that is the act that supports the 1,977, the charge of the French language.

50
00:08:21.210 --> 00:08:29.870
And then you have the circular bill of Bill 21, where we say that in Quebec

51
00:08:30.160 --> 00:08:36.159
public service cannot wear religious symbols while fulfilling their civic duties.

52
00:08:36.200 --> 00:08:46.149
And so basically, you know the Jewish kipper and the Sikhs, the Muslim hijab in public education, government and law enforcement systems cannot be.

53
00:08:46.210 --> 00:08:51.870
you know, used. And so when we look at that, then let's ask the question.

54
00:08:52.000 --> 00:08:55.510
does multiculturalism provide equity?

55
00:08:55.860 --> 00:09:00.130
You know, in Canada. I like

56
00:09:00.240 --> 00:09:07.659
the book, and many of us have read of John Porter in 1,965, where he talks about

57
00:09:07.680 --> 00:09:09.750
the vertical mosaic.

58
00:09:09.830 --> 00:09:14.960
an analysis of social class and power in Canada.

59
00:09:15.050 --> 00:09:28.109
And I really like this book very much, and I always cite him because it's still the same, 1,965 to 2,023. What John Porter says, he says, we have to recognize

60
00:09:28.210 --> 00:09:40.320
privilege in society we have to examine why so groups are pushed to the margin, and when you look at the vertical mosaic who's on the top, the Francophones and the Anglophones, the French and English.

61
00:09:40.340 --> 00:09:43.210
and then the new immigrants are at the bottom.

62
00:09:43.650 --> 00:09:47.109
and as the new immigrants come like

63
00:09:47.300 --> 00:09:58.429
currently you'll see people from Africa being at the bottom of Canadian society. and they find it very difficult sometimes to integrate because you don't get

64
00:09:58.810 --> 00:10:02.730
the jobs and the economic stability that you need.

65
00:10:03.380 --> 00:10:10.310
So Canada is structured as a vertical mosaic. As I said earlier, the French and the English at the top.

66
00:10:11.000 --> 00:10:22.459
And where do you find this look in business, large business organization. Who's on the boards. you know the political class, you see, who's the Prime Minister of Canada

67
00:10:22.700 --> 00:10:28.180
bureaucrats the mass media. It's getting a little better, but it's a tokenism

68
00:10:28.430 --> 00:10:43.520
and higher education is also very interesting. When you look sometimes in universities, you find that, as and I can say from York University find our students very racialized. But when you look at who's teaching and who's at the top, they're not.

69
00:10:43.630 --> 00:10:46.120
So we need to question that.

70
00:10:46.460 --> 00:10:57.989
And so I looked at nursing. And when I looked at nursing, there's 30 years of studies by nursing associations and researchers, and in 2022

71
00:10:58.130 --> 00:11:02.430
now I'm talking 1,994 when I started and other people had to

72
00:11:02.730 --> 00:11:12.880
2022, the Rna, that's the Registered Nursing Organization black nurses. Task Force published a paper. Black nurses in Ontario

73
00:11:13.180 --> 00:11:35.610
spoke openly about their lived experience and racism in all health care sectors and academic institutions. You think academic institutions would be better. But it's not so, the report, acknowledging it says acknowledging, addressing, and tackling anti-racist racism and discrimination within the nursing profession.

74
00:11:36.430 --> 00:11:45.830
and what they call and what Angela Cooper Braithwaite, I know of her. She was the past president of Rna, and also the Co. Chair of this

75
00:11:45.870 --> 00:12:04.040
report. She says, for years black nurses have been afraid to speak out about the microaggressions, discrimination, and racism they face within the academic and workplace settings for fear of reprisal as suppressive behaviors of managers.

76
00:12:04.240 --> 00:12:17.560
So they've lived with this. And when did it start before 1,944. What happened is African Canadian women were generally excluded in Canada from nursing schools

77
00:12:17.960 --> 00:12:29.309
and in the United States they were admitted from the 1890. S. So you know, we always like to looks out of the border and say, Oh, look at what's happening there! But we are far more aggressive.

78
00:12:29.400 --> 00:12:32.639
and it's always under the table. So

79
00:12:32.660 --> 00:12:45.219
44. The fight to have African Canadian women admitted into nursing schools in Nova Scotia was brought to the forefront when a young African-canadian woman traveled to Halifax

80
00:12:45.290 --> 00:12:50.230
to apply for the Halifax Children's Hospital of Nursing.

81
00:12:50.280 --> 00:12:58.049
When she went there they said, Oh, no, we're not going to admit you. And so what was she going to do so? She found

82
00:12:58.120 --> 00:13:13.199
another woman, Berlin, Oliver, and she went to her home because Berlin Oliver did not applied to be a nurse because she knew she would not be accepted. And when Berlin Oliver saw this young woman

83
00:13:13.530 --> 00:13:18.059
she began to speak out against segregation and discrimination.

84
00:13:18.430 --> 00:13:24.980
and she she already spoke out a lot. The prospected that the hospital got bad publicity

85
00:13:25.120 --> 00:13:29.980
and guess what they did. They admitted the 2 women. In 1944.

86
00:13:30.030 --> 00:13:39.770
They said. They'll try to make sure they graduate. And they did in October, 1,947, that is 76 years ago.

87
00:13:40.580 --> 00:13:43.179
So all I'm trying to say is that

88
00:13:43.190 --> 00:13:48.909
we need to look at the history and see that a lot has not changed.

89
00:13:49.360 --> 00:14:14.179
You know, if in 2,022. We're saying that, you know there's still racism, and people are talking about it. I found it, and I didn't look for it. When I started. I was looking at abuse, and it percolated from the ground up. And in a way, I'm glad, because the only people looking at this area in nursing happens to be racialized of

90
00:14:14.270 --> 00:14:33.019
researchers. And I can tell you it started with Wilson Head, who was a social worker, head of social work in 1985, we built on his work Gupta's work from 1,996, Collise in 1996, Collins, who was a dear friend of mine in 1999.

91
00:14:33.160 --> 00:14:35.010
Peggy

92
00:14:35.100 --> 00:14:46.409
has done a lot of work, and we looked at systemic racism and how it's organized in nursing, and nobody wanted to hear it at that time, because they'd like to put it under the carpet.

93
00:14:47.290 --> 00:14:55.179
So what we were trying to do is move it from the individual to the institutional systemic racism.

94
00:14:55.250 --> 00:15:11.510
And if you look at our Government in 2,015, the Harper Government brought out the Bill zealot 0 tolerance for Barbaric Cultures Practice Act, and it reached the royal ascent. I don't know if any of you remember it

95
00:15:11.880 --> 00:15:24.259
with 182 votes against 84, with the both the Conservatives and Liberals voting against it. It's really about abuse against women, and which we all support.

96
00:15:24.360 --> 00:15:29.740
But why did they have to put the word barbaric into this act.

97
00:15:30.020 --> 00:15:44.360
You know, and what Chris Alexander said at that time, he said, despite our best efforts and intentions, the reality is that some immigrant women do fear violence and abuse. And he went on to say, There's 0 tolerance.

98
00:15:45.270 --> 00:15:52.279
And so when we talk about multiculturalism. we know that it does not bring equity.

99
00:15:53.820 --> 00:16:19.300
and we have to go to advocacy, bringing like-minded people together to advocate for rights of everybody. So with black Lives matter, both the universities and the government wanted to show they understood race, and they started to change street names of people who were slave owners and who were known to be racist, like the name of Rice and University in Ontario.

100
00:16:19.590 --> 00:16:28.999
because Rison had links to Canada's residential schools. and so they changed the name in 2,022

101
00:16:29.650 --> 00:16:38.460
to the Toronto Metropolitan University, and took rise and out. So understanding social action rather than law

102
00:16:38.600 --> 00:16:44.670
will provide more equity in Canada. and we can have more social justice.

103
00:16:44.950 --> 00:16:59.779
and we don't have to look at the multicultural act. We can go to advocacy. So like-minded individuals, as I said, will bring about equity. And that's why I have more hope. Because just discussing this today.

104
00:16:59.890 --> 00:17:04.360
Hopeful, thank you very much. And I'm sorry I forgot.

105
00:17:07.860 --> 00:17:26.770
Oh, yes, of course.

106
00:17:28.080 --> 00:17:33.289
if you want to see the scheme.

107
00:17:39.950 --> 00:17:48.270
No, we will have the second presentation, but he's in this sense by Sheffield kochette from Sioux in France.

108
00:17:48.330 --> 00:17:51.190
about a sovereign caveat with no crudeers.

109
00:17:51.570 --> 00:17:55.449
I'm here. Can you hear me?

110
00:18:00.600 --> 00:18:02.750
Charlotte CORCHETE: Do you see my screen as well?

111
00:18:03.400 --> 00:18:05.090
Yeah. Yeah.

112
00:18:05.360 --> 00:18:12.640
Charlotte CORCHETE: Mit Ctl, and okay, thanks for that. So? I'm very happy to be here with you so this morning for you in my room, but I

113
00:18:12.820 --> 00:18:32.350
Charlotte CORCHETE: to nuts tonight for me, because it's one am in France. So I'm I'm Charlotte Cochet, and I'm a Phd. Student at sales for Paris, and I'm going to present you the first result of the survey experiments, the rule of human's queues in multicultural tensions at work, the case of France.

114
00:18:32.630 --> 00:18:36.809
Charlotte CORCHETE: So I'm going to start with a literature review

115
00:18:36.900 --> 00:18:48.360
Charlotte CORCHETE: mit Ctl and a recent feed experiment in France showed that there is a significant gap concerning call back rates between men and women from Megaby or regime candidates. One

116
00:18:48.820 --> 00:18:56.669
Charlotte CORCHETE: microbi origin. Women particularly particularly favored in male-dominated skills, occupations

117
00:18:56.680 --> 00:19:07.780
Charlotte CORCHETE: mit Ctl, and there is no significant gap in eye attention, occupations, while in occupation with the where the degree of tension is lower. Women are significantly favor 2

118
00:19:08.110 --> 00:19:23.330
Charlotte CORCHETE: mit. Ctl. And age plays a role as well. Between the ages of 23 and 30. There is no significant gap between Megaby men and women, while women are favor between the ages of 33, and 40. On average, one.

119
00:19:24.650 --> 00:19:43.999
Charlotte CORCHETE: Several studies have shown that certain educationalized group are perceive as having less human skills by on choreos. So non-white men. Some non white men might be perceive as less one than any other group which can explain discrimination in

120
00:19:44.050 --> 00:19:58.699
Charlotte CORCHETE: mit Ctl. And whereas whereas non-white women are also stereotypes, but are seen as more gentle, which is a stereotype as well, but that can lead to less discrimination concerning Job. Call back rates 150

121
00:19:59.360 --> 00:20:24.599
Charlotte CORCHETE: mit. Ctl. And and Prior's perceptions vary according to ethnicity as well as gender and to religion of the kind of dates. And, interestingly, a recent correspondence tests made in several European countries, and including with job applications, motivation later showed that male majority candidates were slightly penalized for signaling 150

122
00:20:24.640 --> 00:20:38.959
Charlotte CORCHETE: alone, or in combination with competence while made from Mena, minority candidate for Mena countries. So main minority candidates benefited most from, since simultaneously singering warmth and competence.

123
00:20:40.910 --> 00:20:41.910
Charlotte CORCHETE: So

124
00:20:42.190 --> 00:21:09.260
Charlotte CORCHETE: more of a very interesting study concerning people looking for accommodation or Airbnb showed that there is no discrimination reducing effect. We've self-reported information on the Airbnb of 5, whereas information they developed in a positive command. So by a third party, or in an apartment, and having a steam, the person was it? Go to reduce ignorantial discrimination against African American men?

125
00:21:09.630 --> 00:21:22.850
Charlotte CORCHETE: In that case the information provided into comments was, so. The name of the fake profile from African-american men or white men is very friendly, and it's

126
00:21:23.240 --> 00:21:40.229
Charlotte CORCHETE: and others to deal both with discrimination. In Germany, labour markets, with the correspondent tests concerning 2 similar applications with Turkish versus German sounding name that was sent to a 500 advertisement for students in their chips 250

127
00:21:40.260 --> 00:21:53.210
Charlotte CORCHETE: mit. Ctl. And shows that discrimination disappears when the sample was restricted to application, including reference letters which contain favorable information, both the candidates personality one.

128
00:21:53.270 --> 00:22:02.849
Charlotte CORCHETE: So in that case the information provided was conf and chooseness and agree. I've been this sorry for my French accent

129
00:22:03.650 --> 00:22:26.690
Charlotte CORCHETE: erez agmoni. So the aim of my survey experience in France is to find what is the most important in a reference later, especially for for men of North North African or Gen. Were particularly at risk of discrimination, but also for women of North African origin, were also victims of discrimination. Is it one or competence. One

130
00:22:27.020 --> 00:22:46.919
Charlotte CORCHETE: erez agmoni. I wanted to make a show of experiments in France to explore the causes of fit. No racial discrimination in employment as measured by correspondence tests, because, to my knowledge, there is no survey experiments in friends. Both this issue there are lots of field experiments and correspondence tests, but no survey experiments 250

131
00:22:48.440 --> 00:23:01.220
Charlotte CORCHETE: mit. Ctl. And so, concerning the design of my study, I started. I started to do 21 interviews with all creatures in order to carry you to creative press survey to help build the questionnaire-based experiment, 250

132
00:23:01.220 --> 00:23:19.510
Charlotte CORCHETE: mit. Ctl. And then I launched A. So the experiment that was carried out with almost 7 and read the recruiters. But my survey experiments is still open and still going on, because I hope that's the final target sample will be around more than 1,000 respondents. 101,

133
00:23:19.890 --> 00:23:28.740
Charlotte CORCHETE: because I am aing your guinea of a 0 point 2 to really get even a smaller effects.

134
00:23:30.650 --> 00:23:53.609
Charlotte CORCHETE:  concerning my qualitative results, Percy. The presence of references in the resume is a Cv. Or reference later provided by the candidates. It's perceived in France very positively by 18 respondents. So I didn't ask the question to this first interview, because it was an extraordinary

135
00:23:54.160 --> 00:23:55.719
Charlotte CORCHETE: and

136
00:23:56.300 --> 00:24:17.180
Charlotte CORCHETE: The interview extracts that I put here shows that the reference later, and to reassure recruiters. So here, she said, that it's very re. It's reassuring for no for you, or what we us to know, that they can immediately notify people who recommend candidates. For instance, we could go back on that after

137
00:24:17.580 --> 00:24:18.729
if she wants.

138
00:24:18.920 --> 00:24:31.960
Charlotte CORCHETE: ere.

139
00:24:32.190 --> 00:24:38.360
Charlotte CORCHETE: for a small part of the sample migration, men are perceived as more uncontrollable.

140
00:24:38.460 --> 00:24:41.069
Charlotte CORCHETE: Powder and order to manage

141
00:24:41.300 --> 00:24:45.620
Charlotte CORCHETE: reduce issues are also perceived as difficult to manage

142
00:24:45.730 --> 00:24:52.630
Charlotte CORCHETE: for some computers. This may explain the environment rates among men of this origins.

143
00:24:53.610 --> 00:24:54.650
Charlotte CORCHETE: So

144
00:24:54.760 --> 00:25:05.620
Charlotte CORCHETE: E. C.

145
00:25:05.950 --> 00:25:24.430
Charlotte CORCHETE: You think that they are a pro. For instance, that is not sharing all the value of friends, for instance, and that migrants like humidity, for instance, and that they have a more conflictual riotical relationship.

146
00:25:27.360 --> 00:25:28.380
Charlotte CORCHETE: So

147
00:25:28.550 --> 00:25:36.860
Charlotte CORCHETE: my Strava experiment is a between subjects experiments which means that each participant is randomly assigned to one treatment only

148
00:25:37.030 --> 00:25:50.390
Charlotte CORCHETE: mit Ctl, and each recruiter add to evaluate only one application. They're made female and migrate, be of French candidates, and either with a resume on me or with the regime and the reference later one.

149
00:25:52.270 --> 00:26:03.720
Charlotte CORCHETE: And so the resumes and names I use was already validated by your former studio in France. The correspondent test I talked about at the beginning. So 101.

150
00:26:04.090 --> 00:26:23.179
Charlotte CORCHETE: If you are familiar with the French name, I I I use Emily on to need Kahim and Samya, because they what they were tested by other researchers, and normally they all belong to the same social class, so to a lower class in France, and it was ready to isolate the ethnicity.

151
00:26:25.439 --> 00:26:29.069
Charlotte CORCHETE: So this is my warmth signal. So

152
00:26:29.189 --> 00:26:44.239
Charlotte CORCHETE: the first name, as many human qualities, is present or she is one art team player, create a positive working environment being attentive to the needs of others and so forth. So it's a trajectory in the English.

153
00:26:45.920 --> 00:27:08.609
Charlotte CORCHETE:  mit ctl, and so let's see the first results of the survey experiments so to the question as to the participants, both inviting to candidate for an interview. Megaby, women have a significant, positive effects, which mean they are better evaluated when the application is a combined by the reference later with one and competence. 150

154
00:27:08.640 --> 00:27:15.139
Charlotte CORCHETE: migrate emails have a positive significant effect with the reference later with competence on

155
00:27:15.270 --> 00:27:29.060
Charlotte CORCHETE: mit Ctl. And there is no significant difference between a Frenchman and women, a Frenchman or a Frenchman only with, or is me, or a Frenchman with all French women with, for as you may, and

156
00:27:31.350 --> 00:27:43.160
Charlotte CORCHETE: mit Ctl. And in terms of annual wage, the recommendation concerning the salary for microbes men is I when the application is accompanied by a reference later concerning the competence skills as well. 2.

157
00:27:43.510 --> 00:27:56.210
Charlotte CORCHETE: So yeah, yeah, you can see the question I ask as well, and there is no significant difference between this salary proposal. This is the mean that I can create in.

158
00:27:56.490 --> 00:28:01.870
Charlotte CORCHETE: We've always emailed me of our originally press reference later.

159
00:28:04.810 --> 00:28:12.709
Charlotte CORCHETE: I perform as well the Pca with the variables, measuring competence and warmth as the active variables that you can see here

160
00:28:12.830 --> 00:28:27.579
Charlotte CORCHETE: erez agmoni. So on, axis one here, so from left to the right we can set the further we go to the right the ir competence, and once become so. Here all the 101

161
00:28:27.740 --> 00:28:34.610
Charlotte CORCHETE: candidates only with your resume were rated less on competence. And once

162
00:28:34.660 --> 00:28:40.730
Charlotte CORCHETE: so it's fine as well, because I'm sure the chromeback alpha of the

163
00:28:41.090 --> 00:28:45.669
Charlotte CORCHETE: attempts I used to measure competence. And once it's a very good score.

164
00:28:46.140 --> 00:29:05.259
Charlotte CORCHETE: Yeah. I then the 0 point 6. So it's it's a very good cost. So it it work. And we can see that all the candidates, regardless of gender or origin, are it less idea on this creature, as I said, when they have on your resume, so on the left. But when we look at the cosine

165
00:29:05.260 --> 00:29:16.460
Charlotte CORCHETE: mit Ctl. And a square of the modalities. Here on the right, we see that the North African man with a warm signal is less well or presentated. On this axis. One is here 250.

166
00:29:16.550 --> 00:29:17.840
Charlotte CORCHETE: So it's a

167
00:29:17.990 --> 00:29:20.909
Charlotte CORCHETE: microbi men with wolves and competent senior.

168
00:29:21.490 --> 00:29:32.420
Charlotte CORCHETE: And so it means that they are seen as less competent, and one than the other group. Even when we put a reference later with one and competence for this group.

169
00:29:33.850 --> 00:29:37.489
Charlotte CORCHETE: we could go back on that. If you have any question.

170
00:29:38.770 --> 00:30:06.870
Charlotte CORCHETE: when ask you both to that, use work retails as a more positive view of game and lesbian people, because only 3% of full details, things that gay and it's been people are a group. But in society wide, between 10 and 12% of what creatures since that Jews, North Africans, and Muslims are groups of in society with a slightly higher percentage for Muslim.

171
00:30:07.530 --> 00:30:21.740
Charlotte CORCHETE: and a feature test with multicolored simulation, showed that the difference between these groups and gain, and the gay and Lesbian group was significant. One. So here for Mcgregor, people here for missing people

172
00:30:21.820 --> 00:30:32.280
Charlotte CORCHETE: ere

173
00:30:37.420 --> 00:30:54.439
Charlotte CORCHETE:  mit Ctl. And to conclude a reference later, seems to have a positive effect on the evaluation of made and female candidates with North African origin, whereas this is not the case for men and women with no foreign origin, 150

174
00:30:55.050 --> 00:31:13.680
Charlotte CORCHETE: mit. Ctl. And the sample is still small. So 691 respondents. So there are limitation. But first results seems to indicate that reference later with competence as a positive effect on migration for wage, and come back by reference letters with 150

175
00:31:13.700 --> 00:31:25.400
Charlotte CORCHETE: competence as a positive effect for migrated women, for call back on this. even when indicating the warm signal. North African men are perseverance less one than other group.

176
00:31:26.230 --> 00:31:36.199
Charlotte CORCHETE: And recruiters have more negative Jews on certain royal juice and ethnic groups, and seems to be more open about questions of sexual or intention

177
00:31:36.230 --> 00:31:43.150
Charlotte CORCHETE: which can lead to, which can lead to conflict in the world workplace concerning your ethnicity and origin.

178
00:31:44.900 --> 00:31:49.160
Charlotte CORCHETE: So thanks, Alex, and we'll be very happy to

179
00:31:49.310 --> 00:31:50.860
Charlotte CORCHETE: exchange review.

180
00:31:58.260 --> 00:32:03.449
Thank you very much. For this presentation I think we can see some costs.

181
00:32:03.570 --> 00:32:08.359
Which, between the 2 presentations.

182
00:32:08.590 --> 00:32:19.279
No, when I've suggested we can have a round of questions in common to male and Charlotte, man. Do you want to come here?

183
00:32:24.580 --> 00:32:32.699
Of course, Charlotte and Mel? You can react on the user of presentation if you want.

184
00:32:40.180 --> 00:32:43.399
I don't know in the audience or in distance.

185
00:32:45.270 --> 00:32:46.790
Yeah, oh.

186
00:32:46.980 --> 00:32:48.150
please. And

187
00:32:55.580 --> 00:33:04.389
hello I am. And shelee. I am a researcher in sociology, in a Nam Paris and the Lisa Sienares laboratory.

188
00:33:04.420 --> 00:33:07.439
So I have a question to Charlotte.

189
00:33:07.710 --> 00:33:17.999
I wanted to know if you could analyze the links between, for example, the trajectories or cultural

190
00:33:18.060 --> 00:33:26.020
recruiters and the differences with the representation on the people's ever.

191
00:33:26.560 --> 00:33:27.230
Yeah.

192
00:33:27.340 --> 00:33:29.420
thank you. Thanks for that.

193
00:33:30.800 --> 00:33:35.040
Charlotte CORCHETE: should I? And so no. no more question.

194
00:33:35.920 --> 00:33:45.290
Oh, yes, we can have several questions. And after the discussion, yes, please.

195
00:33:46.050 --> 00:33:47.690
Okay.

196
00:33:48.920 --> 00:33:50.919
yes, you can. Okay, okay.

197
00:33:57.070 --> 00:34:05.019
And I have a question for you. I'm working on nursing profession, medical profession, so I was very interested by your presentation.

198
00:34:05.210 --> 00:34:32.580
But, I would have like to hear a little bit more about what form of racism is taking place. In the nursing profession also! What do? do? organization! Are they doing something about that? And the unions? Are they concerned with that? So I would have like to hear a little bit more about

199
00:34:32.870 --> 00:34:34.980
what's happening. Thank you.

200
00:34:35.600 --> 00:34:39.839
The kind of racism to control the attribute of the recruiter

201
00:34:40.110 --> 00:34:42.719
you want to. yes.

202
00:34:43.760 --> 00:34:44.650
no!

203
00:34:46.990 --> 00:34:49.560
Shout out. They want to.

204
00:34:49.860 --> 00:35:10.590
Charlotte CORCHETE: thanks. It's a very interesting question, and that's what I want to do when I will has a bigger simple size. I will analyze by and also by sex, between work and and and by nationalities. I have a social, demographical questions, and I ask for the

205
00:35:10.620 --> 00:35:12.020
Charlotte CORCHETE: nationally zoom

206
00:35:12.130 --> 00:35:20.660
Charlotte CORCHETE: birth country of parents, and the Nationalist of the or for just so, yeah, I will. I will do that. Thanks for that.

207
00:35:22.740 --> 00:35:25.630
you can hear from here. Yeah.

208
00:35:25.820 --> 00:35:28.810
So thank you for the question.

209
00:35:29.040 --> 00:35:40.179
I was a nurse before I was a sociologist. While I was nursing I studied sociology and got my Phd, so basically, I had auto ethnographic work.

210
00:35:40.570 --> 00:35:43.430
And you know, observation.

211
00:35:43.640 --> 00:35:45.010
But they did.

212
00:35:45.230 --> 00:35:55.259
they did not promote racialized managers, and, in fact, try to take away our jobs in the 1,900 ninetys when the hospital sector employed it.

213
00:35:55.520 --> 00:35:59.100
and one of my colleagues said, It's like a cappuccino.

214
00:35:59.480 --> 00:36:17.870
you know. The cream is at the top. We need to mix it very well, and that's the first book I wrote on it. I call it the Cappuccino principle. So the microaggressions that occurred was patients telling racialized nurses to go back where they came from when they're fifth, sixth generation Canadians.

215
00:36:18.170 --> 00:36:21.629
you know. And the other thing that happened was that

216
00:36:22.590 --> 00:36:33.269
in nursing was that the nursing associations, the government, the Ministry of Health, and all of that, did not really contribute and make sure it wasn't going to happen.

217
00:36:33.920 --> 00:36:36.580
And so they produced a structure

218
00:36:37.660 --> 00:36:39.730
that had the culture

219
00:36:39.980 --> 00:36:49.670
that allowed for these racist behaviors to occur. And so my thesis was. We can't look at the behaviors all the time. We have to look at the systemic issues

220
00:36:49.690 --> 00:36:54.329
of all the organizations that actually allow for a culture

221
00:36:54.350 --> 00:37:10.310
of microaggressions like, you know. Oh, who are you? And when I said in 1,944, they said to the black nurses, They don't want to admit them. The same thing was happening in the universities with the Phd programs. And all of that. It's better now

222
00:37:10.880 --> 00:37:23.229
because it's come to the forefront. But you know, that's why I took sociology, perhaps, and didn't go for a Phd. In nursing. Does that answer some of your questions? But I think the lived experienced.

223
00:37:23.420 --> 00:37:30.190
It was very interesting for me to find that they were actually trying to get rid of me because I was a racialized manager.

224
00:37:30.830 --> 00:37:34.929
and I have the documents because I went to court and got it

225
00:37:35.190 --> 00:37:42.010
to see the behavior. So I have those documents, and I produce it in my Phd thesis.

226
00:37:44.140 --> 00:37:50.230
Ok, thank you, Nelson. I think you want to ask it

227
00:37:53.830 --> 00:37:58.250
the other of communication at the end.

228
00:37:59.580 --> 00:38:01.639
I better get down from here.

229
00:38:02.050 --> 00:38:08.659
Maybe a question about the recruiter. Do you think the glucose can play a role

230
00:38:08.760 --> 00:38:17.539
in the systemic racism. Of course, of course, you know something. Recruiters are important if you think of anywhere in society.

231
00:38:17.710 --> 00:38:27.149
because if you want to recruit and they do this, actually, they want to recruit some racialized people because they want to have them as tokens.

232
00:38:27.320 --> 00:38:37.149
it goes back. If you look at it. You know, we used to say Tokenism occurs in big business. They'll have a black person, for instance. So

233
00:38:37.210 --> 00:38:44.029
you know, recruiters do prayer loyal because they have power. Empower is at the root of all of this.

234
00:38:45.280 --> 00:38:47.459
Yeah, it's the filter. Yeah.

235
00:38:48.580 --> 00:38:49.719
thank you.

236
00:38:51.450 --> 00:38:54.890
We can upload it across both.

237
00:38:56.780 --> 00:38:59.840
Thank you. I it

238
00:39:05.570 --> 00:39:07.040
no, no.

239
00:39:07.480 --> 00:39:17.849
we have the second round of presentation, and we are starting by a particular workplace and occupation.

240
00:39:19.450 --> 00:39:28.250
The cabin, who in a plane is a very concerned occupation group by cultural and social diversity.

241
00:39:28.640 --> 00:39:31.740
Our speaker is an from

242
00:39:32.020 --> 00:39:41.929
the Nab, the conserv at our National Desert Committee in Paris, but the presentation is also whiteed by Jean Gabel. Trave from Teluk in Quebec.

243
00:39:43.220 --> 00:39:44.610
The parallel is at one.

244
00:39:50.330 --> 00:39:54.140
So what do I do that?

245
00:39:58.660 --> 00:40:00.470
Do you know, for the

246
00:40:00.500 --> 00:40:07.660
presentation. Excuse me, I have to escape, maybe escaped. Yes.

247
00:40:07.680 --> 00:40:08.900
that

248
00:40:14.570 --> 00:40:15.370
what

249
00:40:16.810 --> 00:40:20.440
we escape, and it is their Congress.

250
00:40:21.680 --> 00:40:23.369
And so and then

251
00:40:24.890 --> 00:40:27.370
 yes.

252
00:40:28.630 --> 00:40:37.190
this one. No, it's not Jacob we don't want to.

253
00:40:37.640 --> 00:40:41.419
Which it's not charged.

254
00:40:41.980 --> 00:40:47.689
No, but it's not, child, really. it's not only the charge

255
00:40:48.030 --> 00:40:58.040
here it is, and we have to. We have to do something like that to hide

256
00:40:58.850 --> 00:41:06.440
disable. No, what?

257
00:41:07.090 --> 00:41:11.339
Okay? So normally, it's working. Okay.

258
00:41:12.100 --> 00:41:17.269
And I only have to to press.

259
00:41:18.720 --> 00:41:24.250
Which one is it because this one doesn't work.

260
00:41:24.480 --> 00:41:25.810
as of course.

261
00:41:27.630 --> 00:41:29.249
you know, she's a

262
00:41:37.710 --> 00:41:40.320
okay.

263
00:41:41.860 --> 00:41:43.120
Okay.

264
00:41:43.870 --> 00:41:53.689
good morning, or good afternoon. Everybody. Thanks a lot. I'm very happy.

265
00:42:01.670 --> 00:42:02.510
Cause

266
00:42:05.550 --> 00:42:09.840
share where to share.

267
00:42:10.490 --> 00:42:11.630
Zoom that out.

268
00:42:20.440 --> 00:42:24.729
And in a routine presentation. Arizona. Yes, yes, yes.

269
00:42:24.870 --> 00:42:27.719
wait till it loads, and that should share. Now.

270
00:42:28.060 --> 00:42:35.409
yeah. And then we take the floating they see or not

271
00:42:36.440 --> 00:42:38.620
to this.

272
00:42:42.160 --> 00:42:46.330
No, no, your screen sharing it says that this is so late. It's loading.

273
00:42:46.930 --> 00:42:59.840
It's loading now, but it's not sharing, because I am. No, no, they are not sharing

274
00:43:04.710 --> 00:43:08.850
you

275
00:43:09.110 --> 00:43:13.190
good.

276
00:43:17.480 --> 00:43:18.220
Yes.

277
00:43:19.630 --> 00:43:27.879
yeah, that we do. We do that. Can you go up and click, share? See the green arrow up there?

278
00:43:28.200 --> 00:43:29.730
I've been niches.

279
00:43:30.180 --> 00:43:37.900
and then you bring on your presentation, which is your screen

280
00:43:38.010 --> 00:43:39.789
they should.

281
00:43:39.850 --> 00:43:41.730
No, not

282
00:43:43.570 --> 00:43:44.559
no, no, no.

283
00:43:44.740 --> 00:43:45.420
yeah.

284
00:43:45.910 --> 00:43:47.119
no, no.

285
00:43:50.180 --> 00:43:52.959
that's all she said to do. She is great.

286
00:43:56.430 --> 00:44:02.289
Okay? And we need someone to for the technical help

287
00:44:03.680 --> 00:44:05.220
they online?

288
00:44:05.680 --> 00:44:15.460
No, but this is my computer. So this is not the point.

289
00:44:15.760 --> 00:44:17.039
You should look.

290
00:44:18.900 --> 00:44:25.160
 tell you

291
00:44:29.320 --> 00:44:34.319
to how you get your share

292
00:44:39.650 --> 00:44:40.960
in the next one.

293
00:44:42.140 --> 00:44:49.329
Okay, yes. Since yesterday we have problems in that room.

294
00:44:49.510 --> 00:44:55.199
and it's not nice, because it's on the timer indicated. When we want to share the screen.

295
00:44:55.230 --> 00:45:00.149
The people fall where they don't see the

296
00:45:00.950 --> 00:45:06.050
it should be the screen we want to share. Yeah. And we want to to have.

297
00:45:06.070 --> 00:45:20.409
Yes, so this is the one we have. We won't right now, are we? I'm I'm just asking quickly, have we gone through these 2? Okay, so we're up to this one. Okay? And then.

298
00:45:21.220 --> 00:45:24.490
okay, we can do that. But we don't have it. Don't share.

299
00:45:24.670 --> 00:45:27.180
We don't have. You're not saying it. Okay?

300
00:45:28.120 --> 00:45:30.250
So why.

301
00:45:30.770 --> 00:45:38.370
no, no, no, I'm just gonna start from the very beginning. Just so we can

302
00:45:42.610 --> 00:45:43.630
nothing.

303
00:46:20.190 --> 00:46:24.469
Okay. and stopped. If we do

304
00:46:40.660 --> 00:46:41.880
should be good.

305
00:46:43.490 --> 00:46:48.029
How's that? Is everybody able to see? Yeah. But Mark going to the third one.

306
00:46:49.440 --> 00:46:50.110
the

307
00:46:50.240 --> 00:46:55.070
I'm not sure that they see the speaker. Yes, yes, it's okay.

308
00:46:55.410 --> 00:47:04.509
Can you? You be sure that we see this from the speaker because the video was not okay. So if there is any problem, you have to leave the meeting.

309
00:47:05.200 --> 00:47:10.900
I. I just tried that. That seemed to work. I left the meeting and then came back on

310
00:47:13.230 --> 00:47:13.940
okay.

311
00:47:15.130 --> 00:47:15.850
yes.

312
00:47:16.680 --> 00:47:18.720
okay. It's okay. It's okay.

313
00:47:18.960 --> 00:47:25.590
Alright, it should be all good. Is that okay? I'm gonna just go back one more time

314
00:47:25.800 --> 00:47:28.289
to this one. You ready to go.

315
00:47:29.740 --> 00:47:33.189
Yes, yeah. I have a

316
00:47:37.970 --> 00:47:40.210
thank you.

317
00:47:46.060 --> 00:47:46.840
Okay.

318
00:47:47.300 --> 00:47:50.219
thank you, everybody. So.

319
00:47:50.720 --> 00:47:59.940
as Bernard said, I'm going to to present a part of our research with Janga Bariel Chomblay on the work of the flight at a dance.

320
00:47:59.990 --> 00:48:11.340
And 1 point interesting. It's the part of their integral walk in the sky when they they are in the plane with the passengers, and also between her

321
00:48:11.610 --> 00:48:12.870
inside the crew.

322
00:48:13.380 --> 00:48:22.850
So the plan of this presentation is for the team's interests and objects of analyses. Some theoretical issues on hypothesis.

323
00:48:22.920 --> 00:48:36.109
the research methodology. I want to show you some results. And to conclude, point on the social, an intellectual competencies and social support resources also.

324
00:48:36.670 --> 00:48:37.989
So I think

325
00:48:39.240 --> 00:48:56.240
the general point is that the research is on the work of aircraft in civil aviation and its developments and international comparison. So our research was done in the main airlines in Europe and Canada before COVID-19 pandemic.

326
00:48:56.250 --> 00:49:24.979
And what we wanted to say is that there is a very little recent research on the work of the flight attidance. So I put some examples. Some of them were carried out in a single airline in sociology, on topology, or are debtied, and some recent research are on other professions, like, for example, in the aviation industry with a pilot, helicopters, or in other disciplines, in economics, history or anthropology.

327
00:49:25.040 --> 00:49:35.589
So finally, our research in sociology of work on the work of cabin crew in several airlines is therefore a little bit rare. So it's interesting for that, too.

328
00:49:35.930 --> 00:49:54.859
And what I wanted to add is that there is a context of change in this professional sector to be analyzed with more material organization or technical and safety contents, there is an increase in safety and security standards and commercial service with diversification and intensification of work.

329
00:49:55.180 --> 00:50:06.770
There is also a point of specific working conditions, and there are deterioration, according to most of the unions representing the employees with risk factors.

330
00:50:06.830 --> 00:50:21.439
And so it's interesting for that to to have this analyze on this type of research and links can be made also with other professional categories in tourism, public relations, civil security, and maybe also in Earth.

331
00:50:22.220 --> 00:50:41.909
So we wanted to add the point of the postcovid transformations and pick up of aviation, because the Boscovi travelers picked up after an all lime loud during the covid, and now we are returning to prick of its livers, and more people are traveling from different countries and creators.

332
00:50:42.510 --> 00:50:44.760
India is catching up

333
00:50:44.850 --> 00:50:49.880
after a Middle East in 2,010, and China in 20,

334
00:50:50.240 --> 00:50:57.919
and as about the largest number of airplanes in June, 2,023, for example, in Paris.

335
00:50:58.240 --> 00:51:18.139
There are also new green or greener fuels which are being developed for deccarbonation, and carries a longage in putting more of this in their total fuel. So the transition needs to be accelerated, in fact, with avid electric and hydrogen, coward aircraft and sustainable adjacent fruits.

336
00:51:18.660 --> 00:51:22.730
Well, so this is the context of intensification of work

337
00:51:23.140 --> 00:51:43.070
and for this study on the International and Antarctica to all dimensions. concerns. The aspect of relations with travelers in the context of exchange on the plane, but also the work and cooperative relations with other Cabinet coup colleagues.

338
00:51:43.610 --> 00:51:57.439
So it's interesting because the cultural diversity and the number of nationalities is more or less marked, according to the airlines and the destination and country served in particular in the case of medium and long haul flights.

339
00:51:57.560 --> 00:52:01.679
because in this case we are traveling far away.

340
00:52:01.920 --> 00:52:10.819
but also more diversity. In diverse cities, for example, Toronto, more than Montreal, for example, on the of Paris.

341
00:52:11.240 --> 00:52:19.290
So, on the one hand, the professional activity of the cabin crew is part of a framework of competencies and stuttering walls.

342
00:52:19.400 --> 00:52:27.680
with precise tasks to be fulfilled with professional exchange between cabin crew and interactions with the passenger

343
00:52:27.840 --> 00:52:30.640
on the plane, and, on the other hand.

344
00:52:31.120 --> 00:52:43.009
the passengers who, in their position as customer travelers in this very particular Ombudsman, that is, an airplane feel they have rights and duties

345
00:52:43.100 --> 00:52:48.240
in part color that, or determine by their Scriptures or personal sensitivities.

346
00:52:49.320 --> 00:52:57.120
So I go very quick. But for the presentation of theories and the hypothesis

347
00:52:57.250 --> 00:53:02.980
Mainly our research is in sociology of work, of course, first.

348
00:53:03.070 --> 00:53:09.000
but also of organization, professions, Antarctica's studies and identities of work.

349
00:53:09.130 --> 00:53:19.899
We have also social and cultural anthropology which contribute to a theoretical framework as well as several autos of international cooperative.

350
00:53:20.410 --> 00:53:33.440
And for this presentation more scientific terms of research on theories are used. for example, social interactionism and Chicago's cool

351
00:53:33.650 --> 00:53:55.060
which permit to to understand what is at stakes, who socially exchange with a social role that each person must all and play in the context of light. Also intellectual studies at work with Cultur, an international point at work, sociology, of identities of war, collective work, theory of social regulations.

352
00:53:55.230 --> 00:54:10.520
and also different authors worked on integral competence and defined it as the ability to communicate successfully with people from other cultures. So it is a self- competence.

353
00:54:11.370 --> 00:54:16.599
and it can be present from a hurly her or developed it later.

354
00:54:16.870 --> 00:54:31.529
and the basis of successful intercultural communication is emotional competence and integral sensitivity. So there are a lot of there are. There is diversity of definitions with a lot of definitions of interpretable Copetons.

355
00:54:31.600 --> 00:54:39.769
and there is also a synthesis which is very interesting, which is that the intercultural copy tones

356
00:54:39.850 --> 00:54:55.300
is the ability to understand the specificities of an undercutral interaction situation and to adapt to the specificities in such a way as to produce behavior that enables the message to be interpreted in the desired way.

357
00:54:55.730 --> 00:55:15.510
So it's very interesting definitions, and also the fact that some authors are not disagree. In fact, for example, anti-competence is distinct from social competence. For some motors or integral competence is social competence. In Ontario context

358
00:55:15.650 --> 00:55:18.190
so little difference.

359
00:55:18.340 --> 00:55:28.909
There is also the definition of multicultural competence which is the ability to understand and adapt to the specificity of interpretable interaction.

360
00:55:29.270 --> 00:55:31.430
notably for umpathy.

361
00:55:31.500 --> 00:55:40.919
open mindedness, and emotional stability. So finally, it's the ability to understand and adapt to undercutral interaction.

362
00:55:42.160 --> 00:55:52.970
Main walking hypothesis for us is the fact that Nova Scotia and rules are important competence required for the flight at a dance.

363
00:55:53.350 --> 00:56:10.169
and also certain situations are determined by virtual or no more or or or individual specificities of the passengers. And so this require for the flight. Antonons, a work on social adaptation and social regulation.

364
00:56:10.520 --> 00:56:21.550
And the hypothesis 2 is that specific skills, competence, are developed in the international, anti-codile and very coded work of the flight Antonons

365
00:56:21.590 --> 00:56:25.040
and more than the airline companies demands

366
00:56:25.170 --> 00:56:26.270
require.

367
00:56:28.330 --> 00:56:34.049
So the metropolis very quick. We we had several

368
00:56:34.210 --> 00:56:46.200
data collection moments and types with a quantitative research and an online questionerry anonymous with almost 2,000, a response.

369
00:56:46.400 --> 00:56:53.960
And we also made the partnership and collaborative research with airline unions and the association of European unions

370
00:56:54.760 --> 00:57:01.570
for that to develop this this research and the different selection of data.

371
00:57:02.310 --> 00:57:16.610
And we also have a qualitative research. Many bias on interviews with one on word, qualitative interviews. In France, Canada, and Germany. We've set, for example, and diversity of professional situations.

372
00:57:16.640 --> 00:57:25.249
and also we used direct observations of the work of cabin crew doing the flight and different social situation with cartoon questions.

373
00:57:25.280 --> 00:57:36.010
For example, the difficult relations are conflicts with or between passengers. So here's a to some part of the question, are we?

374
00:57:37.990 --> 00:58:01.760
 just this slide is to to show the standards of multiple origins and the ampoton of startarts of multiple or positos app and walls with safety and suction, for example, to be checked, to be applied, and to be followed before boarding of passenger during the flight after the flight.

375
00:58:02.040 --> 00:58:18.510
and we also have the the question of walking conditions with A typical walking time with short medium and long holes. And the fact that their work schedules is atypical and do not respect segregation. okay.

376
00:58:18.530 --> 00:58:31.600
And the hours of fly work are defined in various way. and the fact that walking schedules are variable. So it's a fragmentation and eternity of time. So it's interesting to know that.

377
00:58:32.200 --> 00:58:41.219
And we also have a like, the professional mission activities and crew. Organizations of work are mainly in a double mission.

378
00:58:41.440 --> 00:58:51.419
first of safety security, and also in commercial service to passengers. So safety and security is, in fact, the most important task of cabin crew

379
00:58:51.620 --> 00:58:57.960
who have to be aware of the safety of security of all passengers.

380
00:58:58.010 --> 00:59:08.290
and also in flight, commercial service, and volition, ship it with passengers, with sometimes emotional strain, with return from exposure to passengers

381
00:59:08.360 --> 00:59:19.500
with a nectar's activity on board. We are hard on fast work, a lot of tasks. Flight under those are regularly interrupted by passenger or pilot requests.

382
00:59:20.050 --> 00:59:21.739
which is their work.

383
00:59:23.110 --> 00:59:43.040
and also interesting is the fact that the organization of fork and the management of working time have the effect of constituting for the direction of a rotation on ephemeral crew. So it means that flight on the don't have to learn very quick to work all together.

384
00:59:43.100 --> 00:59:51.769
which, in fact, is covered by the showing of many common professional rules. They have to team up for each flight, and

385
00:59:51.890 --> 00:59:57.950
it's important to have a cool-level walk, collective on body aircraft, with

386
00:59:58.080 --> 01:00:08.070
at the same time autonomous, autonomous, and spontaneous collective regulation, and also a strong walk through and a high profit journalism.

387
01:00:08.620 --> 01:00:15.530
and we have to point the wall of the cabin chief as first line proximity management

388
01:00:15.780 --> 01:00:25.770
because you have some tasks, the same task than other flight or the dams, but also other tax. You also have control, regulation, function.

389
01:00:25.880 --> 01:00:32.110
mediation, world's activities, for example, to deal in case of intercutable situation.

390
01:00:32.120 --> 01:00:35.859
because a cabin crew is supposed to make things easier.

391
01:00:37.350 --> 01:00:51.099
So it's important to show the supportive coup and cooperative collective work which makes everyone's work easier. So I have some sentences from the flight at A down where they

392
01:00:51.290 --> 01:00:56.479
they say Timwork is very essential and put on to Walker

393
01:00:56.710 --> 01:01:04.250
collectively in a group to to deal with different kind of problems. It's a very support resource.

394
01:01:08.480 --> 01:01:13.389
for example, we have. this, this, this was a

395
01:01:13.640 --> 01:01:32.279
which shows that if I want to relationship with colleagues among female and male cabin crew members. for example, they point that there is a good team spirit at work that the interaction with other flight notads are generally good, co-workers are competent.

396
01:01:32.440 --> 01:01:36.240
A posture is essential to the work of cabin crew.

397
01:01:36.760 --> 01:01:49.230
and also they are attentive to the fact that they have to build a personal relationship with colleagues doing the layover, for example. But it shows that

398
01:01:49.450 --> 01:01:58.970
the work, the collective work is very important, and they need cooperation and solidarity doing the plane. And after the plane or so.

399
01:02:00.770 --> 01:02:07.280
just in addition to the to this results.

400
01:02:07.360 --> 01:02:25.579
 there is sometimes a in more common work situations. So they feel stressful because of lack of resources because of intensification of work, the lack of material resources. Some company pressures like in time pressure.

401
01:02:25.620 --> 01:02:34.639
and also the change on they remarking, passengers be of your because they be, they remarked, more difficult and risky passengers.

402
01:02:34.670 --> 01:02:37.859
Some cases, for example, of a red.

403
01:02:39.000 --> 01:02:44.889
So, in a way, in one hand, you have

404
01:02:46.010 --> 01:03:00.740
a standardized exchange between passengers and cabin crew, but in certain situations which need to be managed. You have cultural norms and differences which are expressed.

405
01:03:01.020 --> 01:03:13.979
For example, when you have your only passengers. they can have also dissatisfaction with flight, delays with flying conditions, not comfortable seats, for example, they can also have collective outburst.

406
01:03:14.020 --> 01:03:29.269
You for the passenger. the The flight contents have also to deal with. Of course, medical case of emergencies, individual distress. So skills are needed to avoid or manage conflicts which in a plane is very useful.

407
01:03:29.300 --> 01:03:33.630
and they have so sometimes difficulties with some passengers.

408
01:03:33.650 --> 01:03:40.450
even in the work, business class or economic class, and on the plane, it can happen

409
01:03:42.100 --> 01:03:52.840
so they have to work in usual situations, and also to manage unusual situations. For example, tensions, an antacular situation to we manage

410
01:03:53.080 --> 01:03:56.679
by the flight underdogs, and also by the

411
01:03:57.110 --> 01:04:20.950
You can have. For example, turnstone conflicts with passengers or between passengers like in system, various request interactions. They want to change seeds. They always ask for information. You can also have inappropriate passengers. They have your. They speak loudly, they are taking a space of the neighborhood seat. It happened to me last time twice.

412
01:04:22.650 --> 01:04:40.420
They can also have aggressive behavior in shirts, opposition, dissatisfaction, and sometimes depend on the plane's destination. Specific religious situations as priest on the aircraft floor. So they can do that.

413
01:04:40.610 --> 01:04:56.050
of course, then flight entrepreneurs have to manage the situations with if I want to. So I want to to point the fact that the current resources are the colleagues. So it's collective resources and individual skills.

414
01:04:57.380 --> 01:05:00.900
So it's social regulation and professional adaptation.

415
01:05:01.630 --> 01:05:07.100
 so they have to analyze

416
01:05:07.300 --> 01:05:08.960
a

417
01:05:10.880 --> 01:05:14.649
these anti-cultural dimensions of their work.

418
01:05:15.450 --> 01:05:36.160
Thus they have to take into account the situation in which the intercourse is expressed, and the set of rules and standardized frameworks learn by the flight at, and don't at the same time, and they also have to be open and adapt to the specific cities, including portable ones.

419
01:05:36.810 --> 01:05:54.920
So one of the interesting results are on the professional and and integral skills competence. They have a wide range of social and and interpretable competitors which are verbal and nonverbal other than those learned in the initial training

420
01:05:55.070 --> 01:06:15.939
and developed with experience in this international work context, for example, communication, listening, open mindedness, understanding, acceptance, inclusion, caring sometimes because they have to care. Some passengers

421
01:06:17.180 --> 01:06:21.549
also competence in adaptation. don't I see?

422
01:06:22.580 --> 01:06:37.259
And emotional work? I think yesterday we some of the presenter users this concept from a orchard which he developed on the flight and the dance and emotional stability, too.

423
01:06:37.650 --> 01:06:52.309
So these important skills influence the work behavior of the cabin crew and the way they carry out their work, and the resolution of tension of pontoon complex among colleagues, but also with passengers.

424
01:06:52.860 --> 01:06:59.749
and I had that to collective work or so, because the source of the cabin coincidence.

425
01:06:59.800 --> 01:07:06.510
I need those colleagues and also need team of communication. And I want to add that.

426
01:07:06.830 --> 01:07:10.450
But I didn't develop this aspect.

427
01:07:10.500 --> 01:07:28.950
but I want to add that most of the authors talks on interpretable competencies as individual. But I would like to to analyze more the fact that it can also be collective, collective, and to to all competencies.

428
01:07:28.960 --> 01:07:48.370
because they have to to to manage together the way they adapt, and the way they respond to the situation, too, and they can exchange them together on the specifics specific specificities of the situation.

429
01:07:48.720 --> 01:07:50.309
So it's a

430
01:07:50.940 --> 01:07:53.389
question of collective competence to

431
01:07:54.870 --> 01:08:00.600
I think I am on the Co question already. Okay, is it? Okay?

432
01:08:01.320 --> 01:08:02.200
So

433
01:08:04.480 --> 01:08:19.970
yes, that's it's what I wanted to had, in fact, on my conclusion, is the fact that they are also individual. But I think it's also collective competencies, entrepreneurial competencies, or multicultural competencies.

434
01:08:20.740 --> 01:08:21.859
And so

435
01:08:22.910 --> 01:08:33.900
I wanted to add to that sociology as knowledge and as practice. It's so useful and important to develop these competencies.

436
01:08:34.630 --> 01:08:35.990
because

437
01:08:36.060 --> 01:08:43.030
sociology at us to understand the other culture, and to be to analyze

438
01:08:43.090 --> 01:08:47.210
different Couture, even if we are not from this culture.

439
01:08:47.330 --> 01:09:02.279
So it's very important. It's multi cortical copper tenses different from the enterprise competencies. For example, you can learn because of your trajectories, your education, your training, but also

440
01:09:02.740 --> 01:09:07.579
you can learn by your other experiences. And

441
01:09:08.180 --> 01:09:11.250
socio-. So that's for a solution.

442
01:09:11.690 --> 01:09:23.670
So now in the filter, we can see that there is an increasing air traffic volume as activities, even in the context of climate change with our government around us.

443
01:09:23.820 --> 01:09:35.560
And this program of Gwyn aircraft and the carbon is so in this context of increasing globalization and internationalization, these skills and organization of work are even more necessary

444
01:09:35.700 --> 01:09:53.449
with the social and integral competencies, and also with the support resources of the cool level work collective on board. So this collective work can help and develop the

445
01:09:53.590 --> 01:09:58.950
Allies on the deal, the integral situation in the aircraft.

446
01:09:59.180 --> 01:10:15.270
But we can see also that it's not so easy because of the diversification and the intensification of work. Some of these skills activities are difficult for flattened to develop. especially in case of intensification of work.

447
01:10:16.950 --> 01:10:17.970
Well.

448
01:10:18.970 --> 01:10:20.190
I thank you

449
01:10:23.210 --> 01:10:24.360
some of

450
01:10:24.400 --> 01:10:33.080
some references. We wrote some articles or chapters of books we would with J. And Gabriel.

451
01:10:33.210 --> 01:10:34.680
Thank you very much.

452
01:10:34.870 --> 01:10:35.690
But

453
01:10:35.790 --> 01:10:44.020
thank you very much to you. Thank you. And again, for this presentation. And we we see the the case of coming who is very

454
01:10:44.500 --> 01:10:54.579
 illustrative of the multicultural interaction we can discuss about the

455
01:10:55.080 --> 01:11:05.460
 Now we have the last, but not least, the presentation. From a kago we go to the

456
01:11:05.560 --> 01:11:14.660
the University of Montreal about experiencing discrimination, but by neuralize it, workers. But before I have to

457
01:11:15.090 --> 01:11:17.630
to to load the

458
01:11:24.910 --> 01:11:25.800
and

459
01:11:26.210 --> 01:11:29.110
and she's going, she normally calls.

460
01:11:29.740 --> 01:11:33.140
Carole Yerochewski: Okay, I I thank you.

461
01:11:33.230 --> 01:11:35.190
Carole Yerochewski: I I am going to share.

462
01:11:39.740 --> 01:11:41.710
Carole Yerochewski: Okay.

463
01:11:43.930 --> 01:11:46.620
Carole Yerochewski: so that's a for you. Now.

464
01:11:48.170 --> 01:11:49.350
Carole Yerochewski: okay.

465
01:11:50.420 --> 01:11:53.990
Carole Yerochewski: so just a moment, because

466
01:11:54.880 --> 01:11:57.039
Carole Yerochewski: I need to do something.

467
01:11:59.000 --> 01:11:59.960
Carole Yerochewski: Me?

468
01:12:02.350 --> 01:12:03.500
Carole Yerochewski: Okay.

469
01:12:04.370 --> 01:12:05.060
there.

470
01:12:05.770 --> 01:12:06.700
Carole Yerochewski: So

471
01:12:07.080 --> 01:12:10.400
Carole Yerochewski:  okay.

472
01:12:11.850 --> 01:12:12.940
Carole Yerochewski: But I'm

473
01:12:14.930 --> 01:12:18.309
Carole Yerochewski: they like it to be literally with you

474
01:12:18.720 --> 01:12:24.130
Carole Yerochewski: this morning, which correct to the the early evening in Montreal.

475
01:12:24.530 --> 01:12:26.130
Carole Yerochewski: Not tonight. From

476
01:12:27.620 --> 01:12:40.010
Carole Yerochewski: in this communication I'm going to present the results of a questionnaire that has been you know, I mean use sorry, zoom and is workplaces

477
01:12:40.490 --> 01:12:46.339
Carole Yerochewski: for reasons of confidentiality I won't name the same time level body involved.

478
01:12:46.510 --> 01:13:01.309
Carole Yerochewski: however, in view of all the surveys to created in you know I need to play workplaces by other unions. We can assume that What you are about to see is in

479
01:13:01.390 --> 01:13:12.260
Carole Yerochewski: no way specific to the workplace today, even in the reaction of local unions aspects I will deal with in my conclusion

480
01:13:12.460 --> 01:13:18.580
Carole Yerochewski: the striking results don't seem to be specific to any particular sometimes.

481
01:13:20.280 --> 01:13:21.090
Carole Yerochewski: So.

482
01:13:22.250 --> 01:13:28.450
Carole Yerochewski: sorry. So here is a is a plan.

483
01:13:29.490 --> 01:13:37.749
Carole Yerochewski: First, the methodology. the specificities of the many results.

484
01:13:38.090 --> 01:13:41.640
Carole Yerochewski: and some question and

485
01:13:41.700 --> 01:13:48.570
Carole Yerochewski: consideration in as conclusion, naming and committing systemic racism.

486
01:13:49.550 --> 01:13:50.540
Carole Yerochewski: Okay?

487
01:13:51.120 --> 01:13:54.710
Carole Yerochewski:  so

488
01:13:55.770 --> 01:13:57.369
Carole Yerochewski: the

489
01:13:58.500 --> 01:14:04.810
Carole Yerochewski: his dinner. we want it to understand what

490
01:14:04.890 --> 01:14:06.989
Carole Yerochewski: happened since the workplace.

491
01:14:07.050 --> 01:14:16.670
Carole Yerochewski: I was systemic. Her system manifests itself. We had announced in this in the introduction to the Survey.

492
01:14:17.460 --> 01:14:25.019
Carole Yerochewski: and we still collect it to all the Union member. Not only people, okay.

493
01:14:25.330 --> 01:14:39.569
Carole Yerochewski: And we W. Correctly avoided and do seen a response about what dresses versus discrimination was. We wanted to know how people qualified, what they had experienced or witnesses.

494
01:14:39.580 --> 01:14:45.580
Carole Yerochewski: So there were both closed and open question in the

495
01:14:45.750 --> 01:14:47.520
Carole Yerochewski: so serving as a Christian

496
01:14:48.260 --> 01:14:50.550
Carole Yerochewski: my Internet.

497
01:14:50.570 --> 01:14:53.220
Carole Yerochewski: because the trade unions

498
01:14:54.040 --> 01:15:00.809
Carole Yerochewski: made circulate by Internet. It's a necessary sample of one and 2

499
01:15:01.190 --> 01:15:10.449
Carole Yerochewski: and silly. The literature says that. So yes, it's rather educated people, not socially is elected who answer.

500
01:15:10.730 --> 01:15:17.239
Carole Yerochewski: But in any case, in

501
01:15:17.630 --> 01:15:22.710
Carole Yerochewski: it's the case, and and

502
01:15:23.580 --> 01:15:33.290
Carole Yerochewski: also in among wrestlers, people or many me are more highly educated than the

503
01:15:33.300 --> 01:15:40.989
Carole Yerochewski: that's not really a best year for us. because of it. It was a

504
01:15:41.710 --> 01:15:44.089
Carole Yerochewski: members of the Union.

505
01:15:44.530 --> 01:16:01.210
Carole Yerochewski:  and in general Union members are less is elected. But of course we don't claim. I I don't claim to be strategically representative so we but

506
01:16:01.410 --> 01:16:03.350
Carole Yerochewski: so results with

507
01:16:08.320 --> 01:16:10.740
Carole Yerochewski: key squared test, etc.

508
01:16:11.230 --> 01:16:20.709
Carole Yerochewski:  however, we can achieve very good responses with by the other Internet.

509
01:16:20.890 --> 01:16:33.559
Carole Yerochewski:  Oh, people said that Lee charges that 2.5% is already a questionable here. It's a 4 persons.

510
01:16:33.940 --> 01:16:41.210
Carole Yerochewski:  and you can see there was a

511
01:16:41.340 --> 01:16:46.119
Carole Yerochewski: 1,859 women.

512
01:16:46.560 --> 01:16:52.760
Carole Yerochewski: So more woman. But there are more women members in the unions studies

513
01:16:52.890 --> 01:16:57.499
Carole Yerochewski: and I already

514
01:16:57.790 --> 01:17:16.089
Carole Yerochewski: more than not only one sort of wrestling people if we I did to ethnic minorities also many minorities because we add at the end of the questioner question about.

515
01:17:16.150 --> 01:17:17.210
Carole Yerochewski: but to

516
01:17:17.300 --> 01:17:20.949
Carole Yerochewski: identification of like

517
01:17:21.140 --> 01:17:35.400
Carole Yerochewski: are you a man, woman, or there, do you consider a number of opposite pop? Original people? Russia is people, and so on. Some people as months

518
01:17:35.490 --> 01:17:47.669
Carole Yerochewski: mentioned. they belong to ethnic minorities, but not but experimented

519
01:17:48.550 --> 01:17:53.470
Carole Yerochewski: systemic or racism discrimination.

520
01:17:54.690 --> 01:18:02.760
Carole Yerochewski:  what is? Yeah, in interesting years, that's  

521
01:18:03.560 --> 01:18:09.650
Carole Yerochewski: We'd like to think that Russia is people that are less committed, less involved.

522
01:18:09.760 --> 01:18:14.479
Carole Yerochewski: But here their participation are very important.

523
01:18:14.860 --> 01:18:16.890
Carole Yerochewski: And

524
01:18:16.960 --> 01:18:24.340
Carole Yerochewski: it's a little more than the average for their representation in the workplace since studio

525
01:18:24.690 --> 01:18:31.050
Carole Yerochewski: but as we are in Montreal. We didn't cover the whole of Quebec.

526
01:18:31.120 --> 01:18:36.999
Carole Yerochewski: we know that, Montreal as the ais concentrations of rationalist people.

527
01:18:37.300 --> 01:18:42.890
Carole Yerochewski: so  we

528
01:18:42.960 --> 01:18:45.319
Carole Yerochewski: we can say that it's

529
01:18:45.380 --> 01:18:48.140
Carole Yerochewski: not to serve representation. But

530
01:18:48.230 --> 01:18:57.620
Carole Yerochewski: now we can say that Russia is, people are not motivated in responding and participate. And so

531
01:18:57.800 --> 01:19:01.820
Carole Yerochewski: we know that because we have questions about that.

532
01:19:01.830 --> 01:19:16.680
Carole Yerochewski: that's a 77% of respondents are involved in union live. The figure is 87%.

533
01:19:17.520 --> 01:19:22.149
Carole Yerochewski: So it's a a a good percentage

534
01:19:22.710 --> 01:19:30.719
Carole Yerochewski: no. I'm questioning here on 2 variables.

535
01:19:30.760 --> 01:19:38.489
Carole Yerochewski: Rest of the existence on gender. because, as we shall see, there, these are involved in the

536
01:19:38.520 --> 01:19:42.580
Carole Yerochewski: and to the question I am interested in here.

537
01:19:43.260 --> 01:19:58.330
Carole Yerochewski: and the the question here is, it's an open and question is, have you experienced or witnesses injustice or discriminatory treatment. If so, please give us an example.

538
01:19:58.640 --> 01:20:02.649
Carole Yerochewski: So it's very important. They give us one example.

539
01:20:03.680 --> 01:20:12.380
Carole Yerochewski:  so to exploit the data with as best of where I first add to the in service.

540
01:20:12.410 --> 01:20:18.520
Carole Yerochewski: and this create analysis categories based on the answer in an adjective approach.

541
01:20:18.600 --> 01:20:29.040
Carole Yerochewski: Of course I do on the literature which remains fairly discrete about what happens in the workplace, even though this is a measure concern

542
01:20:29.190 --> 01:20:33.560
Carole Yerochewski: for the people as

543
01:20:33.650 --> 01:20:38.400
Carole Yerochewski: some metre. Actually, I'm only pointed.

544
01:20:40.260 --> 01:20:49.580
Carole Yerochewski: We do know, however, that refugees to recreate or promote, and the deviation of skills are recurrent problems.

545
01:20:49.730 --> 01:20:58.640
Carole Yerochewski: This is not to say over that we can blame international as well as we explicitly challenge the law.

546
01:20:58.690 --> 01:21:03.879
Carole Yerochewski: This is the subject of systemic racism as Victor. How many points out.

547
01:21:03.900 --> 01:21:15.840
Carole Yerochewski: So subjective experience of systemic discrimination arises from participation in a social interaction in which an actor and those with authority.

548
01:21:16.360 --> 01:21:30.209
Carole Yerochewski: we'll get less of whether this authority is formal or informal, Martian of symbolic, explicit, or implied, etc., locally. actually, the relationship of structural inequality

549
01:21:30.710 --> 01:21:35.209
Carole Yerochewski: so open and did question like Zoom.

550
01:21:37.100 --> 01:21:43.029
Carole Yerochewski: do you experience and give an example, please,

551
01:21:43.530 --> 01:21:46.190
Carole Yerochewski: appeal to subjective experience

552
01:21:49.130 --> 01:21:50.610
Carole Yerochewski: and sorry.

553
01:21:55.060 --> 01:21:57.290
Carole Yerochewski: and the

554
01:21:57.330 --> 01:22:01.600
Carole Yerochewski: it's different from the notion of perceptions.

555
01:22:03.690 --> 01:22:05.640
Carole Yerochewski: they are at the nexus

556
01:22:05.690 --> 01:22:09.670
Carole Yerochewski: of phenomena structural

557
01:22:10.870 --> 01:22:21.610
Carole Yerochewski:  like socioeconomic inequality of protecting versus people.

558
01:22:21.860 --> 01:22:30.960
Carole Yerochewski: confinement to specific sectors of activity and refugee to recreate for skills, jobs or promotion

559
01:22:31.360 --> 01:22:33.950
Carole Yerochewski: and

560
01:22:34.050 --> 01:22:40.539
Carole Yerochewski: individual phenomena like, actually. So so it's possible to

561
01:22:41.230 --> 01:22:52.120
Carole Yerochewski: the actualization of situation, of inequality by individuals in position of power link to the explicit or implicit positions of

562
01:22:52.360 --> 01:22:56.879
Carole Yerochewski: organization. Like management, are your qualifications

563
01:22:57.250 --> 01:23:00.439
Carole Yerochewski: like teacher?

564
01:23:01.960 --> 01:23:06.180
Carole Yerochewski:  there's a those things we we know

565
01:23:06.470 --> 01:23:11.730
Carole Yerochewski: and about out to what we can.

566
01:23:11.790 --> 01:23:16.210
Carole Yerochewski: expect to to read it in the responses.

567
01:23:16.360 --> 01:23:20.660
Carole Yerochewski: So we also know that there are frequent make for aggressions.

568
01:23:20.980 --> 01:23:28.450
Carole Yerochewski: What we're going to do. They're called repetitive on corrosive but legally and asiable, make for inequities.

569
01:23:28.570 --> 01:23:33.319
Carole Yerochewski: And but he is a systemic nature of racism and discrimination.

570
01:23:34.790 --> 01:23:43.949
Carole Yerochewski: So let's not forget the definition of systemic racism as a and social relationship, rooted in institutions

571
01:23:44.050 --> 01:23:49.210
Carole Yerochewski: where individual and collective practices. where they are in

572
01:23:49.290 --> 01:23:53.649
Carole Yerochewski: no intentional or not intermingle.

573
01:23:56.040 --> 01:23:57.990
Carole Yerochewski: So

574
01:23:58.130 --> 01:24:11.639
Carole Yerochewski: put in. Yet in other way, it takes individuals who commit often in internationally make for aggression, for the structure of inequality to be actually that and reproduced.

575
01:24:11.720 --> 01:24:14.430
Carole Yerochewski: So the importance to see

576
01:24:14.830 --> 01:24:20.980
Carole Yerochewski: to appeal to subjective experience and to examine the social actor interaction.

577
01:24:24.080 --> 01:24:35.440
Carole Yerochewski: So now some results. and the first of the result. you

578
01:24:35.730 --> 01:24:37.350
Carole Yerochewski: I present.

579
01:24:37.890 --> 01:24:40.070
Carole Yerochewski: in fact.

580
01:24:41.660 --> 01:24:43.990
Carole Yerochewski: us. or

581
01:24:44.050 --> 01:24:49.450
Carole Yerochewski: the members creating a new one can. And, sir.

582
01:24:49.990 --> 01:24:58.310
Carole Yerochewski: 2 main categories category of in this category of

583
01:24:59.480 --> 01:25:04.570
Carole Yerochewski: versus discrimination. And the zoom

584
01:25:05.070 --> 01:25:15.350
Carole Yerochewski:  pematic  but which is the more

585
01:25:16.070 --> 01:25:18.780
Carole Yerochewski: well, the thematic I created.

586
01:25:18.830 --> 01:25:28.060
Carole Yerochewski:  there are also 2 met 6. But with our team since that, so we can see.

587
01:25:28.100 --> 01:25:29.379
Carole Yerochewski: But

588
01:25:29.950 --> 01:25:36.689
Carole Yerochewski: is this all the more important mentioned? for each category.

589
01:25:38.260 --> 01:25:51.440
Carole Yerochewski:  So as for the the credit I I code it. It was the work press service, was it?

590
01:25:51.530 --> 01:26:06.199
Carole Yerochewski: Semantic possibilities were more limited than asking broadly about experience of discriminations. here one of the challenges was more to this language. Between what happens with

591
01:26:06.430 --> 01:26:14.510
Carole Yerochewski: I you have to call superiors colleagues of

592
01:26:14.570 --> 01:26:21.729
Carole Yerochewski: always employees with all the qualifications on this slide. So

593
01:26:22.490 --> 01:26:23.280
Carole Yerochewski: the

594
01:26:24.720 --> 01:26:30.229
Carole Yerochewski: it's to illustrate the distinction between injustice and the rest is discrimination

595
01:26:31.270 --> 01:26:41.920
Carole Yerochewski:  in individual injustice. so Experience is conjugated with the items.

596
01:26:42.130 --> 01:26:48.019
Carole Yerochewski: My boss met me alone to talk to me and criticize my personality

597
01:26:48.140 --> 01:27:05.920
Carole Yerochewski: over time of first randomly, don't text in a routine to account unfair to be forced to take vacation only when they want to. My salary step was miscalculated, and the support of my union was invaluable in directive for you, the matter

598
01:27:06.840 --> 01:27:10.300
Carole Yerochewski: paying for, and to which I'm not entitled to.

599
01:27:10.530 --> 01:27:22.300
Carole Yerochewski: Up until last year. My employee 5 indicated that I was a smoker, without asking me or expanding the importance of it or impact of this information.

600
01:27:23.320 --> 01:27:31.920
Carole Yerochewski: But for us, this discrimination. we, as boarding and unknown compliance with the collective agreement

601
01:27:32.610 --> 01:27:36.120
Carole Yerochewski: which

602
01:27:36.230 --> 01:27:39.370
Carole Yerochewski: for it, teams towards non-resident people.

603
01:27:39.570 --> 01:27:41.380
Carole Yerochewski: It's the we

604
01:27:41.720 --> 01:27:43.330
Carole Yerochewski: since

605
01:27:43.500 --> 01:27:51.449
Carole Yerochewski: so refresh all to gave leaves and fns in the volume of work given to immigrants.

606
01:27:51.710 --> 01:27:57.170
Carole Yerochewski: Also, they have no right to make mistakes compared to

607
01:27:58.030 --> 01:28:02.779
Carole Yerochewski: increased the regions of visible minorities for work breaks

608
01:28:05.590 --> 01:28:12.399
Carole Yerochewski: that was against Asian, or or what was written.

609
01:28:12.800 --> 01:28:16.750
Carole Yerochewski: When we want our complaints to be taken seriously.

610
01:28:16.850 --> 01:28:22.669
Carole Yerochewski: we pass them on through our white colleagues. It works, for sure.

611
01:28:23.430 --> 01:28:24.880
Carole Yerochewski: For example.

612
01:28:24.950 --> 01:28:29.339
Carole Yerochewski: when a Co. Has and sleep at work is asked if it's

613
01:28:29.580 --> 01:28:40.850
Carole Yerochewski: he's asked if he's doing well. it's called gently to wake him up. They want to understand they management.

614
01:28:40.980 --> 01:28:48.400
Carole Yerochewski: If it is a person of color. there is a photo session, a meeting award, an email, and even a reprimand.

615
01:28:55.490 --> 01:28:56.410
Carole Yerochewski: Okay.

616
01:29:01.900 --> 01:29:03.949
Carole Yerochewski: second.

617
01:29:03.970 --> 01:29:11.819
Carole Yerochewski:  is important, and it's

618
01:29:12.220 --> 01:29:20.510
Carole Yerochewski: unexpected result. In fact.  you.

619
01:29:20.780 --> 01:29:30.420
Carole Yerochewski: we can see the number of people who says they have experienced at least one instance of injustice or discriminatory treatment of

620
01:29:30.660 --> 01:29:35.030
Carole Yerochewski: discrimination. 70% of

621
01:29:35.620 --> 01:29:41.230
Carole Yerochewski: for the all the

622
01:29:41.510 --> 01:29:44.780
Carole Yerochewski: of 2,600

623
01:29:45.150 --> 01:29:48.210
Carole Yerochewski: 86 answers to.

624
01:29:49.200 --> 01:29:51.050
Carole Yerochewski: So it's a

625
01:29:51.390 --> 01:29:56.140
Carole Yerochewski:  an important

626
01:29:56.450 --> 01:29:59.069
Carole Yerochewski: proportion of

627
01:29:59.300 --> 01:30:03.160
Carole Yerochewski: people who, on on the the question.

628
01:30:11.510 --> 01:30:17.489
Carole Yerochewski: In addition, there is also 603 people

629
01:30:17.690 --> 01:30:24.209
Carole Yerochewski: 22 point 4 of those who responded to the survey question. There

630
01:30:24.590 --> 01:30:31.089
Carole Yerochewski: they add witnesses, and in just this or discriminatory treatment.

631
01:30:33.440 --> 01:30:41.310
Carole Yerochewski: But some of them say they add also experience, so we can't add them up. But it's closer, in fact.

632
01:30:41.340 --> 01:30:43.320
Carole Yerochewski: to 40%

633
01:30:43.410 --> 01:30:47.700
Carole Yerochewski: the number of people

634
01:30:47.860 --> 01:30:52.569
Carole Yerochewski: who can sick the they see, or they experience something.

635
01:30:54.310 --> 01:30:55.970
Carole Yerochewski: And

636
01:30:58.030 --> 01:31:10.039
Carole Yerochewski: This is so really an unexpected result, but particularly revenue of the that I companies lean management, etc.

637
01:31:10.250 --> 01:31:14.090
Carole Yerochewski: And which hasn't been stressed enough

638
01:31:18.210 --> 01:31:28.959
Carole Yerochewski:  to understand the results and the to keep confidentiality. we

639
01:31:29.020 --> 01:31:38.010
Carole Yerochewski: I I didn't give the results for each. But I made

640
01:31:38.700 --> 01:31:46.690
Carole Yerochewski:  I would say. Recruitment of by my job, by

641
01:31:46.800 --> 01:31:59.940
Carole Yerochewski: kind of jobs you want. That's what you can read the school support jobs, technical and administrative support, particularly in high school. So it different from school.

642
01:32:00.110 --> 01:32:08.760
Carole Yerochewski: It's higher.  it's a in the representation, a little higher

643
01:32:08.890 --> 01:32:09.920
Carole Yerochewski: teaching

644
01:32:09.990 --> 01:32:20.790
Carole Yerochewski: high school. university. So the teacher, low, skilled job in else social services. Sorry for the

645
01:32:20.980 --> 01:32:25.189
excuse me, you have to to conclude, please.

646
01:32:25.890 --> 01:32:33.080
Carole Yerochewski: Oh, okay, take 1 min. Okay.  so

647
01:32:37.520 --> 01:32:52.610
Carole Yerochewski:  what? I just shows the the, the jet positive. So we can see also that there is a problem of sexes inside the

648
01:32:53.050 --> 01:32:54.450
Carole Yerochewski: and justice

649
01:32:54.590 --> 01:33:00.360
Carole Yerochewski: but the sexism is buried under racism

650
01:33:00.430 --> 01:33:03.639
Carole Yerochewski: for

651
01:33:03.830 --> 01:33:10.949
Carole Yerochewski: that's the more important for her is the racism the they confront.

652
01:33:11.690 --> 01:33:21.439
Carole Yerochewski: and there are many also. And the other thing is that even if

653
01:33:21.650 --> 01:33:42.379
Carole Yerochewski: people workers are many to to say they experiment injustices or discrimination. We have to see to to remarks that

654
01:33:42.710 --> 01:33:45.000
Carole Yerochewski: as

655
01:33:45.400 --> 01:33:47.760
Carole Yerochewski: 3

656
01:33:48.010 --> 01:33:48.950
Carole Yerochewski: it's all right.

657
01:33:50.840 --> 01:33:52.660
Carole Yerochewski: Okay,

658
01:33:55.020 --> 01:33:59.549
Carole Yerochewski: So 3 times more likely to suffer discriminations.

659
01:34:00.299 --> 01:34:10.000
Carole Yerochewski: So here I stop for that. That's okay. And I can say it was our thing about completion in the

660
01:34:11.139 --> 01:34:12.680
Carole Yerochewski: answer. Any question.

661
01:34:13.500 --> 01:34:14.879
Yes, thank you.

662
01:34:17.660 --> 01:34:28.020
You show the the the importance of the in Texas and in Text Section all our but the also in the in.

663
01:34:28.530 --> 01:34:31.690
I see. No.

664
01:34:31.969 --> 01:34:37.040
we can start to. Oh, I'll move on.

665
01:34:39.150 --> 01:34:42.789
We can start the of questions and comments.

666
01:34:42.969 --> 01:34:48.060
I don't know if some of you want to ask the questions.

667
01:34:49.639 --> 01:34:51.880
 yes, please.

668
01:34:53.260 --> 01:34:55.750
would you? I told you to?

669
01:34:55.809 --> 01:35:18.429
Yes, I am means Thomas from Toulouse University, and I have a question for an for her presentation on on the flight stewards. And it's all very all. All presentations were very interesting. And I was just thinking about your subject. I think the session subject was inter cultural relations something like this.

670
01:35:18.450 --> 01:35:20.629
And I I

671
01:35:20.670 --> 01:35:44.929
couldn't really distinguish what was intercultural. in your study, because, of course, as I can. Give an example. For example, we all know airlines. So so we know sometimes there may be intercultural interactions, and also that flight attendants are with language. And all this kind of. I think there was one line about religion, and

672
01:35:44.930 --> 01:35:54.290
in a way, but we know that these questions are not very often does not do not appear very often in in

673
01:35:55.230 --> 01:36:18.169
how to say in in the real life. So, for for example, when I had my last flight, I was on Singapore airlines. I I told the flight attendant to not to wake me up for beverages and for eating, and they systematically baked me up. So we we we we can interpret it, of of of some kind of inter cultural relations, because.

674
01:36:18.170 --> 01:36:28.319
they have some kind of culture of over service in Southeast Asia, you know, in hotels, and they want to show that they are really active, that they give you things.

675
01:36:28.320 --> 01:36:46.910
And for me, it could be seen as a nonrespect of the customer relations. We have usual social relations. So I I I put this example to give you the opportunity a little bit to say what is really intercultural, what is usual customer relations, what is? And how did you?

676
01:36:46.910 --> 01:37:01.190
What? Maybe some really cases of intercultural conflicts, or you have seen or or you have heard about, which are different from just the work situation. It seems to me that you have not

677
01:37:01.190 --> 01:37:04.510
researched intercultural relations, but that you have

678
01:37:04.520 --> 01:37:12.660
questions, your material after on the focus of intercultural relations. Am I right, or am I wrong? Or

679
01:37:13.080 --> 01:37:26.960
yes, it works. Yes, thank you for your question, because it's also a question I have for this research, too, because sometimes the frontiers

680
01:37:27.120 --> 01:37:38.109
between social situations and more generalized, more general and intercutable situations are very closed, in fact.

681
01:37:38.150 --> 01:37:39.870
and

682
01:37:40.030 --> 01:37:41.050
but

683
01:37:41.240 --> 01:37:58.579
saying that some situations of conflicts or tension, for example, between passengers, can be viewed also, like integral relations and enterprise situations.

684
01:37:58.660 --> 01:38:03.740
I could say several examples. But

685
01:38:03.840 --> 01:38:13.780
and I don't want to be neither in the stereotypes, you see, because there are types of behavior in the plane

686
01:38:14.100 --> 01:38:21.249
depending on the passengers to their attitude, for example, to the ostes. Sometimes

687
01:38:22.540 --> 01:38:27.270
that's it, and also, for example,

688
01:38:27.800 --> 01:38:38.450
conflicts between the passengers. So they have. It's not always the different ones, and the frontiers is not always on the object.

689
01:38:39.630 --> 01:38:42.960
but it's also on the way they respond

690
01:38:43.130 --> 01:38:54.530
to the conflicts and to the tensions. For example, to deal a conflict between passengers.

691
01:38:54.540 --> 01:38:57.650
 Oh.

692
01:38:57.690 --> 01:39:05.749
do something, I mean, if he did some, if he if he acts, he'll have to take care of the, for example, of the 2 creatures.

693
01:39:06.600 --> 01:39:35.759
you don't. It doesn't have always to to do a normalized response. So it's more in terms of a response than in terms of type of situations. I could say, because the function is very close. But sometimes I said very briefly, but, for example, it's my case, but I was in the plane last week, and I was seated the nearby 2 persons in different places in the 2 flights, I mean.

694
01:39:35.760 --> 01:40:04.720
One of them was a man. I was in Arizona when one of them was a man. It was very. He spoke very loud, for example, and it was very not aggressive, but very, very. It seems very busy. He wanted always to walk, and so on, and it could be a social situation. But it's also a cultural situation, I think, in the way they have to to manage the people

695
01:40:04.750 --> 01:40:07.559
to deal and to

696
01:40:07.880 --> 01:40:32.420
that's it. And another was one lady next to me. She was always, you know, be very take a lot of place. And as she was older than me, she thought I was. Maybe the girl who has a to respond to her demands. So she was always asking me a lot of things in Indiana

697
01:40:32.650 --> 01:40:56.570
and I. She didn't understand English, for example. So it was, in fact, me who would deal with her. But I had to. Yes, so it's a is a way you. You respond to this situation. So you have to adapt. You have to be a open-minded and open open minded. Yes, and the way and I have empathy to 150.

698
01:40:56.930 --> 01:41:10.180
That's it, for example. And yeah, so there are other cultural situations, for example. So people who want to do their priest in the airplane

699
01:41:10.260 --> 01:41:12.910
floor. So they do heat.

700
01:41:13.130 --> 01:41:19.620
and so sometimes they have to to deal with that and with the other passengers.

701
01:41:19.760 --> 01:41:26.309
And yes, sometimes it depends on the behavior and the way they respond to the behavior.

702
01:41:27.940 --> 01:41:33.240
I hope I also. But it's a very important question. Yes. thank you. And

703
01:41:33.330 --> 01:41:43.760
that's a question. Yes, we have 5, 10 min. I I was wondering, and thank you for all for presentation.

704
01:41:43.950 --> 01:41:45.860
It was very interesting.

705
01:41:46.980 --> 01:41:51.670
I was wondering if the question of

706
01:41:51.730 --> 01:42:15.640
there is something that it's not stabilized, I think, actually, in what you are studying. I mean, like, it's strange, because we understand in chocolateurel intersectionality and stuff like that, Charlotte, to serve, and, like Carol, very interesting and main trainings of the Lakeball market.

707
01:42:16.060 --> 01:42:19.959
which we can notice and observe

708
01:42:20.010 --> 01:42:31.070
discriminations, racism, systemic racism depends which country we are speaking about. I think that we need to go further, because

709
01:42:31.780 --> 01:42:42.720
I think that this is very different. To speak about a compartment behavior of people in a plane, for example.

710
01:42:42.870 --> 01:42:47.280
and the intercultural is something that can explain. But I'm

711
01:42:47.330 --> 01:42:54.909
and I think that it's a way of behaving in a in a plane like, if we take the plane like an industry.

712
01:42:55.080 --> 01:42:59.299
and the client is at the center. Okay? So

713
01:42:59.360 --> 01:43:09.080
I don't know. I I would like to to to ask you. I have no, no, a little comment. I'm sorry if my English is not clear. I'm a little bit

714
01:43:09.330 --> 01:43:16.149
if the intersectionality is not, is useful for you is a concept useful for you

715
01:43:16.190 --> 01:43:17.910
on the

716
01:43:19.630 --> 01:43:22.330
yes, something like that.

717
01:43:23.590 --> 01:43:25.650
I don't know if it's clear. Yeah.

718
01:43:28.160 --> 01:43:41.799
Well, did you want to come here. Yes, but after for the pictures, one of the things when listening to you, intersectionality is at the root of everything.

719
01:43:42.380 --> 01:43:47.590
and critical race theory actually underpins it all for us.

720
01:43:48.020 --> 01:43:55.199
The other thing I want to say is that we've been listening to 3 h almost of

721
01:43:55.280 --> 01:44:00.129
secondary trauma research. But most of us do here?

722
01:44:00.560 --> 01:44:11.340
How do we, as researchers, recognize that trauma that we, you know, when Carol was talking about the racism and all of that, we're absorbing it.

723
01:44:11.820 --> 01:44:28.700
Never mind, you know. How do we? Then, as research, get some relief? You've been listening to it. What do we do. you know, delivering a paper at a conference is easy. But Charlotte, Carol myself, and you

724
01:44:28.810 --> 01:44:36.740
we're all experiencing this. How do we, then, debrief? So I'm opening that question as well.

725
01:44:44.010 --> 01:44:46.310
Charlotte, do you want to add something?

726
01:44:46.770 --> 01:45:07.930
Charlotte CORCHETE: It's very interesting questions. yeah, I am. And I'm for in just kind of thinking, because when I was the same correspondent test and the field experiments that were showing discrimination. I my aim. It was at least to find some way to reduce discrimination

727
01:45:07.930 --> 01:45:18.540
Charlotte CORCHETE: erez agmoni It's out to make disappear, I guess, but at least to to reduce discrimination. And yeah, I think it's would be very important to think about 150

728
01:45:18.960 --> 01:45:33.659
Charlotte CORCHETE: kind of really actions to make a change, thanks to our research. So I'm very open to your your fault and advice about that as well.

729
01:45:36.690 --> 01:45:40.500
the role you went over to it.

730
01:45:42.240 --> 01:45:47.890
Carole Yerochewski:  the thank you. Thank you for

731
01:45:48.280 --> 01:45:54.920
Carole Yerochewski:  for asking that. And yes, it's difficult to

732
01:45:55.010 --> 01:46:00.420
Carole Yerochewski: to read all this This answers, but

733
01:46:00.740 --> 01:46:10.040
Carole Yerochewski:   What is important when you are acting a research, when you are

734
01:46:10.430 --> 01:46:12.029
Carole Yerochewski: doing it is

735
01:46:12.110 --> 01:46:17.259
Carole Yerochewski: to to think about the decisions of the results

736
01:46:17.680 --> 01:46:31.069
Carole Yerochewski: to to make understand how important it is to on this, on the because for some amount, the

737
01:46:31.100 --> 01:46:33.589
Carole Yerochewski: so trade unions.

738
01:46:34.750 --> 01:46:37.069
Carole Yerochewski: beginning to

739
01:46:37.080 --> 01:46:42.599
Carole Yerochewski: I to say to to understand there is

740
01:46:42.670 --> 01:46:46.160
something at stack, which is very important.

741
01:46:46.510 --> 01:46:50.100
Carole Yerochewski: But they are not measuring

742
01:46:50.120 --> 01:46:54.980
Carole Yerochewski: zoom systemic character. And

743
01:46:55.490 --> 01:46:57.729
Carole Yerochewski: oh, it's

744
01:46:57.850 --> 01:47:07.630
Carole Yerochewski:  profiling the work relations. Okay? And the importance of.

745
01:47:07.840 --> 01:47:16.180
Carole Yerochewski: I've been a real number of people. and also of women

746
01:47:16.270 --> 01:47:22.939
Carole Yerochewski: in the Union, instances in the Executive, in those or instances.

747
01:47:23.320 --> 01:47:33.080
Carole Yerochewski: and many people a real proportion of representation, because one

748
01:47:33.250 --> 01:47:36.270
Carole Yerochewski: trade union instance

749
01:47:36.670 --> 01:47:39.810
Carole Yerochewski: won't change anything

750
01:47:40.880 --> 01:47:41.850
Carole Yerochewski: so

751
01:47:42.110 --> 01:47:54.419
Carole Yerochewski: it's It's a struggle for the moment. and just to a girl is something who you can manage with the

752
01:47:54.520 --> 01:47:56.920
Carole Yerochewski: the subject you are

753
01:47:58.480 --> 01:48:02.930
Carole Yerochewski: you you you to to

754
01:48:03.370 --> 01:48:13.979
thank you. Thank you, I think, for a social scientist and sociologists in particular, the most important. Well, I think the minimum is to observe.

755
01:48:14.120 --> 01:48:19.549
to describe, to explain the reality of inequalities.

756
01:48:19.610 --> 01:48:20.900
Of course

757
01:48:21.210 --> 01:48:24.019
it's difficult to change sculptural

758
01:48:24.240 --> 01:48:33.619
a composite of the society, sexual racism, gender, inequalities, and so on. But you are to do

759
01:48:33.700 --> 01:48:34.790
good job

760
01:48:34.900 --> 01:48:39.850
in observant in describing, and after

761
01:48:40.600 --> 01:48:42.719
we have to be modest, I think so.

762
01:48:43.440 --> 01:48:52.090
It was a pleasure to help you and have a good day and a good end of this Congress.

763
01:48:56.270 --> 01:48:57.770
Carole Yerochewski: Thank you.