{"id":1241,"date":"2015-05-29T09:13:18","date_gmt":"2015-05-29T09:13:18","guid":{"rendered":"http:\/\/cifordom.net\/?p=1241"},"modified":"2015-06-26T08:58:27","modified_gmt":"2015-06-26T08:58:27","slug":"fin-du-cv-anonyme","status":"publish","type":"post","link":"http:\/\/cifordom.net\/en\/fin-du-cv-anonyme\/","title":{"rendered":"FIN DU CV ANONYME"},"content":{"rendered":"<p>La loi n\u00b0 2006-396 du 31 mars 2006 pour l&#8217;\u00e9galit\u00e9 des chances a introduit dans le code du travail l&#8217;article L.\u00a0121-6-1, depuis lors devenu article L.\u00a01221-7, qui \u00e9nonce\u00a0: \u00ab\u00a0<em>Dans les entreprises de cinquante salari\u00e9s et plus, les informations mentionn\u00e9es \u00e0 l&#8217;article L.\u00a01221-6 et communiqu\u00e9es par \u00e9crit par le candidat \u00e0 un emploi ne peuvent \u00eatre examin\u00e9es que dans des conditions pr\u00e9servant son anonymat.\u00a0\u00bb<\/em><\/p>\n<p>M\u00eame si le principe du CV anonyme semblait s\u00e9duisant et simple dans son \u00e9nonc\u00e9, un rapport remis par Jean-Christophe Sciberras d\u00e9montre que les candidats issus de l&#8217;immigration ou r\u00e9sidants dans les zones urbaines sensibles ont encore moins de chances de d\u00e9crocher un entretien d&#8217;embauche.<\/p>\n<p>L\u2019auteur de ce rapport rejette le caract\u00e8re obligatoire du CV anonyme qu\u2019il juge globalement inefficace et co\u00fbteux. En 2013, seulement 4% des entreprises ont appliqu\u00e9 cette mesure.<\/p>\n<p>Le 19 mai 2015, le ministre du Travail, Fran\u00e7ois Rebsamen, a annonc\u00e9 l\u2019abrogation du caract\u00e8re obligatoire du CV anonyme.<\/p>\n<p>Le CIFORDOM se f\u00e9licite de cette d\u00e9cision car nous avons toujours combattu cette mesure qui nous apparaissait \u00eatre, un d\u00e9ni d\u2019identit\u00e9, contre-productive et inappropri\u00e9e lors de son annonce en mars 2006.<\/p>\n<p>Cependant notre lutte contre les discriminations en entreprise ne s\u2019arr\u00eate pas \u00e0 la seule disparition du CV Anonyme, il existe d\u2019autres outils \u00e0 mettre en oeuvre\u00a0:<\/p>\n<ul>\n<li>Former les recruteurs (\u00e0 la non discrimination).<\/li>\n<li>Mettre en place un recrutement collectif pour limiter les discriminations.<\/li>\n<li>Engager des actions de groupe (recours collectif).<\/li>\n<li>Mettre en place un \u00ab\u00a0Tuteur \u00e0 l\u2019\u00e9galit\u00e9 des chances\u00a0\u00bb.<\/li>\n<\/ul>\n<p>Le CIFORDOM reste sensibilis\u00e9 \u00e0 la lutte contre les discriminations. Certaines des mesures propos\u00e9es le seront au sein de l\u2019entreprise (valeur \u00e9thique), d\u2019autres par l\u2019action interne des salari\u00e9s, et enfin par un travail l\u00e9gislatif appropri\u00e9 (champ politique).<\/p>\n","protected":false},"excerpt":{"rendered":"<p>La loi n\u00b0 2006-396 du 31 mars 2006 pour l&#8217;\u00e9galit\u00e9 des chances a introduit dans le code du travail l&#8217;article L.\u00a0121-6-1, depuis lors devenu article L.\u00a01221-7, qui \u00e9nonce\u00a0: \u00ab\u00a0Dans les entreprises de cinquante salari\u00e9s et plus, les informations mentionn\u00e9es \u00e0 l&#8217;article L.\u00a01221-6 et communiqu\u00e9es par \u00e9crit par le candidat \u00e0 un emploi ne peuvent \u00eatre [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[214],"tags":[212,211],"yoast_head":"<!-- This site is optimized with the Yoast 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