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Pratiques inclusives de GRH : de quoi l’inclusion est-elle le nom ?

Author

Listed:
  • Miguel Delattre

    (ISEOR - Institut de Socio-économie des Entreprises et des ORganisations - Institut de socio-économie des entreprises et des organisations, Laboratoire de Recherche Magellan - UJML - Université Jean Moulin - Lyon 3 - Université de Lyon - Institut d'Administration des Entreprises (IAE) - Lyon)

  • Yves Hallée

    (ULaval - Université Laval [Québec])

Abstract

Dans ce texte, nous questionnons les pratiques inclusives en gestion des ressources humaines et l'impact politique des institutions nationales et internationales qui font qu'elles deviennent davantage exclusives. Cela pourrait notamment s'expliquer par la prégnance du néo-libéralisme et de ses effets délétères sur l'inclusion. La notion de « marché » fut réduite qu'aux aspects « économiques » en délaissant le social et les interactions sociales qui pourtant la composent. Malgré cela, nombre d'États et d'organisations portent un discours plus inclusif alors que dans les faits, le travail atypique et la précarité deviennent de plus en plus la norme.

Suggested Citation

  • Miguel Delattre & Yves Hallée, 2024. "Pratiques inclusives de GRH : de quoi l’inclusion est-elle le nom ?," Post-Print halshs-04686034, HAL.
    • Handle: RePEc:hal:journl:halshs-04686034
    as

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