Taking disabilities into account, based on common human values, is an important element in collective change since it forces us to reflect on work organisation, respecting the person and his/her singularity.
The CNRS defined its policy for the disabled based on past experience of work in the field with doctors of preventive medicine and social workers, in close connection with its laboratories and services, to develop a bond of trust with the employees concerned.
Since 2007, two action plans have made important advances in terms of employment opportunities, such as opening access on a contractual basis to researchers and creating a pool of young scientists who will later be able to join the laboratories, but also in terms of taking disabilities into account in work organisation.
The new CNRS action plan covering 2016-2019 has two vocations: to capitalise on the actions undertaken and open new fields in connection with the institution’s other policies. It is a question of consolidating what has begun, verifying that the practices of integration and support are established everywhere and considering at the same time the impacts of our property, digital and purchasing policies on the professional life of disabled staff and working collectives.
Further information: http://handicap.cnrs.fr
Human resources policy
Maintaining skills at the highest level, professional development throughout a career, responsibility and proximity: the CNRS implements a human resources strategy in the service of science, encouraging creativity and job satisfaction.
Actors at local and national levels
Human Resources Department (DRH)
It ensures the expertise and monitoring of major HR fields and procedures: competitions, careers and professional development, mobility, training, social action, prospective employment and skills, workforce management and supervision. It manages the relationship with social partners and organises the network of HR actors.
They define the main lines of scientific policy, in conjunction with the National Committee for Scientific Research. They convey them in the annual budget arbitrations, by anticipating the units’ needs in employment and skills.
Regional delegation human resources services (SRH)
They support the staff and implement the HR strategy of the CNRS. They inform and advise the unit departments.
They monitor the projects of laboratory teams and services, in conjunction with associated partners.
Conscious of the changes in society and with a desire to mobilize all energies in the service of research, in 2001 the CNRS initiated an innovative approach to improve professional equality and the balance between women and men by creating a "Mission for the place of women at the CNRS".