Diversity and equal opportunities
The CNRS promotes the diversity of profiles without distinction of gender, disability or social, ethnic or geographical origins, and wishes to offer the possibility of joining an institution of research excellence to the greatest number.
The CNRS is committed to fostering the expression of the diversity of its talents through programs and partnerships, whether in recruitment, employment and working conditions, or career development and progression.
The integration of people with disabilities and the retention of employees whose disability occurs during their working life are major concerns for CNRS, and form the basis of the policy implemented since 2007 through four successive action plans, the latest of which covers the period 2020-2024.
This is achieved by integrating disability into its HR processes, particularly with regard to the recruitment of researchers (M/F), engineers and technicians (M/F) and doctoral students (M/F), awareness-raising actions at all decision-making levels and the mobilization of referents as soon as the recruitment process begins to identify and implement the necessary workstation accommodations
Professional equality between women and men is a priority for the CNRS.
This proactive policy, which extends from CNRS headquarters to the regional delegations and research laboratories, takes the form of a large number of actions and tools. Since 2001, it has been led by the Mission pour la Place Des Femmes, which is responsible for promoting, advising and evaluating the inclusion of gender and professional equality issues in the institution's overall policy. The Mission's work is based on four main areas: promoting professional equality between women and men; promoting cross-disciplinary research on gender; promoting scientific careers among young women and female role models; and developing French, European and international partnerships. It implements and monitors a dedicated multi-year action plan, interacts with the CNRS Gender Equality Committee, and coordinates the network of regional correspondents.
The CNRS mediator, Pascale Beyma, intervenes at national level to resolve conflicts and relational difficulties experienced by CNRS employees at work, with both individual and collective impacts. She respects the mediator's code of ethics, guaranteeing independence, confidentiality, attentiveness, impartiality, neutrality and a voluntary approach. The mediator also acts as a facilitator in administrative difficulties between CNRS employees and the institution's departments. She has no decision-making powers in the performance of her duties. Each year, she submits an anonymous report to the CNRS CEO and reports on her activities to the CNRS F3SCT. It does not intervene in matters relating to scientific integrity and ethics.
As provided for in the law of August 6, 2019 on the transformation of the civil service, the CNRS has set up a listening and support unit for employees who feel they have been the victim of, or witnessed, an act of violence, discrimination, moral or sexual harassment or gender-based harassment.
The operation of the system is governed by a dedicated circular. Joël Moret-Bailly is in charge of reporting, and is assisted by a Reporting Unit.
Quality of life at work
Since 2017, CNRS has decided to make quality of life at work one of its Human Resources priorities. An action plan for a quality of working life approach has been defined, of which the QWL (Quality of Working Life) call for projects is one of the actions.
Each year, the CNRS Human Resources Department offers a call for projects on quality of life, designed to support collective initiatives on the "recipe" for developing an individual and collective sense of well-being at work within the Unit.
Health and safety at work
CNRS is committed to building a healthy working environment and integrating health and safety issues into all its activities to limit accidents and incidents. CNRS is committed to preventing occupational hazards in its 1,100 laboratories, in France and abroad, notably by drawing on each unit's Document unique d'évaluation des risques professionnels (DUERP).
A national program for the prevention of occupational hazards and the improvement of working conditions, broken down into 17 regional programs and as many action plans as there are laboratories, sets out the priorities for the future, taking into account both the reality on the ground and the strategic orientations of the establishment and those of our supervisory ministry.
At the same time, CNRS develops documentation and tools, communicates regularly on the risks encountered in laboratories, trains nearly 8,000 people each year in occupational health and safety issues, and coordinates a network of 2,200 prevention assistants.
European Human Resources Strategy
CNRS was one of the first European organizations to sign up (in 2005) to the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. It was therefore only natural for it to join the European Human Resources Strategy for Researchers, which aims to improve the practices of organizations and institutions working in the field of research, in terms of ethics, recruitment and working conditions. In 2017, it was awarded the HRS4R (Human Resources Strategy for Researchers) label, enabling it to highlight its working environment and the quality of its human resources management in the following areas: research ethics and professional responsibility, recruitment, working conditions, non-discrimination, training and professional development. The label will be renewed in 2023. With this in mind, an assessment of the previous period's actions has been drawn up, and a new action plan, aimed at all CNRS staff, is proposed for the next three years.