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Equality and diversity policy
In terms of gender equality and the fight against discrimination, INRAE is committed to the double Equality-Diversity accreditation under what is known as the Label Alliance. This is important to us at both the individual and collective levels, as this approach pursues our objectives of sharing values of welcome, integration, attractiveness and efficiency within our working community.
Updated on 28 February 2024 (Last update 12 April 2024)
INRAE, 1st public research establishment recognized by the double Equality-Diversity accreditation
The double Equality-Diversity accreditation which is central to INRAE’s values forms an important part of the continuity of its HR policies directed towards diversity, the defence of gender equality and the fight against discrimination.
Accredited by AFNOR in 2019, on a perimeter of four centers, for its action in favor of the fight against discrimination and professional equality between women and men, INRAE obtained, in 2022, the confirmation of this official recognition. with the extension of the double accreditation diversity - professional equality to the whole institute.
INRAE fights against stereotypes based on unconscious biases, by analyzing data that is as factual as possible (comparative situation report, Quality of life at work barometer). The priority is on recruitment. In this context, we are developing awareness-raising tools such as role-playing videos with recommendations for good practices.
In terms of gender equality, during internal promotion campaigns, INRAE imposes equal percentages of women and men among those who can be promoted and promoted and displays the results achieved.
IT IS ALSO...
Some examples of priority areas that will be developed in INRAE centers:
- Strengthen support for staff with disabilities: raising awareness among teams prior to recruitment, equipping meeting rooms, support agreements with medical and social actors, etc.
- Facilitate the integration of personnel of foreign origin: agreements with partners such as Campus France or international mobility centers for support in administrative procedures; French classes...
- Deploy actions to raise awareness of stereotypes and unconscious biases through collective and fun training.
Action plans in favor of diversity and professional equality between women and men:
These documents present the main lines of action of INRAE defined with regard to the AFNOR specifications and the civil service transformation law, in consultation with the various governance bodies of the institute and trade union organizations, as close as possible to staff concerns.
> Diversity and inclusion action plan [2021-2024]
> Gender equality in the workplace action plan [2024-2026]
The ALLODISCRIM/ALLOSEXISM counselling unit
INRAE is committed to the deliberate prevention of discrimination and sexual or gender-based violence, and a counselling unit has been set up for this purpose.
This is an external structure made available to staff who can report individual situations that they experience as discrimination or sexual and gender-based violence.
Lawyers in this unit will help a staff member to obtain an initial diagnosis regarding the situation, under guarantees of expertise, independence, neutrality and confidentiality.
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Preferably via the internet |
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By email Don't forget the employer code: 1911 |
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By letter Don't forget the employer code: 1911 |