1. Promoting Inclusion
We are committed to providing a welcoming environment for everyone, by adapting our spaces, practices, and representation. Our actions:
- Disability & Culture Relax: partnerships and “Culture Relax” sessions; employee training and awareness programs.
- Cancer & Employment Charter: support for employees affected by illness.
- Health awareness initiatives: participation in the October Rose (breast cancer awareness), and Movember campaigns in addition to year-round information and prevention campaigns.
- Support for caregivers: awareness initiatives and dedicated support for employees who care for family members.
2. Promoting Equality and Diversity
Ensuring equal opportunities and preventing all forms of discrimination are central to our HR policy. Our actions:
- Gender Equality Plan: measures to ensure fairness throughout careers, adapt work organization and conditions, address health and workplace risk prevention, and support work–life balance. Mandatory training for all employees: “Preventing Discrimination and Promoting Diversity”. Mandatory training for managers when they take up their roles
- Annual publication of our Gender Equality Index and continuous improvement actions.
- Commitments to gender balance in the scientific sector: two gender equality representatives; adoption of the IRIF Charter “For a Safe and Inclusive Professional Environment”; Interlab mentoring program to support PhD candidates; study days focused on gender and equality issues.
- Career awareness events for school-aged students as part of our cultural and scientific outreach.
3. Improving Quality of Life and Working Conditions
Professional well-being is a priority. We work to provide a balanced, healthy work environment that supports skills development. Our actions:
- Co-creation of Quality of Life at Work action plans through direct social dialogue, collaborative working groups, and ongoing discussions with staff representatives.
- Accompaniment for expectant parents.
- Support for working parents: dedicated measures to help employees maintain a healthy work–life balance.
- Career development support: continuous training, career progression assistance, and support for personal projects.
- Support for senior employees: job retention measures; mid-career and end-of-career interviews; retirement preparation support.
- Prevention of psychosocial risks and listening/support services.
- Partnership with Teale to promote mental health: consultations with psychologists specialized in cognitive behavioral therapy; collective workshops open to all employees; access to an online platform with themed content.
- Flexible working arrangements through a remote work charter.
- Time savings account agreement (CET) to help manage working time.
- Health insurance and provident coverage: up to 90% of medical expenses covered.
4. Preventing Sexual and Gender-Based Harassment and Violence
Our institution applies a zero-tolerance policy toward inappropriate or discriminatory behavior. Our actions:
- Clear and accessible reporting procedure, with two dedicated harassment representatives within the Social and Economic Committee (CSE).
- Ongoing information and dedicated communication materials.
- Mandatory training: “Preventing Sexual Harassment and Sexist Behavior.”
- A safe and protective framework for all employees.
5. Supporting Sustainable Development and Energy Responsibility
IRCAM integrates environmental concerns into its daily operations and promotes responsible energy use. Our actions:
- Environmental good practices charter.
- Waste sorting and recycling across our facilities.
- Promotion of sustainable mobility: cycling allowance, bike parking, bike repair workshops (CSE), public transportation, and low-carbon travel options.
