“There can be no tolerance for such acts!”
Two highlights marked life on the campuses of the University of Montpellier last month: the week dedicated to combating LGBT+ phobia and the days of action against violence towards women. We take a look back at these essential issues with Julie Boiché, Vice President for Social Responsibility, and Agnès Fichard Carroll, Vice President for Training and University Life and Equality Officer.
The University of Montpellier is committed to combating all forms of violence. This commitment concerns both of your vice-presidencies. Can you tell us more about your respective areas of responsibility?
JB: This role, which I have held since January, covers, among other things, the week against LGBT+ phobias, the days against racism and anti-Semitism, and more generally all actions relating to these two themes. I am also the point of contact for reports of violence or discrimination based on criteria other than gender.
AFC: My mission concerns gender equality, and the fight against sexist and sexual violence is an integral part of this.
In 2020, the week against homophobia was renamed the week against LGBT+ phobias. Why?
JB: To be as inclusive as possible and take into account increasingly complex issues. So why LGBT+ and not LGBTQI+ or QIA+? Because we've noticed that the first letters are often the most widely recognized. However, questions relating to gender identities that differ from sexual orientation are increasingly being asked in today's society. That's why we dedicated the round table discussion to these two topics.
The days of action against violence against women coincide at UM with the national day organized on November 25, but this is not the case for the week against LGBT+ phobias. Why is there this discrepancy in the UM calendar?
JB: It's true that the International Day Against LGBT+ Phobia is held on May 17. It's a busy time for students and staff alike. The UM ensures that the university community is receptive to these messages, which means spreading communication throughout the year, even if it means sometimes deviating from the national or international calendar.
During the week against LGBT+ phobias, you conducted a vox pop with students from four UM campuses. Is this the first time such an initiative has been carried out?
JB: Yes, we went to STAPS, Richter, Triolet, and also the Faculty of Education in Perpignan, and we asked questions to students who agreed to participate. The first question was about the meaning of the acronym LGBTQI+, then we asked them if they thought it was possible to participate in the fight against LGBT+ phobias when you are not LGBT+ yourself.
What were the responses?
JB: Even though not all letters of LGBTQI are always identified, their responses were positive about being concerned. The student community is aware of all these forms of discrimination, and parallels have been drawn with racism and VSS.
Do they know how to act to combat these forms of violence and discrimination?
JB: That was the subject of our third question, and they mentioned the idea of organizing demonstrations and awareness campaigns from an early age so that it becomes normal to listen and not monopolize the conversation... Regarding what the University could do to help them, they talked about Pride, organizing festive events to create a more positive environment around these issues. During the round table discussion, speaker Flora Boltere, co-director of the LGBTI+ Observatory at the Jean Jaurès Institute, shed light on the fact that, without meaning to, the way we express ourselves can contribute to fueling a heterocentric and normative view.
During the UM's action days against violence against women, improvisational theater was used to reflect on different ways of approaching this sensitive subject. Were any solutions proposed?
AFC: Improvisational theater isn't really intended to provide solutions. It should be seen more as an activity that encourages reflection on the subject of VSS. Why do we laugh at certain situations presented, and can we laugh at them? Why do some generate emotion, while others do not? I think it's important to vary our approaches, on this subject as on others, in order to raise awareness among as many people as possible: some people will be more receptive to a lecture, others to a film, and still others to self-defense activities such as those we offer.
Should specific awareness-raising efforts be made among certain UM professionals on these issues?
AFC: Yes , of course. Members of disciplinary committees have received special training, for example, because they need to be able to handle these sensitive cases as effectively as possible. Prevention assistants have also recently been made aware of this issue. Our goal is to go beyond the general training that already exists and is necessary, and to target specific audiences who will be able to guide victims.
A guide dedicated to VSS has also been produced and distributed. What does it contain?
AFC: The idea for the guide came to us after meeting with several victims. We were giving them too much information at once for them to be able to retain it, especially since the stress of the situation does not help with memorization. The guide was designed with all the teams—the DVC, HR, DAGI, and SCMPPS—whom I would like to thank for their commitment to these issues.
It therefore brings together information on the definition of gender-based and sexual violence, but also discusses legal and psychological aspects. We can give it to victims so that they can better understand what is happening to them, how they can be supported and guided, and what steps or procedures they can take.
Were the students interviewed in the vox pop aware of what to do if they witness or are victims of discrimination or sexual and gender-based violence?
JB: They proposed some interesting ideas, often focused on the interests of the victims: intervening to stop the acts, getting them to safety, asking them if they need support, if they want to take further action or not, which is not always obvious. Passing on the information so that sanctions can be imposed, because there can be no tolerance for such acts...
The University has posted a form online for reporting such violence, whether it be sexist or sexual, homophobic, racist, or anti-Semitic.
JB: Yes, this form was designed to capture reports as comprehensively and accurately as possible and to ensure that this process is followed up effectively. In some cases, VSS and discrimination are linked, which is why we wanted to have a single support unit, because the issues overlap. Several contacts, including myself, Agnès, and Laure Parmentier, head of the quality of life at work department, can be contacted. The listening unit also includes several UM departments specializing in support.
AFC: Of course, our shared concern remains the confidentiality of the information reported to us: without the victim's consent, nothing will be disclosed, unless, of course, they are in danger. The form is also there to help victims clarify what happened to them. They can keep it to themselves if they wish, but it helps them to record the details: the date, the place, the witnesses, the facts, etc. After a few days, events sometimes become less clear in their memory, so it is important to keep a record, especially as it sometimes takes a while for victims to decide to speak out. I also think it is important to emphasize that all reports are dealt with and may result in referral to the disciplinary section and therefore sanctions against the perpetrators.
Regarding the inclusion of LGBT+ individuals, UM recently signed a charter with the association L'Autre Cercle.
JB: Yes, UM has been strongly committed to these issues since its creation. In 2016, we were the first French university to sign the charter of the association L'Autre Cercle (The Other Circle) in favor of greater inclusion for LGBT+ staff in the workplace. This involves, for example, greater vigilance regarding the confidentiality of information transmitted and better access for all to information on existing measures in terms of parenthood, family rights, etc. We have just signed an updated version of this charter, which is no longer limited to staff but also includes students.
Has the UM also produced a brochure to combat discrimination in recruitment?
JB: Yes, this brochure, "Recruiting without discrimination," has been distributed since 2021 to all staff involved in recruiting, as well as during MCF competitions.
AFC: It is important that jury members are made aware of the cognitive biases that can affect any judgment.
With regard to VSSs, has the gender equality plan led to the implementation of new measures?
AFC: The development of the VSS guide was part of this plan, but I could also cite as examples the training of trainers for the "Oser" program, a training program for women that is working very well, or the end of pro-rating based on working hours for compensation increases for pregnant women.
Is a certification process underway for these issues?
JB: Yes, we have applied to Afnor for the ALLIANCE label for equality and diversity, and we are currently finalizing the evaluation process. This process has led us to reflect, take stock, and imagine other actions in areas we would not have identified otherwise.
AFC: This label recognizes other commitments beyond those we have just mentioned, such as equal opportunities for people with disabilities. Initially, it will focus on central and shared services, but we hope to extend it to the entire university in the future. However, we believe that these actions are for everyone: it is important that we have a shared culture of diversity and equality.