“There can be no tolerance for acts like these!”
Two major events marked life on the University of Montpellier campuses this past month: the week dedicated to combating LGBT+ phobia and the days of action against violence against women. We take a look back at these critical issues with Julie Boiché, Vice President for Social Responsibility, and Agnès Fichard Carroll, Vice President for Academic Affairs and Campus Life and Equality Officer.
The University of Montpellier is committed to combating all forms of violence. Since this commitment applies to both of your vice-presidencies, could you explain your respective areas of responsibility in more detail?
JB: This role, which I’ve held since January, covers, among other things, the week against LGBT+ phobia, the days against racism and anti-Semitism, and, more broadly, all initiatives related to these two issues. I also serve as the point person for reports of violence or discrimination based on criteria other than gender.
AFC: My role focuses on gender equality, and combating gender-based and sexual violence is an integral part of that.
In 2020, Anti-Homophobia Week was renamed Anti-LGBT+ Phobia Week. Why?
JB: To be as inclusive as possible and to address concerns that are becoming increasingly complex. So why LGBT+ and not LGBTQI+ or QIA+? Because we’ve found that the first few letters are often the most recognizable. That said, questions regarding gender identities—which are distinct from sexual orientation—are increasingly being raised in today’s society. That’s why we dedicated the roundtable discussion to these two topics.
At the “UM ,” the days of action against violence against women coincide with the national day observed on November 25, but this is not the case for the week against LGBT+ phobia. Why is there this discrepancy in the “UM ” calendar?
JB: It’s true that the International Day Against LGBT+ Phobia is observed on May 17. It’s a busy time for both students and staff. The Office for Student Affairs (UM ) ensures that the university community is open to receiving these messages, which means spreading out communication efforts throughout the year—even if that means occasionally deviating from the national or international schedule.
As part of LGBT+ Phobia Awareness Week, you conducted a street interview with students at four campuses of theUM. Is this the first time such an initiative has been carried out?
JB: Yes, we visited the STAPS program, Richter, Triolet, as well as the Faculty of Education in Perpignan, and we asked questions of the students who were willing to participate. The first question was about the meaning of the acronym LGBTQI+, and then we asked them if they thought it was possible to contribute to the fight against LGBT+ phobias if you aren’t LGBT+ yourself.
What were the responses?
JB: Even though not all letters in the acronym LGBTQI are always identified, their responses were positive regarding their sense of being affected. The student community is aware of all these forms of discrimination, and parallels have been drawn with racism and student violence.
Do they know how to take action to combat these forms of violence and discrimination?
JB: That was the focus of our third question, and they brought up the idea of organizing events and awareness campaigns starting at a very young age so that this becomes the norm—of listening to them and not speaking over them… As for what the university could do to help them, they mentioned Pride and organizing festive events to create a more positive environment around these issues. During the roundtable, panelist Flora Boltere, who is co-director of the LGBTI+ Observatory at the Jean Jaurès Institute, highlighted the fact that, without meaning to, the way we express ourselves can contribute to reinforcing a heterocentric and normative viewpoint.
During theUM ’s days of action against violence against women, improvisational theater was used to explore different ways of addressing this sensitive issue. Were any solutions proposed?
AFC: Improvisational theater isn’t really intended to provide solutions. It should be viewed more as a reflective activity on the topic of VSS. Why do we laugh at certain situations presented, and is it appropriate to laugh at them? Why do some evoke strong emotions while others do not? I believe it’s important to vary our approaches—on this topic as on others—to reach as many people as possible: some will be more receptive to a lecture, others to a film, and still others to self-defense workshops like the ones we offer.
Should specific efforts be made to raise awareness among certain professionals in the field ofUM regarding these issues?
AFC: Yes , of course. Members of the disciplinary divisions, for example, have received specialized training because they need to be able to handle these sensitive cases as effectively as possible. Prevention specialists have also recently been made aware of this issue. Our goal is indeed—beyond the general training programs that already exist and are necessary—to target specific groups who will be able to guide victims.
A guide specifically on the VSS has also been produced and distributed. What does it cover?
AFC: The idea for the guide came to us after we met with several victims. We were providing too much information at once for them to retain… especially since the stress of the situation doesn’t help with memorization. The guide was developed in collaboration with all the teams—the DVC, the DRH, the DAGI, and the SCMPPS—whom I would like to thank for their dedication to these issues.
It therefore provides information on the definition of gender-based and sexual violence, while also addressing legal and psychological aspects… We can give it to the victim so they can better understand what is happening to them, how they can receive support and guidance, and what steps or procedures they can take…
Were the students interviewed in the street survey aware of what to do if they witness or experience discrimination or sexual and gender-based violence?
JB: They’ve proposed some interesting ideas, often focused on the victims’ best interests: stepping in to stop the acts, getting them to safety, asking them if they need support, and whether or not they want to pursue the matter—which isn’t always obvious. Reporting the information so that sanctions can be imposed, because there can be no tolerance for these acts…
The University has posted an online form for reporting such acts of violence, whether they are sexist, sexual, homophobic, racist, or anti-Semitic…
JB: Yes, this form was designed to structure reports as comprehensively and accurately as possible and to ensure that these reports lead to concrete action. In some cases, workplace safety and health (VSS) issues and discrimination are linked; that’s why we wanted to have a single support unit, because these issues are intertwined. Several contacts—including myself, Agnès, and Laure Parmentier, head of the workplace quality of life department—are available to assist. The support unit also includes several departments within the “UM ” that specialize in providing support.
AFC: The shared concern, of course, is the confidentiality of the accounts shared with us: without the victim’s consent, nothing will be made public—unless, of course, the victim is 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 put things in order: the date, the location, the witnesses, the facts… After a few days, the details of events sometimes become less clear in their memory, so keeping a record is important—especially since it sometimes takes victims a little time to decide to speak up. I also think it’s important to emphasize that all reports are processed; they may lead to a referral to the disciplinary committee and, consequently, to sanctions against the perpetrators.
Regarding the inclusion of LGBT+ people, has theUM recently signed a charter with the association l’Autre cercle?
JB: Yes, theUM has been strongly committed to these issues since its founding; in fact, as early as 2016, we were the first French university to sign the charter of the association “L’Autre Cercle,” which advocates for greater inclusion of LGBT+ staff in the workplace. This involves, for example, greater vigilance regarding the confidentiality of shared information and improved access for everyone to information about existing programs related to parenting and family rights. We have just signed an updated version of this charter, which is no longer limited to staff but also includes students.
Has theUM lso produced a brochure to combat discrimination in hiring?
JB: Yes, this brochure, “Recruiting Without Discrimination,” has been distributed since 2021 to all staff members responsible for hiring, as well as during MCF competitive exams.
AFC: It is important that jury members be made aware of the cognitive biases that can affect any judgment.
With regard to the VSS, has the gender equality plan led to the implementation of new initiatives?
AFC: Developing the VSS guide was part of this plan, but I could also cite as examples the trainer-of-trainers program for the “Oser” initiative—a training program for women that has been very successful—or the end of the practice of prorating compensation supplements for pregnant women based on their hours worked.
Is a certification process currently underway regarding these issues?
JB: Yes, we have applied to AFNOR to obtain the ALLIANCE label for equality and diversity, and we are currently finalizing the evaluation process. This process encourages us to reflect, take stock, and come up with new initiatives in areas we might not have identified otherwise.
AFC: This certification recognizes commitments beyond those we’ve just mentioned, such as equal opportunities for people with disabilities. Initially, it will apply to central and shared services; we hope to expand it to the entire university in the future, but we are designing these initiatives for everyone: it is important that we foster a shared culture of diversity and equality.