Alliance Label: "It confirms the direction of our policies in favor of greater equality and diversity".
In fact, the UM has just been awarded a double label, recognized byAfnor for its policy in favor of professional equality and diversity. This recognition was obtained following a procedure that required "a colossal amount of work" on the part of the departments, services and components involved, as underlined by Julie Boiché, vice-president for social responsibility and the school's racism and anti-Semitism officer, and Agnès Fichard-Carroll, vice-president for training, gender equality officer and disability officer.
To begin with, what exactly does the Alliance label certify?
Agnès Fichard-Carroll: Alliance is a gender equality label and a diversity label. This dual label is recognition of the work we've done, and a way of ensuring continuous improvement. It's also proof that the UM stands up for these kinds of values for students who want to enroll at the University of Montpellier, or for employees who want to come and work here.
Is the UM the first university to adopt this approach and obtain the label?
Julie Boiché: Yes, absolutely. There are other public authorities, departmental councils and municipalities that have adopted this approach, but for the moment we are the only university.
What prompted you to apply for the Alliance label?
AFC : We have renewed our HRS4R label in 2021. The IGESR (General Inspectorate for Education, Sport and Research) published a comparative analysis of the HRS4R label and national labels in which areas of overlap were identified. So we took the plunge. This also corresponded with the University's very good positioning in rankings relating to issues of social responsibility (such as THE impact). So there was a certain consistency, but I have to admit that we perhaps didn't appreciate the colossal amount of work this labeling would entail.
So, what are the steps involved in obtaining this label?
AFC: The first step is to get in touch with Afnor, which is in charge of the process. Discussions are held to establish the scope and timetable. Then you have to put together a file, which is then the basis for an initial on-site audit. The inspector - or in our case, the inspectress - then delivers a report.
It's a lengthy procedure...
AFC: Yes, especially as there was a misstep, if I may put it that way, concerning the scope.
J.B: Together with the steering department and the President's office, we began by talking to Afnor to define the right scope. It was a first request, so we wanted to start with the certification of central and shared services, before considering, on a second request, an extension to the components.
However, the current label also applies to UFRs, schools and institutes.
J.B: That's true. We had almost completed the procedure, the file had been filled in and the audit had taken place. At the end of 2023, all hell broke loose! Afnor told us that the scope of the label would have to include at least 25% of our staff, but central and shared services weren't enough to reach this threshold, so we couldn't go ahead!
Did we have to start the whole process all over again?
J.B: More or less. We had to do the same thing again, but extend the scope. So we extended the scope to include all UFRs, schools and institutes that are in contact with students. With this new, broader scope, we were well ahead of the Afnor criteria this time.
What was the University of Montpellier evaluated on?
J.B : We showed just how much we care about equality and diversity in our recruitment processes, career management, communications, and our awareness-raising and anti-discrimination initiatives. Our ability to react to problems is also a key factor.
AFC: In particular, we have set up hotlines to combat sexist and sexual violence and all forms of discrimination. But also everything we're doing to promote greater gender diversity in the various sectors. We've collected an enormous amount of data, and we've also produced new data thanks to the focus groups we've organized on specific themes.
I imagine that the plan for gender equality, the master plan for the disabled, etc., were invaluable assets...
AFC: Of course, we already had in-depth reflection and defined action plans, and we can also mention the quality of life at work plan, the week for combating racism and anti-Semitism or LGBT+phobia. In the end, this dossier was put together by overlapping things that are part of our recurring activities, and other elements for which we had to dig deeper, because the Afnor specifications were less in line with our structure, or on which we need to reflect for the future.
J.B: I'd say it has reinforced the direction of our policies in favor of equality and diversity. In this area, for example, there are 26 discrimination criteria defined by law. The steps we have taken have enabled us to "take the temperature" and reaffirm that sexism, racism, disability, religious discrimination or negative treatment based on sexual orientation or gender identity are really the main concerns of the community; and these are themes that we tackle head-on. Nevertheless, the reporting form we have drawn up contains a reminder of the 26 criteria, and staff and users should be aware that they can come and see us about any type of discrimination.
What are the main issues raised by the reports you receive?
J.B.: Reports often concern SSVs, or difficult relationships in the workplace described as harassment by the people who contact us. We also sometimes receive reports of negative treatment or discrimination based on origin, gender identity or sexual orientation.
AFC: After that, we're aware that we need to be vigilant, because some people may not yet dare to report other forms of discrimination. We've heard a lot about grossophobia, for example, but we haven't had any cases reported, which doesn't mean it doesn't exist.
How long did the application process take in total?
AFC : Just over 3 years for a label that has to be renewed every 4 years, with an interim assessment in 2 years' time. Fortunately, thanks to the departments in charge of steering, human resources, campus life, etc., work is carried out on an ongoing basis. We haven't had to revolutionize our approach, but these labeling processes are also an opportunity to remind people what we do, and to engage in dialogue with students and staff. To learn a little more about what goes on at the University. All in all, it's a great project for the institution, and Julie and I would like to thank all the people, at headquarters, in the UFRs, schools and institutes and beyond, who have contributed to its success.