Séverine Boulon: “Equality and Diversity at theUM : A Renewed and Strengthened Commitment”
Over the past two years, reports and complaints of racist, anti-Semitic, and homophobic acts have risen significantly in France. The fight against all forms of discrimination is therefore more relevant than ever, in universities as elsewhere. As the new academic year begins, we take a look at the actions to be taken with Séverine Boulon, Vice President for Social Responsibility and Campus Life, who also speaks with us about quality of life at work.
Séverine Boulon, you took office last January. Could you remind us of the main responsibilities of your vice presidency?
This vice presidency is organized around four main missions: improving quality of life at work and preventing psychosocial risks; promoting an inclusive university that upholds the values of equality, diversity, and respect for all; providing support to staff members facing difficulties in their professional or personal lives; and finally, promoting recreational activities and organizing events across the various campuses to foster opportunities for connection, sharing, and camaraderie—all of which are essential to the quality of life at our university.
Which departments and divisions support you in these tasks?
Many departments and divisions are involved in these initiatives. However, I work most closely with the Office of Campus Life (DVC), the Office of Human Resources (DRH), the Joint Office for Preventive Medicine and Health Promotion (SCMPPS), and the Office for Counseling and Risk Prevention (SCPR). I would like to extend my sincere appreciation and thanks to the staff of these departments and services for the remarkable work they do every day. Their commitment has been the foundation of the University’s efforts in the areas of equality, diversity, and quality of life at work for many years. My term of office is, in fact, fully in line with this tradition. It is not a matter of questioning what works, but rather of preserving the initiatives to which the staff are committed, while continuing to develop and improve them.
For example?
I’m thinking of highlights such as the staff party, the Christmas party for staff children, and the retirement ceremony—all of which are important and much-appreciated events. We also want to continue our efforts to simplify access to social services. This will involve, in particular, moving certain benefit applications online—a project being led by the DVC’s Social Services and Recreation Department, in close collaboration with the DSIN.
With regard to the prevention of psychosocial risks and the improvement of quality of life at work, the plan launched by your predecessor, Julie Boiché, is nearing completion.
Yes, absolutely. To build on this momentum, we will—in consultation with all relevant stakeholders and within the framework of the RPS-QVT steering committee—develop a new action plan that will reflect the institution’s strong commitment. This is a major undertaking for the coming months, which will be led by the DVC’s Quality of Life at Work department, with the goal of implementing it starting in early 2028.
The fight against all forms of discrimination is particularly relevant right now, given the tensions that are escalating in France. What are the major events of the year?
In a national and international context marked by the rise of identity-based hatred, stepping up the fight against all forms of discrimination is a priority of my term in office and that of Agnès Fichard-Carroll, program officer for gender equality and disability. My scope of responsibility focuses specifically on combating racism, antisemitism, and LGBTQIA+phobia through key initiatives such as: the week of action against racism and antisemitism in March; the week of action against LGBTQIA+phobia in November; the rollout of a reporting system linked to a support hotline; training for numerous staff members within the “UM ”; the production of communication materials to raise awareness among all staff and service users, etc.
Is the reporting system linked to the monitoring unit working properly?
Yes, the support hotline received about 60 reports in 2025. This shows that students and staff are aware of this resource and are making use of it. It’s important to note that not all reports lead to disciplinary action. Depending on the situation, other responses may be provided, particularly in the areas of support, mediation, or prevention.
You wanted to revisit the week of action against racism and antisemitism organized last March; it was a success among staff members…
Yes, we were fortunate to host Emilia Roig, an international figure in the field of intersectional struggles, for a video conference titled“Is a World Without Oppression Possible?” The conference brought together more than 120 staff members and students and shed light on the drivers of intersectionality and the dynamics that shape our societies. The photo exhibition “Chin up!” by Hélène Jayet, held on the Triolet campus, featured a gallery of faces and “chin-up” poses of people of color, with a particular focus on hair, and also received a great deal of very positive feedback.
Next November, the week dedicated to combating LGBT+phobia also promises to be particularly eventful
Yes, I can’t reveal the program just yet—we have to save a few surprises—but I can already invite all staff and students to come out in large numbers and participate in the various highlights of this week, which will take place from November 16 to 20.
The University’s commitment to combating all forms of discrimination has been formalized and recognized by two major certifications—what is the current status in this regard?
Absolutely. In late 2024, theUM was awarded the “Professional Equality and Diversity” certifications, collectively known as the Alliancecertification (Alliance Certification:“It reinforces the direction of our policies toward greater equality and diversity,” January 29, 2025). These certifications are issued on behalf of the French government, and their implementation and operational monitoring are carried out by Afnor Certification. The University of Montpellier is the only French university to hold this certification. It was also the first to receive the European “HR Excellence in Research” (HRS4R) certification from the European Commission in 2015 (Human Resource Strategy for Researchers). Beyond recognizing our commitment, this certification process helps highlight the initiatives carried out within the institution and, above all, mobilizes the entire university community around the issues of professional equality and diversity.
But theUM , wants to go further. In 2024, the institution therefore participated in a scientific study that focused on the statistical measurement and analysis of experiences with unequal treatment and discrimination in academia.
That wasAcadiscri, right?
Yes. This survey, conducted online from March 19 to July 1, 2024, was made available to all staff and students at theUM. It showed that our university, like the other universities that participated in the survey, is not free from instances of unequal treatment of a discriminatory nature. These situations most often take the form of microaggressions, such as inappropriate jokes, patronizing remarks, or mockery. They can affect both students and staff members.
Will any action be taken?
These findings are a wake-up call and spur us to action, of course. We cannot downplay microaggressions, even when they may seem harmless, because they have harmful consequences on victims’ well-being and self-confidence. The University, therefore, has a zero-tolerance policy toward these acts of discrimination. But we must also keep in mind that these microaggressions can sometimes stem from a lack of awareness on the part of their perpetrators. It is important to impose sanctions, but above all, we must educate and raise awareness among all University staff and students. This perspective will be central to the development of the “Diversity” action plan for theUM.
When is this plan scheduled to take effect?
We are still in the early stages of this process. I believe it is essential that this plan be developed collectively, in consultation with staff representatives and the various departments and divisions involved, as well as within the forums that will allow us to discuss and refine it. The goal is truly to bring together different perspectives and listen to people’s needs. However, we must not delay, as we intend to present it during the follow-up audit to be conducted in March 2027 by AFNOR to maintain the “Alliance for Diversity and Professional Equality” certification.
At the ministerial level, things are also moving forward with the 2026–2029 National Plan to Combat Racism, Antisemitism, and Discrimination, presented last July. How does this plan affect the University?
Indeed,this plan was presented this summer. There is also the law of July 31, 2025, and the decree of December 29, 2025, which have strengthened and expanded the mandates for equality and diversity in institutions of higher education. These texts provide a framework, but above all, they must be translated into concrete actions within higher education and research institutions: training, raising awareness, preventing discrimination, supporting victims, and changing practices. The “UM ” has already been addressing these issues for many years. But we must continue our efforts with determination and conviction.
Do you think the university has a special role to play in this struggle?
In the particularly tense national and international climate we are currently experiencing, the University has a role to play now more than ever. It must be a place of openness and dialogue, but also a true bulwark against all forms of discrimination. It must ensure that everyone has a place here, while upholding equality, diversity, and inclusion.