Equal Opportunities and Diversity Doris Chromek-Burckhart – Equal Opportunities Officer Tim Smith – Chair of the Equal Opportunities Advisory Panel

Equal Opportunities: What does it mean? Mandate by the Director General Legal framework Structure Tasks: monitoring, consulting, taking action January 2011: New supporting structure Principles remain the same Legal framework: Staff Rules & Regulations + AC 32 Doris Chromek-Burckhart - Equal Opportunities Officer

4 Main pillars Fair treatment and diversity Respect and dignity for all in the workplace Work-life balance Support for working parents Doris Chromek-Burckhart - Equal Opportunities Officer

Fair treatment and Diversity Through Recruitment Career development Working conditions Independent of Gender Nationality Age Ethnic origin Physical ability Sexual orientation Religion Etc. Copyright 2009 © Doris Chromek-Burckhart % of female personnel in 2009: staff all categories: 21 % users categories1&2: 15.9% staff categories1&2: 12.7% % of female applicants: all categories: 29% categories1&2: 11% The team advises both Management and Personnel and monitors every aspect of our Equal Opportunities policy. Doris Chromek-Burckhart - Equal Opportunities Officer

Respect and dignity for all in the workplace Identify Is Is not Code of Conduct And its FAQ’s Take action Say NO, talk to the people Talk to your supervisor, your HRA Contact the Equal Opportunities, From Jan. 2011: the Ombuds If necessary contact the Medical Service Harassment - verbal or physical aggressions aimed at systematically discrediting, demeaning someone - bullying, attacks creating a hostile working atmosphere humiliation, intimidation, isolation undermining someone’s skills and efficiency Harassment does not include - management actions refusal to promote a person who does not deserve promotion reassignment to a different task - professional differences in opinion - “acceptable” human interaction (gentle teasing, pointing out mistakes) - accidental physical contact Prevention Communication Confidentiality Harassment Any importunate behaviour towards another person that interferes with the work or well-being of the latter on a continuing basis, in particular verbal or physical aggressive and/or violent acts and unwarranted behaviour that create a hostile or unbearable working atmosphere. Harassment does not include - management actions refusal to promote a person who does not deserve promotion reassignment to a different task - professional differences in opinion - “acceptable” human interaction (gentle teasing, pointing out mistakes) - accidental physical contact The team can help and support you, respecting confidentiality Doris Chromek-Burckhart - Equal Opportunities Officer

Work-life balance and help for working parents Objectives : Healthy mind, healthy body Support for working parents Organized by CERN : Child-care facilities Specific leaves Working from home At your own initiative : Your family, your friends Take up outside interests CERN Kindergarten Crèche in Meyrin Specific leaves Maternity Paternity Parental For sick family member You are responsible for your well-being, but we can help you! Doris Chromek-Burckhart - Equal Opportunities Officer

A team is there for you Contact : email, phone Further information: equal-opportunities.web.cern.ch Doris Chromek-Burckhart - Equal Opportunities Officer