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

Equal Opportunities and Diversity Mandate by the Director General Mandate by the Director General Legal framework Legal framework Role: monitoring, consulting, taking action Role: monitoring, consulting, taking action Structure Structure Equal Opportunities: What does it mean? 2Doris Chromek-Burckhart - Equal Opportunities Officer

Equal Opportunities and Diversity 4 Main pillars Fair treatment and diversity Fair treatment and diversity Respect and dignity for all in the workplace Respect and dignity for all in the workplace Work-life balance Work-life balance Support for working parents Support for working parents 3 Doris Chromek-Burckhart - Equal Opportunities Officer

Equal Opportunities and Diversity Fair treatment and Diversity Through Through – Recruitment – Career development – Working conditions Independent of Independent of – Gender – Nationality – Age – Ethnic origin – Physical ability – Sexual orientation – Religion – Etc. 4 The team will continue to advise both Management and Personnel and monitor every aspect of our Equal Opportunities policy. Doris Chromek-Burckhart - Equal Opportunities Officer

Equal Opportunities and Diversity Identify Identify – Is – Is not Take action Take action – Say NO, talk to the people – Talk to your supervisor, your HRA – Contact a member of Equal Opportunities – If necessary contact the Medical Service To come: Code of Conduct To come: Code of Conduct Respect and dignity for all in the workplace 5 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 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 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 Confidentiality Doris Chromek-Burckhart - Equal Opportunities Officer Prevention Communication Mediation

Equal Opportunities and Diversity Objectives : Objectives : – Healthy mind, healthy body – Support for working parents At your own initiative : At your own initiative : – Your family, your friends – Take up outside interests Organized by CERN : Organized by CERN : – Child-care facilities – Specific leaves – Working from home 6 Work-life balance You are responsible for your well-being, but we can help you! Doris Chromek-Burckhart - Equal Opportunities Officer - CERN Kindergarten - Crèche in Meyrin - CERN Kindergarten - Crèche in Meyrin Specific leaves - Maternity - Paternity - Parental - For sick family member Specific leaves - Maternity - Paternity - Parental - For sick family member

Equal Opportunities and Diversity The team The team – Equal Opportunities Officer – Equal Opportunities Advisory panel With full confidence With full confidence , phone , phone Further information: equal-opportunities.web.cern.ch Further information: equal-opportunities.web.cern.ch A team is there for you 7 Doris Chromek-Burckhart - Equal Opportunities Officer

8

Equal Opportunities and Diversity Thank you for your attention! Feedback or questions? 9 Doris Chromek-Burckhart - Equal Opportunities Officer