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

2. 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

3. 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

4. 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

5. 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

6. 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

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