Gender diversity

In accordance with the agreement of November 30, 2018, which sets out the commitments of public employers regarding professional equality between women and men, several measures have been put in place at Hcéres: a multi-year action plan, two equality officers, and a reporting unit.

The framework

The agreement of November 30, 2018, signed between representative trade unions and employers in the three branches of the civil service, which reiterates and reinforces the provisions of the memorandum of understanding of March 8, 2013, sets out the commitments of public employers with regard to professional equality between women and men. Five areas of focus have been identified: strengthening the governance of equality policies; creating the conditions for equal access to professions and professional responsibilities; eliminating pay gaps and career progression disparities; providing better support for pregnancy, parenthood, and work-life balance; strengthening the prevention of and fight against sexual violence, harassment, and sexist behavior.


This agreement is accompanied by a binding regulatory framework that defines the measures necessary to implement these commitments.  

 

What devices are available at Hcéres?

 

  • Hcéres has a multi-year action plan dedicated to professional equality, which was prepared in advance by a working group comprising representatives of the administration and staff representatives before being voted on by the social and administrative committee on July 4, 2024. This plan covers the four mandatory areas set out in the agreement of November 30 (areas 2 to 5), to which it adds a fifth (area 1) relating to governance in the field of equality. Each of these areas is broken down into concrete measures, accompanied by a timetable and monitoring indicators:

    • Strengthen the governance of professional equality policy and social dialogue;

    • Assess, prevent, and address pay gaps between men and women;

    • Ensure equal access to civil service bodies, employment frameworks, grades, and jobs;

    • Promote a good work-life balance;

    • Prevent and address discrimination, acts of violence, sexual harassment, and sexist behavior. 

  • In accordance with the agreement of November 30, Hcéres is appointing one or more equality officers, who will have a mission statement and will be responsible for several tasks:

    • Informing staff about Hcéres' professional equality policy;

    • Carrying out actions to raise staff awareness of professional equality;

    • Monitoring training courses on professional equality organized for staff;

    • Advising staff and departments on issues related to professional equality;

    • Participating in the assessment and diagnosis of professional equality policy and monitoring the implementation of actions carried out by Hcéres.

  • In accordance with Article L. 135-6 of the General Civil Service Code, Hcéres also has a unit for reporting acts of sexist and sexual violence, psychological harassment, and discrimination. Information about this unit is also available on the Hcéres website. 

 

Through these various measures, Hcéres demonstrates its compliance with the legal framework and sets an example for the institutions it is responsible for evaluating in terms of their compliance with regulations and the strategies they implement in the area of professional equality.