The second action plan for Professional Equality translatesArts et Métiers commitmentsArts et Métiers concrete and measurable actions.
Advancing gender equality by creating a fairer, more inclusive, and respectful work environment for all is the goal of the second action plan for Professional Equality between Women and Men, which was approved by the Board of Directors last June.
Actions starting this year
This three-year action plan (2025 to 2027) is built around seven areas of focus that concern both the governance of the institution and pay gaps or improving staff health, taking into account gender-specific issues (see below).
For each area, objectives and actions to be implemented according to a structured schedule have been listed: setting up a monitoring committee, analyzing RSU data on pay gaps, training new managers in professional equality, choosing working hours, with the possibility of changing parents' working hours in the event of a birth, etc.
This plan, which is part of the institution's DDRS commitment, was developed by the Social Relations and Health, Social and Cultural Action department with the participation of staff representatives.
An operational tool for all departments, services, and teams
As Chanaz Noblet, Head of Social Relations and Social and Cultural Health Action, explains: " The first Action Plan for 2021-2023 laid the foundations forArts et Métiers policyArts et Métiers professional equality: structuring governance, establishing indicators, beginning to identify gaps in the situation, and taking initial concrete action, particularly in terms of equal access to jobs and the prevention of gender-based and sexual violence. We designed the second action plan to be a more operational tool. This document is intended to guide all departments, services, and teams, while providing a reference framework to fuel social dialogue and ensure the transparency of our approach. "
The second action plan includes a new focus on improving employee health by taking gender-specific issues into account, which will apply to all staff.
Collective mobilization
" The success of this plan will depend on everyone getting involved," concludes Chanaz Noblet. "It will require the participation of the entire working community, campus human resources managers, staff representatives, and supervisors, as well as strengthened governance to ensure that actions are monitored and evaluated on a regular basis. It commits us to making professional equality between women and men a concrete, observable, and shared reality within our institution."
The seven axes
- Ensure that the institution's governance reflects its commitment to equality by incorporating indicators for monitoring and evaluating actions;
- Reduce pay gaps;
- Promote equal opportunities and foster an inclusive work environment;
- Improve staff health by taking gender-specific factors into account;
- Raise awareness of gender issues in research and educational content;
- Combating gender-based violence, sexual violence, harassment, and discrimination;
- Balancing personal and professional life.
