An Equality Officer was appointed in 2017. She deals in particular with the issues of fighting discrimination within the university, promoting equality and diversity with the support of a working group on these issues, the network of correspondents, and representatives of student associations.
Dauphine's ambition is to :
- Fight against discrimination
- Promote a policy of parity and diversity for staff and students
- Develop an organization concerned with well-being and quality of life at work.
For many years Dauphine has been active in issues of equality and the fight against discrimination.
In order to continue this commitment, and to respect the legal requirements set out in the French law on transformation of the civil service, of August 6, 2019, our school adopted an action plan on May 17, 2021 concerning gender equality in the workplace with the following five focal points:
- FOCUS 1 - Equal access for both men and women to civil service bodies, job categories, grades, and positions
- FOCUS 2 - Assessment, prevention and rectification of gender pay gaps
- FOCUS 3 - Management of work-life balance
- FOCUS 4 - Combatting discrimination, sexist and sexual violence and harassment
- FOCUS 5 - Governance of the action plan on gender equality in the workplace
ACTION PLAN ON GENDER EQUALITY IN THE WORKPLACE
12 goals broken down into 72 actions to be carried out in the next three years:
- Make the principles of gender equality and non-discrimination a reality
- Organize and coordinate the university’s cross-functional social responsibility actions
- Identify actions already taken within the university concerning gender equality, prevention and combatting of sexist and sexual violence; make them visible and drive new actions
- Develop dialog within the community at Dauphine on issues of gender equality, and more broadly, on the fight against discrimination
- Raise awareness among employees and involve and support them on issues of gender equality, and more broadly, on the fight against discrimination
The development and implementation of the Action Plan are led by the school’s officer for equality and anti-discrimination, supported by a working group made up of representatives of the university’s various stakeholders. Representative union organizations, members of the administrative, teaching and research staff, heads of the relevant departments, members of the leadership directly involved in the gender equality in the workplace policy.
The aim of the working group is to maintain its activity during the three years of the implementation phase in order to assess the effectiveness of the actions taken, and to propose new ones to address inequalities in the workplace.
This action plan is part of an ongoing improvement strategy and its implementation requires the commitment of all departments within the university, and the adoption of the university’s equality policy by all of the university’s employees.
Since 2009, the Equal Opportunity Program supported by the Dauphine Foundation aims to diversify student recruitment from the first year, by raising awareness of higher education among high school students in priority areas. Known for its proactive policy in favor of equal opportunity, the university was recognized as a "Cordée de la Réussite" in 2010.
This program is based on close collaboration with the teaching teams and principals of 35 partner establishments in the Ile-de-France but also in Normandy, Hauts de France, and Grand Est.
Support for these young people from so-called sensitive areas takes the form of various actions: raising the awareness of young high school students about higher education through interventions in high schools (1,000 high school students in 2018), an offer of extra tutoring courses in high schools to prepare students during their schooling (700 high school students benefited in 2018) and support for students admitted to Dauphine throughout their training with some 150 volunteer sponsors.
This program also offers students a cultural and professional opening (meeting alumni, visits to head offices, summer jobs and accommodation, cultural and sports activities, etc.). The year is also punctuated by several meetings, such as the sponsorship evening at the start of the academic year, the biannual follow-up, cultural mediation actions and the annual Parcours Paris-Dauphine event at the end of May.
From 8 candidates admitted in 2010, the proportion of "Equal Opportunity" candidates rose to 10% of all first year admissions.
Since March 2018, a surveillance unit has been handling situations of discrimination, sexual violence or hazing, of which students may be victims in the context of their studies, or which members of the administrative staff and teacher-researchers may be exposed to in the course of their professional activity.
Developed in consultation with the various stakeholders, this unit consists of 15 members and is coordinated by the university's Equality Officer.
Respecting confidentiality and neutrality, this unit assists victims of discrimination, sexual violence and hazing, informs them of their rights and the steps to be taken, and refers them to the appropriate authorities. It may also intervene, at their request and when the situation permits, to try to put an end to the situation reported.
CONTACT THE WATCHDOG UNIT
23% of the students enrolled in Bachelor's degrees and 21% of the students enrolled in Master 1 at Dauphine receive a scholarship (2017 – 2018 data). Other financial support mechanisms contribute to diversity, such as the modulation of course tuition fees according to income, the existence of a fee committee that reviews student fees during the academic year in the event of a life accident, or the exemption of tuition fees for refugees, and social assistance from the solidarity and development fund for student initiatives.
In order to support this diversity policy, Dauphine is also strongly committed to the essential issue of student housing. In 2015, the Dauphine Foundation acquired accommodations in which, since 2017, 57 students are housed each year, 93% of whom are scholarship holders (including 8% from the Equal Opportunity Program) and 7% international students.
Efforts have continued in this direction, with 190 new housing units offered to Dauphine students in 2019, including ten reserved for students in the Equal Opportunity Program in exchange for rent subsidized by the Foundation. This housing program thus offers Dauphine students new housing at moderate rents in perfectly equipped and secure residences in ideally located areas.
Dauphine has set up a structure and a support system for students with disabilities as part of a master plan for the period 2015-2018 and 2019-2022.
Numerous actions are carried out by the university's Disability Mission, covering the welcoming of these students, their support, the accessibility of premises and teaching, information and awareness raising, and professional integration in partnership with companies or associations. The number of assisted students with disabilities has increased considerably from 93 in 2015 to 142 in 2018.
Finally, Dauphine organizes events in support of this policy in favor of equality and diversity, such as Disability Week once a year, or Equality and Diversity Week.
Improving the Quality of Life at Work of all staff is a key element of Dauphine's strategy. The university has embarked on a QWL initiative in 2018 with the support of an external stakeholder and in partnership with staff representatives.
An assessment was made on the basis of a qualitative (65 interviews) and quantitative (618 questionnaires completed by staff) survey. This staff consultation allowed the entire Dauphine community to express their views on working conditions, attractions, difficulties, and developments.
The presentation and discussion of the entire results of the survey (CHSCT, CT, governance) led to stakeholders’ identification of three major areas of work capable of providing answers to the difficulties expressed by employees:
- Working together in a better way
- Improving and equipping management
- Continuing to support change
These 3 axes have been defined in workshops with the contribution of Dauphine staff, into a plan of 39 measures that will be implemented between 2020 and 2021.
Awarded by the European Commission, this "HR Excellence in Research" certification is based on the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, published in 2005.
This European strategy seeks to improve the practices of research organizations and institutions regarding recruitment, as well as ethics, career development, and training, while also emphasizing the concepts of transparency, openness, and non-discrimination.
Moreover, it serves to attract researchers from within France and from abroad, and is a major asset with regard to calls for proposals in Europe. This strategy is undertaken within the PSL framework, alongside ENS and ESPCI in particular, with the goal of receiving certification in the first quarter of 2020.