Equality, Diversity, Social Policies
Our ambitions
The social policy of Université Paris Dauphine - PSL is organized around various measures and multi-year action plans, concerning disability, the fight against discrimination, quality of life and gender equality in the workplace.
Their introduction is monitored and reported on to the university’s various bodies. Supporting this policy, an Equality representative, combats discrimination, sexual and gender-based violence, and hazing and there are 2 LGTBQ+ representatives.
Université Paris Dauphine-PSL aims to:
- Strengthen the institution’s’ Equal Opportunity ambition
- Promote peace and inclusivity on campus
- Develop the university’s disability welcoming policy
- Improve the efficiency of actions to promote equality in the workplace and quality of life and working conditions
Equal Opportunity policy
The policy of Université Paris Dauphine - PSL in terms of social engagement stems from the Equal Opportunity program, introduced in 2009.
But it also covers a raft of initiatives aimed at reducing inequalities in access and success in the selective streams of French higher education.
The Environmental and Social Council, on February 1 2024, adopted an issue that aims to further formalize the university’s Equal Opportunity policy by drawing up a map of actions and stakeholders and a dashboard comprising over 40 indicators, to be used to steer and monitor this policy. These actions are currently underway.
LGBTQ+ Commitment
An LGBTQ+ commitment program for Université Paris Dauphine - PSL, developed by the LGBTQ+ representatives in collaboration with all Dauphine stakeholders and approved by the Board of Directors, has been in place since January 2024.
This plan formalizes Dauphine’s commitment for the past several years to gender equality and to the fight against discrimination. Beyond the legal requirements, Université Paris Dauphine - PSL wished to introduce specific actions for LGBTQ+ (Lesbian, Gay, Bisexual, Trans, Queer) individuals to ensure their integration and provide them with a safe and inclusive environment, as well as to combat homophobic and transphobic violence and discrimination.
This action plan includes 4 areas, 11 goals and 32 actions :
- Area 1: Structure the LGBTQ+ Commitment
- Area 2: Create an inclusive environment
- Area 3: Raise profiles and train
Area 4: Combat anti-LGBTQ+ sentiment
Support for staff and students with disabilities
Since 2015, and the adoption of its first Multi-year Disability Master Plan (MDMP), Université Paris Dauphine - PSL has been committed to continuing to consolidate the systems already in place and to introducing new actions to support and integrate students and staff with disabilities.
The 2022-2025 MDMP is an ambitious plan that includes over 150 actions developed by a group representing all divisions, components, services, and staff and student representatives.
The plan revolves around 5 areas relating to the entire university community :
- Accommodation and support for students up to and including their professional integration
- Accessibility on campus and in terms of digital technology
- Informing and educating the Dauphine community and raising awareness
- Recruiting and supporting staff with disabilities
- The inclusion of disability in research and pedagogy Its state of progress is presented each year to the Council for Education and Student Life and the Board of Directors.
The number of students with disabilities assisted has increased considerably from 93 in 2015 to 288 in 2024.
Gender equality in the workplace
Action plan
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 planon May 17, 2021 concerning gender equality in the workplace with the following five focal point :
- Equal access for men and women to all positions, grades and occupations
- Assessment, prevention and rectification of gender pay gaps
- Ensuring a positive relationship between work and personal life, including family life
- Combatting discrimination, sexual and gender-based violence, and harassment
- Establishing governance of the Gender Equality in the Workplace policy
72 actions to be carried out over the 2021-2024 period
- 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 implementation and monitoring of the Action Plan are managed by the Vice President for RSU, 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.
This action plan is part of an ongoing improvement strategy and its implementation mobilizes all departments within the university, and requires the adoption of the university’s equality policy by all of the university’s employees. A collective negotiation will begin for the development of a new action plan starting in 2025.
2025 Professional equality index at the university
- 76,9 points out of a maximum of 100 in the gender equality index 2025 (for the year 2024). Target for public companies: 75/100.
- 44,9 points out of a maximum of 46. Full-time equivalent gender pay gap for civil servants, at equivalent grade and rank.
- 28,1 points out of a maximum of 34. Full-time equivalent gender pay gap for contract agents, at equivalent hierarchical category.
- 4 points out of a maximum of 20. Number of public agents of the under-represented sex among the ten public agents with the highest pay. (1)
(1) According to the decree, the number of points is a function of the result obtained: 1=2pts; 2=4pts; 3=8pts; 4=16pts; 5=20 pts; 6=16pts; etc.
Monitoring unit
A monitoring 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 research professors may be exposed to in the course of their professional activity.
Developed in conjunction with the various stakeholders, this unit is a collegial group comprising 17 members representing the Dauphine community, trained in the issues being dealt with and subject to a strict obligation of neutrality and confidentiality. The university’s monitoring unit has several goals :
- To support victims of discrimination, sexual and gender-based violence and hazing : by providing a sympathetic ear; by helping to understand the reported situation and establishing the facts; by informing them of their rights and procedures that can be implemented; by recommending actions to put an end to certain reported situations
- To propose prevention and awareness initiatives to improve the fight against discrimination, sexual and gender-based violence and hazing at the university: informing and raising awareness of students and staff, publicity campaigns, ad hoc actions in connection with student organizations fighting for equality...
The monitoring unit is under the responsibility of the representative for Equality, the fight against sexual and gender-based violence, discrimination and hazing, herself under the responsibility of the Vice President for RSU. An annual activity report is presented to the Social Administration Board and the Board of Directors.
In addition, in 2023 the university’s Environmental and Social Council adopted a proclamation to strengthen the fight against discrimination and sexual and gender-based violence. The proposals contained in this proclamation revolve around three operational aims: enshrining the University’s commitment to fighting sexual and gender-based violence in its institutional documents and communication materials; raising the awareness of the university community about sexual and gender-based violence and how to prevent it; improving treatment of sexual and gender-based violence and assessing the effect of the measures taken.
D.PASSE: a student listening and support program
As part of a policy adopted to support students and ensure their health, Université Paris Dauphine – PSL has signed a partnership agreement with the FSEF (Foundation for Health Care of Students in France) to launch the D.PASSE program (Dauphine psychology and support for student health), a large-scale action plan with four concrete areas.
CONTACT D.PASSE LEARN MORE ABOUT THE PARTNERSHIP
A proactive student aid policy
Around 20% of the students enrolled in Bachelor's degrees and Master 1 receive a scholarship. 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. Fondation Dauphine acquired accommodations in which 55 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, 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.
The Quality of Life at Work approach
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 better together
Improving and equipping supervision
Continuing support for change
These 3 areas were established in workshops with the contribution of Dauphine staff, into a plan of 39 measures that have been in place since 2020.
HRS4R Certification
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.