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gender balance in leadership and decision-making; gender equality in recruitment and career progression; integrating the gender dimension into research/teaching content; and measures against gender-based violence including sexual harassment.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},237286,1789110993,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":20,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":135,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":125,"read_time":140},687197207919,"https://ap-avatar.wpscdn.com/avatar/a000253d6f5f7c60be?x-image-process=image/resize,m_fixed,w_180,h_180&k=1779446848396160552","25/ 06/ 2024  \nGENDER EQUALITY P L A N  \nP re pa red By :  \nA l icj a S zo fe r A r ay a , C h r ist i ne K u b i a k , & A r i a ne Ro l l a nd  \nEC RIN-ERIC Ma nage me nt Office  \n3 0 Bd S a i nt J acq ues ,  \n7 5 0 14 , P a r is , F r a nce [www . ec r i n . o rg](www . ec r i n . o rg)  \nINTRO  \nThis Gender Equality Plan (GEP) is established pursuant to European Commission guidelines, relating to professional gender equality (GE).  \nWriting a GEP is seen by ECRIN as an opportunity to reaffirm its will to respect and develop equal opportunities and treatment at all stages of professional life, to go further into gender equality and to improve its practice in a continuous improvement process.  \nThis second GEP is based on a diagnosis of the current workforce and on the reflexions of a working group including volunteer employees, human resources (HR) and the Head of Operations.  \nECRIN wants to continue to tackle gender equality challenges and implement an action plan covering the 5 recommended areas:  \n Work-life balance and organisational culture;  \n Gender balance in leadership and decision-making;  \n Gender equality in recruitment and career progression;  \n Integration of the gender dimension into research and/or teaching content;  \n Measures against gender-based violence including sexual harassment.  \n[ec r i n . o rg](ec r i n . o rg)  \nCHALLENGES  \nMETHODOLOGY & ANALYSIS OF EC RIN ’ S SITUATION  \nThis year GEP is based on the work of a dedicated staff working group.  \nThe GEP working group members are volunteers, they commit to be part of the working group for a minimum of one year (conception of the plan, implementation and assessment). Next year, it is suggested that the working group should include a work council member (CSE). ECRIN’s gender equality situation can be considered stable. Besides an objective analysis based on figures, the input of the working group was able to bring another perspective.  \nECRIN’s situation is strongly conditioned by two factors:  \n Clinical trials positions are mostly occupied by women in France. As a consequence, ECRIN tends to receive more applications from female candidates.  \n ECRIN is a small organisation. As a consequence, carrier progression is limited.  \nDespite these factors, the working group has been trying to be inventive, in particular on questions for supporting career development, and to work on what can be improved, even by a small margin.  \nLIST OF CHALLENGES IDENTIFIED  \n0 1 BETTER PROPORTIONAL BALANCE  \nMALE / FEMALE STAFF  \nThe current staff is composed of 19% male and 81% female members, which is representative of clinical trial organisations in France. Consultants are mainly male.  \n0 2 PROMOTING EQUAL ACCESS TO TRAINING AND PROFESSIONAL  \nOPPORTUNITIES  \nThough t he gender audit did not show inequalities, it seems important to retain processes limiting any unconscious gender bias and fostering access to training and professional opportunities for everyone.  \nAs opportunities of changing job position and/or being promoted are limited in a small organization, it is particularly important to encourage training and enable employees to work on different kinds of projects. Training (not only as attending training sessions but also reading, attending webinars, etc.) and having the opportunity to work on different kinds of projects are also a way to develop one’s career.  \n0 3 CONTINUE TO DEVELOP WORKLIFE BALANCE  \nWork-life balance is a key to ensuring Gender Equality at work. We want to keep on improving it.  \n[ec r i n . o rg](ec r i n . o rg)  \n0 4 SUPPORTING EMPLOYEES IN THE LIFE STAGES THAT CAN INTRODUCE GENDER INEQUALITIES  \nWork-life balance being a key point of Gender Equality at work, some life stages can take a toll on someone’s career. Though these particular situations did not appear in the audit, there is always room for improvement.  \n0 5 CHALLENGING WORKING  \nCONDITIONS AND MAINTAINING CURRENT POLICY AND CULTURE THROUGHOUT A CHANGE OF TOP  \nMANAGEMENT  \n","cbCaivW5dRwfaXsu","https://ap.wps.com/l/cbCaivW5dRwfaXsu","pdf",2941568,22,"English","# Introduction\n# Challenges\n## Methodology & analysis of EC RIN’s situation\n## List of challenges identified\n# Action plan 2024","[{\"question\":\"What is the purpose of the Gender Equality Plan (GEP)?\",\"answer\":\"The GEP reaffirms ECRIN’s commitment to respect and develop equal opportunities and treatment at all stages of professional life, supported by a continuous improvement process.\"},{\"question\":\"How was the 2024 plan developed?\",\"answer\":\"The plan is based on a diagnosis of the current workforce and the reflections of a dedicated working group, including volunteer employees, human resources (HR), and the Head of Operations.\"},{\"question\":\"Which five action areas does the 2024 GEP cover?\",\"answer\":\"Work-life balance and organisational culture; gender balance in leadership and decision-making; gender equality in recruitment and career progression; integrating the gender dimension into research/teaching content; and measures against gender-based violence including sexual harassment.\"}]","Gender Equality Plan - 2024 | PDF",8]