Our CSR approach
The CTTC implements a number of initiatives and policies at the core of its activities and relationships with its partners in order to address social, environmental, and economic concerns.
Gender equality and inclusion policy
1. Commitment and vision
The CTTC is committed to promoting gender equality, equal opportunities and an inclusive working environment across all its activities. This commitment is based on the conviction that equality is not only a fundamental principle of social justice, but also a prerequisite for quality of life at work and a driver of scientific, technological and organisational performance.
As a Research and Technology Organisation, the CTTC aims to contribute to the sustainable transformation of professional practices and its own organisation, whilst ensuring that the knowledge, technologies and innovations it develops meet the needs of a diverse society.
The gender equality policy forms part of a process of continuous transformation. It aims to identify and reduce inequalities, prevent discrimination and ensure that everyone can participate fully in activities, develop their skills and access opportunities for career progression on the basis of fair and transparent criteria.
2. Equal opportunities and career development
The CTTC is committed to ensuring equal treatment at every stage of an employee’s career, particularly during recruitment, induction, appraisal, training, promotion and access to positions of responsibility.
Human resources management procedures are based on objective criteria that are consistent with the skills required. Particular attention will be paid to preventing unconscious bias and identifying mechanisms that may limit certain groups’ access to career opportunities.
The CTTC promotes skills development, career support and equitable access to progression opportunities.
It regularly reviews data relating to recruitment, remuneration, promotions and departures in order to identify any discrepancies and define appropriate corrective measures.
3. Balanced representation and inclusive leadership
The CTTC promotes gender balance in scientific and technical teams, managerial roles, decision-making bodies and, where possible, governing bodies.
Managers must play a key role in achieving this objective. They are encouraged to incorporate equality objectives into their management practices, to promote a fair distribution of responsibilities and to ensure that decision-making processes are transparent and inclusive.
Progress towards a more balanced representation is monitored using indicators tailored to the various levels of responsibility. The results are analysed regularly in order to identify persistent barriers and adjust the actions taken.
4. Organisational culture and quality of life at work
The CTTC is committed to fostering a professional culture based on respect, cooperation, recognition of contributions and inclusion. It ensures that working conditions enable everyone to balance, as far as possible, their professional responsibilities and personal lives.
Management practices must promote flexibility, transparency and as equitable a distribution of the workload as possible. Particular attention is paid to the potential impact of family responsibilities and career breaks on career progression.
The CTTC also encourages inclusive communication, raises teams’ awareness of gender stereotypes and recognises the diversity of experiences and needs. In this way, it aims to strengthen the sense of belonging, cooperation between teams and the quality of the working environment.
5. Prevention of gender-based discrimination and violence
The CTTC has a zero-tolerance policy towards discrimination, sexual harassment, gender-based harassment and all forms of gender-based violence, in accordance with applicable law.
Accessible and confidential procedures are in place to enable the reporting of concerning situations and to ensure they are dealt with whilst respecting the rights of those involved. Staff are provided with clear information on reporting procedures, and protective measures can be put in place.
Prevention also relies on training, raising awareness and empowering all staff. The aim is to ensure an environment in which inappropriate behaviour is identified, addressed and prevented, and in which everyone can carry out their work in conditions of safety and respect.
6. Gender mainstreaming in R&D and innovation
The CTTC recognises that gender equality also relates to the content of its scientific, technological and innovation activities.
Where relevant to its objectives and practices, the gender dimension is considered from the very outset of project design, in the formulation of scientific and technological questions, the selection of data, experimental protocols, the analysis of results and the assessment of impacts.
This approach aims to identify sex- or gender-related differences that may influence scientific results, the use of technologies and the effects of innovations on the stakeholders concerned. It helps to improve the robustness of knowledge, the relevance of the solutions developed and the consideration given to the diversity of users’ needs.
The CTTC supports its teams in this process by providing them with methodological resources and training.
It also encourages the sharing of best practices and the integration of equality into collaborations with industrial, institutional and societal partners.
7. Governance, resources and collective responsibility
The implementation of the gender equality policy is a commitment led by CTTC’s Management and shared across all levels of the organisation.
The CSR manager is responsible for coordinating initiatives, monitoring objectives and supporting teams. Human resources, scientific resourcement, managers and staff representatives all contribute, within the scope of their respective responsibilities, to the implementation of the policy.
The CTTC ensures that equality objectives are integrated into strategic schedule, human resources management, scientific recruitment, technological development and the allocation of responsibilities. Human resources are mobilised to ensure the continuity of the actions undertaken.
8. Monitoring, evaluation and continuous improvement
The policy is based on an initial assessment, the setting of measurable objectives and the establishment of a regular monitoring and evaluation system.
Indicators are used, in particular, to examine gender representation, recruitment conditions, pay, career paths, access to leadership roles, participation in training and working conditions. Data is collected and analysed in accordance with legal requirements and the principles of personal data protection.
A periodic review enables progress to be assessed, gaps between objectives and results to be identified, and measures to be strengthened or adapted. The action plan is revised accordingly and helps to embed gender equality within a sustainable process of continuous improvement.
Ultimately, the CTTC aims to make gender equality a cross-cutting component of its operations and its scientific and technological missions. By combining commitment, equitable management practices, an inclusive culture and responsible R&D, it helps to build a professional environment in which everyone can develop their potential and participate fully in the production of knowledge and innovations for the benefit of industry.
