Human resources policy

The French National Research Agency (ANR) has implemented a human resources policy to develop the skills and careers of its staff, promote the diversity, ensure equal treatment at all levels, and improve the quality of life in the workplace.

Strengthening skills and encouraging professional development

The ANR is committed to providing its staff (around 400 people in 2022) with the resources to fulfil themselves and flourish in the workplace, through several tools:

  • A new employee integration programme.
  • A Jobs and skills planning (GPEC) Agreement encouraging professional development. This procedure aims to predict changes in professions, and gaps between the employer’s needs and resources in terms of skills and staff, to better support these changes.
  • An annual skills development programme with a wide range of training opportunities.
  • An internal mobility charter outlining clear commitments. The ANR encourages internal and external mobility (mobility leave, HR network with other organisations) to provide each employee with an extensive professional career and development prospects. In 2020, the internal mobility rate was amounted to 8%).

The ANR Internal Mobility Charter (in French)

Promoting diversity and fighting against discrimination

The ANR remains committed to supporting diversity and inclusion. This daily commitment is reflected in an all-level equal treatment policy. The ANR believes that diversity is a form of wealth and thus promotes it, while fighting against all forms of discrimination. It educates and wishes to involve each employee in the institution, regardless of their role or position. The Agency seeks to create an atmosphere conducive to the development and fulfilment of all its staff.

The ANR divides its diversity policy in four main themes:

  • Gender equality in the workplace,
  • Integration of staff with a disability, support and guidance of employees in filing an application to obtain a recognition of the status of disabled worker (RQTH),
  • Prevention and fighting against all forms of violence, discrimination, psychological or sexual harassment, or gender-based behaviour,
  • Youth employment, guidance and support within the framework of their training.

 

The Agency aims to encourage gender equality in the workplace by actively contributing to a sustainable transformation of practices. The ANR, as part of its Action Plan for Gender Equality and Gender Mainstreaming, has identified several areas of focus to establish over the 2022-2023 period:

  • Ensuring that men and women are provided with equal access to all jobs available, including management positions.
  • Conducting analyses to identify possible gender-based wage disparities between employees and correct them.
  • Contributing to improving the representation of female employees at all levels of responsibility and supporting women in their career advancement (by generating data on male/female applications regarding internal open positions, or by implementing actions to support the return from parental leave, for instance).
  • Implementing initiatives to improve the work-life balance (through actions to enhance the measures regarding part-time and remote work, or to analyse the impact of maternity leave on wage and career growth, in order to determine the measures to be implemented).

Women make up 64% of the ANR’s overall staff. It makes up 38% of the Executive Committee. In Management, their number has risen to 55%. In Operations (jobs that contribute to ensuring the specific missions carried out by the ANR, such as Scientific Project Managers, Principal Investigators, Administrative and Financial Manager), the number amounts to 67%.

 

The ANR is committed to the professional integration of disabled people, and has signed in May 2020 a charter for occupational health safety and consideration of disabilities, broken down into major rul

  • recruiting new employees with disabilities, particularly through the ANR’s involvment in dedicated forums such as Talents Handicap (a French Recruitment Forum for people with disabilities),
  • maintaining the employment of people with disabilities by implementing of measures to adapt the workplace,
  • in-house training for people with disabilities, ensuring their employability throughout their career,
  • disability communication and awareness-raising of all managers and employees.

Two disability correspondents are dedicated to supporting, informing and guiding all employees.

The ANR Charter for occupational health safety and consideration of disabilities

 

The ANR has also adopted a policy regarding the prevention, report and treatment of acts of violence, discrimination, psychological and sexual harassment, and gender-based behaviour (which are prohibited by law), based on four strong commitments:

  • zero tolerance,
  • no reported situations that were not dealt with,
  • no impunity for the perpetrators,
  • full protection for victims and witnesses.

 

Committed to supporting and guiding young people towards employment, the ANR hires apprentices to train them in a profession and provide them with the opportunity to discover work life and culture within an institution. Combining a training project and work experience is an asset and allows to:

  • Enjoy theoretical learning and practical application,
  • Earn an approved diploma or professional qualification,
  • Learn a trade with an experienced tutor,
  • Become a professional and get a first-hand look at joblife,
  • Enrich your work experience and develop your employability.

12 apprentices are employed by the ANR as of 1 January 2022.

Improving the quality of life in the workplace

Since 2016, the ANR has implemented an Action Plan, which is regularly updated following employee surveys, to improve the quality of life in the workplace and prevent psychosocial risks.

The ANR is rolling out several actions focusing on the improvement of the quality of life in the workplace, such as:

  • establishing a teleworking agreement allowing up to 2.5 days of remote work per week,
  • developing management training,
  • providing a confidential ear through a social support service, with a neutral and external interlocutor,
  • adapting the workplace for health reasons,
  • rolling out  social and cultural actions, by providing several sports and cultural activities to its employees,
  • measures dedicated to the proper circulation of information within the enterprise (intranet, internal newsletter, information desks, etc.).

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