Policy: Employment, Discrimination and Pay Scale Equity

1. IMT Atlantique is a member of the CPED: The Permanent Conference of Equality Diversity Officers in Higher Education and Research, which is an association of more than 90 higher education establishments (universities, grandes écoles, COMUE).
2. IMT Atlantique is part of the Diversity Commission of the "Conférence des Grandes Ecoles", which supports the diversification of profiles within Higher institutions with regard to their social responsibility and in order to improve their overall performance.
3. IMT Atlantique has signed a partnership agreement with the University of Western Brittany (UBO) to bring together a number of actions to prevent and combat sexual harassment within the establishment. A harassment cell has been set up and IMT Atlantique students and staff can contact it.
4. IMT Atlantique wished to affirm these commitments by fighting against all forms of discrimination prohibited by law, and in particular those related to sexual orientation and gender identity, by signing the LGBT + Charter of Autre Cercle. The Autre Cercle association works for the inclusion of LGBT + people in the professional world.
5. A referent on Gender Equality has been appointed at IMT Atlantique
6. IMT Atlantique implements the policy established by IMT in accordance with its 2020 management framework:
   • Article 77: Freedom of opinion
     Each employee of the establishment is free to adhere to the opinions of his choice, in philosophical, political, trade union or religious matters. He cannot be prejudiced by his opinions, and these cannot be mentioned in his personal file.
   • Article 78: Professional equality
     No distinction can be made between the personnel of the establishment because of their political, trade union, philosophical or religious opinions, their sex, their state of health, their morals, their handicap or their ethnicity.
     IMT Atlantique regularly analyzes salary changes, according to gender, age, and studies the gender pay gap and makes readjustments to maintain gender equity.
     Consult the salary measures report - CTS of March 21, 2019 (restricted document)
     However, distinctions can be made to take into account possible physical inability to perform certain functions. IMT Atlantique is committed to measuring and closing the gender pay gap through its social report.
7. IMT Atlantique ask all its departements to identify risks in its own supply chains and to report suspicion of any kind of discrimination into your suppliers to the contact of this policy sheet.
8. In a context that is becoming more complex, IMT Atlantique must remain vigilant on the one hand to respect the regulations and budgets and, on the other hand, that the temporary staffs experience is a period of full career in the background of the personnel concerned. Strongly committed and concerned by the social aspect of the Sustainable Development policy, IMT Atlantique’s management committee and technical committee have validated the implementation of a monitoring system for temporary staff on fixed-term contracts, in order to secure and support their journey. This memorandum from April 2, 2019, N ° 15/2019 recalls some principles of temporary staffs management and presents the monitoring system implemented.

This policy is written in English to make our commitments visible internationally.