The CRI Mediation and Quality of Life Committee (CMQVC) is an internal body whose objective is to support CRI staff on issues related to ethics, scientific integrity, gender equality, disability, professional equality, psychosocial risks, and quality of life at work. As these topics are often interconnected, the committee adopts a cross-cutting and supportive approach. It is composed of at least seven members, including three technical staff members, and strives for gender parity as much as possible. Members are volunteers, appointed for five-year terms, and approved by the center’s board. The committee operates collegially and confidentially, with a commitment to neutrality and active listening. It can be contacted at any time by any CRI staff member and meets at least twice a year. It also has the option of calling upon external experts for specific cases. All members receive training to address situations of workplace distress and participate in the continuous improvement of working conditions at the CRI.
1. Ethics and Scientific Integrity Officers (ESIOs)
The Ethics and Scientific Integrity Officers are tasked with promoting an ethical culture within the CRI, preventing breaches of scientific integrity, and facilitating dialogue in the event of conflicts related to these issues. They can be contacted by any member of the CRI, regardless of their position, and can also initiate proceedings on their own. Their role is to support confidential discussions between the parties and to propose solutions through mediation. In cases of serious misconduct or proven misconduct, they forward the case to the appropriate authorities (INSERM, Université Paris Cité, CNRS) after a peer review. Following their intervention, a report is submitted to the CRI’s management committee and the individuals involved, while maintaining the confidentiality of the discussions.
2. Gender Equality and Parity Officers
The CRI has two gender equality and parity officers, who are also members of the CMQVC (Committee for Quality and Career Development), responsible for promoting equality between women and men, supporting inclusive communication policies, and combating all forms of discrimination. They are the first point of contact in cases of psychological or sexual harassment, as well as discrimination based on gender, origin, sexual orientation, or any other form of exclusion. They carry out their actions in accordance with the guidelines set by the supervisory bodies and remain available to all CRI staff in a strictly confidential manner.
2(bis). Disability Officer
The CMQVC’s disability officer is responsible for promoting the inclusion and support of people with disabilities at the CRI. They work to raise awareness among staff, improve the accessibility of premises and work tools, and ensure continued employment. They remain available to inform, guide, and support the employees concerned. In the event of difficulties or discrimination related to disability, the CMQVC also serves as a trusted contact, respecting confidentiality.
3. Other missions of the CMQVC
All members of the CMQVC are also designated contacts for psychosocial risks. They ensure quality of life at work, respect for work-life balance, and the detection of situations of distress. Trained in active listening and prevention, they can be contacted by anyone experiencing a deterioration in their working conditions. Discussions are confidential, and no decision is made without the consent of the person concerned, except in emergencies where the occupational physician can intervene. The committee also contributes to discussions on organizational changes within the CRI and proposes concrete actions to sustainably improve working conditions in conjunction with the prevention services and management.
