The Mediation and Quality of Life Committee (CMQVC) at CRI is an internal body created to support staff on matters related to ethics, scientific integrity, gender equality, disability, professional equity, psychosocial risks, and overall workplace well-being. Since these themes are often interconnected, the committee adopts a cross-cutting and compassionate approach. It is composed of at least seven members, including at least three technical staff, and aims to maintain gender balance. Members volunteer and are appointed for a five-year term by the Centre Council. The committee operates collectively and confidentially, with a strong commitment to neutrality, empathy, and active listening. It can be contacted at any time by CRI staff and meets at least twice a year. When needed, external experts may be invited to assist. All members receive training to help support individuals experiencing work-related distress and contribute to the continuous improvement of working conditions at CRI.

1. Scientific Integrity and Ethics Advisors (REIS)

Scientific Integrity and Ethics Advisors are responsible for promoting a culture of ethics within CRI, preventing breaches of scientific integrity, and encouraging dialogue when conflicts arise. They can be contacted by any member of CRI, regardless of their position, and may also initiate actions on their own. Their role is to support confidential discussions and assist in finding solutions through mediation. In cases of serious misconduct or breaches, the advisors evaluate the situation and, if necessary, refer it to the appropriate institutional authorities (such as Inserm, Université Paris Cité, or CNRS). At the end of their involvement, a report is submitted to the CRI management team and to the individuals concerned, while respecting the confidentiality of internal discussions.

2. Gender Equality and Professional Equity Advisors

CRI has appointed two advisors for gender equality and professional equity, who are also part of the CMQVC. Their role is to promote equal opportunities and visibility for all genders, support inclusive communication, and combat all forms of discrimination. They serve as the first point of contact in cases of moral or sexual harassment, as well as discrimination based on gender, origin, sexual orientation, or other identity factors. Their work aligns with the policies and action plans of the supervising institutions. They are available to all CRI staff members and ensure total confidentiality.

2(continued). Disability Advisor

The CMQVC also includes a disability advisor who is dedicated to promoting the inclusion and support of individuals with disabilities at CRI. This advisor raises awareness among staff, ensures accessibility of facilities and tools, and helps maintain employment for those affected. They are available to guide, inform, and support staff members seeking assistance and serve as a point of contact in cases of discrimination or harassment related to disability, always with full respect for confidentiality.

3. Additional Responsibilities of the CMQVC

All CMQVC members also act as psychosocial risk (PSR) advisors. They monitor the quality of work life, ensure compliance with work-life balance policies, and remain attentive to any signs of distress. They are trained to provide appropriate support and may be contacted by any staff member feeling that their working conditions have deteriorated. All interactions are treated as strictly confidential, and no action is taken without the individual’s consent, except in urgent cases where the occupational health physician may intervene. The committee also actively contributes to improving working conditions at CRI, particularly during organizational changes, and works in collaboration with prevention teams and CRI management to propose effective and sustainable improvements.

CMQVC Referents