Gender equality is a priority at EURECOM. Indeed, it is in the quality and diversity of its students and researchers that a grande école and research centre consolidates its future and demonstrates its values and corporate culture. Statistics show that there is a very high proportion of men in the new information technologies and digital sciences courses. With this in mind, EURECOM has set specific targets for the gender composition of its teams: to give preference to female candidates for its IT and research jobs, which are traditionally held by men, and to give preference to male candidates for its administrative jobs, which are traditionally held by women, with equal qualifications.
For more than 10 years, EURECOM has been pursuing a dynamic policy in favour of gender equality in general and particularly in the recruitment of women in its curriculum and work positions
- Each year a gender equality plan is drawn up. This plan analyses any discrepancies in terms of compensation, promotion and access to management functions. Indicators are established and monitored; objectives are defined in the following areas: hiring, effective compensation and working conditions.
- Each year EURECOM calculates and publishes its “gender equality index” on its website. As of January, 2025, this index is 75/100.
- EURECOM's internal policies and procedures put in place means to prevent moral and sexual harassment, as well as all forms of discrimination and sexist and sexual violence.
With regard to women and men who are studying or who are employed in its laboratories, EURECOM acts on four domains:
1. Handling and prevention of remuneration gaps
EURECOM prohibits any form of discrimination based on factors other than skills and professional qualifications at the time of recruitment and throughout an employee's career. In order to apply the principle of equal pay and career development, EURECOM recruits on the basis of pay scales applicable to all, depending on the position held and professional qualifications, and respecting internal balances. These salary scales consider objective and non-discriminatory factors such as level of education and professional experience.
2. Guarantee of equal access to positions at EURECOM
Job diversity is an important dimension of professional equality. It enriches the work collaboration, the cohesion of teams and thus contributes to the performance of the global organization.
EURECOM develops the diversity of its positions with the aim of seeking, as much as possible, a balanced representation of both sexes in its positions. In order to achieve this EURECOM is dedicated to:
- Communicate and promote the positions of faculty, research engineer, post-doctoral fellow and PhD student.
- Implement and maintain a dynamic and dedicated HR policy in making recruiters aware of equal treatment from the hiring process to the end of the employment contract.
- Make its partners and recruitment service providers aware of the importance of gender diversity by promoting female candidates for positions mainly occupied by men and male candidates for positions mainly occupied by women, with equal skills.
3. The balance between personal life and professional life
EURECOM works for the well-being of its staff and ensures a good balance between professional and private life. Digital disconnection, leisure spaces, forums… thus ensuring well-being at work and a fair balance with personal life.
4. The fight against sexual and gender-based violence, harassment and discrimination
EURECOM has a set of internal rules and procedures duties in terms of respect and proper behaviour towards others. All forms of harassment and discrimination are prohibited.
EURECOM has a VSS representative and a dedicated contact email address: vss@eurecom.fr
