In a bold step towards contributing to a more inclusive environment, the Staff Association has established a new Working Group dedicated to Diversity, Equity and Inclusion (DEI). The initiative encompasses different diversity dimensions and is addressed to all members of personnel. It aims at catalyzing evolution across the Organization through several key actions.

Key objectives of the DEI Working Group:

1. Support existing networks: the group will bolster initiatives from CERN's various communities, including Women in Technology (WIT), LGBTQ, and Disability networks.
2. Implement concrete actions: targeted measures will address DEI needs within the CERN community.
3. Collaborate with stakeholders: as a crucial player in DEI, the Working Group will foster partnerships with other DEI entities within CERN, and in particular with CERN's D&I programme.
4. Monitor DEI programs: ongoing activities will be closely watched, with active participation in forums like the D&I Roundtable.
5. Provide expertise: DEI perspectives and expertise will be brought to various CERN committees and working groups.

Experts to promote and support the DEI Working Group :

Maria Elena Angoletta and Maria Alandes Pradillo are the new delegates spearheading this initiative. With extensive backgrounds at CERN and a track record of promoting DEI, they are well-positioned to lead this effort. In the past, they have already been behind a number of initiatives to promote DEI, in particular through the WIT programme.

Prominent initiatives:

• Diverse representation: proposals are underway to ensure a diverse representation in naming roads - inspired by Canton of Geneva's inclusive practices - new meeting rooms and parking lots.
• Unified reporting system: discussions have started to harmonize the tracking and reporting of inappropriate behavior across CERN's response channels, aiming at a more cohesive approach.
• Disability awareness: collaborations with the disability network are exploring awareness-raising lectures and hiring practices to support individuals with disabilities.
• Mentoring programs: efforts have been started to promote a mentoring culture at CERN, by enhancing and officially recognizing voluntary mentoring initiatives, particularly those aimed at supporting young members of underrepresented minorities.

Future focus areas:

• Parental leave: to devise and propose improvements to CERN's parental leave policies so as to bring CERN at the forefront of International Organizations in this respect.
• Combating ageism: to devise and develop strategies to put value on the contributions of experienced personnel and promote their engagement.

The DEI Working Group welcomes input from all CERN personnel. Those interested can reach out via email at dei-sa-wg@cern.ch.