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The first three years

On average over the past three years, 3% of CERN staff members have used the Ombuds’ services each year. This is a reasonable figure as no institution can live without conflict. Too many cases would be worrying, as would too few: it would mean that conflicts are swept under the carpet. The question is not really how many conflicts arise, but how many can be and are resolved. Any conflict has a positive side: the opportunity to overcome it. Once a conflict or a misunderstanding has been resolved, the relationship generally ends up stronger as the obstacles have been removed.

As far as the issues brought to the Ombuds are concerned, a very similar picture has emerged each year. The relationships between supervisees and supervisors dominate the statistics. This may be due to the fact that people who are competent in their field are promoted to supervisory positions because they possess the technical skills but without having any in-depth training in managing people, and not everyone is gifted with a natural aptitude for leadership. Efforts to promote a style of leadership that goes beyond simply directing would go some way to addressing this issue in the long-term.

In terms of the demographics of the people consulting the Ombuds, the number of women, when analysed as a percentage of the total female population, is consistently higher than the figure for men, by a factor 2 to 2.5. The women concerned are mainly in professional category 5, while the men are mainly in category 2. No specific factor could be isolated to explain this phenomenon. In any case, continual progress regarding interactions, language and respect of gender differences should be actively supported and encouraged.

The number of Limited Duration staff members who visit the Ombuds has fluctuated over the years. Concerted efforts to inform the LD population of the confidentiality and autonomy of the Ombuds should be made in order to address any apprehension that they may feel.

The number of cases concerning perceived harassment has remained low. Not a single case of sexual harassment has come up during the three years. A few abuses of authority or arbitrary decisions in the workplace, sometimes to the point of being considered moral harassment, have been observed. Only two cases, which the Ombuds could not mediate because certain parties refused, escalated into formal complaints. This low number demonstrates the usefulness of the role. Some cases have been referred to the HR Department, to the Medical Service and its psychologist, to the concerned employees’ own superiors, or to the Directorate in cases that involved the Organisation itself.

Interactions with the personnel have been positive and ultimately nobody has refused to support the Ombuds. Many people have mentioned in passing that they are happy that such a service exists at CERN, even if they do not need to use it right now.

Conclusion: The CERN Management should guarantee the long-term existence of the Ombuds position in the interests of ensuring the welfare of its personnel and the maximum efficiency of everyone working for or on behalf of this renowned scientific institute.