I recently presented the 2018 Ombud’s Report to the CERN Management and then to TREF, and I’d like to outline the main points for you here. 

Around a hundred people per year have visited the Ombud’s Office since it opened. In 2018, 104 of our colleagues (i.e. around 1.8% of CERN’s personnel) came to see me. Just under half were staff members, on LD or IC contracts. It’s worth noting that the number of fellows, students and users who have contacted the Ombud has increased over the years (as their numbers have increased at CERN). In 2018, as in previous years, the number of women who consulted me was two and a half times higher relative to CERN’s female population than the number of men. 

As in previous years, disputes with line management represented the majority of cases discussed. Some visitors complained of unexpected and apparently random role changes, while others cited problems with micromanagement and lack of autonomy.

In joint second place were disputes between colleagues and complaints about the working environment. Disputes between colleagues often centred around a perceived lack of respect, withholding of information and, in a small number of cases, aggressive or threatening behaviour.

In 2018, a few cases of sexist or sexual harassment of colleagues were brought to my attention. Other members of the personnel expressed concern about the general situation of equal opportunities between men and women.

Some fellows and students felt they might have been able to contribute more meaningfully to their section’s work, while in other, rarer cases, they felt too much was being asked of them with respect to their level of experience and knowledge.

Conclusion

For several years now, significant efforts have been made to support supervisors in their challenging role. The least experienced supervisors need role models to help them in their tasks and it’s important that the Organization should continue to encourage line managers to take on this role.

Regarding equal opportunities, CERN has a long tradition of commitment to diversity and inclusion in the workplace, notably through its Diversity programme. Although women do occupy a number of key posts at CERN, in general, career progression for women in STEM (science, technology, engineering and mathematics), and particularly in physics, remains an area of concern. It’s therefore important not to become complacent. 

Due to their increasing numbers, particular attention has been paid to fellows and students over the last few years, which is beneficial. 

Don’t hesitate to make use of CERN’s many available support structures.

Pierre Gildemyn

If you’d like to comment on any of my articles or suggest a topic that I could write about, please don’t hesitate to e-mail me at Ombuds@cern.ch.