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From my time as head of Alumni Relations, I remember the pride with which former younger colleagues at CERN, whether students or graduates at the beginning of their career, shared fond memories of their time at the Lab. They were very willing to discuss how their experience at CERN and, in particular, how its incredibly innovative, diverse and collaborative environment contributed to launching their career.
I believe that the high expectations of young people at CERN are met most of the time and that promises are fulfilled. However, in 2021, 20% of the visitors to the Ombud’s office were under 30. I would like to share with you the main issues and concerns that affected them.
The first reason why junior colleagues asked to meet the Ombud was difficulties with their supervisor. They shared with me cases of lax or absent supervision and feelings of isolation when they were left alone with their problems and questions. Of course, the COVID-19 pandemic only made these feelings of isolation more acute.
Still related to issues with their supervisor, some junior visitors had to cope with overly demanding managers, who set objectives that they could not possibly reach while still in their learning curve, despite their efforts to do their best. In these circumstances, the feedback they received was not always respectful and constructive.
Female junior colleagues also suffered various forms of sexism, from regular comments on the way they dressed to perceived sexual harassment.
Some of them were doctoral students who were investing three to four years of their lives in completing their PhD thesis and were encountering issues with their CERN supervisor. When the success or failure of this thesis depended on one person, they felt helpless to address supervision issues and very vulnerable.
Many of these young visitors had tried to speak up about the difficulties that they were facing, but with no success. As CERN Ombud, I explored with them what options they had to move forward and provided guidance on specific steps, for example by preparing them for a conversation with their supervisor.
Talking with these young people about the challenging situations they encountered, I remembered how vulnerable and poorly equipped I had felt at the beginning of my own career when facing similar difficulties.
I take all opportunities to invite today’s supervisors and managers to take a step back and remember how it can feel at the beginning of one’s career to face an absence of communication, lack of supervision and/or abrasive leadership.
With increasingly overloaded diaries, deadlines to meet and results to deliver, do our leaders always remember that they are also expected to be role models and to model CERN values?
A common point between all of my young visitors: they were struck by the difference between the image they had of the Laboratory before they came to work here and what they were experiencing.
It is easy to understand that, if these young people leave with a bad experience, they might still be proud to have worked at CERN, but will have trouble talking enthusiastically about it. A large part of CERN’s reputation is in the hands of all former colleagues who worked here and then left.
We all need to keep up the promises that CERN makes to junior colleagues and make sure that they find people to speak to when they have problems. Because supervisors are critical success factors in their work experience, they, with the help of the wider team, need to provide close supervision, an active listening ear, understanding and support.
As a manager or supervisor, you might sometimes feel that your supervisee expects/needs more than what you are in a position to give at that time. The Ombud offers a safe space for you to discuss your concerns. I am also here for you.
Laure Esteveny
I want to hear from you – feel free to email ombud@cern.ch with any feedback or suggestions for topics you’d like me to address.
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