Gender at CERN

CERN has a demographic imbalance in gender, only about 20% of employees are female. The Organization has always been aware of this situation and aims to create a welcoming and safe environment for all employees, regardless of gender.


“Women negotiate poorly, lack self-confidence and are risk-averse.” Really?

This stereotype is often trotted out to explain the lack of equality between men and women in the world of business, but recent research completely disproves it.


Don’t forget experience!

Frans started his career at CERN as an engineer in 1992, after having worked for about 10 years in industry in his home country. He’s an ordinary chap who has progressed regularly in his career and has survived several reorganisations.


Highly sensitive people: an asset to your team

We’re working to increasingly busy schedules, under escalating pressure and with almost constant connectivity due to the increasing number of communication tools and applications available to us. 


Unearned Advantage

One of the topics that never failed to arouse interest during the recent Diversity workshops organised at CERN was that of “unearned advantage”, or the relative ease with which doors open for certain people, simply because they belong to dominant (often majority) groups, as compared to others.


Accelerating gender equality

When I started working at CERN in 1976, women were a relatively rare sight. The few women who did work here generally held administrative roles, many having started with the incongruous job title of “scanning girls”, regardless of the age at which they had been recruited.


Do we not owe it to our daughters?

The “Gender in Physics” conference hosted by CERN last week showed that our Organization has been at the forefront of the drive towards gender equality in science over the last 20 years, with the launch of its Equal Opportunities Programme in 1996 leading the way.


Ombuds' Corner: a land of equal opportunity?

Sometimes sexism hides behind the words and apparent compliments that women hear from their colleagues, supervisors and managers.


Is the number of cases involving women related to their percentage in an organization?

Over the past two years, the Ombuds has seen double the number of cases involving women staff members compared to those involving men, relative to their populations. Two questions can thus be asked: is that a general phenomenon also seen in other organizations?