This year, the University of Bordeaux Hosted the National Equality and Diversity Day. Why is this event important?

Véronique Bertile: This day, which is organised annually by the Ministry for Higher Education and Research, brings together people throughout France who are in charge of equality initiatives in higher education institutions. Hosting it in Bordeaux is a genuine recognition of the work that has taken place at our university over the past ten years and more. These meetings make it easier to share best practices, improve the systems at our disposal, and reflect together on the challenges that we have in common. The main theme of this edition was the struggle against gender-based and sexual violence, with a review of the first national plan for 2021–2025 and a discussion of future strategies.

Since last February, you have been the University of Bordeaux’s first Vice President for ‘Equality, Diversity, and Inclusivity’. What changes does this new organisation bring?​​​​​​​

V.B.: This is a significant development. Until now, questions of equality and matters relating to disability were dealt with by two separate policy officers. A decision was taken to combine these two areas of responsibility under the umbrella of a single dedicated vice-presidency. This reflects a strong policy commitment: to raise the profile of these issues, to devote more time to them, and to coordinate all the measures taken within the institution better.

I am also taking up my post at a very favourable time thanks to the remarkable work of my predecessors—Yamina Meziani for equality issues and Éric Dugas on disability, both of whom are recognised figures in these areas which are at the core of their research. Many systems are already in place and working. My role is not to start from scratch but to build on this momentum, adapt it to current needs and give it still more cohesiveness. My background as a lawyer naturally leads me to pay close attention to the legal framework, but these issues go far beyond the scope of the law. Above all, they have to do with human relations.

What is your view of our institution’s Counselling, Monitoring and Reporting Unit (CEVS, Cellule d’écoute, de veille et de signalement)?

V.B.: The Counselling, Monitoring and Reporting Unit (CEVS) has shown itself to be a robust scheme for gathering the testimony of victims and witnesses of abuse, discrimination, and violence, but it still needs further improvement. In 2025, the unit recorded 97 reports relating to students. This figure seems very low given that the university has 55,000 students. Unfortunately, this does not mean that incidents of violence are rare; it shows above all that the people affected are not yet making enough use of the scheme. The challenge we are faced with is therefore twofold: to raise awareness of this unit and to boost confidence in its effective operation.

Where staff are concerned, last year the CEVS received around sixty reports. On closer examination, it becomes apparent that many situations initially qualified as harassment are in fact interpersonal conflicts which are better addressed through mediation or changes in the way work is organised (departmental reorganisation, changes of role). If the victim is willing to give up their anonymity, the most serious situations can lead to an investigation by the relevant department, and, where appropriate, disciplinary proceedings ranging from a simple reprimand to formal sanctions (a warning or official censure), or even a referral to the public prosecutor in the event of a criminal offence. 

The unit offers confidential support through dedicated services, such as social workers or an external psychologist, and guarantees that victims receive independent assistance, especially if the case involves members of management teams. In cases where enhanced impartiality is required, certain investigations can be transferred and handed over to the local education authority.

We must also challenge the common misconception that ‘everyone knows everything’ in a university. This is not true: situations only come to light when they are reported. Similarly, we also have to fight against the belief that lecturers, heads of faculties or the vice-chancellorship will automatically protect a colleague who has been the subject of a report: that is not how it works. Proceedings are conducted with all due impartiality.

We must continue to promote freedom of speech. Violence often leads to trauma, which makes it difficult make a report an incident. Thankfully, greater awareness and the changing societal context are gradually contributing to removing these barriers. The aim is for everyone to know where to find help and to understand that there are designated contact persons who can offer them support.

Promoting the inclusion of people with disabilities is part of your remit. Where is the university in this regard?

V.B.:  The university has now received nationwide recognition for its commitment to these issues. The dedicated teams do a tremendous amount of work, whether this involves supporting staff or students. Requests for adjustments to study plans (via the PHASE unit) or professional posts increase every year, which points both to an improved identification of needs and greater confidence in the support schemes on offer. The challenge is to continue to provide this individual support at the same as improving the accessibility of our community.

Discrimination based on origin or skin colour also represents a major challenge. How is the university dealing with this subject?

V.B.: This is a key issue on which we have still to make progress. As with many organisations, there are unconscious biases at play which may influence recruitment decisions or certain career paths. These are not intentional, but they have an effect nonetheless. We need to take measures to raise awareness and encourage people to report instances of discrimination, which also remain significantly under-reported even today. I am thinking, for example, of the numerous international students and PhD candidates, particularly from Africa, whom we welcome here. Enabling them to feel fully integrated is part of our role.

A new statutory regulation is set to transform the way our institutions are run. What is the purpose of this programme?

V.B.: The law of 31 July 2025 now requires all higher education institutions to establish a dedicated ‘equality unit’. In practical terms, this means that the various initiatives which today are spread across several departments will have to be brought together within a clearly defined organisational structure. This is an opportunity for the University of Bordeaux. We are going to make a policy more transparent which already exists today, albeit in a very cross-cutting form. In particular, this new unit will include a liaison officer whose post is entirely dedicated to combatting racism and antisemitism, as now stipulated by the regulations.

Our equality plan currently comprises around fifty highly varied initiatives. Some have to do with raising awareness, others with human resources, such as gender equality in the workplace. Still others focus on discrimination, inclusion or student life. We would also like to continue to diversify the formats on offer: conferences, public speaking competitions, cultural events, or the Inclusion Evening held in March every year, for instance. All these meetings allow us to reach different audiences and significantly raise awareness within our community.  

What message would you like to share with the university community?

V.B.: Equality, diversity, and inclusion affect each and every one of us. Our ambition is to ensure that every student, PhD candidate, and member of staff is able to thrive within a respectful, safe, and inclusive environment. The systems are already in place and will continue to evolve, but their effectiveness also depends on their being adopted by the whole university community. The more people know about them, the more we will collectively be able to prevent discrimination, support those affected, and put into practice the values upheld by the University of Bordeaux.