Policies and Procedures
Maternity, paternity leave
Equality, Diversity & Inclusion Plan (2020-2023)
Protocol for Preventing & Acting Against Harassment
Gender-Inclusive Language Guidelines
Transparency in recruitment
Contract extension in case of maternity/paternity
The CRG’s Equality, Diversity and Inclusion Plan is the result of the Centre’s firm conviction and commitment to cooperate in the creation of a fairer, more tolerant and egalitarian society of women and men, that catalyses their advancement and development, and in which fundamental rights are respected and promoted. It is also a response to our national and international regulatory framework as concerns equality.
The Plan features two main axes:
- Strategic: from which the centre promotes equality, diversity and inclusion, thus promoting the following United Nations sustainable development goals:
- Good health and well-being
- Gender equality
- Reduced inequalities
- Partnerships for the goals (CERCA, EU-LIFE Centres, among others)
- Operational: from which a set of measures that make up a coherent framework are integrated, in consonance with the reality and needs of equality, diversity and inclusion that are inherent to the centre.
This protocol consists of two strategic dimensions that are fundamental to achieve the commitment expressed by the Centre, which are: prevention and action when facing situations of harassment.
The goal is to prevent, detect, act on and resolve situations that constitute harassment, establishing a procedure to follow in the event that conduct is identified that can be classified as one of the aforementioned situations in the workplace.
The protocol is based on three fundamental rights:
- The right of all persons to be treated with respect and dignity.
- The right to equality and non-discrimination in the workplace.
- The right to health in the workplace.
For this reason, this protocol first identifies the key objectives, as well as its scope of application. Next, the types of harassment are defined, and the actions for prevention, training and dissemination follow as the main idea. The action procedure for cases of harassment is then described. Once the action procedure is laid out, the disciplinary measures, and performance monitoring and evaluations are specified. Last, the protocol provides a formal complaint form, and a model confidentiality agreement (for persons participating in the processing and resolution of harassment cases).
The CRG published in 2020 the new Equality, Diversity and Inclusion Plan 2020-2023. The plan is the result of the institute’s firm conviction and commitment to cooperate in the creation of a fairer, more tolerant and egalitarian society of women and men, that catalyses their advancement and development, and in which fundamental rights are respected and promoted. It is also a response to our national and international regulatory framework as concerns equality.
One of the strategic axis of this plan tackles Communication and Language, which aims at promoting communication that is inclusive from a gender standpoint. With this in mind, the CRG adopts these guidelines on gender-inclusive language, which provides practical advice in English, Spanish and Catalan on the use of gender-fair and inclusive language.
The CRG is committed to the use of gender-inclusive language in its written and spoken communications and we now invite the whole CRG community to contribute to raise awareness of these guidelines and the importance of their use in all our publications and communications.
Using gender-inclusive language means speaking and writing in a way that does not discriminate against a particular sex, social gender or gender identity, and does not perpetuate gender stereotypes. Given the key role of language in shaping cultural and social attitudes, using gender-inclusive language is a powerful way to promote gender equality and eradicate gender bias.
The resources provided in these guidelines are aimed at helping the CRG staff to communicate in a non-sexist and gender-inclusive way in English, Spanish and Catalan.
The purpose of these guidelines is not to constrain authors in the CRG to follow a mandatory set of rules but rather to encourage our staff to give due consideration to the issue of gender sensitivity in language whenever they communicate.
These guidelines include a number of recommendations to help the CRG staff to use gender-inclusive language in any type of communication — oral or written, formal or informal, or addressed to an internal or external audience.
Transparent HR policy
Effective recruitment and selection is central and crucial for the success of the Centre for Genomic Regulation (CRG) and their staff. It depends on finding people with the necessary skills, expertise and qualifications to deliver the Institute’s strategic objectives and the ability to make a positive contribution to the values and aims of the institute. CRG's Recruitment Policy is designed for the institute to aim to apply standards of best practice in the recruitment and selection of staff and that those involved in the recruitment process operate in a fair, open and equitable manner, free from bias and discrimination CRG's policy sets out the criteria and procedures for Open, Transparent and Merit-based recruitment of staff, which as a top priority of the European Research Area (ERA), is one of the pillars of the European Charter for Researchers and in particular of the Code of Conduct for the recruitment of Researchers. This also takes account of current legislation relating to employment, equality and diversity, and data protection. On the 19th of November of 2013, the Center for Genomic Regulation (CRG) received the 'HR Excellence in Research' logo from the European Commission. This is a recognition of the institute's commitment in developing an HR Strategy for Researchers, designed to bring the practices and procedures in line with the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers (Charter and Code). Transparency is one of the main principles that CRG follow in their recruitment processes.
PI recruitment process