Gender Equality

A shared ambition, two complementary roadmaps

To meet regulatory requirements and affirm its commitments, CentraleSupélec has adopted two distinct plans:

• The action plan for equality between women and men trained by CentraleSupélec (2024–2026) targets pupils and students in all training courses.
• The plan for professional equality between women and men (2024–2027) concerns all staff, teachers, researchers and administrators.

These two documents were voted on by the School's bodies and are now being implemented.

2024–2026 Action Plan for the Student Population

This plan is divided into four strategic axes aimed at strengthening diversity, the prevention of sexist and sexual violence, and equal opportunities at all stages of the student journey.

Developing the attractiveness of engineering studies for young women

The School conducts numerous initiatives aimed at high school and middle school students: the Lycée project led by the Capèse association, the Ingénieuses 2022 Summer Camp, school visits, communication campaigns (notably with Brut), and internships co-developed with partners. These initiatives aim to broaden the pool of young women applying to study engineering.

Promoting the integration and career path of female students

Support comes in the form of scholarships (Sébastienne Guyot program), mentoring with alumni, and support programs within the School. A questionnaire was developed to better identify areas for improvement across the program.

Training in professional equality and sexist and sexual violence

Awareness-raising sessions are integrated into the academic year, accompanied by workshops, digital modules, the diversity fresco, and external presentations. Student initiatives (Capèse, Nuances, World Ready Women) play a central role.

Actively combat sexist and sexual violence

The school has set up an external reporting line in partnership with France Victimes. A dedicated article has been added to the internal regulations. Specific training is offered to associations, staff, and representatives. Trained individuals are present at festive events.

Download the action plan for the student population

2024–2026 Action Plan for CentraleSupélec Staff

The action plan for professional equality between women and men at CentraleSupélec is a continuation of the 2021–2023 plan, which has enabled the implementation of concrete actions around four areas: training and awareness of gender equality, equal access to jobs and responsibilities, flexibility in work organization and analysis of pay gaps.

This plan also enabled the launch of a remuneration observatory, the formalization of measures in favor of parenthood, and the strengthening of the system for combating violence, discrimination, and harassment. The gender equality index, mandatory since 2023, illustrates the positive effects of the HR tools deployed across the institution.

In a spirit of continuity and strengthening, a new three-year plan (2024–2027) was voted on by the Board of Directors. It is now structured around seven themes, which will guide the actions of the human resources department for the years to come.

Ensure fair recruitment and selection

The new plan formalizes recruitment practices that guarantee equal opportunities for women and men at every stage: drafting offers, forming panels, and selecting criteria. The goal is to avoid any form of gender-based discrimination and to ensure transparency and representativeness in the procedures.

Develop access to training and career paths

Particular attention is paid to developing a continuing education offering that allows women to advance within the institution. At the same time, men are encouraged to get involved in skills development programs, particularly those focused on equality and shared leadership.

Guarantee pay equity

Fair treatment in terms of remuneration is monitored regularly. Transparent salary policies are implemented, and unjustified discrepancies are subject to particular vigilance. Indicators are produced quarterly to feed into the remuneration observatory launched in 2023.

Facilitate the reconciliation of professional and personal life

Work organization continues to evolve to meet the needs of employees and the challenges of quality of life at work. This is reflected in the use of teleworking, flexible working hours, parental support, and actions dedicated to workplace health. These measures aim to ensure a balanced sharing of family responsibilities and better consideration of individual situations.

Prevent harassment, violence and discrimination

The plan reaffirms the importance of a clear framework for preventing inappropriate behavior. Existing procedures are being consolidated. An internal survey will be conducted by the end of 2024 among all staff to inform the prevention strategy. Supporting victims and handling reports remain priorities.

Valuing diversity in the work environment

CentraleSupélec aims to make diversity a lever for collective performance. The plan encourages the implementation of concrete measures: mentoring programs, leadership development for women, and actions promoting diversity within teams. These initiatives contribute to creating a more inclusive professional environment.

Raise awareness among all staff

Gender equality awareness-raising activities will be regularly conducted across the institution. They will aim to strengthen a shared culture of respect, change perceptions, and embed the principles of equality in daily professional practices.

Download the action plan for staff