CIHEAM MontpellierOur vision is that of a Mediterranean basin characterised by a spirit of cooperation.
CIHEAM publicationsOur publications and communication tools aim to facilitate decision-making processes for political, economic and agricultural actors in the Mediterranean region
News and events
Press review (Scoop.it)
Master programmesThe CIHEAM Montpellier stands for both personalised accompaniment and international openness.
Campus & student lifeSince 1962, almost 95% of our foreign students have been granted accommodation on site.
Doctoral platformShaping the scientists of tomorrow through research training… A natural commitment of the CIHEAM Montpellier
ProjectsOur research and cooperation projects are tools for inclusive development, they take into account the populations and rural and coastal territories of the Mediterranean.
Mediterranean online catalogueA unique Documentation Center on the Mediterranean,
invested in sharing knowledge.
Scientific productionThe scientific production of the CIHEAM Montpellier is the fruit of collaborations by our lecturer-researchers, associated experts, students and research partners.
Becoming partnersCreating partnerships is part of the genetic make-up of the CIHEAM Montpellier... Join one of its projects or study programmes, support its actions.
Ministerial meetingsThrough the Ministerial, CIHEAM contributes to the construction of a dialogue between the Mediterranean countries around questions relating to agriculture and the rural world.
Action plan 2026-2029 for gender equality
Context
In 2022, the Mediterranean Agronomic Institute of Montpellier (IAMM) launched its first plan for gender equality and the fight against all forms of discrimination (including nationality, ethnicity, religion, sexual orientation, political opinions, age, etc.).
This initial plan was structured around the following four priorities:
- Developing an internal culture of gender equality, by mobilizing information, awareness, and training, as well as establishing listening mechanisms and systems to facilitate the detection and handling of gender-based violence.
- Implementing gender-sensitive human resources management, from the recruitment phase throughout careers at the Institute.
- Promoting higher education and vocational training that strive toward an open future for both women and men.
- Systematically integrating the gender dimension into projects, both in the operational methods of activities and in project impact assessments.
Four years later, the assessment of the plan’s implementation is as follows: Of the 55 planned actions, 30 have been implemented with objectives met, 6 are underway (with objectives to be finalized under the new plan), and 19 require a stronger commitment (see the summary in the appendix). Naturally, the 2026-2029 action plan is built around these remaining actions. Nevertheless, the efforts invested in areas where objectives were met must be maintained. Finally, new actions are being considered, particularly within the framework of partnership policy.
Furthermore, beyond these assessment results, the new action plan is part of a broader reflection conducted across all CIHEAM components (its four institutes and its General Secretariat), which notably resulted in the development of a diversity and inclusion policy (see appendix). This explicitly broadens the scope of the new plan to these themes, while noting that they have, in fact, already been addressed by actions initiated under the previous plan.
Our commitments
Through this Action Plan for Gender Equality, Diversity, and Inclusion (2026-2029), the goal is to consolidate the achievements of the previous plan, expand our scope to include diversity and inclusion, and strengthen the effectiveness, consistency, and visibility of our actions by:
-
Actively leading the policy for gender equality, diversity, and inclusion.
-
Developing an organizational culture that fosters gender equality, diversity, and inclusion, based on awareness-raising, training, responsible communication, and the prevention of discrimination.
-
Implementing human resources management committed to gender equality, with a focus on recruitment, career development, compensation, and work-life balance.
-
Promoting higher education that strives for an open future for both women and men, by ensuring equal access, student support, and the integration of gender into pedagogical content.
-
Integrating gender-sensitive project management, from the initial design phase through to final evaluation.
For each of these strategic pillars, a set of concrete and measurable actions has been defined and scheduled for implementation over the 2026-2029 period.
