The European Human Resources Strategy for Researchers (HRS4R) aims to support research organisations and institutions improving the working conditions and recruitment of researchers. The European Commission’s "HR Excellence in Research" label gives recognition to research institutions involved in this process.
It provides for voluntary compliance with the principles set out in the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers.
BRGM, the first EPIC to be awarded the HRS4R label
Since 21 June 2021, BRGM has become the first French public industrial and commercial establishment (EPIC) to be awarded the HRS4R label.
In adopting this approach, BRGM, the French Geological Survey, has committed to implementing the 40 principles set out in the European Charter for Researchers and Code of Conduct for the Recruitment of Researchers. It is a question of adapting the HRS4R baseline to BRGM's specificity as a public industrial and commercial establishment carrying out a diversified scientific activity covering not only research but also expertise in support of public authorities and economic players, and innovation in conjunction with the industrial world.
Why did BRGM choose to embark on the labeling process?
The HRS4R label is an opportunity for BRGM to consolidate its human resources strategy for research while developing it and thus to be able to integrate it into the institution's overall policy. Attractiveness is at the heart of this approach. The institution will be able to pursue and consolidate its proactive policy in favour of its scientific staff. The measures implemented will benefit all BRGM staff by helping to improve working conditions in general.
Obtaining the label is fully integrated into the requirements set out in the 2018-2022 State-BRGM objectives and performance contract signed with BRGM's supervisory ministries. It will be one of the deliverables for the period in question.
A 3-year revised action plan
In the continuity of the 2020-2023 action plan, the action plan developed by BRGM for the period 2023-2026 includes 47 actions, divided into 4 areas:
- Professional and ethical responsibilities
- Recruitment and selection
- Working conditions and social policy
- Training and career development
BRGM has chosen a project mode configuration to organise and structure its HRS4R strategy, based on a project manager, a steering committee, working groups representing the various BRGM divisions. To deploy the HRS4R strategy, BRGM is relying on collective efforts.
The commitment of BRGM’s Board of Directors to equality between women and men at work
BRGM is strengthening its commitment to equal opportunities by implementing “proactive measures” through a Gender Equality Plan on professional equality between women and men at work.