The Conservatoire
Gender Equality Plan
2026-2029 · Adopted on 19 September 2026
Signed plan (PDF, English)Plan signé (PDF, français)
1. Commitment
The Conservatoire is committed to equality between women and men in its governance, its teams, its volunteers and trainees, its research and its public activities. It does not tolerate discrimination, gender-based violence or sexual harassment. The plan is a formal document approved by the president and binding on everyone acting in the association’s name.
2. Scope
The plan covers board members, employees, volunteers, Civic Service volunteers, trainees, visiting researchers, trainers and contractors working on site, as well as participants in courses and worksites. Its measures are sized to the association and will be strengthened as its staff and projects grow.
3. Dedicated resources
- A gender equality referent appointed by the president, with at least ten working days a year set aside for the task.
- An annual budget line for training and awareness-raising.
- Access to outside expertise where needed, in particular through partner universities and European project consortia.
4. Data and monitoring
Each year the referent collects data disaggregated by sex, in aggregate form and in compliance with the GDPR: governing bodies, employees, volunteers and trainees; applicants and those selected; trainers, speakers and participants; research teams and the authorship of publications.
5. Training and awareness
- Training of the president, the referent and the supervisors on equality and unconscious bias within twelve months, renewed every three years.
- The code of conduct, the plan and the referent’s contact details given to everyone on arrival.
- Equality on the agenda of the annual general assembly.
6. Measures and targets
| Area | Measures | Target or indicator |
|---|---|---|
| Work-life balance and organisational culture | Flexible scheduling of meetings and worksite hours; family constraints taken into account for residential courses; inclusive language. | Reviewed yearly through a short anonymous survey. |
| Leadership and decision-making | Active search for candidates of the under-represented sex for the board, project leadership and selection panels. | At least 40 per cent of each sex in project teams and panels, where numbers allow. |
| Recruitment and careers | Gender-neutral notices; mixed panels; written criteria; equal pay for equal work; equal access to training. | The share of women and men among applicants and those selected, reported each year. |
| Gender in research and teaching | Attention to the role of women’s monastic communities and of women practitioners; a balanced choice of speakers. | The gender dimension addressed in every research project and every inventory file. |
| Gender-based violence and harassment | Zero tolerance; confidential reporting; protection against retaliation; specific safeguards for minors and for residential stays. | Every report acknowledged within 7 days and handled within 60; an anonymised annual summary. |
7. Reporting and review
The referent presents an annual report to the general assembly; a summary is published on this site. The first report, covering 2026, will be published by 30 June 2027 at the latest. The plan is reviewed at least every three years.
Contact: contact@patrimoinedesabbayes.org