At LIST we strongly believe in the benefits of more inclusive management.
We are willing to review our key priorities to be truly inclusive.
LIST's approach goes beyond diversity and inclusion in terms of gender or ethnicity, but considers differences in a broad sense.
This approach not only increases the creativity, innovation and performance of our teams, but also attracts new talent!
LIST is committed to promoting a more inclusive corporate culture, where everyone can contribute their strengths and qualities to the LIST strategy and develop their potential, regardless of their ethnicity, beliefs, age, gender or sexual orientation.
A Diversity and Inclusion (D&I) Manager, Sabina Quijano, was appointed in January 2021 to establish a clear strategy and ensure a clear understanding of the objectives to be achieved.
In order to give itself the means to achieve its ambitions, LIST wanted to establish a clear framework by drawing up a Diversity Charter.
After a preliminary analysis, a working group composed of the D&I manager, the equality delegate and representatives of the different research and corporate departments finally identified three areas of intervention:
Each area of intervention will have specific objectives, detailed in the Charter and implemented by different working groups. The creation, responsibilities, timing and logistics of each will be determined on a case-by-case basis.
The following objectives were set for the period 2021-2022:
As a condition of funding under the Horizon Europe programme, the European Commission requires all higher education institutions, research institutes and public bodies to make a commitment to gender equality, including the adoption of a Gender Equality Plan.
An inclusion and/or diversity strategy can be considered by the Commission as equivalent to a Gender Equality Plan (GEP) if it includes and fulfils at least the following four points: 1. it is a publicly available document signed by the institute’s management; 2. dedicated resources specifically dedicated to the implementation of the defined projects and objectives; 3. data collection and monitoring; 4. training of all employees on various issues, such as unconscious biases.
The LIST D&I strategy considers the points listed above and wants to improve on others, such as for example the number of women in management positions, the increased recruitment of people from underrepresented groups or a better work-life balance for its employees.
These and other measures to ensure equality and participation of all groups have been included in the LIST D&I Charter, so that it is considered equivalent to a GEP. In this line, the focus for the period 2021 - 2023 will be on gender equality.
Participation in the Positive Actions programme of the Ministry of Gender Equality (MEGA) will allow LIST to refine its internal analysis with the help of a specially commissioned consultant. The consultant will focus on equal treatment (recruitment, remuneration, promotion), decision-making and work/life balance, and the consideration of skills and merit.
Following the signing of the "Actions Positives" agreement, a survey and an external consultant's study of the status quo have been initiated and analysed.
The findings of the study were communicated to all staff, and a working group has been established with the mission of formulating an action plan that may act as a road map for future initiatives aimed at improving the situation.
Through its Diversity Charter, the public organisation Inspiring More Sustainability (IMS) proposes to entities established in Luxembourg to commit to diversity and inclusion, beyond their legal obligations.
It supports signatory companies and institutions in implementing measures to promote social cohesion and equity, in particular through workshops and conferences.
On 30 September 2021, LIST officially signed the IMS Diversity Charter.
As a member of the National gender working group coordinated by the FNR, LIST is willing to cooperate more closely with other research institutes, the University of Luxembourg and the FNR to develop a concrete action plan.
The creation of an internal network on diversity and inclusion issues, as imagined by our research department ERIN for example, also allows for the possibility of raising awareness among some collaborators and to encourage exchanges.
September and December 2022
“LISTeners" video campaign: Discover two episodes of our original face-to face video campaign, reflecting the cultural and linguistic diversity of the Institute were launched.
> “LISTeners #4 Malgorzata Gregorcyk”
> “LISTeners #5 Thomas Gibon”
22-23 September: Managers trainings session
Christina Constantinidis, Entrepreneurship professor at the University of Montreal, Quebec, led four on-site training sessions on ‘’The value of building a Diversity and Inclusion Lens within Research Institution’’, specifically designed for the different levels of management at LIST.
Participation to IMS working groups
LIST is part of the intergenerational working group as well as the LGBTQI working group. This collaboration with different parties aims to develop catalogues of best practices to raise awareness and foster inclusion of different underrepresented groups within the Institute.
3 July 2022: Official sponsor of Luxembourg PRIDE week
This year, LIST has been upgraded from a classical to a traditional sponsor.
The representative group under LIST banner participated in the PRIDE March 2022 and other pride week events.
Internal actions were initiated, like designing Ally cards to put in the badge holder and switching to rainbow wallpaper on MS teams to make every employee feel included, no matter who they love or how they identify.
A social media campaign was also started to show the public that the Institute supports the LGBTIQ+ community.
See the campaign on Instagram
20 June 2022: E-Learning Program
A training curriculum on D&I aspects was developed for all LIST community as well as for different target groups. It is intended to raise awareness of the various aspects of D&I and will be carried out throughout the year.
21 May 2022: National Diversity Day: DIVERSITY AT BELVAL Photo Exhibition
As a joint contribution to National Diversity Day 2022, coordinated by IMS Luxembourg, LIST, together with Luxinnovation and DeWidong and with the kind support of FondsBelval, celebrated this occasion by launching the photo exhibition "Diversity at Belval".
The exhibition showed portraits of 47 professionals and aimed to shed light on the diversity that hides behind our walls.
#DiversityAtBelval is also a social media campaign. Employees as well as visitors to the exhibiton, were invited to share it on social media, using the hashtag #DiversityAtBelval, to spread the richness of our culture.
Check it out here diversityatbelval.lu
8 March 2022: Women's International Rights Day: Round table Discussion with Joëlle Welfring the Minister of the Environment, Climate and Sustainable Development
A round table discussion with our guest Joëlle Welfring provided an opportunity to draw inspiration from her success story and to discuss in depth the journey of women on the road to professional advancement.
LIST was keen to publicly support the LGBTIQ+ community on this day, as a tribute to the LGBTQI community of the 1960s who, for the very first time in their history, rioted with bottles and stones after yet another police raid on a New York bar, giving rise to the current movement.
See the campaign on Linkedin, Facebook and Twitter
LIST took advantage of the National Diversity Day to launch the first episode of its video campaign "LISTeners". An original face-to-face video, which wonderfully reflects the cultural and linguistic diversity of the Institute.
LISTeners#1 : Dimitra Anastasiou
LISTeners#3- Divya BALAKRISHNAN
Our CEO Thomas Kallstenius sent a message to all employees on this special day and joined the campaign launched on social media under the hashtag #ChooseToChallenge.
See the campaign on Linkedin, Facebook and Twitter
On the occasion of the International Day of Women and Girls in Science, four female colleagues agreed to talk about their experience and their motivation to pursue a career in a very male-dominated world, if we take into account the studies recently published by UNESCO.
In January 2021, we had the pleasure of hosting Dr Steve Kremer, co-chair of the Equal Opportunities and Parity Commission at the National Institute for Research in Digital Science and Technology (Nancy), and Dr Christina Constantinidis, a professor at the University of Quebec in Montreal (UQAM), specialising in gender, diversity and inclusion, for a webinar on Unconscious Bias.