Since 2021, the EU-funded I.FAST project has been developing innovative technologies common to multiple accelerator platforms and defining strategic roadmaps for future development. Under CERN coordination, the community of 49 beneficiaries contributes to preparing for the next step of particle physics research, improving the sustainability of accelerator-based science and meeting the specific needs of societal applications.
The project’s Internal Innovation Fund (IIF) was created to stimulate the innovation in accelerator technologies. The primary objective of the fund is to encourage I.FAST beneficiaries to identify innovative solutions with viable industrial or commercial potential. This fast-track, competitive process will finance emerging technologies, processes, research, business models and other innovative solutions, at both development and prototype stages.
Technologies supported by the IIF shall be capable of advancing the state of the art in fields related to the I.FAST thematic areas. They shall also contribute to improving the sustainability of particle accelerator technologies, by reducing accelerators’ electricity consumption or footprint, by improving their performance for an equivalent impact, or by serving direct environmental purposes.
The thematic areas of interest include:
Novel particle accelerator concepts and technologies
High luminosity accelerators for light sources
Innovative superconducting magnets
Innovative superconducting thin film coated cavities
Advanced accelerator technologies and materials
Sustainable concepts and technologies
Societal applications
Technology Infrastructure
Individual projects will receive from 100 to 200 kEUR in funding until the exhaustion of the available fund (1.000.000 euro). The supported projects must include at least one I.FAST beneficiary and one industrial partner in their consortia.
To submit your proposal, complete the web submission form on the I.FAST website by September 15, 2022.
Find out more about the application process by visiting the I.FAST website or by contacting Marcello Losasso, the fund manager.
The use of accelerated particles is now an established medical technique for cancer therapy, providing to the radiation oncologists an alternative tool for the fraction of tumours that are not curable with conventional X-rays. Heavy ions, like carbon, are effective for some tumours resistant to X-rays and protons, but their use is so far limited by the size and cost of the required infrastructure, mainly synchrotron and gantry – the beam delivery system.
Figure 1: Comparison between footprint of the accelerator hall in case of standard resistive magnet synchrotron (top picture) and in case of using SC magnets (bottom picture). [ E. Benedetto et al., “Comparison of accelerator designs for an ion therapy and research facility,” CERN, Switzerland, CERN-ACC-Notes-2020-068 and NIMS note 001, Dec. 2020.]
In order to reduce the machine and gantry footprint and cost, various European initiatives, as SIGRUM and the advanced version of SEEIIST, are planning to use an advanced ion gantry and, eventually, a synchrotron based on Nb-Ti superconducting (SC) magnets, a cheaper option compared to conventional solutions based on resistive magnets (Fig. 1).
More recently, two projects funded under Horizon 2020, HITRIplus and I.FAST, have launched a collaboration to investigate the next generation of ion therapy magnets both for gantry and for accelerator as they have both obtained funding for work packages on superconducting magnets.
The Heavy Ion Therapy Research Integration plus (HITRIplus) brings together all four European ion therapy centres with leading EU industries, academia, and research laboratories. Its WP8 (Superconducting Magnet Design) will explore a novel, robust, cost-effective magnet design for a light rotatable gantry and for the accelerating synchrotron. As of now, it is reviewing possible solutions and assessing the use of various types of superconductor and magnet layouts. The collaboration will then design, manufacture and test a magnet demonstrator, which will be a curved CCT (Canted Cosine Theta) dipole, wound with classical Nb-Ti.
Figure 2: Sketch of compact ion gantry based on 3 SC CCT 90° magnets. Courtesy of TERA foundation.
Continuing the tradition of FP6-CARE, FP7-Eucard, FP7-Eucard2 and H2020-ARIES programs, the Innovation Fostering in Accelerator Science and Technology (I.FAST) is a vast program consisting of 48 members, mostly being Research Institutes and Universities active in the field of particle accelerators. Similarly to HITRIplus program, I.FAST has a work package on superconducting magnets, WP8 (the number is pure coincidence), with the same research institutes of HITRIplus WP8. Its scope is to study the CCT magnet design in High Temperature Superconductor (HTS) together with industry, for particle therapy with hadrons (namely heavy ions). I.FAST WP8 has the goal to bring the HTS CCT technology to maturity to allow for a later design of a full HTS system. If successful and if the time scale fits, HTS technology will be operating at higher temperature than 5 K with consequent simplification of the cooling system and energy saving.
Figure 3: 3D view of the CCT magnet assembly.
With 15 meetings held in less than a year (eight for HITRIplus and seven for I.FAST), the collaboration between the research institutes is progressing well. The participants have selected common targets for the magnet: 80 mm of free bore, 4 T of central field with a field ramp rate of about 0.4 T/s. Performance of the various design options are being evaluated against these targets, which are suitable for a gantry application for carbon ion therapy with beam rigidity of B*ρ = 6.6 Tm, corresponding to the fully stripped ion energy of 430 MeV/nucleon, where the curvature radius of the gantry, ρ, is 1.65 m for field of 4 T.
Figure 4: CCT curved dipole with sketch of field lines (in arrows form).
While HITRIplus and I.FAST will share a common thermal design, both will develop CCT type magnets with different topology and material. I.FAST is working on two straight CCT magnets, the first one is a combined function (dipole + quadrupole) magnet based on Nb-Ti with fine filaments for low losses (sketch in Fig. 3), and the second one, the main outcome, is a straight CCT based on HTS. HITRIplus has taken up the challenge to build a curved magnet demonstrator with a very small bending radius of 1.65 m. The provisional baseline of HITRIplus is to have Nb-Ti conductor wound as CCT (Fig. 4), conduction cooled with impregnation, since HTS technology is not yet mature to be tested in a curved geometry proven (it is the job of I.FAST to prove it, however in a simpler straight shape). For both programs, due to indirect cooling and ramped operation, the thermal design will be more critical than for the usual steady state operating mode with wet coil layout.
In January 2022, the European Commission announced the selection of the first three Horizon Europe projects with CERN participation. Submitted under the Research Infrastructure programme, these projects promise new developments in transnational access to accelerator and detector research facilities, new digital twin engines, and a European Open Science Cloud.
“2021 was the first year of the new EU Framework Programme, Horizon Europe, and we have seen continued interest of CERN teams for participation in EU projects with 29 proposal submitted so far” explains Svetlomir Stavrev, Head of the EU Projects Management and Operational Support section at CERN. “CERN was one of the most successful international organisations in the Horizon 2020 framework programme. The selection of the first Horizon Europe projects gives us confidence in our success for the years to come!”
A new, synergetic network of research facilities for accelerator and detector technologies, such is the promise of the EURO-LABS project. “The transnational access project brings together, for the first time, the three communities engaged in nuclear physics, accelerator science and technology, and detectors for high-energy physics, pioneering a super community of sub-atomic researchers” explains Ilias Efthymiopoulos, EURO-LABS deputy scientific coordinator. CERN will grant access to several of its facilities and will also contribute to the scientific coordination and project management of EURO-LABS. The project brings together 31 participants from 16 countries and will start on 1 September 2022 for a duration of four years.
In the aim of supporting the growing number of research use cases, interTwin will build the prototype of a universal digital twin engine, a software able to virtually replicate any physical device, product or entity thanks to machine learning and software analytics. “The project will bring together modelling and simulation experts in high-energy physics, radio astronomy, astroparticle physics, climate research, and environmental monitoring” says Maria Girone, Chief Technical Officer of the CERN openlab. CERN provides solutions in the fields of advanced AI workflow method lifecycle, complex simulation and modelling. The project gathers a consortium of 28 participants from 12 countries and will begin on 1 September 2022 for three years.
To create an ever more tailored environment for researchers and improve the interoperability of their discoveries, FAIRCORE4EOSC will develop new core components of the European Open Science Cloud (EOSC). “The project will integrate CERN-developed InvenioRDM and Zenodo as digital repository solutions that are well integrated with EOSC core components, particularly to offer a FAIR (findable, accessible, interoperable, reusable) infrastructure for research software archival” adds Jose Gonzalez Lopez, Digital Repositories Section Leader. The project brings together a consortium of 22 partners from 10 European countries. It will start on 1 May 2022 and will run for three years.
From quantum-resistant cryptography to advanced robotics, from two-dimensional materials to extreme data mining, over twenty Horizon Europe calls have been identified by CERN’s EU Projects Office as of potential interest for the organisation. If you are considering EU funding for your R&D projects, please do not hesitate to visit the CERN EU Projects website and contact the EU Office.
The first three Horizon Europe projects with CERN participation, spanning engineering, accelerator technology and computer science, have been approved for funding
2021 ended, and so did the last calls of Horizon 2020 (H2020). While H2020 projects will continue for several years, you may now submit your new proposals to Horizon Europe (HE) calls. But what difference does it make? What changes, and what doesn’t, with Horizon Europe?
As the first funded HE projects with CERN participation being announced, let’s highlight three key points regarding Horizon Europe, compared to Horizon 2020:
Horizon Europe is an evolution, not a revolution (with a slightly increased overall budget)
To make it simple, Horizon Europe is a €95.5 billion programme for research and innovation that will last for 7 years (2021-2027). HE is structured in three main areas, which are called pillars. In each Pillar, several calls are published each year on the Portal. CERN is mostly concerned by Pillar 1, but also to a lesser extent, by Pillar 2.
If you are familiar with H2020 pillars and calls, you will not be lost:
HE is still structured into three Pillars.
Pillar 1 barely changed (only Future and Emerging Technologies (FET) calls moved to Pillar 3).
Pillar 2 now integrates Global challenges.
As novelty, we can name Missions which will be transversal calls (not linked to a given Pillar).
With HE comes a new Corporate MGA (Model Grant Agreement)
Easier to use thanks to a standardised data sheet at the beginning and the Annex 5 for Specific Rules (if applicable) at the end, Horizon Europe’s MGA gives also more importance to Open Science and FAIR data.
CERN remains eligible for funding
Associated Countries to Horizon Europe evolve. Although Switzerland is no longer associated to Horizon Europe (does it ring a bell, like in 2014?), CERN, as non-governmental organisation, remains eligible for funding.
You want to go into more details regarding the changes between Horizon Europe (FP9) and Horizon 2020 (FP8)? Please have a look to our website, where you will find a presentation with a comparative overview of both programmes, the main legal changes, the main financial changes, and the main changes in the MSCA.
May you have further questions, or want to apply to a Horizon Europe call, please get in touch with us: eu.projects@cern.ch
As the first funded Horizon Europe projects being announced, let’s highlight three key points to keep in mind regarding Horizon Europe, the 9th Framework Programme for Research and Technological Development.
On 18-19 January 2022, the EU projects office organised the second edition of the “EU funded projects-demystified!” training.
With 12 participants, the second edition has been a success among the CERN community. Nikolaos Charitonidis, HiRadMat facility coordinator “found the training very useful, giving practical insights on how to prepare and deal with a large-scale EU project”.
Containing six modules, the training “taught […] how to gather and structure the information needed to translate an idea into a proposal” explains Anna Manou, IT-EU assistant. From the proposal phase to the final periodic report, with information about the administrative, legal and financial aspects and communication, the training gives a better knowledge, whether you want to submit a proposal or want to know more about EU projects.
“The practical details or the hints that the trainers provided on how these proposals are seen from the other side of the table were extremely useful.”, illustrates Nikolaos Charitonidis. More than a training, you will learn tips and hints on how to submit a successful project and how to handle it better when funded.
Another edition will take place at the end of summer; stay tuned for more information by registering to the EU newsletter.
Over one hundred Horizon Europe 2021-2022 calls have been identified by CERN’s EU Projects Office as of potential interest for the organisation. In order to give you a flavour of what’s in there for you, the Office has handpicked a selection of interesting ones for 2022 as outlined below.
From quantum-resistant cryptography to advanced robotics, from two-dimensional materials to extreme data mining, the highlighted calls carry opportunities for CERN, for your research and for your career. Furthermore, they display the full diversity of what can be the purpose of an EU project: fundamental research of course, but also societal applications and market opportunities.
If your research topic is not covered in the table below,
check the full list curated by the CERN’s EU Projects Office here;
and/or browse the European Commission portal for an overview of all the calls.
Applying to a call is a specific art to achieve success and for this reason, the Office has set up a training to help CERN personnel understand what is an EU Project, how they work and, more especially, how to apply to one. This training also provides information about the structure, content and novelties of Horizon Europe, the new EU framework programme for research and innovation.
Topic
Title
Opening date
Deadline date
HORIZON-CL4-2022-RESILIENCE-01-10
Innovative materials for advanced (nano)electronic components and systems
In November 2021, CERN hosted the laureates of the 31st EU Contest for Young Scientists (EUCYS) – the biggest science fair for young students in the European Union – for a visit of its facilities and experiments. The contest, funded under Horizon 2020, aims to attract young people to a career in science and research.
The 2019 winners, a team of three Polish students based in the Netherlands, designed a drone that could return from the lower layers of the stratosphere with a scientific payload to the launch location and were rewarded with a week-long visit of CERN for their efforts. Unfortunately, due to restrictions related to the pandemic, CERN has had to postpone the visit, initially planned for 2020, to 2021.
Two of the winners, Lukasz and Mateusz, could eventually make it to CERN, where they visited the laboratory’s many facilities and experiments, from CERN’s Synchrocyclotron to ATLAS, and IdeaSquare. As part of their visit, they were invited to print metal objects on the Organization’s metal 3D-printers. Mateusz designed a piece inspired by cave paintings left behind by early humans while Lukasz created a replica of an octupole magnet inspired by their visit to the Antiproton Decelerator.
Lukasz and Mateusz expressed their deep gratitude for an experience which they said strengthened their resolve to continue their academic studies. They voiced interest in applying for student internships at CERN to further explore the many facets of engineering.
The young scientists earned the week-long discovery visit of CERN after designing and prototyping a High-Altitude Micro Air Vehicle
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Cristina Bahamonde - Nuclear and Chemical engineer working in the LHC collimation system. Collimators protect the machine’s most sensitive components against beam losses during operation. The pictures were taken during a collimator installation and hardware check as a part of the HL-LHC upgrade
(Image: CERN)
CERN Gender Equality Plan
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Gender Equality Plan (GEP) at CERN
Diversity is a core value at CERN. Our rich, collaborative environment features a diverse pool of talented individuals from all over the world, working together towards a common goal. Incorporating this value across all aspects of our work is key for CERN as an international organisation, both towards its Member States and the wider community.
Demonstrating its early commitment to nurturing a diverse working environment, CERN appointed its first Equal Opportunities Officer in 1996, and in 2011 the Organization established the Diversity and Inclusion programme. Since that time, CERN has seen many actions and initiatives to promote gender equality and inclusion (See: Other GEP-related actions and activities, below).
In March 2021, CERN’s Senior Management (the “Enlarged Directorate”) endorsed a new D&I strategy called, “25 by ’25”. The 25 by '25 strategy is a CERN-wide aspirational target to boosting gender and nationality diversity within the employed members of personnel (MPE) population. The strategy aims to reinforce efforts and advancements already in place through a leadership-led and collaborative approach and is the Organization’s flagship D&I action towards improving gender representation at CERN.
GEP “or equivalent” requirements
Given its long-standing commitment towards gender and diversity objectives, CERN is well in line with the European Commission’s (“EC”) reinforced commitment toward gender equality in European research organizations.
As set out in the EC’s Gender Equality Strategy 2020-2025, the following declaration underpins the European Union’s gender goals: “In all its activities, the Union shall aim to eliminate inequalities, and to promote equality, between men and women.” In this spirit, as of January 2022 all public bodies, research organisations or higher education institutions established in an EU Member State must have in place a Gender Equality Plan (“GEP”) “or equivalent” to be eligible for participation in Horizon Europe projects. This requirement applies to all Horizon Europe calls with a deadline in 2022, and beyond.
The European Commission defines a GEP as: “a set of commitments and actions that aim to promote gender equality in an organisation through a process of structural change”.
The EC has set out four mandatory requirements (or building blocks) which must be fulfilled (Ref. Gender equality in research and innovation) to satisfy Horizon Europe / GEP eligibility requirements.
Through its past and ongoing actions and initiatives, including the “25 by ‘25” strategy (detailed below), CERN fully meets the GEP criteria, making CERN eligible for participation in Horizon Europe project proposals within this time frame.
Below are the four Gender Equality Plan mandatory requirements and a summary of the actions and activities CERN has in place to satisfy these requirements:
1. Public document: "The GEP should be a formal document signed by the top management, and disseminated within the institution. It should demonstrate a commitment to gender equality, set clear goals and detailed actions and measures to achieve them."
Public commitment to gender equality @CERN
A consolidation and presentation of CERN’s GEP-related processes and actions was endorsed by the Organization’s senior management - the “Enlarged Directorate” - in July 2022.
Previously, in March 2021, the Enlarged Directorate also endorsed the 25 by´25 strategy, the Organization’s flagship strategic action toward improving the gender representation at CERN.
The gender aspirational objective under 25 by ’25 is to increase the percentage of women across the employed members of personnel to 25% by the end of 2025. The Diversity & Inclusion website outlines the initiative and the implementation plan toward a more gender diverse and inclusive workplace, especially in the STEM (Science, Technology, Engineering, Maths) fields.
An article announcing the launch of the strategy and the senior management’s endorsement of it was published in the CERN Bulletin on 12 April 2021 here.
2. Dedicated resources: "Resources for the design, implementation, and monitoring of GEPs may include funding for specific positions such as Equality Officers or Gender Equality Teams as well as earmarked working time for academic, management and administrative staff."
Dedicated Resources @CERN
The current Diversity & Inclusion Programme (formerly, “Diversity Office”) was established in 2011. The Programme’s personnel consists of a Programme Leader (Staff) and a Diversity Analyst (Fellow). The Programme has a dedicated annual budget to finance its activities.
The D&I Programme is situated within the Human Resources Department, reporting to the Head of Human Resources. More about the history of the Programme and its activities is available here. The D&I Programme Leader reports annually to the Member State representatives at the Tripartite Employment Forum.
In addition, under the 25 by ’25 initiative, CERN’s Department Heads are appointing Diversity & Inclusion Officers, to be allocated a small percentage of time to handle, promote, and share D&I matters relevant to their respective Department.
In addition, the expertise of the HR Reporting and Analytics team as well as dedicated Focal Points appointed by each Department Head to support the implementation of the 25 by ’25 strategy are working closely with the D&I Programme to monitor the progress under the 25 by ’25 gender target.
3. Arrangements for data collection and monitoring: “GEPs must be evidence-based and founded on sex or gender-disaggregated baseline data collected across all staff categories. This data should inform the GEP’s objectives and targets, indicators, and ongoing evaluation of progress.”
Data Collection and Monitoring @CERN
CERN gender (and other) disaggregated data are consolidated on an annual basis in the Annual Personnel Statistics exercise. The personnel statistics are published by the HR Reporting and Analytics team and are available here: CERN personnel statistics
At 31 Dec 2020, the gender distribution of the CERN Employed Members of the Personnel (Staff and fellows) showed a representation of 21.41% of women across the Organization; at 31 Dec 2021 this figure stands at 21.9%. In the disciplines such as Research physicists, Scientific and engineering work and Technical work, the representation of women is much lower and work is ongoing to improve this figure.
In addition, the Reporting and Analytics team has designed Gender and Nationality dashboards for each Department. The dashboards are a valuable tool to inform the departments in which areas they should make additional efforts, in particular when it comes to recruitment exercises.
4. Training and capacity-building:“Actions may include developing gender competence and tackling unconscious gender bias among staff, leaders and decision-makers, establishing working groups dedicated to specific topics, and raising awareness through workshops and communication activities.”
Learning Hub @CERN
CERN’s Learning Hub includes a number of offers to raise awareness around unconscious bias in relation to gender in recruitment and career progression exercises. Below, a sample of the learning offers (links accessible only by CERN personnel):
3/ Taking the Lead (directed at all senior managers): how to recognise and prevent misconduct in the workplace, with a particular focus on gender-based harassment.
4/ Active Bystander (directed at all members of the personnel): how to respond to, or to call out, misconduct in the workplace.
5/ Respect in the Workplace : online resources for all members of the personnel to support learning on bias, diversity, and inclusion.
Further to the above and in addition to the communication and awareness-raising activities, the D&I programme organises ad-hoc working groups on specific topics, such as during the implementation of “25 by ‘25”.
Other GEP-related Actions and Activities at CERN
Since the establishment of the Diversity and Inclusion programme in 2011, several initiatives have taken place at CERN to promote gender equality and inclusion, including:
Events and Conferences:
A list of past events, conferences, and talks to promote gender equality at CERN are listed here.
Inter-Organizational Networks:
CERN is a member of the Genera Network - a Gender Equality Network in the European Research Area. More information on the Genera Horizon 2020 project can be found here.
CERN Director-General, Fabiola Gianotti is a signatory to the International Gender Champions “panel parity pledge” as well as the “gender-based violence pledge”. Find out more about these commitments here.
Informal Networks:
Informal active networks where exchanges on gender-related discussions take place include: Women in Technology (“WIT”) network and the CERN LGBTQ network.
The Diversity & Inclusion Roundtable:
Established and hosted by the D&I Programme, the Diversity & Inclusion Roundtable convenes every two months to discuss matters of mutual interest, including on gender-related topics. Participants represent a number of formal and informal networks at CERN, including: the Diversity offices of the CERN Experiments, the Theory Department gender & diversity focal point, the WIT, LGBTQ Network, the Disability network, the International Relations taskforce, the Staff Association etc. The D&I Roundtable has produced policy recommendations to the Director-General, such as the revision of the English language version of the Staff Rules and Regulations to render the text gender inclusive (effective July 2021).
5 Yearly Review (“5YR”):
Under a mandatory 5-yearly exercise, CERN conducts a comparative survey on social and diversity measures. This study informs CERN on its performance against a number of comparator international organizations in areas, such as: childcare facilities, flexible work arrangements, and leave for family reasons.
25 by ‘25 initiative
In March 2021, the senior Management endorsed the Diversity and Inclusion Programme’s initiative, “25 by ´25”. The 25 by '25 strategy is a CERN-wide engagement and commitment to improving the diversity within the Members of the Personnel (MPE) in two specific dimensions: gender and nationality.
In addition to the past and current efforts and advancements, the strategy aims to reinforce these efforts through a leadership-led and collaborative CERN-wide approach.
Progress under 25 by '25 is reported on an annual basis to the CERN the Enlarged Directorate. The departmental nationality and gender dashboards are specifically designed to record progress on a biannual basis and to enhance the departments’ understanding of any gender and nationality disparities.
A schematic overview of the project is here:
The 25 by ‘25 implementation is organised in three main phases:
Phase 1 - Endorsement from the Director-General and Extended Directorate: Completed March 2021
Phase 2 - Department Heads appoint 25 by '25 “Focal Points” to carry out a Departmental D&I Review Exercise (an assessment of the Department’s D&I maturity level across 7 categories (including Recruitment, Promotion, and Leadership): Completed Q1 2022
Phase 3: Establish and implement Department-tailored "Fitness plans" to strengthen existing D&I maturity level and/or move toward the next level: Completion aimed by end Q3 2022
GEP Recommended Content Areas
In addition to the required elements set out above, the EC cites 5 recommended areas research organisations should considere in the context of a robust Gender Equality Plan:
Work-life balance and organisational culture
Gender balance in leadership and decision-making
Gender equality in recruitment and career progression
Integration of the gender dimension into research and teaching content
Measures against gender-based violence, including sexual harassment
CERN’s GEP-related actions and activities in the EC recommended areas:
Work-life balance and organisational culture
25 by’25 Strategy:
The 25 by ’25 Departmental D&I Review Exercise includes an evaluative category on “Work-Life Integration”, and is also included in the departments’ 25 by ‘25 “Fitness Plan” (i.e. commitment to certain actions and/or targets in this area).
5 Yearly Review (5YR):
Under the mandatory 5 yearly review exercise, CERN conducts a comparative survey on social measures at CERN, including a chapter on work-life integration. This study informs CERN on areas where it performs comparatively better than its comparators (e.g. availability of on-site childcare facilities) and on areas where it could improve (e.g. flexible work arrangements).
In CERN’s publication Your Life@CERN, personnel can browse a summary of the various benefits available to foster a balance between professional and personal lives.
Gender balance in leadership and decision-making
25by25 Strategy:
The Departmental D&I Review Exercise includes an evaluative category on “Leadership”. This topic also forms part of the departments’ 25 by ‘25 “Fitness Plan” (i.e. commitment to certain action and/or targets in the leadership area).
Gender equality in recruitment and career progression
2/ A learning offer for new supervisors includes content on managing diverse teams and unconscious bias: Getting to Grips with Supervision
Legal Framework:
1/ Administrative Circular No. 2 on Recruitment provides that the Organization must strive to ensure a representative distribution of genders
2/ Staff Rules and RegulationsStaff Regulation R.II 1.06requires the Organization to ensure that the composition of selection boards and committees is inclusive with respect to gender(subject to availability of qualified persons).
Integration of the gender dimension into research and teaching content
This GEP recommendation applies primarily to University / Teaching institutions and is, therefore, not directly applicable for CERN. However, CERN indirectly contributes to this subject through its Teacher programme, which includes content for teacher participants on gender equality targets.
Academic Training Lecture Programme, and the Summer Student Lecture Programme pay particular attention to invite gender diverse speakers.
Measures against gender-based violence, including sexual harassment
Anti-Harassment Policy | Human Resources (cern.ch)Operational Circular No.9 on the Principles and Procedures Governing Complaints of Harassment contains a statement that, “the Organization does not tolerate harassment”.
EU Projects @ CERN is a group's newsletter.
It provides readers with a quarterly digest of news about European projects in which CERN is involved.
Member states flags for Website
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Welcome to EU Projects @ CERN
The “EU Projects @ CERN” newsletter provides readers with a quarterly digest of news about European projects in which CERN is involved.
The newsletter features news stories to highlight CERN successes in EU projects, articles to provide information on the latest trends in EU research and innovation funding, insights into CERN's EU projects' office, details of the latest calls for proposals relevant to CERN and upcoming interesting events and webinars.
“With the revamped publication of our newsletter, we aim to display the diversity of European projects at CERN and to further encourage CERN teams to participate in the European Union's Framework Programme for Research and Innovation,” explains Svetlomir Stavrev, section leader for EU project management and operational support. “The newsletter will also show how European projects contribute to the R&D programmes and objectives of CERN.”
