🏛️⚖️ Bringing equality to higher education: at what cost? Through 26 interviews, discover the daily lives of those who act, amidst commitment, lack of resources, and resistance
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1️⃣ SUMMARY
The survey REMÈDE was launched in 2023 by the CPED and ONDES (p. 1). This report constitutes the qualitative component of the second edition (p. 3). It is based on 26 semi-structured interviews conducted by the CPED between July and October 2025 with professionals from 24 institutions (17 universities, 5 schools, 2 ComUE) and from 12 academic regions, including overseas territories (p. 2) ; 14 individuals are BIATSS staff and 12 belong to the teaching body (p. 3). The document describes a dual movement : institutionalisation and professionalisation of equality-diversity missions (MED), on one side ; expansion of missions, organisational constraints, budgetary tensions and new forms of contestation, on the other (p. 3-4). It addresses the role of MED (p. 5-8), the function of mission officer (p. 9-11), the resistances encountered (p. 12-14) and the cost of commitment (p. 15-19).
2️⃣ WHAT TO REMEMBER
1️⃣ Services that are institutionalising, with limited resources (observation). According to the results of the quantitative component of REMÈDE 2, based on the responses from 81 institutions, 47% of responding institutions have, in 2024, a structure dedicated to equality and the fight against discrimination (p. 2 and 5). The report also indicates that own funds represent 30% of the total resources of the MED (p. 7). These figures describe the institutions covered by the survey and should not be presented as an exhaustive measure of the entire higher education and research sector.
2️⃣ More frequent contestations (observation). Nearly 40% of responding establishments report having suffered attacks or threats following actions by their MED (figure from the quantitative section, p. 14). The interviews describe damage to equipment, public criticism, insults, complaints and challenges to the legitimacy of the CM (p. 14). The document sees this as a significant evolution since 2022 (p. 20).
3️⃣ A costly commitment for individuals (finding). While it is recommended to conduct the listening sessions in pairs, several respondents had to carry them out alone, due to a lack of staff; the role often relies on professionals who have learned "on the job", often without supervision (p. 17). Numerous work stoppages are mentioned during the interviews (p. 18).
3️⃣ TO ACT
The document is a qualitative study: it does not provide specific operational recommendations. Its conclusion indicates that continuing the momentum requires supporting the institutionalisation of the MED with resources, recognition and political backing commensurate with the responsibilities entrusted (p. 20-21).
1️⃣ Organise the listening sessions in pairs. Action point drawn from a finding in the report: the document states that it is recommended to conduct the listening sessions in two, without specifying the origin of this recommendation. Several interviewees, however, report having had to conduct them alone, due to a lack of available staff (p. 17). This passage highlights the gap between this listening modality and the human resources actually available.
2️⃣ Build on existing networks. Case 2 — existing tool: the interviewed CM identify the CPED network as a space for resources, for professional development and solidarity (p. 19). The document also mentions inter-establishment networks for sharing resources and peer support (p. 19).
3️⃣ Know the funding possibilities through the CVEC. Case 2 — existing system: the CVEC can fund awareness and training actions on issues of equality and diversity (p. 7, note 10). The document specifies that this funding does not guarantee the sustainability of actions (p. 7).
4️⃣ 3 PRACTICAL QUESTIONS
1️⃣ How many listeners does an establishment have? On average 8, from 2 to 26 depending on the establishments (figure from the quantitative section of REMÈDE 2, p. 17).
2️⃣ What release time is there for the CM working under a letter of mission? The quantitative section of REMÈDE 2, cited in the report, indicates an average release of 53 hours per year in 2024. Interviews show that this release is often considered insufficient and that it is not always possible to take, particularly due to the difficulties in recruiting teachers in the establishments (p. 15-16).
3️⃣ What training needs do the CM express? More specialised and operational training, particularly on the fight against discrimination, harassment and disability; a lack of in-depth training on racism, antisemitism and Islamophobia is also reported (p. 10).
5️⃣ TO GO FURTHER
1️⃣ Health Practices Blog: « The national plan for equality and against hatred and ANTI-LGBTI discrimination » (10 July 2023). The document cites this plan (2023-2026) among the developments in public policies (p. 2). Read the article. Existence confirmed by the indexing of a search engine only: link to be manually verified before dissemination. Consulted on 25 October 2026.
2️⃣ External resource: ONDES / CPED, Study report no. 25-03, « Actions for equality in higher education institutions: a new state of play » — quantitative aspect of REMÈDE 2, published in December 2025 according to CPED (press release of 6 January 2026). It provides the numerical data that the document cites (p. 2, 5, 7, 10, 14, 16, 17); it is a data resource rather than a practical tool. Consult the report (PDF). Link verified, consulted on 25 October 2026.
6️⃣ #️⃣ HASHTAGS
#healthpractices #EqualityDiversity #HigherEducation #VSS #FightAgainstDiscrimination #WorkplaceSuffering #CPED #QualitativeSurvey
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