8 ways Sciences Po acts to advance gender equality

8 ways Sciences Po acts to advance gender equality

  • A woman student speaking up ©Sciences PoA woman student speaking up ©Sciences Po

Not just in the event of Women’s History Month but throughout the entire year, Sciences Po takes measures to advance gender equality. Here are 8 ways Sciences Po takes action to promote gender equality in the university.


1 - Our President, Frédéric Mion, represents Sciences Po as a HeForShe University Champion, collecting solutions from the students themselves to help us pursue ambitious targets.

Raising students’ awareness

2 - We train student associations and promote parity at the governance level. The Student Life Charte (pdf, 438 Kb) serves as a reference to the principles of gender equality, and is sent out to all faculty and students to ensure equality in the classroom and on campus.
3 - We conduct regular professional workshops and awareness campaigns on everyday sexism and sexual respect. We also provide walls for free-expression, and hold forums on speaking up about sexual harassment.

Tools and guides to foster a culture of equality

4 - At the start of each academic semester, recommendations are sent out to all faculty to ensure equality in the classroom. 
5 - A sexual harassment monitoring unit was set up in 2015 to fight sexual violence and create an environment of sexual respect throughout the Sciences Po community.
6 - A Non-Sexist Communication Charter has been in application since 2016, and staff are asked to follow a Guide to Inclusive and Gender-Respectful Writing.

Appropriate hiring practices

7 - Specific training workshops have been put into place for male and female students to better understand gender inequalities at work and train on core career skills: assertiveness, salary negotiation, work-life balance and public speaking.
8 - We have an exemplary gender-balanced governance with now 6 women out of 13 members on the Sciences Po Executive Committee. It is an obligation that the selection committees for the recruitment of permanent faculty be gender-balanced. Academic coordinators are made aware of the 40% gender balance target when hiring temporary teaching staff.

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