OUR COMMITMENTS AND ACTIONS TO MAKE THE COMPANY MORE EGALITARIAN
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OUR COMMITMENTS AND ACTIONS TO MAKE THE COMPANY MORE EGALITARIAN
1 FLEXIBLE WORK / WORK-LIFE BALANCE
TIMING
2020 2021 2022
A B C
11 12 1 2 3 4 5 6 7 8 9 10 11 12 1 2 3 4 5 6 7 8 9 10 11 12 1
A PROMOTION OF PATERNITY LEAVE
Since 1 January 2021, fathers have been able to take 4 weeks’
11 - 12 2020
paternity leave, doubling the length of this benefit.
B GRADUAL RETURN-TO-WORK PROGRAMME
5 - 12 2021
AFTER LEAVE FOR FAMILY REASONS
Organisation of working time when returning after leave
for family reasons (maternity, paternity or adoption
leave for a close caregiver) to enable employees to find
a work-life balance.
C WORK-LIFE BALANCE
Develop our remote working policy.
9 - 10 2021
Promote flexible working.
OUR COMMITMENTS AND ACTIONS TO
MAKE THE COMPANY MORE EGALITARIAN IMPLEMENTATION IN PROGRESS TO DO2 CORPORATE CULTURE
TIMING
2020 2021 2022
A B
11 12 1 2 3 4 5 6 7 8 9 10 11 12 1 2 3 4 5 6 7 8 9 10 11 12 1
A PERFORMANCE METRICS FOR MANAGERS
Equality objectives included in appraisal interviews.
1 - 2 2021
B 15% of managers’ variable pay is allocated to equality
objectives over the evaluation period.
1 - 2 2022
OUR COMMITMENTS AND ACTIONS TO
MAKE THE COMPANY MORE EGALITARIAN IMPLEMENTATION IN PROGRESS TO DO3 EQUAL PAY
TIMING
2020 2021 2022
A B
11 12 1 2 3 4 5 6 7 8 9 10 11 12 1 2 3 4 5 6 7 8 9 10 11 12 1
A EQUAL PAY, FAIR ALLOCATION
3 - 4 2021
OF THE BONUSES BUDGET
Equal distribution of the bonuses budget
(budget for women/budget for men).
Continue with annual salary reviews and make
corrections if necessary.
B REMUNERATION POLICY
Detail and publish our remuneration policy.
5 2021
OUR COMMITMENTS AND ACTIONS TO
MAKE THE COMPANY MORE EGALITARIAN IMPLEMENTATION IN PROGRESS TO DO4 RECRUITMENT AND PROMOTION
TIMING
2020 2021 2022
A B C D E
11 12 1 2 3 4 5 6 7 8 9 10 11 12 1 2 3 4 5 6 7 8 9 10 11 12 1
A PARITY IN MANAGEMENT STAFF
Achieve 40% female employees at the various levels
4 - 12 2021
of management.
B
NON-DISCRIMINATORY HIRING POLICY
5 2021
Update the equal opportunities aspect of the policy.
C
VACANCY ADVERTISING – VISUAL APPEARANCE
Reflect the diversity of Francophone Swiss society
7 - 12 2021 in the visual appearance of recruitment advertisements.
D
TRANSPARENCY OF THE PROMOTION PROCESS
AND CRITERIA
7 - 12 2021
Make information on promotion processes
and criteria more accessible.
ENABLE AND PROMOTE CAREER PROGRESSION
E
FOR WOMEN AFTER HAVING CHILDREN
11 - 12 2021
Define the main areas of women’s career progression
after they have children.
OUR COMMITMENTS AND ACTIONS TO
MAKE THE COMPANY MORE EGALITARIAN IMPLEMENTATION IN PROGRESS TO DO5 TRAINING / LEADERSHIP / MENTORING
TIMING
2020 2021 2022
A B
11 12 1 2 3 4 5 6 7 8 9 10 11 12 1 2 3 4 5 6 7 8 9 10 11 12 1
A TRAINING POLICY
Track the proportion of men and women in training.
4 - 6 2021
Update the equal opportunities aspect of the policy.
B MENTORING PROGRAMME
Promote individual skills development
2022
and encourage women to hold key positions.
OUR COMMITMENTS AND ACTIONS TO
MAKE THE COMPANY MORE EGALITARIAN IMPLEMENTATION IN PROGRESS TO DO6 CHARTER FOR AN INCLUSIVE,
ANTI-SEXIST PUBLIC SERVICE MEDIA CHANNEL
TIMING
2020 2021 2022
A B C D E
11 12 1 2 3 4 5 6 7 8 9 10 11 12 1 2 3 4 5 6 7 8 9 10 11 12 1
A WORKSHOP / TRAINING / AWARENESS-RAISING
Promote the adoption of gender-neutral and inclusive
4 - 12 2021
language on the air and the use of inclusive writing.
B JOB SHARING AT ALL LEVELS
Set out job sharing opportunities at all levels
2022
in the company.
C ENCOURAGEMENT OF PART-TIME WORKING
FOR MEN
2022
Develop a policy of encouraging part-time working
for men.
D PROMOTION MEASURES FOR PART-TIME WORKERS
Promote equal promotion measures for part-time
2022
employees.
E EDGE CERTIFICATION
Certification renewal scheduled for June 2022.
6 2022
OUR COMMITMENTS AND ACTIONS TO
MAKE THE COMPANY MORE EGALITARIAN IMPLEMENTATION IN PROGRESS TO DOEDGE CERTIFICATION AND THE CHARTER
FOR AN INCLUSIVE, ANTI-SEXIST PUBLIC SERVICE
MEDIA CHANNEL AT A GLANCE
EDGE CHARTER
Non-discriminatory
• Performance hiring policy OF COMMITMENT TO STAFF
metrics • Less well-paid functions and
Equal pay,
for managers part-time employees benefit from
fair distribution of
• Transparency of the bonuses budget the same promotion measures
the promotion • Job sharing at all levels
Parity in
process • Career progression for women
management staff
and criteria after having children
Mentoring
• Gradual • Encouragement of part-time working for men
programme
return-to-work
programme Promotion of OF COMMITMENT FOR THE BROADCASTER
after leave paternity leave • Equal speaking time given to different segments
for family • Address each person in the same way
Work-life
reasons
balance • Avoid any reference to physical
• Training appearance or clothing
Combating
policy • Do not condone misogynistic
sexual
• Remuneration harassment or degrading humour
policy and sexism • Limit the use of stereotypes in fictional work
produced or co-produced
• Vacancy EDGE
advertising certification • Do not minimise gender-based violence linked
– visual to discrimination
Questionnaire
appearance • Take on people with skills on gender
on equality
and diversity issues
OUR COMMITMENTS AND ACTIONS TO
MAKE THE COMPANY MORE EGALITARIAN2019 - 2021
2019 2020 2021
A B C D E F G H I
1 2 3 4 5 6 7 8 9 10 11 12 1 2 3 4 5 6 7 8 9 10 11 12 1 2 3 4 5 6
• Creation of • Equal • Certification • Anti-sexism charter
A the RTS Collective
C opportunities
E obtained
G approved by the board
on 14 June survey 6 2020 in December 2020
• Proposal for 1 2020 12 2020
certification • Implementation of
6 2019 • External audit
F the action plan, including • Introduction of
D • Actions proposed adoption of a guide
H 4-week paternity leave
• Concept by EDGE to inclusive and 1 2021
B presented • Action plan validated gender-neutral language
11 2019 by the RTS board 9 2020
5 2020
2021 - 2022
2021 2022 2023
G H I J K L M N O P Q
1 12 1 2 3 4 5 6 7 8 9 10 11 12 1 2 3 4 5 6 7 8 9 10 11 12 1 2 3 4 5 6
• Fair distribution of • Enable and promote • 15% of managers’ • Anticipated
I the bonuses budget
L career progression
N variable pay is allocated
P renewal
3 2021 for women after to equality objectives of certification
having children over the evaluation 6 2022
• Non-discriminatory 11 - 12 2021 period
J hiring policy 1 - 2 2022 • New action plan
5 2021 • New equal opportunities
Q 6 2022 - 12 2024
M survey to analyse • Implementation
O
K • Gradual return-to-work developments of a mentoring
programme after leave 1 2022 programme
for family reasons 2022
5 -12 2021
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