The EPFL Direction sets strategic priorities in the areas of respect, equal opportunity and transition. Concrete actions in each of these three areas are carried out on a regular basis.
Improvement measures
Promoting respect « e-learning »
Published on March 18th, 2024
Promoting respect” e-learning module informs how to identify inappropriate behaviors and react to situations that cannot be tolerated. It is part of the “EPFL Essentials“, which all community members should follow. A specific track is available for team leaders and faculty members, due to their legal responsibility to intervene in case of harassment, discrimination or violence.
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Improvement measures (votes completed)
Published on December 22th, 2023
In 2022, the Mental Health and Wellbeing Task Force surveyed the entire EPFL community in order to analyse the factors that have an impact on mental health, determine needs and target the measures to implement. The survey showed the need for action, particularly to reduce burnout, negative stress and psychological distress. With this in mind, the Jours Santé (Health Days) offered the UNIL and EPFL communities a series of round tables, a conference, workshops, sports and wellness activities, to raise awareness of the different facets of health and de-stigmatise mental health issues. The event, which is entirely free of charge, was organised this year by the Mental Health and Wellbeing Task Force and the UNIL-EPFL Sport and Health Service.
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Published on July 12th, 2023
In 2020, the #payetonepfl campaign, launched by the Polyquity student association, revealed the extent of harassment and discrimination at the EPFL Campus. A few months later, the Harassment A-Z & Promoting a Culture of Respect Task Force was set up with 6 working groups, resulting in several deliverables: a survey to measure the scale of the problem, an online training module for the whole community, the creation of a Trust and Support Network (TSN) to align the relevant departments, several awareness and prevention campaigns, and the adoption of new guidelines.
With the appointment of Emmanuel Noyer as Respect Compliance Officer (RCO) on May 1, 2023, EPFL has taken a further step towards adequately addressing the issues of harassment, violence and discrimination.
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Published on July 12th, 2023; update May 27th, 2024
In 2019, EPFL set a target of offering at least 40% of new professorship positions to female candidates. A survey on the status of women professors at EPFL, conducted in 2020, underscored the importance of this target and highlighted the good practices put in place to achieve it. Between 2020 and 2022, 39% of professorship offers were made to women. For 2025–2028, this target has been extended to management positions.
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Published on July 12th, 2023
EPFL’s 2030 Climate & Sustainability Strategy sets out the path will take to uphold responsibilities to EPFL community, society and the environment. The strategy meets the Swiss federal government’s requirements in terms of energy-related carbon emissions and, more generally, the Paris Agreement targets. This strategy, which is intended to evolve constantly, includes efforts in EPFL core missions of education, research and innovation. It also covers the day-to-day running of the campuses in terms of transportation, food, digital technology, purchasing and so on. It’s being drafted through a participatory process that began in 2020 and was completed in 2022, with input from all relevant departments and bodies.