Signalling device
The reporting system can be used by any member of staff or student, whether a victim or a witness, to report an incident of violence, harassment, discrimination or psychosocial risks in a work or academic setting.
Download the flowchart
Dispositif de signalement.pdf (144.54 KB, .pdf)
FAQ — System for collecting and processing reports
What is this device?
What is this device?
It enables any member of the Inalco community — whether a student or member of staff — to report incidents falling within the scope of the institution’s ‘equality and diversity’ remit of which they are a victim or witness. This mission covers gender equality, the fight against racism and antisemitism, discrimination, gender-based and sexual violence, and, more broadly, any violence or hatred based on origin, sex, sexual orientation, gender identity or any other criterion protected by law (Act No. 2025-732 of 31 July 2025 and implementing Decree No. 2025-1433 of 29 December 2025).
Who can report an incident, and for what reasons?
Who can report an incident, and for what reasons?
Any student or member of staff who is a victim or direct witness of: racist or anti-Semitic abuse or defamation, incitement to hatred or discrimination, direct or indirect discrimination, discriminatory harassment, sexism and sexist behaviour, sexual or psychological harassment, sexist and sexual violence, or any other form of violence or hatred covered by the Equality and Diversity Unit’s remit.
How do I report an incident?
How do I report an incident?
Student portal (for students) or website (personal), including, where possible, details to help establish the facts.
Is it anonymous and confidential?
Is it anonymous and confidential?
Reports are not anonymous, but they are treated as strictly confidential.
What happens after the alert has been sent?
What happens after the alert has been sent?
An initial assessment is carried out to check that the facts fall within the scope of the scheme.
What does a consultation with the support team involve?
What does a consultation with the support team involve?
If the initial assessment warrants it, the person making the report is interviewed by a designated pair of staff members from the support unit, who are bound by a duty of confidentiality, neutrality and impartiality. The unit listens to the report; it has no investigative powers.
What happens next, and who decides on the next steps?
What happens next, and who decides on the next steps?
The pair assess the situation, refer the matter to relevant external parties where necessary, and submit a report containing recommendations to the Chair, with the consent of the person who raised the concern. It is the Chair who decides on the action to be taken.
What action can be taken?
What action can be taken?
Depending on the circumstances, and without this list being exhaustive or the measures necessarily applied in combination: measures to protect the whistleblower, precautionary measures, an administrative investigation, disciplinary proceedings, and referral to the public prosecutor.
Can the report be passed on to the public prosecutor?
Can the report be passed on to the public prosecutor?
As public officials, certain staff members are required by law (Article 40 of the Code of Criminal Procedure) to report to the public prosecutor any crime or offence of which they are aware. In practice, the organisation gives priority to the consent of the person making the report, except where the law requires a report to be made regardless of such consent (in particular, in cases of serious danger).
Am I protected if I report it?
Am I protected if I report it?
Yes: the law prohibits any disciplinary action or adverse measures against a person who has reported a matter in good faith, even if the facts are ultimately not established.