50 Inc. is a flagship initiative of CERN’s Diversity & Inclusion Programme under the umbrella of Inclusion Matters. Our goal is to put in place 50 actions toward a more inclusive workplace. Our timeline is the current Director-General’s mandate, 2026 and 2030, and we are aiming to add 10 actions each.

50 Inc. transforms ideas from the CERN community into practical and tangible actions that contribute to a more inclusive workplace.

Any member of the CERN personnel can submit an idea that aims to improve an individual or collective experience of inclusion and belonging at CERN.

The Diversity & Inclusion Programme encourages proposals from individuals, teams and communities representing diverse perspectives and experiences. Every single action counts.

To submit a 50 Inc. action proposal you can either:

go to the Diversity & Inclusion Programme website and fill in the ticketing form: Submit a 50 Inc. Action Proposal – CERN Service Portal: easy access to services at CERN

or you can reach out to one of the following to submit on your behalf:

• a departmental Diversity & Inclusion Officer (“DIO”): Departmental Diversity & Inclusion Officers – Diversity & Inclusion Programme, or
• an Experiment or Community Diversity Network at CERN: Networks – Diversity & Inclusion Programme

All proposals are treated confidentially upon submission.

During the initial sorting stage, only the two members of the Diversity & Inclusion Programme team will have access to the contact details if further clarification or additional information from the submitter is needed. After this initial phase, proposals are anonymized before being shared for further review.

For more information about how we process and protect your personal data, please refer to the Data Privacy Notice: Privacy Notice: Diversity and Inclusion at CERN – CERN Service Portal: easy access to services at CERN

Each proposal follows a structured and detailed workflow:

1. Submission (confidential)
2. Sorting by the Diversity & Inclusion Programme
3. Review to gauge support and implementing suggestions by the departmental DIOs, Diversity Networks, Diversity Contact Points of the Experiments
4. Consideration, discussion and potential approval by the D&I Oversight Board
5. Progress Tracking (visible on this webpage)

Each proposal is reviewed and prioritised taking into account the diversity of the type of actions (for example: process or procedure, infrastructure, campaign), diversity and intersectionality of beneficiaries and diversity of services responsible for implementing the approved actions.

The evaluation process considers several factors, including:

• Alignment with the strategic objectives of the Organization and the policy of the Diversity & Inclusion Programme;
• Expected impact on CERN as an inclusive workplace;
• Feasibility and available resources (time, personnel, budgetary);
• Potential benefit for diverse communities (including gender, nationality, LGBTQIA+, accessibility, neurodiversity);
• Alignment with existing diversity and inclusion initiatives.

The D&I Oversight Board seeks to balance short-term improvements with longer-term strategic actions. Some actions may appear small, significantly benefitting one or two individuals, others may impact a larger number of personnel. Every action counts as does the overall cumulative effect of 50 inclusion actions within 5 years.

The 50 Inc. tracking page is updated following each D&I Oversight Board session (Q1, Q2, and Q4). Here you will see actions that are approved and endorsed, as well as a summary of proposed actions from the personnel.