Introduction
To Quality of Life and Working Conditions (QLWC)
PROGRAMME
Programme
3h30
What is QLWC? (Quality of Life and Working Conditions)
Understanding the evolution and legal framework
The general principles of the ANI agreement
The 6 pillars of QLWC
Co-construction process of a QLWC approach
Development of a QLWC action plan (example)
Objectives
- Introduce yourself in one sentence
- Share a situation experienced or observed in your laboratory related to Quality of Life and Working Conditions (QLWC)
QLWC (Quality of Life and Working Conditions) refers to all actions taken to improve both the well-being of individuals at work and the conditions in which they perform their duties.
The QLWC takes into account the elements:
materials
organizational
relational
Official definition ANACT
Evolution from QWL to QLWC
Quality of Life at Work
Initially, QWL focused on the well-being of employees in the context of their work, primarily concentrating on ergonomics, work-life balance, and recognition.
Quality of Life and Working Conditions
The introduction of "Working Conditions" allows for the integration of material and organizational aspects in addition to human factors.
In your opinion, what are the specific aspects of the doctoral environment that influence quality of life and working conditions ?
Know the evolution and the legal framework
How to enable subtitles in English
The ANI agreement of 2020
The general principles of the ANI agreement
Prevention of psychosocial risks (PSR)
Assessment of occupational risks
Improvement of working conditions
Social dialogue and employee participation
Taking into account diversity
Monitoring and evaluation of actions
Well-being at work
Training and Awareness
The Single Document for the Assessment of Professional Risks
The DUERP is a mandatory document for all organizations employing workers, and it serves to identify, assess, and prevent occupational risks in an establishment.
In a university context, this document must also take into account the specific risks faced by doctoral students:
- stress related to workload
- physical risks associated with laboratory work
- risks related to isolation, etc.
Typical structure of the DUERP
Introduction
Conclusion and commitment
Establishes the purpose and context of risk assessment
Reaffirms the commitment to safety
Risk identification
Monitoring and updating
Proposes strategies to mitigate risks
Lists potential hazards in the workplace
Risk assessment
Preventive measures
Evaluates the likelihood and severity of risks
Proposes strategies to mitigate risks
10
Examples
Where can I find a template for the DUERP?
Ministries
INRS: organization for the prevention of occupational risks
The INRS (National Institute for Research and Safety) website offers guides and document templates for assessing occupational risks.
👉 You can adapt them to your own work environment.
11
Let's exchange!
- Share your knowledge of university instances (Social Establishment Committee, Laboratory Councils). What are their roles and impacts?
- What are the gaps between theory and practice? (e.g., application of the DUERP in a large laboratory, administrative complexities).
12
The 6 pillars of QLWC
13
Action !
In sub-groups
10 minutes of reflection
10 minutes of restitution
- Choose 1 or 2 pillars of the QVCT and propose 2 concrete actions to improve the conditions of doctoral students
- (e.g.: discussion forum for doctoral students-supervisors, flexible scheduling, support group on doctoral stress).
14
Co-construction process of a QLWC approach
Plan
Do
Check
Act
15
Practical exercise
In pairs
10 minutes of work
10 minutes of presentation
- List the existing (or non-existing) devices in your university/lab (health service, harassment referent, thesis management charter, etc.).
- Identify what works well and what is lacking to support QLWC (e.g.: lack of communication, need for training…).
16
Development of a QLWC action plan (example)
Problem solving and improvement of the research team
Identify the problems
Allocate resources
Define the actions
Follow and evaluate
17
Thinking Workshop
Individually or in pairs
10 minutes of reflection
10 minutes of restitution
- Choose a priority issue (e.g., workload, conflict with the thesis supervisor, funding difficulties, lack of recognition).
- Propose 2 or 3 action paths (define resources, key stakeholders, planning).
18
Summary
The 6 pillars of QLWC
Professional equality and diversity
Health and safety at work
Social relations and professional dialogue
Work content and organization
Management and Leadership
Work environment
What concrete action will I implement in my lab / research team starting next week?
19
Do your self-assessment !
Do you think you have acquired these skills?
Understanding the challenges of QVCT in the context of a doctorate
Knowing how to identify the levers of QLWC (6 pillars) and to spot the flaws / gaps in the academic environment.
Master the applicable legal bases for universities and laboratories (ANI Agreement 2020, DUERP) and understand the implications for the status of the doctoral candidate.
Having practical tools to map existing systems and propose concrete improvements (framework charters, discussion cells, etc.).
Being able to co-construct an action plan for QVCT by involving key stakeholders (thesis director, services of the Doctoral School, team leaders, etc.).
e.g.: stress management, work-life balance, organization of research work, etc.
20
Congratulations
THANK YOU
FOR YOUR PARTICIPATION
End
L’Accord ANI 2020
aims to establish a global approach to well-being at work, ensuring that working conditions allow employees to thrive while being productive, healthy, and safe.
PLAN
The objective of this step is to identify the specific issues affecting the QLWC.
This can be done through anonymous surveys, interviews with doctoral candidates, or group discussions.
The agreement advocates for training employers and employees in the management of psychosocial risks and the promotion of quality of life at work.
Once the actions have been implemented, it is important to evaluate their effectiveness.
Indicators of well-being, satisfaction among doctoral students, and dropout rates can be used.
CHECK
The employer must regularly assess occupational risks, taking into account psychosocial risks, and how these risks affect the well-being of employees.
This assessment must be carried out using tools such as the Unique Document for the Evaluation of Professional Risks (DUERP), which must include psychosocial risks.
Identified risk
Prevention measures
Evaluation
Slip on slippery ground
High gravity, medium probability
Installation of non-slip mats, marking of hazardous areas
Rebalancing tasks, increasing breaks, training in stress management
Stress related to workload overload
Moderate gravity, high probability
Training on safety, use of personal protective equipment, adequate ventilation
High gravity, low probability
Exposure to chemicals
Do
Based on the diagnosis, actions are defined.
These may include:
- reorganizing work
- improving communication between doctoral students and supervisors
- establishing moments for exchange and psychological support.
the stress
The agreement highlights the importance of preventing psychosocial risks in the workplace, such as:
harassment
*It requires employers to identify and systematically address these risks by implementing appropriate preventive measures.
workplace violence
The agreement encourages the active participation of employees in the development and implementation of measures to prevent psychosocial risks.
He emphasizes the necessity of maintaining a constructive social dialogue between employers, employee representatives, and employee representative bodies.
The results of the evaluation allow for adjustments to actions and the implementation of new initiatives if necessary.
This step ensures continuous improvement of working conditions.
ACT
Understanding the challenges of QLWC in the doctoral context: pressure to publish, diversity of missions (teaching, research, valorization), isolation, etc.
Know the evolution and the legal framework (ANI Agreement 2020, obligations related to the DUERP, responsibilities of the employer/university institution).
Identify the 6 pillars of a QLWC approach and their concrete applications for doctoral students (relationships with the research team, organization of doctoral work, work-life balance).
Knowing how to implement a QVCT approach co-constructed with the various stakeholders in the academic environment (thesis director, fellow doctoral students, services of the Doctoral School, laboratories, etc.).
Map the existing internal devices and derive improvement suggestions (e.g., listening cell, QVT referent, university preventive medicine, etc.).
Take action: develop practical solutions to improve QVCT in your research team or within your laboratory.
The ANI agreement of 2020 aims to strengthen the prevention of psychosocial risks (PSR) and promote a quality of life at work approach in companies. It applies to universities as employers, with the obligation to implement concrete actions to ensure the health and safety of employees, including doctoral candidates.
The agreement requires employers to assess and prevent psychosocial risks, implement measures tailored to each work environment, and ensure good work organization.
For doctoral students, this means that they must be integrated into prevention efforts, that they benefit from safe working conditions, and that they are taken into account in mental health and workplace well-being policies.
- Click on the small square to enable subtitle mode.
- Click on the gear icon, then select the language.
- Then select "Auto-translate" (traduire automatiquement) - Choose "English" (Anglais)
Click on the images to enlarge them if necessary.
Regular monitoring of the actions implemented is required to assess their effectiveness. Well-being indicators at work should be used to measure the impact of prevention and improvement measures.
The agreement also includes a component on inclusion and equality at work, highlighting the importance of taking diversity into account in the management of working conditions.
The QLWC refers to all the factors of work organization that help reduce psychosocial risks (stress, burnout, etc.), improve working conditions, and promote an environment conducive to the mental and physical health of workers.
Official definition (source: ANACT, 2020)
The agreement emphasizes the implementation of actions to improve the working conditions of employees, particularly regarding:
the organization of work
the scheduling of hours
stress management
the distribution of tasks
He recommends a better distribution of responsibilities and a balanced management of the workload to avoid overload or excessive pressure on employees.
To Quality of Life and Working Conditions (QLWC)
Espace DEO
Created on March 17, 2025
Start designing with a free template
Discover more than 1500 professional designs like these:
View
Branching Scenarios Challenge
View
Branching Scenario: Leadership Decisions
View
Branching Scenario: Save Christmas
View
Conflict Resolution: Branching Scenarios
View
Simple Branching Scenario
View
Branching scenario 3
View
Branching Scenario 2
Explore all templates
Transcript
Introduction
To Quality of Life and Working Conditions (QLWC)
PROGRAMME
Programme
3h30
What is QLWC? (Quality of Life and Working Conditions)
Understanding the evolution and legal framework
The general principles of the ANI agreement
The 6 pillars of QLWC
Co-construction process of a QLWC approach
Development of a QLWC action plan (example)
Objectives
QLWC (Quality of Life and Working Conditions) refers to all actions taken to improve both the well-being of individuals at work and the conditions in which they perform their duties.
The QLWC takes into account the elements:
materials
organizational
relational
Official definition ANACT
Evolution from QWL to QLWC
Quality of Life at Work
Initially, QWL focused on the well-being of employees in the context of their work, primarily concentrating on ergonomics, work-life balance, and recognition.
Quality of Life and Working Conditions
The introduction of "Working Conditions" allows for the integration of material and organizational aspects in addition to human factors.
In your opinion, what are the specific aspects of the doctoral environment that influence quality of life and working conditions ?
Know the evolution and the legal framework
How to enable subtitles in English
The ANI agreement of 2020
The general principles of the ANI agreement
Prevention of psychosocial risks (PSR)
Assessment of occupational risks
Improvement of working conditions
Social dialogue and employee participation
Taking into account diversity
Monitoring and evaluation of actions
Well-being at work
Training and Awareness
The Single Document for the Assessment of Professional Risks
The DUERP is a mandatory document for all organizations employing workers, and it serves to identify, assess, and prevent occupational risks in an establishment. In a university context, this document must also take into account the specific risks faced by doctoral students:
Typical structure of the DUERP
Introduction
Conclusion and commitment
Establishes the purpose and context of risk assessment
Reaffirms the commitment to safety
Risk identification
Monitoring and updating
Proposes strategies to mitigate risks
Lists potential hazards in the workplace
Risk assessment
Preventive measures
Evaluates the likelihood and severity of risks
Proposes strategies to mitigate risks
10
Examples
Where can I find a template for the DUERP?
Ministries
INRS: organization for the prevention of occupational risks
The INRS (National Institute for Research and Safety) website offers guides and document templates for assessing occupational risks. 👉 You can adapt them to your own work environment.
11
Let's exchange!
12
The 6 pillars of QLWC
13
Action !
In sub-groups
10 minutes of reflection 10 minutes of restitution
14
Co-construction process of a QLWC approach
Plan
Do
Check
Act
15
Practical exercise
In pairs
10 minutes of work 10 minutes of presentation
16
Development of a QLWC action plan (example)
Problem solving and improvement of the research team
Identify the problems
Allocate resources
Define the actions
Follow and evaluate
17
Thinking Workshop
Individually or in pairs
10 minutes of reflection 10 minutes of restitution
18
Summary
The 6 pillars of QLWC
Professional equality and diversity
Health and safety at work
Social relations and professional dialogue
Work content and organization
Management and Leadership
Work environment
What concrete action will I implement in my lab / research team starting next week?
19
Do your self-assessment !
Do you think you have acquired these skills?
Understanding the challenges of QVCT in the context of a doctorate
Knowing how to identify the levers of QLWC (6 pillars) and to spot the flaws / gaps in the academic environment.
Master the applicable legal bases for universities and laboratories (ANI Agreement 2020, DUERP) and understand the implications for the status of the doctoral candidate.
Having practical tools to map existing systems and propose concrete improvements (framework charters, discussion cells, etc.).
Being able to co-construct an action plan for QVCT by involving key stakeholders (thesis director, services of the Doctoral School, team leaders, etc.).
e.g.: stress management, work-life balance, organization of research work, etc.
20
Congratulations
THANK YOU FOR YOUR PARTICIPATION
End
L’Accord ANI 2020
aims to establish a global approach to well-being at work, ensuring that working conditions allow employees to thrive while being productive, healthy, and safe.
PLAN
The objective of this step is to identify the specific issues affecting the QLWC. This can be done through anonymous surveys, interviews with doctoral candidates, or group discussions.
The agreement advocates for training employers and employees in the management of psychosocial risks and the promotion of quality of life at work.
Once the actions have been implemented, it is important to evaluate their effectiveness. Indicators of well-being, satisfaction among doctoral students, and dropout rates can be used.
CHECK
The employer must regularly assess occupational risks, taking into account psychosocial risks, and how these risks affect the well-being of employees.
This assessment must be carried out using tools such as the Unique Document for the Evaluation of Professional Risks (DUERP), which must include psychosocial risks.
Identified risk
Prevention measures
Evaluation
Slip on slippery ground
High gravity, medium probability
Installation of non-slip mats, marking of hazardous areas
Rebalancing tasks, increasing breaks, training in stress management
Stress related to workload overload
Moderate gravity, high probability
Training on safety, use of personal protective equipment, adequate ventilation
High gravity, low probability
Exposure to chemicals
Do
Based on the diagnosis, actions are defined. These may include:
the stress
The agreement highlights the importance of preventing psychosocial risks in the workplace, such as:
harassment
*It requires employers to identify and systematically address these risks by implementing appropriate preventive measures.
workplace violence
The agreement encourages the active participation of employees in the development and implementation of measures to prevent psychosocial risks.
He emphasizes the necessity of maintaining a constructive social dialogue between employers, employee representatives, and employee representative bodies.
The results of the evaluation allow for adjustments to actions and the implementation of new initiatives if necessary. This step ensures continuous improvement of working conditions.
ACT
Understanding the challenges of QLWC in the doctoral context: pressure to publish, diversity of missions (teaching, research, valorization), isolation, etc.
Know the evolution and the legal framework (ANI Agreement 2020, obligations related to the DUERP, responsibilities of the employer/university institution).
Identify the 6 pillars of a QLWC approach and their concrete applications for doctoral students (relationships with the research team, organization of doctoral work, work-life balance).
Knowing how to implement a QVCT approach co-constructed with the various stakeholders in the academic environment (thesis director, fellow doctoral students, services of the Doctoral School, laboratories, etc.).
Map the existing internal devices and derive improvement suggestions (e.g., listening cell, QVT referent, university preventive medicine, etc.).
Take action: develop practical solutions to improve QVCT in your research team or within your laboratory.
The ANI agreement of 2020 aims to strengthen the prevention of psychosocial risks (PSR) and promote a quality of life at work approach in companies. It applies to universities as employers, with the obligation to implement concrete actions to ensure the health and safety of employees, including doctoral candidates.
The agreement requires employers to assess and prevent psychosocial risks, implement measures tailored to each work environment, and ensure good work organization.
For doctoral students, this means that they must be integrated into prevention efforts, that they benefit from safe working conditions, and that they are taken into account in mental health and workplace well-being policies.
- Click on the small square to enable subtitle mode.
- Click on the gear icon, then select the language.
- Then select "Auto-translate" (traduire automatiquement) - Choose "English" (Anglais)
Click on the images to enlarge them if necessary.
Regular monitoring of the actions implemented is required to assess their effectiveness. Well-being indicators at work should be used to measure the impact of prevention and improvement measures.
The agreement also includes a component on inclusion and equality at work, highlighting the importance of taking diversity into account in the management of working conditions.
The QLWC refers to all the factors of work organization that help reduce psychosocial risks (stress, burnout, etc.), improve working conditions, and promote an environment conducive to the mental and physical health of workers.
Official definition (source: ANACT, 2020)
The agreement emphasizes the implementation of actions to improve the working conditions of employees, particularly regarding:
the organization of work
the scheduling of hours
stress management
the distribution of tasks
He recommends a better distribution of responsibilities and a balanced management of the workload to avoid overload or excessive pressure on employees.