Kifinfo: Gender balance and diversity in research
It was high time to put more focus on ethnic diversity, according to stakeholders in academia. But there is scepticism about expanding the KIF Committee’s mandate even further.
The Research Council of Norway wants more women at the helm of the Centres of Excellence. But the centres themselves are afraid of losing the competition for funding if they choose a female director.
New statistics:
The vast majority of ethnic minorities in Norwegian academia are mobile researchers who have moved here to work in an academic position.
In the previous funding round for the Centres of Excellence (SFF) scheme, 23 percent of the centre directors were women. In this year’s round, no women will be directing the SFF centres on their own.
Leadership training on gender and diversity, a pilot study on the working environment, a job promotion project and a gender balance prize are just a few of the measures planned for the future.
Creating a competitive edge through diversity – leadership for Nordic research excellence towards 2030
The Committee for Gender Balance and Diversity in Research (KIF committee) is happy to invite you to our Nordic conference in Oslo 8-9 November 2017.
This conference will serve as a platform for exchanging knowledge, experiences and methods to improve the current Nordic situation regarding gender balance and ethnic diversity in research.
Registration opens at August 10.
Newsletter
News from other media
KIF has presented universities and university colleges with a practical tool to use in their restructuring efforts to ensure gender balance and diversity.
Both the University of Oslo and the University of Bergen are hoping that the Gender Equality Act will be amended. It is the only way they will get their wish to use gender quotas to admit men to professional studies in psychology.
Gender equality is one of six priority areas in the new ERA Roadmap for research – and there will be regular follow-up of progress in this area in all European countries.
The University of Agder is now requiring its new upper-level managers to have competency in gender equality, based on a model from NTNU – and other institutions are considering following suit.
The percentage of immigrants and people with an immigrant background has increased in all position categories and subject areas in Norwegian research. This is one of the findings from the first official diversity statistics for academia.
Is the institute where you work going to be restructured or will the entire university college be merged with another institution? The KIF Committee has now prepared a guide with advice on how you can work with gender and diversity during restructuring processes.
Specific advice on how to increase diversity in academia is now being developed – but there is no “one-size-fits-all” solution.
Two new research centres will try to find the solution to the gender imbalance in Nordic academia.
Vague, subjective assessments and stereotypes that we don’t even know we have can negatively impact the hiring process. The good news is that there are measures to counteract this.
Candidates for NTNU’s management positions must now document that they have competency in gender equality. But what kind of competency are we really talking about?
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All research institutions that work with gender balance and diversity should be familiar with the KIF Committee.
But poorly adapted Norwegian language instruction ruins the chances for refugees who are motivated to get a higher education, according to Juhar Yasin Abamosa.
Perspectives on gender and diversity are not addressed at all in NIFU’s evaluation of the extensive changes at NTNU.
Norwegian universities and university colleges are undergoing an extensive merger process. “In major processes like these, there are often matters that are more urgent than gender equality. That being said, gender equality should still be high on the agenda,” says the pro-rector of Norway’s largest university.
Diversity in academia:
People with an immigrant background are more motivated to conduct research and pursue a doctoral degree than those without an immigrant background. However, according to a new report, there is no advantage to being an immigrant in academia.
The foundation has already been laid for gender balance at the senior level of academia, according to an associate professor of finance. However, critics say it’s risky to sit back and wait for gender balance to happen on its own.
While the idea to establish a gender equality network within the European Research Area (ERA) emerged back in 2004, GENDER-NET was finally launched in 2013 as the first ERA-NET on the topic of gender equality and the gender dimension in research.
There is no lack of good arguments for gender balance and diversity in the health sciences.
The Diversity Report has finally been launched, and the Ministry of Education and Research is pleased with the result.
The proposal to create a joint anti-discrimination law will weaken the employer’s reporting duty, and thereby weaken all efforts to promote gender equality. This is the view of both the Equality and Anti-discrimination Ombudsman and the Vice Chair of the Committee for Gender Balance and Diversity in Research.