The Anti-Discrimination Tribunal made decisions in more than 600 cases in 2023 and 2024. Students and staff in higher education and research only reported 16 cases of discrimination or harassment based on ethnicity or gender. And only one was taken further.

All the Nordic organisations for universities and university colleges believe that the educational institutions should have the main responsibility. Our Nordic neighbours have dedicated frameworks and expert groups that set the direction for this work – Norway does not.

Racism and discrimination are bad for public health. That’s according to the staff and students at the Faculty of Medicine at the University of Oslo. They are now taking steps to prevent discrimination.

Some people still shake their heads at the concept of diversity management. After all, isn’t it just about treating all employees equally?

“Yes, more researchers have parents with higher education. But you don’t have to be born into academia to succeed,” says Silje Fekjær, Vice-Rector at OsloMet.

“Diversity management is not only about the needs of minorities, but also about the other employees who might need adaptation when they’re going through rough patches in their lives,” says Professor Gro Mjeldheim Sandal.

While women actively participate in the practical work at their organisation, men dodge it.

The EU project GENDERACTIONplus is set to host a conference on equality in February. Why is this conference so important for Norwegian research institutions?

The article about a new plan against racism at Østfold University College was the most popular one last year.

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?