The results of the national survey on bullying and harassment in Norway’s higher education sector are finally in. But the reasons why harassment occurs remain unclear, according to the Committee for Gender Balance and Diversity in Research.

With the climate crisis as backdrop, university employees have demanded a reduction in air travel. Could cutting air travel also lead to greater gender equality?

Implicit bias – the presence of prejudices and stereotypes in the workplace – has been a topic of discussion both within and outside academia. Does this lead to a focus on the individual that masks embedded structures inhibiting gender equality?

Academia lacks gender balance when it comes to salary, academic level and subject area. Experts are calling for stronger measures to achieve gender balance.

Values like equality, inclusion and diversity are being stifled by the prevailing management ideology in academia, critics note. “We must create an academic culture of compassion,” says British organizational psychologist Kathryn Waddington.

Men produce twice as many scientific publications as women. At least that’s the long-held assumption. But Lynn Nygaard, a special adviser and doctoral research fellow at PRIO, challenges this widespread belief in her recent article.

Sexual harassment, the #MeToo movement, a radical suggestion to improve the gender balance among Nobel candidates, and the problem with white campuses. Read our top ten news articles from 2018.

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?

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.