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.
It is pointless to start a search for female applicants one week before the application deadline. If you want to increase the number of women in a male-dominated field, you have to make long-term plans. This is according to Tor Grande, who recently stepped down as head of the Department of Materials Science and Engineering at the Norwegian University of Science and Technology (NTNU).
“We don’t discuss gender equality very much; after all, it’s an integral part of our job,” says Vice-Dean Helge Klungland of the Faculty of Medicine at the Norwegian University of Science and Technology (NTNU). “Nobody is hired or granted project funding here without gender equality being part of the process.”
This was the clear message from the CEO of the SINTEF Group, Unni Steinsmo, when she opened a conference on gender equality in the independent research institutes.
The better the gender balance, the more we benefit from the pool of researcher talent. This is the argument made by the independent research institutes for their own gender equality efforts. However, a new study shows that women are in short supply at the highest levels of research and in leadership positions within the sector.
The Norwegian Government will extend the term of the national committee that promotes gender equality. It is also proposing financial rewards for institutions that employ women in high-level positions in the male-dominated natural sciences.
What does it take to change the gender balance in the most male-dominated physical sciences? This is an issue that Jan Petter Hansen of the University of Bergen knows a lot about. Under his leadership, the percentage of women in the Department of Physics and Technology is finally on the rise.
