Ever wondered what it takes to achieve a gender balanced and diverse staff? In academia, the most knowledge-intensive sector in society, the answers are hard to find. In this podcast, the experts discuss barriers and offer solutions.

The KIF Committee opposes the Norwegian Government’s proposal to ban full-face coverings in the higher education sector.

They have the worst track record in the Nordic region when it comes to gender balance in academia. What is it with Denmark?

A good diversity manager views differences as a resource, and is aware that employees may need adaptations, according to a Norwegian researcher.

Gender equality as an advantage in the increasingly tough international competition for research funding will be one of the topics at the KIF Committee’s conference on gender equality and diversity in Nordic research. The conference will be held in November.

There was something peculiar about the discussions when research grants were being awarded, according to the committee chair. Something did not feel right. Then the Swedish Research Council began sending observers to the meetings.

The Liberal Party ensured that the Norwegian Government got majority approval for its proposal for a joint anti-discrimination act, with a few exceptions. Most importantly, the employer’s reporting duty will continue, although it is unclear how.

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.

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.

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.