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Equality, integration and diversity at UiA

Our goals in the action plan for equality, inclusion and diversity 2021-2024

1. Gender balance among employees

Goal:

  • Faculties, departments and all administrative units must achieve gender balance (40/60).
  • Units with less than 20 per cent of either gender should set their own target for this period.
  • At least 40 per cent of professors/lecturers at UiA should consist of either gender.
  • Research groups should aim for gender balance.

Status at the turn of the year 2020/21:

  • The overall gender balance at UiA is 47% men and 53% women.
  • The proportion of female professors increased for the fourth year in a row to 31.4% and increased by 2.7% from 2019. It is still below the target of 35%:
  • Units with considerable gender imbalances have all set target figures.
  • The research groups are largely balanced, with few exceptions.

 

Overall gender balance at UiA:

Graf som viser utviklingen i kjønnbalansen på UiA

Gender balance among UiAs professors:

Graf som viser kjønnsfordelingen på UiAs professorårsverk

2. Equal pay for equal work

Goal:

UiA must practise equal pay for equal work.

Status at the turn of the year 2020/21:

  • The average pay for women compared to men is 92.7% overall at UiA, an improvement of 0.2% from 2019.
  • There is relative stability from 2019 to 2020 across positions.
  • Women in administrative positions have the lowest average pay compared to men (94.3%).
Graf som viser kvinners andel av menns lønn på UiA

3. Gender balance in management

Mål: 

UiA must have at least 40 per cent of  both men and women in all management teams, including at faculty level.

Status at the turn of the year 2020/21:

  • There is balance, within the target of 40% of each gender, among deans, department heads at institutional level, the administrative management team and the top management.
  • There is balance internally in the management teams at 4 out of 7 faculties. All have at least 40% of each gender.

University Management:

Kakediagram som viser kjønnsfordeling i universitetsledelsen

niversity Director’s Management Group:

Kakediagram som viser kjønnsfordeling i universitetsdirektørens ledergruppe

4. Gender balance among students

Goal: 

All study programmes must have at least 30 per cent female and male students. Both women and men must be represented in boards, councils and commissions.

Status at the turn of the year 2020/21:

There is still great variation between study programmes when it comes to gender distribution.

In 2020, student numbers show that 68 study programmes had less than 25% boys. 22 study programmes had less than 25% girls, which is below the target of 30%.

Studenter og kjønnsbalanse:

Grafer som viser kjønnsbalanse blant studentene på ulike fakulteter

5. Diversity among employees

Goal

UiA must be an open and diverse working environment where employees with a different origin, background or level of functionality feel they belong, are meaningful members of the community and have the possibility to influence the working environment.

Status at the turn of the year 2020/21:

  • Within cultural, linguistic and ethnic diversity, several measures have been implemented. Clear focus on international employees and students from the management at UiA. Global Lounge opened in March 2020 at Campus Grimstad.
  • A new action plan for digital and physical universal design and specific accommodation has been prepared.
  • Special measures in 2020 due to the Covid-19 situation. For example, ‘Socialising with Colleagues’.
  • Buddy/‘fadder’ for new employees during the first 6 months.
  • Website in English: ‘Working at UiA’

6. Diversity among students

Goal

Students at UiA, independent of their origin, background and functional ability, have appropriate and equal academic development opportunities during their studies. There is a culture for systematic and fair admission of new students at UiA.

Status at the turn of the year 2020/21:

  • UiA Special Needs Accommodation is co-located with and works closely with other support services for students in a separate Resource Centre. There is particular focus on psychosocial services. ‘Supported Education’ had 54 participating students at all times in 2020. They have also been in touch with/supported around 100 other students. There were around 2600 talking sessions in total in 2020. UiA hired 32 student mentors in 2020.
  • Many students with hearing loss do not receive equal educational provision. Much remains to be done. We cooperate closely with NAV (the Norwegian Labour and Welfare Administration) and the relevant units at UiA, however new challenges arise every semester.
  • ‘Every Day Racism’ is the topic of UiA’s Equality Conference in 2021

7. Inclusive LGBTIQ community

Goal

UiA must be an open and diverse university, where students and employees with different sexual orientation, gender identity or gender expression feel welcome. Openness, knowledge and inclusion of LGBTIQ people characterise UiA.

Status at the turn of the year 2020/21:

UiA has developed separate ethical guidelines for supervision. They have been made available to both supervisors and students at UiA. There is good and easily available information about the Anti-Discrimination Act.

8. Zero tolerance for bullying and harassment

Goal: 

  • All employees and managers at UiA must be conscious of the effect of their position of power, and of the responsibility that comes with this position.
  • All employees must behave according to the sexual etiquette and be aware of UiA’s zero tolerance to bullying and harassment.
  • All employees must speak up if they have knowledge of sexual harassment and unwanted sexual attention.

Status at the turn of the year 2020/21:

  • Ethical guidelines for supervision have been developed at UiA, underlining our zero-tolerance approach. They have been made available to both supervisors and students at UiA.
  • We inform about our zero-tolerance approach in our course for new employees and in a new e-learning course for new employees launched in 2021. ‘Speak Up’ is easily available on the web pages of UiA. In the 2020 HSE report, all units state that they have informed their employees about the ‘Speak Up’ reporting system and whistleblowing procedures, and 38% have implemented internal training.

9. Sexual etiquette

Goal: 

All employees must behave according to the sexual etiquette and be aware of UiA’s zero-tolerance to bullying and harassment.

Status at the turn of the year 2020/21:

  • A national survey of bullying and sexual harassment at 27 higher education institutions was carried out in 2019. At UiA, 89 individuals reported that they were subjected to bullying/harassment, and 24 individuals reported sexual harassment. In 2020, 2 cases of sexual harassment and 18 cases of bullying and harassment were reported from the departments and the administrations. All were handled in accordance with internal procedures.
  • Separate ethical guidelines for supervision at UiA have been implemented. They have been made available to both supervisors and students at UiA and clearly outline our zero-tolerance approach.

10. Incident reporting procedures

Goal:  

All employees and students are familiar with the procedures to report incidents at UiA and know where to find information on their rights and obligations

Status at the turn of the year 2020/21:

  • ‘Speak Up’ is easily available on UiA’s web pages where whistleblowing opportunities and rights and duties are described.
  • All employees have been informed about the ‘Speak Up’ reporting system and whistleblowing procedures, and 38% implemented internal training in 2020.

Speak Up

Contact us

hanskl
Leader of the Equality and Inclusion Committee
HR Excellence in research logo

 

 

UiA is Charter & Code certified

This means that the institution meets the criteria for using the European Commission's ‘HR Excellence in Research’ logo. The certification commits UiA to facilitate and promote international mobility to and from UiA, as well as to put efforts to enhance gender balance, inclusion and diversity on the agenda.

Do you have suggestions for improvements to the website? Send an email to Gender Equality Adviser Kristian Solaas.