Gender equality in the working environment
Goal 1: UiA has a balanced gender distribution in all units and divisions, among professors/docents, in our management groups, and strives for balance in the research groups and among research group leaders.
All employees have opportunities for formal and informal influence, and diversity perspectives in the exercise of academic work are valued.
Measures to support goal attainment in the working environments
Increase visibility
-
The status of gender balance shall be made visible annually in appropriate joint forums for managers. Forums for dialogue on equality, inclusion and diversity will be arranged at UiA on a regular basis.
Responsibility: Division of Human Resources
Recruit and retain
- In recruitment, awareness of gender balance and diversity must influence the work on advertising new positions, including when advertising management positions.
Responsibility: Recruiters - When recruiting for management positions, emphasis shall be placed on gender equality and diversity competence in the advertisement and interviews.
Responsibility: Recruiters
Develop
- UiA will facilitate new and apply existing experiences and research to increase the likelihood of similar career development, regardless of gender.
Responsibility: Leadership - Individual buy-out grants will be announced annually for underrepresented genders, to facilitate promotion for associate professors and lecturers to professors/docents.
Responsibility: Equality adn Inclusion Committee - Academic housework (less meritorious work) must be evenly distributed among the academic staff.
Responsibility: Dean
Measures to support goal attainment in the learning environments
Goal 2: All study programmes have at least 30 percent female and male students. Students are represented on boards, councils and committees with at least two genders.
Measures to support goal attainment in the learning environments
Research and learning environment
- Degree-conferring study programmes, and one-year programmes with less than 30 percent of one gender, must implement recruitment measures aimed at underrepresented genders.
Responsibility: Dean - Students in study programmes where there is less than 20 percent of one gender will be followed up to motivate them to complete their course of study.
Responsibility: Dean - UiA will work to strengthen and highlight gender and diversity perspectives in research, teaching and in research applications.
Responsiblity: Academic environments/Divison of Research and Innovation
The responsibility for ensuring follow-up of measures in the plan is specified for each measure, but all units at UiA have a shared responsibility.