Inhalt: Summary
What characterizes the work with gender balance and diversity at higher education and research institutions in Norway? In this study, we have looked at how it takes place at five different institutions.
We find that:
• The equality and diversity advisers experience that working with the Activity and reporting obligation adds systematicity, visibility and learning to the work for gender balance and diversity.
• When the work with the Activity duty and the duty to issue a statement (Aktivitets- ogredegjørelsesplikten) is linked to other processes in the organisation, this is further experienced as a contribution to both cultural change and a strengthening of the organization as such.
• All the case institutions in the study have drawn up action plans for gender balance and diversity. The measures that mentioned across the action plans are mapping and analysis of the state in terms of gender balance and diversity, focus on the use of terms and formulations in job advertisements, representation of both sexes on boards and management, qualification grants or opt-out schemes for promotion, mentoring programmes, search committees and competence development both among employees and managers when it comes to discrimination and harassment/bullying.
• The knowledge base for the work for gender balance and diversity is mainly research, in some cases research carried out at the institution's own institution in connection with the BALANSE-programme, and otherwise courses and skills development with the help of external actors and through collaboration with them.
• Leaders we interviewed at the case institutions are involved in the work for gender balance and diversity and have knowledge of the subject themselves.
• Visibility or creating attention about the work is an important element in spreading knowledge about the situation around gender balance and diversity at the institutions. Gaining "momentum" in the work contributes both to the visibility of the work because it creates attention around the topic of gender equality or diversity, and to organizational learning by spreading knowledge about gender balance and diversity.
• Important challenges for the future work for gender balance and diversity among the academic staff in the sector are perceived to be:
o Internationalization
o Temporary work contracts and the attractiveness of the sector
o A new form of gender imbalance in that several disciplinary areas are gradually being dominated by women
Schlagwörter:gender equality plan; Gleichstellungsarbeit; Gleichstellungsplan; higher education; Hochschule; Norway; Norwegen; qualitative Analyse
CEWS Kategorie:Frauen- und Gleichstellungsbeauftragte, Gleichstellungspolitik
Dokumenttyp:Graue Literatur, Bericht
