The ombudsperson for gender equality and diversity

The ombudsperson for gender equality and diversity

NTNU's gender equality and diversity policy states that all employees at NTNU must have a fully sound working environment. Bullying and harassment must not occur at NTNU. Everyone must behave in a way that is based on respect for their colleagues and work partners, regardless of gender, cultural background, ethnicity, or other characteristics. If you see that others are being subjected to harassment and bad behaviour, you are asked to speak up.

At the IE faculty, we have drawn up our own action plan for gender equality and diversity. The main objective is:

The faculty shall have increased diversity, with particular emphasis on gender balance and inclusion.

This means that the IE faculty shall have a culture that promotes gender equality and diversity. Gender balance, gender equality and diversity shall be included as a natural part of the faculty's and departments' staff follow-up and management.

The ombudsperson for gender equality and diversity shall be a driving force in this process and help the IE Faculty to work systematically on gender equality and diversity. The ombudsperson will work to create good gender balance and strive to facilitate diversity and discover obstacles to inclusion. Another important task is to ensure that gender equality is taken into consideration when recruiting new employees

The ombudsperson has no function of complaints or whistleblowing and will not deal with cases of discrimination against individuals. NTNU has a separate system for this. The ombudsperson will inform about this system, to help people know where and how to notify. If you believe you are a victim of discrimination, you can also contact the National Equality and Anti-Discrimination Ombud.

Diversity at the IE faculty

Diversity at the IE faculty

There are many kinds of diversity. In the field of higher education, diversity has often been synonymous with international employees. The KIF Committee (Committee for Gender Balance and Diversity in Research) also defines diversity as ethnic diversity.

At the IE faculty, we have settled on a broader concept of diversity. Diversity for us is described, for example, through aspects such as religious beliefs, sexual identity, ethnicity, socioeconomic background, functional ability – and several others.

The ombudsperson considers it her responsibility to work to promote all kinds of diversity. Having a multitude of people can contribute to increased creativity, more innovation and better problem solving.

Advisory group for gender equality and diversity

Advisory group for gender equality and diversity

All public agencies and others exercising public authority have a duty to actively promote gender equality and combat discrimination. The activity duty and the duty to issue a statement (ARP in Norwegian) is the legal responsibility of the employer to ensure a safe, inclusive, and discrimination-free working environment. This responsibility is based on the Equality and Anti-Discrimination Act.

The activity duty means that employers must implement measures to prevent harassment, discrimination, and other undesirable conditions in the workplace. This may involve drawing up guidelines, training employees, or establishing procedures for reporting and addressing incidents.

The duty to issue a statement requires employers to document and report on the measures that have been implemented to fulfil the activity duty. This may, for example, be annual reports on the working environment, an overview of completed measures and evaluation of the results.

At the IE faculty, the Advisory group for gender equality and diversity is responsible for ARP. This group is also, among other things, responsible for revising and evaluating the faculty's action plan for gender equality and diversity.

The members of the Advisory group for 2023 are:

Bernt Asle Arntsen
Kjersti Bruheim
Swetlana Fast
Erik Hjelmås
Knut Andreas Holt
Berit Myhre
Maren Skuterud Rasmussen
Thomas Tybell

Contact

Contact

person-portlet

<a name="information"></a>For international employees

For international employees

For information and support at NTNU: NTNU International Researcher Support - NIRS

For tax card, ID number, and residence permit: Service Centre for Foreign Workers - SUA 

Membership of the National Insurance Scheme - NAV

New in Norway - practical information from public offices

 

Statistics

Statistics

The faculty is working to improve the gender balance in management. Small changes have a large effect in terms of percentage. Below we see the development from 2021 to 2023.

We have statistics showing some of the international diversity at the faculty:

Measures for better gender balance

Measures for better gender balance

The Girl Project Ada works for better gender balance in the programmes of study.

Idun - from PhD to professor is a gender equality project at IE financed by external funds.

Mentoring program to increase the number of women in professorships (internal link)

Female associate professors with permanent positions at NTNU may apply for a skill development stipend for female associate professors in order to qualify for full professorship (internal link)

Start-up program for women to increase the proportion of women in male-dominated subject areas (internal link)