Gender equality

The goal of the gender equality work conducted at University of Gothenburg is that no discrimination related to gender occurs. A conscious way of dealing with the issue of gender not only concerns implementation of active measures aimed to increase gender equality, but also involves change over the long term with respect to the way we think and act!

Quantitative gender equality measures at all organisational levels

When we talk about gender equality, we really refer to two parallel processes: quantitative and qualitative gender equality. Quantitative gender equality is linked to the fairness aspect. The fact that some people for no particular reason are paid less, have worse working conditions and have less of an opportunity to exercise influence is simply unfair. Equal gender distribution is defined as a situation where a group consists of at least 40% of each gender. We can conclude that the University’s gender equality work has already come a relatively long way as a result of salary analysis, active work environment efforts, active recruitment work, etc. These quantitative gender equality measures have had both short- and long-term effects. However, the issues must continuously be brought to the forefront to ensure results that are not merely temporary.
Significant attention is given to the skewed gender distribution in undergraduate and post graduate programmes at several faculties. The different faculties’ contributions to the 2008 annual report indicate that active measures have been taken to alleviate this problem.

The University of Gothenburg’s Equal Treatment Policy 2007-2010 states that the University shall work towards the goal that all employment and staff categories consist of at least 40% of each gender. The female share of the University’s professors grew from 20% in 2005 to 23% in 2008. Hence, the goal has not been achieved, although progress has been made. All faculties demonstrate either a balanced gender distribution with respect to management positions or a clearly pronounced ambition and developed methods to achieve the goal. The University of Gothenburg’s Vice-Chancellor is a woman, and so is one of the two Pro-Vice-Chancellors. The share of women at lower levels of academic leadership (deans, heads of departments, directors and directors of studies) has been relatively stable at 39-41% over the last four years.

The 40 percent goal described above has been met with two exceptions: the total number of female professors and the number of men among technical, administrative and library staff, where only 30 percent are male.

Again, the gender distribution is skewed at the undergraduate and post graduate programmes at several faculties. An array of measures have been implemented to alleviate this problem.

Qualitative gender equality work

The qualitative gender equality work is focused on the organisation’s norms, values and ideals. These do not change automatically when there is a quantitative distribution of women and men of 40/60. Work intended to result in long-term change must continuously be discussed and must question the decisions and activities that lead to gender inequality and analyse the structures that tend to preserve outdated and unequal norms. This work is conducted on a continuous basis through for example analysis of recruitment processes and strategic choices of research directions. Integration of the gender perspective in teaching and literature is another activity and part of the qualitative gender equality work. Critical scrutiny of current norms can in the long run result in change and increased gender equality.