Department of Information Technology

This page is a copy of internt/jamstalldhet/plan07 (Fri, 16 Oct 2015 17:10:07)

Gender equity plan for the Department of Information Technology 2007

This plan covers all activities at the Department of Information Technology. All employees and all students at the department are thus affected. The plan complements the gender equity plans for Uppsala University and for the Technical-Scientific faculty. The gender equity plan applies for the year 2007. The legal starting points for gender equity are given in the plan for Uppsala University.

For more information about the plans at university and faculty levels, see the Uppsala University gender equity committee and the faculty gender equity committe.

Responsibilities

The prefekt has the overall responsibility for gender equity work at the department. The department should have a gender equity ombudsman, appointed by the department board. The ombudsman's responsibilities are to follow-up and evaluate the gender equity work, to plan and carry out equity projects, and to ensure the gender equity plan is continuously updated. The ombudsman should also support students and employees regarding problems and issues concerning gender equity at the department.

There is also a gender equity group at the department, appointed by the board.

Action plan 2007

During 2007 the department intends to make the following actions to support the gender equity at the department. In general we want to informa and educate our co-workers in the area of gender equity, and to strengthen the stiving for an equal gender distribution at the department. The analyses and investigations we plan for 2007 will be put into stronger actions 2008 and later, but already now we must all strive to break the very skewed gender distribution.

3.1. Ombudsman
  • There should be an ombudsman for gender equity. The ombudsman should have continuous contact with the affected student organizations.

Responsible: the prefekt and the ombudsman for gender equity.

3.2. Sexual harassments
  • There should be a contact person for sexual harassments.

Responsible: the prefekt and the contact person for sexual harassments

3.3. Gender equity plan
  • The gender equity plan should be revised.

Responsible: the gender equity group.

3.4. Leadership
  • The "ledningsgrupp" should be educated in gender equity issues.
  • A person with competence in gender equity issues should be appointed in the "ledningsgrupp" and have a special responsibility for these issues.

Responsible: the prefekt

3.5. New employments
  • At each new employment, the person(s) responsible for the employment (advisors, directors of studies, group managers etc) should actively and broadly search for candidates of the "underrepresenterat" gender.
  • The activities performed for this purpose should continuously be reported for analysis and compilation, and in order to successively establish channels and contact networks for recruitment. In the long term, this could contribute to an equal employment procedure.

Responsible: the prefekt

3.6. Work environment and conditions
  • Differences in salary within and between comparable groups of employees should be analysed from a gender equity perspective. In particular, differences between the groups of administrators and technical staff, and adjuct lecturers and postdocs, shoudl be analysed. If salary differences are due to gender, actions should be taken to remove the differences.

Responsible: the prefekt in collaboration with the gender equity ombudsman

  • The gender equity group should perform an analysis of the working conditions for PhD students at the department, from a gender equity perspective. The purpose is to find possible solutions and changes which could lead to improvements.

Responsible: the gender equity group

3.7. Information
  • Information about the gender equity work should be presented at division meetings, and in LäsIT when appropriate.

Responsible: the gender equity group

3.8. Groups with important strategic or decisive functions
  • All groups set up to discuss or decide in issues regarding a significant number of employees should always have representation from both sexes.

Responsible: the prefekt

3.9. Research
  • The research prefekt should work to increase the share of female senior researchers, and to increase the visibility of female researchers (both within the department and in general). This means e.g. that women to a large extent should be represented in groups of strategic importance, such as those for answering referrals, applying for grants etc. A plan to this end should be worked out during 2007 and continuously updated and improved.

Responsible: the research prefekt

  • By the board decision of 2003-05-15 the cost of "arbetsgivarinträde" for parental leave should be charged to the "joint IT" account - the funds for the individual researcher should not be used for this purpose. This has been implemented for PhD students but not for other researchers. There is hope that the issue will be resolved centrally at the University, but if this does not happen during the first six months of 2007, the issue will be raised again at the board.

Responsible: the prefekt

3.10. Graduate education
  • The research prefekt and the director of graduate studies should work to increase the proportion of female PhD students, and to increase the visibility of female PhD students. A plan to this end should be worked out during 2007 and continuously updated and improved.
  • All advisors should participate in education for advisors, and in particular in gender aspects on advising. A plan for how this should be implemented should be worked out before the end of 2007.

Responsible: The research prefekt and the director of graduate studies

3.11. PhD student funding
  • The gender equity group should, with the section dean, distribute the PhD student funding for gender equity support for 2007, follow up how the distribution model works, and adjust the model when appropriate.

Responsible: the gender equity group

3.12. Follow-up of examination committees and opponents
  • The gender distribution of examination committees and opponents should be analysed.
  • We should strive for an equal gender proportion also when appointing opponents for PhD defenses. Also here, a written statement should be given in the cases where a woman is not appointed. The statement should not routinely refer to lack of candidates, but instead show that serious effort has been spent and why those have failed. Note that although the department does not formally appoint opponents and examination committees, it is in our interest to analyse and change the gender distribution.

Responsible: the prefekt, the research prefekt and the director of graduate studies

3.13. Undergraduate education
  • The prefekt for undergraduate studies should work to improve our education programmes and course to make them attractive to both sexes, especially in the Bologna process. A plan to this end should be worked out during 2007 and continuously updated and improved.
  • The prefekt for undergraduate studies should work to increase the proportion of female teachers and their visibility, and to increase the proportion of female students at undergraduate level. A plan to this end should be worked out during 2007 and continuously updated and improved.
  • An investigation should be done to analyse why female students quit their education.
  • All teaching staff should have basic education in gender equity issues. A plan for how this should be implemented should be worked out before the end of 2007.
  • Gender coaching and education in gender-aware pedagogics should be offered to the teachers at the department.
  • The "teacher's day" 050601 had group discussions on "IT and gender equity" with a focus on the low proportion on women at undergraduate level. The actions suggested in the group discussions should be followed up and implemented.

Responsible: the prefekt for undergraduate studies

  • The student welcoming process for new students ("nollningen") should be followed up and evaluated. The gender equity group should meet the welcoming committees and the programme coordinators twice per year - once in the spring and once just before the welcoming process.

Responsible: the gender equity group and the programme coordinators for DV and IT programmes.

3.14. Q+ activities
  • The Q+ activities should be followed up and evaluated.

Responsible: the gender equity group and the programme coordinators for DV and IT programmes.

Evaluation of the plan for 2006

This part of the plan has not been translated.

Analysis of the current gender equity at the department

This part of the plan has not been translated.

Updated  2015-10-16 17:10:07 by Anneli Folkesson.