natgillin/translations-raw huggingface dataset:
Aarhus Universitet har haft tilladelse til at oprette et antal post doc/lektor- stillinger og MSO-professorater, hvor der blev givet økonomisk kompensation, hvis stillinger blev besat med kvinder. 
Aarhus University received permission to create a number of post doc / assistant professor positions, as well as professor with special responsibilities positions, whereby financial compensation could be given if they were filled by women.
Aalborg Universitet har i perioden 2006-13 haft en central pulje, hvorfra de faglige miljøer kunne søge om tilskud til lønudgiften, hvis de ansatte kvindelige professorer eller MSO-professorer. 
During 2006-2013 Aalborg University had a central pool where different research fields could apply for salary subsidies if they employed female professors or professors with special responsibilities.
Når talen i Danmark falder på særlige initiativer, som fx økonomiske incitamenter til at fremme flere kvinder i forskning, bliver debatten ofte meget polariseret. 
When dialogue in Denmark focuses on special initiatives, such as financial incentives to promote women in research, the debate often becomes quite polarised.
Og mere her end i andre lande. 
And more so here in Denmark than in other countries it seems.
Taskforcen konstaterer, at der hersker denne uenighed på området her i Danmark. 
The task force notes the disagreement concerning these types of special measures found here in Denmark.
Den meget polariserede debat, der hyppigt kommer om sådanne tiltag, bevirker ofte, at den samlede diskussion om kvinder i forskning bliver præget af dette debatpunkt alene. 
The extremely polarised debate resulting from these disagreements often tends to dominate the overall discussion of women in research.
Vi får derfor ikke diskuteret de mange mulige tiltag, der kan sættes i værk umiddelbart for at sikre, at kvinder, der kan og vil, får lov. 
As a consequence we do not get to discuss the many other possible initiatives that could be implemented to ensure that women, who can and will research, have the opportunity to do so.
Som en del af sin opgave er Taskforcen blevet bedt om at komme med forslag til problemstillinger, der bør indgå i den internationale analyse som uddannelses- og forskningsministeren har anmodet Danmarks Forsknings- og Innovationspolitiske Råd (DFIR) om at udarbejde med henblik på ny viden og idéer til, hvordan andelen af kvindelige forskere kan øges. 
As part of its assignment, the task force was asked to produced proposals to issues that should be included in the international analysis that the Minister for Higher Education and Science requested the Danish Council for Research and Innovation Policy (DFIR) to carry out, with a view to gathering new knowledge and ideas on how to increase the percentage of female researchers.
Taskforcen anbefaler, at DFIR i sin analyse også belyser: 
The task force recommends that in DFIR's analysis it should also illustrate:
Hvad betyder skattemæssige forskelle mellem offentligt og privat ansatte forskere i forbindelse med udlandsophold med fokus på særlige forhold for par og forældre med børn? 
What the tax difference between public and privately employed researchers when researching abroad mean, focusing in particular on the conditions for couples and parents with children?
Hvilken betydning har barselsorlovsperioder for kvinders videre karrierer i forskningsverdenen. 
What effects do maternity leave periods have on women's future research careers?
Resultater fra danske og internationale undersøgelser? 
Results from Danish and international studies.
Er der er en fair tildeling af priser og æreslegater til kvinder og mænd i relation til deres forskningsmæssige kvaliteter? 
Is there a fair distribution of awards and grants to women and men compared to their research qualities?
Yderligere erfaringer med og effekten af særlige danske initiativer målrettet kvinder (YDUN-programmet, Kvindelige Forskningsledere og FREJA-programmet) i forhold til allerede foreliggende evalueringer. 
Further experience and the effect of special Danish initiatives aimed at women (YDUN programme, Female Research Leaders, and the FREJA programme) in comparison to existing evaluations.
Hvad er erfaringerne med og effekten af særlige danske initiativer med positive økonomiske incitamenter i relation til ansættelse af kvindelige professorer i Danmark? 
What is the experience with and effect of special Danish initiatives with positive financial incentives in relation to the employment of female professors in Denmark?
Hvad er erfaringerne med og effekten af særlige initiativer målrettet kvinder i det internationale forskersamfund, både i EU, USA og BRIK-landene? 
What is the experience with and effect of special initiatives targeted at women in the international research area, in the EU, USA and BRIC countries?
Referencer 
References‌
AcademiaNet (2014): “No more excuses - leading women in science”, Advertising feature i Nature, Vol. 514, No. 7522. 
AcademiaNet (2014): “No more excuses - leading women in science”, Advertising feature in Nature, Vol. 514, No. 7522.
Center for Forskningsanalyse (2015): Ligestilling ved Aarhus Universitet – status og udfordringer. 
Danish Centre for Studies in Research and Research Policy Equality at Aarhus University – status and challenges.
Det Frie Forskningsråd (2013): Køn og forskning i Det Frie Forskningsråd. 
Danish Council for Independent Research (2013): Gender and research in the Danish Council for Independent Research.
Det Frie Forskningsråd (2013): Ligestillingspolitik for Det Frie Forskningsråd. 
Danish Council for Independent Research (2013): Equality policy in the Danish Council for Independent Research.
Duoll, Marion et al. (2014) “Development and Evaluation of ‘Briefing Notes’ as a Novel Knowledge Translation Tool to Aid the Implementa- tion of Sex/Gender Analysis in Systematic Reviews: A Pilot Study”, Plos One, Vol. 9, Issue 11. 
Duoll, Marion et al. (2014) “Development and Evaluation of ‘Briefing Notes’ as a Novel Knowledge Translation Tool to Aid the Implementation of Sex/Gender Analysis in Systematic Reviews: A Pilot Study”, Plos One, Vol. 9, Issue 11.
EU-kommissionen (2012): Structural change in research institutions: Enhancing excellence, gender equality and efficiency in research and innovation. 
European Commission (2012): Structural change in research institutions: Enhancing excellence, gender equality and efficiency in research and innovation.
EU-kommissionen (2013): SheFigures 2012 – Gender in Research and Innovation – statistics and indicators. 
European Commission (2013): She Figures 2012 – Gender in Research and Innovation – statistics and indicators.
EU-kommissionen (2014): Vademecum on Gender Equality in Horizon 2020. 
European Commission (2014): Vademecum on Gender Equality in Horizon 2020.
EU-kommissionen (2014): Gender Equality Policies in Public Research. 
European Commission (2014): Gender Equality Policies in Public Research.
LERU – League of European Research Universities (2012): Women, research and universities: excellence without gender bias. 
LERU – League of European Research Universities (2012): Women, research and universities: excellence without gender bias.
Ministeriet for Videnskab, Teknologi og Udvikling og Ligestillings- ministeriet (2005): Alle talenter i spil - flere kvinder i forskning – tænketank om flere kvinder i forskning. 
Ministry of Science, Technology and Innovation and the Ministry of Equality (2005): All talents brought into play – more women in research – thinktank on more women in research.
Ministeriet for Videnskab, Teknologi og Udvikling (2009): Kvinder og forskning – dansk forsknings uudnyttede reserve. 
Ministry of Science, Technology and Innovation (2009): Women and research – Danish the underused research reserve.
Nordisk Ministerråd (2013): The Nordic region - a step closer to gender balance in research. 
Nordic Council of Ministers (2013): The Nordic region - a step closer to gender balance in research.
Schiebinger, Londa et al. (2008): Dual-career Academic Couples – what Universities Need to Know. 
Schiebinger, Londa et al. (2008): Dual-career Academic Couples – what Universities Need to Know.
Smith, Nina et al. (2008): Gender differences in promotion into topmanagement jobs, Aarhus School of Business, Aarhus University, Department of Economics (working paper). 
Smith, Nina et al. (2008): Gender differences in promotion into top-management jobs, Aarhus School of Business, Aarhus University, Department of Economics (working paper).
Smith, Nina et al. (2009): ”Barselsorlov og familievenlig politik i de nordiske lande - en ligestillingsfremmende og økonomisk bæredygtig model?”, Nationaløkonomisk Tidsskrift, Vol. 147, Nr. 1, s. 120-136. 
Smith, Nina et al. (2009): ”Barselsorlov og familievenlig politik i de nordiske lande - en ligestillingsfremmende og økonomisk bæredygtig model?”, Nationaløkonomisk Tidsskrift, Vol. 147, Nr. 1, s. 120-136.
Smith, Nina et al. (2011): “The gender pay gap in top corporate jobs in Denmark - glass ceilings, sticky floors or both?”, International Journal of Manpower, Vol. 32, Nr. 2, 2011, s. 156-177. 
Smith, Nina et al. (2011): “The gender pay gap in top corporate jobs in Denmark - glass ceilings, sticky floors or both?”, International Journal of Manpower, Vol. 32, Nr. 2, 2011, s. 156-177.
Syddansk Universitet (2014): Handlingsplan for ligestilling på Syddansk Universitet 2014-2015. 
University of Southern Denmark (2014): Action plan for equality at the University of Southern Denmark 2014-2015.
Appendiks: Saksediagrammer fordelt på universiteter og fagområder for 2013 
Appendix: Comparative diagrams divided by university and research field in 2013‌
Graferne nedenfor viser kønsfordelingen blandt kandidater, ph.d.- studerende, ansatte på adjunkt-, lektor- og professorniveau fordelt på de enkelte universiteter og på de enkelte universiteters fagområder. 
The following graphs show the gender distribution among Master's graduates, PhD students, assistant professors, associate professors and professors, divided by university and research field.
Figurerne supplerer dermed figurerne præsenteret i rapportens kapitel 2. 
These figures supplement the figures presented in chapter 2.
Kønsopdelte tal pr. institution og hovedområde for kandidater (tildelt grader i 2013) stammer fra Uddannelses- og Forskningsministeriets beregninger på baggrund af data fra Danmarks Statistik. 
Gender data divided per institution and field for Master's graduates (awarded degrees in 2013) stem from the Ministry of Higher Education and Science calculations based on data from Statistics Denmark.
I den tilgængelige uddannelsesstatistik er jordbrugs- og veterinærvidenskabelige uddannelser traditionelt inkluderet i det naturvidenskabelige hovedområde, hvorfor det ikke har været muligt særskilt at fremskaffe kønsopdelte data for kandidatuddannede inden for det jordbrugs- og veterinærvidenskabelige område. 
Available education statistics traditionally include agricultural and veterinary science programmes within the field of natural sciences, which is why it has not been possible to obtain separate gender data for Master's in the area of agricultural and veterinary sciences.
Kønsopdelte tal pr. institution og hovedområde for ph.d.-studerende samt forskere på hhv. adjunktniveau, lektorniveau samt professorniveau er beregnet på baggrund af Danmarks Statistiks forskningsstatistik for den offentlige sektor 2013. 
Gender data divided per institution and field for PhD students as well as researchers working as assistant professors, associate professors, and professors is based on Statistics Denmark's research statistics for the public sector 2013.
Graferne giver et statusbillede for et enkelt år (2013), og viser således ikke en udvikling over tid. 
The graphs give a status overview for a single year (2013), and do not show developments over time.
Det skal særligt bemærkes: 1) at Danmarks Statistik opgør den offentlige sektors forskning under det videnskabelige hovedområde, som det indberettede institut/ enheden angiver at have udført hovedparten af sin videnskabelige aktivitet i regi af, uanset eventuelle fakultetstilhørsforhold. 2) Sundheds- videnskab omfatter alene de prækliniske/teoretiske institutter, mens et betydeligt antal (delvist) universitetsaflønnede kliniske forskere, som fysisk arbejder i regi af universitetshospitalerne, ikke er inkluderet i denne opgørelse. 3) I forhold til de ph.d.-studerende omfatter opgørelsen alene studerende, som er aflønnet som ph.d.– eller kandidatstipendiat, og som i 2013 har været forskningsaktiv i regi af indskrivningsuniver- sitetet. 4) Adjunktniveau omfatter adjunkter, post docs og forskere, lektorniveau omfatter, udover lektorer, også seniorforskere, mens professorniveau rummer såvel MSO som ordinære professorer. 
It should be noted that: 1) Statistics Denmark calculates public sector research by the scientific field that the reporting institution or unit feels encompasses the majority of its work, no matter the possible department associations. 2) Health sciences covers only the pre-clinical/theoretical institutes, while a significant number of (partly) university employed clinical researchers, who physically work under the auspices of university hospitals, are not included in this account. 3) Regarding PhD students, the account only covers students who are paid as PhD or graduate scholars, and who in 2013 have been active researchers at the reporting university. 4) Assistant professor includes Assistant professors, post docs and researchers; associate professor includes associate professors as well as senior researchers, while professor includes professors with special responsibilities and ordinary professors.
Kønsopdelte tal med under 10 observationer per institution, hovedområde eller stillingskategori er udeladt. 
Gender data with fewer than 10 observations per institution, field or position has been left out.
7 Se Danmarks Statistiks forskningsstatistik for den offentlige sektor 2013 - tabel 13: FoU-årsværk udført af personale på højere læreanstalter under universitetsloven fordelt på institution, stillings- kategori og køn. 
See Statistics Denmark's research statistics for the public sector 2013 – table 13: R&D fulltime equivalent carried out by employees at higher education institutions as recognised by the University Act, divided by institution, position and gender.
Figur A.1. 
Figure A.1.
Fordelingen af mænd og kvinder på stillingskategorier og hovedområder på Københavns Universitet 
Distribution of men and women by position and field at the University of Copenhagen
Figur A.2. 
Figure A.2.
Fordelingen af mænd og kvinder på stillingskategorier og hovedområder på Aarhus Universitet 
Distribution of men and women by position and field at Aarhus University
Figur A.3. 
Figure A.3.
Fordelingen af mænd og kvinder på stillingskategorier og hovedområder på Syddansk Universitet 
Distribution of men and women by position and field at the University of Southern Denmark
Figur A.4. 
Figure A.4.
Fordelingen af mænd og kvinder på stillingskategorier og hovedområder på Aalborg Universitet 
Distribution of men and women by position and field at Aalborg University
Figur A.5. 
Figure A.5.
Fordelingen af mænd og kvinder på stillingskategorier og hovedområder på RUC 
Distribution of men and women by position and field at Roskilde University
Figur A.6. 
Figure A.6.
Fordelingen af mænd og kvinder på stillingskategorier og hovedområder på Copenhagen Business School 
Distribution of men and women by position and field at Copenhagen Business School
Figur A.7. 
Figure A.7.
Fordelingen af mænd og kvinder på stillingskategorier og hovedområder på DTU 
Distribution of men and women by position and field at Technical University of Denmark
Figur A.8. 
Figure A.8.
Fordelingen af mænd og kvinder på stillingskategorier og hovedområder på IT-universitet 
Distribution of men and women by position and field at the IT University of Copenhagen
© Colourbox © Royal Society 
© Colourbox © Royal Society‌
Academie Francaise, Paris er fra 1634. 
Academie Francaise, Paris, founded 1634.
Første kvindelige medlem 1980. 
First female member 1980.
Første kvindelige medlem 1945. 
First female member 1945.
Første kvindelige medlem 1748. 
First female member 1748.
Første kvindelige medlem 1968. 
First female member 1968.
Marie Curie indvalgt 1920 som udenlandsk medlem. 
Marie Curie elected in 1920 as a foreign member.