natgillin/translations-raw huggingface dataset:
All the programs reflect our shared values and responsibility to promote human rights, good governance, sustainable development and gender equality
All the programs reflect our shared values and responsibility to promote human rights, good governance, sustainable development and gender equality
Equity between women and men is a fundamental right.
Equity between women and men is a fundamental right.
It is also a necessary condition for economic growth and greater social cohesion.
It is also a necessary condition for economic growth and greater social cohesion.
However, equal rights and opportunities is a goal we have yet to achieve throughout Europe and beyond.
However, equal rights and opportunities is a goal we have yet to achieve throughout Europe and beyond.
A lot remains to be done in order to integrate the gender equality perspective into all policy areas.
A lot remains to be done in order to integrate the gender equality perspective into all policy areas.
Gender imbalance in research and innovation is a regrettable fact.
Gender imbalance in research and innovation is a regrettable fact.
Failing to make full use of the talent of a population is detrimental to economies and societies in general and to research organizations in particular.
Failing to make full use of the talent of a population is detrimental to economies and societies in general and to research organizations in particular.
Lack of gender equity is thus waste of valuable resources.
Lack of gender equity is thus waste of valuable resources.
Furthermore, it makes a positive difference to a team when men and women are more evenly represented.
Furthermore, it makes a positive difference to a team when men and women are more evenly represented.
A wider scope of knowledge and perspectives is taken into account.
A wider scope of knowledge and perspectives is taken into account.
This is important for nourishing an innovative environment.
This is important for nourishing an innovative environment.
Thus, gender balanced recruitment will increase the quality of research by increasing the knowledge resources.
Thus, gender balanced recruitment will increase the quality of research by increasing the knowledge resources.
However, my message today is simple and optimistic: Policy matters!
However, my message today is simple and optimistic: Policy matters!
We just have to keep on addressing imbalance issues from many angles and on all levels.
We just have to keep on addressing imbalance issues from many angles and on all levels.
Let me start with the somewhat intangible matter of attractiveness.
Let me start with the somewhat intangible matter of attractiveness.
Although girls and young women have the same ability in science and technology as boys and young men, they tend to put more weight on relevance, and to want a career that makes a difference to people and society.
Although girls and young women have the same ability in science and technology as boys and young men, they tend to put more weight on relevance, and to want a career that makes a difference to people and society.
An introvert culture and communication style may therefore discourage not only young women, but also many young men with broader perspectives.
An introvert culture and communication style may therefore discourage not only young women, but also many young men with broader perspectives.
Thus the sciences, and the educational institutions, may benefit from a change in the way they communicate externally and the way the subjects are taught, so as to better attract and retain female students.
Thus the sciences, and the educational institutions, may benefit from a change in the way they communicate externally and the way the subjects are taught, so as to better attract and retain female students.
Much is also to be achieved by active leadership engagement in gender balance.
Much is also to be achieved by active leadership engagement in gender balance.
At the Norwegian University of Science and Technology the number of female applicants to technology masters studies has risen by 60 percent in the years from 2005 to 2013.
At the Norwegian University of Science and Technology the number of female applicants to technology masters studies has risen by 60 percent in the years from 2005 to 2013.
In several of the traditional engineering programmes, like civil engineering or petroleum engineering, gender balance among the students was achieved this year.
In several of the traditional engineering programmes, like civil engineering or petroleum engineering, gender balance among the students was achieved this year.
And it is worth noticing that women systematically constitute a larger share of the accepted students than they do of the mass of applicants.
And it is worth noticing that women systematically constitute a larger share of the accepted students than they do of the mass of applicants.
To give you another example – and now I move from the student level to the top level of professor: In 2012 The University of Tromsø – the Arctic University of Norway had 28, 5 percent female professors, a rise from 12, 1 percent in 2003.
To give you another example – and now I move from the student level to the top level of professor: In 2012 The University of Tromsø – the Arctic University of Norway had 28, 5 percent female professors, a rise from 12, 1 percent in 2003.
These advances are of course the results of good work from a lot of people, but not least, they are the results of the systematic and long term efforts of the university rectors and their leader teams.
These advances are of course the results of good work from a lot of people, but not least, they are the results of the systematic and long term efforts of the university rectors and their leader teams.
It is a leadership responsibility to get action plans for gender balance in place, and to ensure that those plans are translated into good practices.
It is a leadership responsibility to get action plans for gender balance in place, and to ensure that those plans are translated into good practices.
It is a leadership responsibility to encourage active use of search committees etc. in recruiting processes.
It is a leadership responsibility to encourage active use of search committees etc. in recruiting processes.
And it is a leadership responsibility to ensure working conditions that make both men and women thrive.
And it is a leadership responsibility to ensure working conditions that make both men and women thrive.
With regards to competitive research funding other policy measures have proven to be effective.
With regards to competitive research funding other policy measures have proven to be effective.
Let me give you some examples.
Let me give you some examples.
NORKLIMA is a large programme in the Research Council of Norway on climate change and its impact.
NORKLIMA is a large programme in the Research Council of Norway on climate change and its impact.
The Research Council has not been satisfied with the gender balance within this programme, with only 14 percent female project leaders in 2011 and 18 percent in 2012.
The Research Council has not been satisfied with the gender balance within this programme, with only 14 percent female project leaders in 2011 and 18 percent in 2012.
Thus, they decided to announce the possible use of moderate affirmative action in their new call for funding.
Thus, they decided to announce the possible use of moderate affirmative action in their new call for funding.
“Assuming all other quality-related factors are equal, [...] during the final processing of grant applications: […]
“Assuming all other quality-related factors are equal, [...] during the final processing of grant applications: […]
Projects led by a woman project manager will be viewed in a favourable light.”
Projects led by a woman project manager will be viewed in a favourable light.”
No affirmative action was then needed.
No affirmative action was then needed.
A much larger share of applications than usual was sent from female applicants, and four out of nine approved applications held women project leaders.
A much larger share of applications than usual was sent from female applicants, and four out of nine approved applications held women project leaders.
It seems that the explicit announcement itself, stating the possible use of moderate affirmative action, helped inspire and increase the share of women applicants.
It seems that the explicit announcement itself, stating the possible use of moderate affirmative action, helped inspire and increase the share of women applicants.
And thus the share of women project leaders doubled in two years, to 29 percent in 2013.
And thus the share of women project leaders doubled in two years, to 29 percent in 2013.
The Research Council of Norway has established a programme initiative, in Norwegian called BALANSE (BALANCE), aimed at improving gender balance in senior scientific positions and in research management.
The Research Council of Norway has established a programme initiative, in Norwegian called BALANSE (BALANCE), aimed at improving gender balance in senior scientific positions and in research management.
The initiative also aims to strengthen gender balance efforts within research institutions and to enhance research-based knowledge in the field.
The initiative also aims to strengthen gender balance efforts within research institutions and to enhance research-based knowledge in the field.
A couple of weeks ago the programme awarded its first project funding.
A couple of weeks ago the programme awarded its first project funding.
Three independent research institutes and one university can now implement new gender equality activities.
Three independent research institutes and one university can now implement new gender equality activities.
Let me end by saying that I look forward to following the results of the GEIRICA project and I wish you a successful continuation of the conference.
Let me end by saying that I look forward to following the results of the GEIRICA project and I wish you a successful continuation of the conference.
Promoting Gender Equality in Research Organizations
Promoting Gender Equality in Research Organizations
Our areas of responsibility:
Fagområda våre er:
Rural and regional policy
Regional- og distriktspolitikk
Housing and building policy
Bustad- og bygningspolitikk
Planning and map policy
Plan- og kartpolitikk
Government personnel and employer policy
Statleg personal- og arbeidsgivarpolitikk
Central government buildings and general services
Bygningsmasse og fellestenester i regjeringskvartalet
ICT policy and public sector reform
Fornyingsarbeid i offentleg sektor og IKT-politikk
Sami and minority affairs
Same- og minoritetspolitikk
Public administration and protection of personal privacy
Statsforvaltning og personvern
Administration and communication
Administrasjon og kommunikasjon
Statssekretær Jens Revold, Kunnskapsdepartementet, Gender Equality in Higher Education and Research.
Statssekretær Jens Revold, Kunnskapsdepartementet, Gender Equality in Higher Education and Research.
Swiss – Norwegian Dialogue on Policies and Measures, 22.10.2008, Bern.
Swiss – Norwegian Dialogue on Policies and Measures, 22.10.2008, Bern.
Swiss – Norwegian Dialogue on Policies and Measures, Den norske ambassaden i Bern, den norske Kif-komiteen (Kvinner i forskning) og ”Working Group on Gender and Science Policy” fra Sveits, 22.10.2008, Swiss National Science Foundation, Wildhainweg 21, Plenarsaal, Bern.
Swiss – Norwegian Dialogue on Policies and Measures, Den norske ambassaden i Bern, den norske Kif-komiteen (Kvinner i forskning) og ”Working Group on Gender and Science Policy” fra Sveits, 22.10.2008, Swiss National Science Foundation, Wildhainweg 21, Plenarsaal, Bern.
Strategies for gender equality in science in Norway
Strategies for gender equality in science in Norway
State Secretary, Ladies and Gentlemen, dear friends!
State Secretary, Ladies and Gentlemen, dear friends!
I am pleased to be invited to this conference to speak about an issue which is given high priority by the Norwegian government:
I am pleased to be invited to this conference to speak about an issue which is given high priority by the Norwegian government:
How to obtain gender equality in higher education and research!
How to obtain gender equality in higher education and research!
I will greet you from my minister Tora Aasland who certainly would have liked to come here, but had other tasks to fulfill.
I will greet you from my minister Tora Aasland who certainly would have liked to come here, but had other tasks to fulfill.
We also appreciate this opportunity to come to Switzerland to have a dialogue on gender issues between our two countries.
We also appreciate this opportunity to come to Switzerland to have a dialogue on gender issues between our two countries.
Hopefully we can inspire one another through this dialogue, and also get some new ideas about best practice.
Hopefully we can inspire one another through this dialogue, and also get some new ideas about best practice.
I come directly from the CERN/LHC inauguration and to some extent these to events are related.
I come directly from the CERN/LHC inauguration and to some extent these to events are related.
In Geneva it was definitively about Physics and Technology and as you know, as for gender issues in academia this is a question at stake.
In Geneva it was definitively about Physics and Technology and as you know, as for gender issues in academia this is a question at stake.
I also go directly onto a very central achievement of my government also highly relevant – namely the very strong emphasis on expanding the number of Kindergartens in Norway.
I also go directly onto a very central achievement of my government also highly relevant – namely the very strong emphasis on expanding the number of Kindergartens in Norway.
We now approach 100 % coverage – a significant step important especially for women in general, but also in higher learning institutions.
We now approach 100 % coverage – a significant step important especially for women in general, but also in higher learning institutions.
Some of us fought for this for years, now we are finally close to the fulfilling the aim!
Some of us fought for this for years, now we are finally close to the fulfilling the aim!
Challenges
Challenges
In 1912 the first female professor to be appointed in Norway was Kristine Bonnevie, and every year a lecture is given in memory of her name and work.
In 1912 the first female professor to be appointed in Norway was Kristine Bonnevie, and every year a lecture is given in memory of her name and work.
Now, nearly a hundred years later, the percentage of women holding a professorship has risen to 18 per cent.
Now, nearly a hundred years later, the percentage of women holding a professorship has risen to 18 per cent.
Not much of an increase over so many years.
Not much of an increase over so many years.
Therefore one of our major challenges is to raise the number of women in higher scientific positions, in particular professorships.
Therefore one of our major challenges is to raise the number of women in higher scientific positions, in particular professorships.
This challenge we share with most other countries, also Switzerland.
This challenge we share with most other countries, also Switzerland.
In Norway women are in a majority of 60 per cent among students.
In Norway women are in a majority of 60 per cent among students.
And in 2007 they also constituted the majority among PhD students.
And in 2007 they also constituted the majority among PhD students.
But the percentage varies in different fields.
But the percentage varies in different fields.
Women are in majority within social science, the humanities and medicine.
Women are in majority within social science, the humanities and medicine.
However, they are still a minority in natural sciences, technology and agriculture/veterinary medicine.
However, they are still a minority in natural sciences, technology and agriculture/veterinary medicine.
At post doctor level, the share of women was slightly above 40 per cent.
At post doctor level, the share of women was slightly above 40 per cent.
Disequalities in Norway are now quite large, 60-40 % favouring female at students level, while it is more than 80 to 20 % when you move to full professors.
Disequalities in Norway are now quite large, 60-40 % favouring female at students level, while it is more than 80 to 20 % when you move to full professors.
Let me add: There are no objective reasons to have it this way!
Let me add: There are no objective reasons to have it this way!
Let us then take a closer look at the situation in the natural sciences and technology, where we face the greatest challenges.
Let us then take a closer look at the situation in the natural sciences and technology, where we face the greatest challenges.
In the natural sciences 40 per cent of the students are women, while this applies to only 10 per cent of the professors.
In the natural sciences 40 per cent of the students are women, while this applies to only 10 per cent of the professors.
In technology women have a share of about 20 per cent on master and post doctor level.
In technology women have a share of about 20 per cent on master and post doctor level.
However, only 6 per cent of the professors are women.
However, only 6 per cent of the professors are women.
The next figure shows the share of women among full professors in the higher education sector by field of science.
The next figure shows the share of women among full professors in the higher education sector by field of science.
What we can learn from data, is that the gender balance has improved significantly.
What we can learn from data, is that the gender balance has improved significantly.
However, the natural sciences and technology are lagging behind.
However, the natural sciences and technology are lagging behind.
The latest PhD figures that cover the first half of 2008, show that apart from the field of technology, womens’ share of doctoral degrees is now 40 per cent or more in all fields, which is a very positive development.
The latest PhD figures that cover the first half of 2008, show that apart from the field of technology, womens’ share of doctoral degrees is now 40 per cent or more in all fields, which is a very positive development.
This is a very positive development.
This is a very positive development.
If we look at all fields together, women´s share was 47 per cent.
If we look at all fields together, women´s share was 47 per cent.
(Outside this let me just mention that figures for finished PhDs show very positive tendencies, from slightly above 900 by 2006, through 1030 by 2007 and now 747 first half year of 2008.
(Outside this let me just mention that figures for finished PhDs show very positive tendencies, from slightly above 900 by 2006, through 1030 by 2007 and now 747 first half year of 2008.
This indicates a record figure of 1300-1400 by 2008, implying a growth of 50 % over two years!)
This indicates a record figure of 1300-1400 by 2008, implying a growth of 50 % over two years!)
Within technology, however, one out of five with a doctoral degree is a woman.
Within technology, however, one out of five with a doctoral degree is a woman.
This shows that within the technological field specific measures are needed.
This shows that within the technological field specific measures are needed.
The Norwegian University of Science and Technology has been working for many years to improve gender balance, and will go more deeply into this issue later today.
The Norwegian University of Science and Technology has been working for many years to improve gender balance, and will go more deeply into this issue later today.
Women take more time than men to complete their PhD degree, 1-2 years.
Women take more time than men to complete their PhD degree, 1-2 years.
This is probably due to the fact that their studies are conducted in a period of life when it is natural to have children.
This is probably due to the fact that their studies are conducted in a period of life when it is natural to have children.
However, figures from The Norwegian Institute for Studies in Innovation, Research and Education show that they complete their degree to the same extent as men.
However, figures from The Norwegian Institute for Studies in Innovation, Research and Education show that they complete their degree to the same extent as men.
I like to add to this that my government has taken steps to improve the situation for maternal leaves, giving men stronger possibilities for leaves – from earlier 6 to now 10 weeks.
I like to add to this that my government has taken steps to improve the situation for maternal leaves, giving men stronger possibilities for leaves – from earlier 6 to now 10 weeks.
This is a quota allocated to men.
This is a quota allocated to men.
This is part of a total of 46 weeks fully compensated for to the couple.
This is part of a total of 46 weeks fully compensated for to the couple.
This is an important improvement in the maternal leave arrangement, and will hopefully also have effects for women in academic careers.
This is an important improvement in the maternal leave arrangement, and will hopefully also have effects for women in academic careers.
Women and men should have the same opportunities to use their talents and pursue a career in research.
Women and men should have the same opportunities to use their talents and pursue a career in research.
We also think it is important that female students have role models, in particular in fields where women are in minority.
We also think it is important that female students have role models, in particular in fields where women are in minority.
Seeing active female researchers can make young women more aware of the attractiveness of being a researcher when they start on their higher education.
Seeing active female researchers can make young women more aware of the attractiveness of being a researcher when they start on their higher education.
Even if the institutions succeed in recruiting female students into science and technology, they have a challenge in directing them towards an academic career in these fields.
Even if the institutions succeed in recruiting female students into science and technology, they have a challenge in directing them towards an academic career in these fields.
Women sometimes loose in the competition with men, when it comes to the highest academic positions.
Women sometimes loose in the competition with men, when it comes to the highest academic positions.
Or maybe they not to apply.
Or maybe they not to apply.
That again can be due to lack of encouragement.
That again can be due to lack of encouragement.
Are we sure that women are given sufficient encouragement to make them want to stay in research?
Are we sure that women are given sufficient encouragement to make them want to stay in research?
Strategies
Strategies
From a general point of view, the share of women has increased considerably in lower academic positions in most fields.
From a general point of view, the share of women has increased considerably in lower academic positions in most fields.
This is indeed a positive development and a good basis for recruiting more women to the higher positions.
This is indeed a positive development and a good basis for recruiting more women to the higher positions.
As the figures showed, we still have a significant potential in increasing the recruitment of women.
As the figures showed, we still have a significant potential in increasing the recruitment of women.
We have therefore taken several measures to promote women’s position in research.
We have therefore taken several measures to promote women’s position in research.
Some examples:
Some examples:
All higher education institutions are obliged to adopt plans to promote gender equality.
All higher education institutions are obliged to adopt plans to promote gender equality.
This issue is followed up in annual meetings being held each year between the individual institutions and the Ministry.
This issue is followed up in annual meetings being held each year between the individual institutions and the Ministry.