Krigen i Ukraina har av naturlige grunner preget nyhetsbildet den seneste tiden. Den preger ogs? deler av UiOs virksomhet, selv om noen ansatte og studenter er mer direkte p?virket enn andre. Det kan virke malplassert ? skrive en lederartikkel om v?re lokale likestillingsutfordringer ved fakultetet i en situasjon der ett av v?re naboland har angrepet et annet europeisk land. Jeg har likevel valgt ? holde fast p? det som var planen, i tillit til at leserne ikke ser dette som et uttrykk for at jeg betrakter disse utfordringene som mer alvorlige enn dem Ukraina st?r overfor.
SV har laveste andel kvinner som f?rsteamanuenser p? UiO
Den internasjonale kvinnedagen 8.mars er en god anledning til ? gj?re opp status p? fakultetet med hensyn til kj?nnslikestilling blant v?re ansatte og studenter. Ett av m?lene i fakultetets strategi og ?rsplan er ? rekruttere flere kvinner til faste vitenskapelige stillinger. Er vi p? vei til ? n? dette m?let? Det korte svaret er at vi er et stykke unna. Da vi gikk gjennom tallene i forrige m?ned, var fasiten at i alt 60 personer var tilsatt som f?rsteamanuensis ved fakultetet. Av disse var 23 kvinner og 37 menn. Kvinneandelen var rundt 38%. Fakultetet hadde i alt 124 tilsatte professorer i fulltidsstillinger, 45 kvinner og 79 menn. Dette gir en kvinneandel p? 36%. UiOs likestillingsrapport for 2021 viser at v?rt fakultet har den laveste kvinneandelen blant f?rsteamanuensene av alle UiOs fakulteter. Det er ingen grunn til ? v?re tilfreds med denne sisteplassen.
Blant studentene v?re ser tallene annerledes ut. N?r vi ser alle v?re registrerte studenter under ett, er kvinneandelen hele 68%.
Kvinneandelen i faste vitenskapelige stillinger varierer mellom de ulike grunnenhetene, og kvinnedominansen er ikke like stor p? alle studieprogrammer. Men dersom vi ser p? de aggregerte tallene for fakultetet, ser det slik ut blant studentene og i de ulike stillingskategoriene:
Figuren viser at kvinneandelen er h?y blant v?re registrerte studenter og avtar for hvert trinn fra Ph.d.-stipendiat, postdoktor, f?rsteamanuensis til professor. Det er dette som kalles ?kj?nnssaksa?: Kvinnene er i solid flertall blant studentene og Ph.d.-stipendiatene, og menn er i like solid flertall blant de fast vitenskapelige ansatte. Nytt av ?ret er at menn ogs? er flertall blant v?re postdoktorer.
Kvinneandelen blant de fast vitenskapelig ansatte har variert over tid. Da fakultetet i 2011 vedtok sin forrige likestillingsplan, var vi forsiktige optimister og mente at det var realistisk ? kunne n? tiln?rmet kj?nnsbalanse i faste vitenskapelige stillinger i l?pet av neste ti-?rsperiode. Dette viste seg ? v?re for optimistisk. Andelen kvinner i faste vitenskapelige stillinger steg i perioden 2011-16, men avtok deretter.
Lokale tilpassede tiltak essensielt
Fakultetet har f?tt finansiering fra NFRs Balanse-program for ? jobbe spesielt med kj?nnsperspektiver i rekrutteringsprosesser. Prosjektet heter Rekruttér. Det overordnede m?let med prosjektet er ? f? st?rre forst?else for ulike hindre for st?rre grad av kj?nnsbalanse i faste vitenskapelige stillinger og utvikle tiltak for ? ?ke andelen kvinner i slike stillinger. Tiltakene m? utvikles lokalt, for utfordringene er ikke n?dvendigvis de samme ved alle enhetene. Likestilling er et lederansvar, og fakultetets likestillingsutvalg best?r av institutt- og senterlederne og dekanatet.
H?pet er at ?kt kunnskap og bevisstgj?ring blant enhetsledere og i dekanatet over noe tid vil endre situasjonen til det bedre.
Kj?nnsbalanse p? studieprogrammene er ogs? et klart m?l for fakultetet. P? studiesiden er kvinnedominansen spesielt stor p? profesjonsstudiet i psykologi. Ettersom det er et stort behov for mannlige terapeuter i klinisk virksomhet, fikk fakultetet h?sten 2019 lov til ? innf?re kj?nnspoeng ved opptak til profesjonsstudiet. Mannlige s?kere fikk ett ekstra poeng p? f?rstegangsvitnem?let. Ordningen ble utvidet h?sten 2021 til ogs? ? omfatte det ordin?re opptaket. Ferske tall fra Psykologisk institutt viser at ordningen med kj?nnspoeng har v?rt effektiv. Nesten én av fire menn som har blitt tatt opp p? profesjonsstudiet i psykologi etter h?sten 2019, har kommet inn p? grunn av kj?nnspoeng. Andelen menn p? profesjonsstudiet er n? omtrent 27%. Uten kj?nnspoeng hadde den v?rt under 20%.
Ordningen med kj?nnspoeng ved opptak til h?yere utdanning er kontroversiell. Vi har ingen tilsvarende virkemidler i rekrutteringsprosesser til faste vitenskapelige stillinger. Det er desto viktigere ? ha en bred tiln?rming til sp?rsm?let om hva som skal til for ? bedre kj?nnsbalansen i faste vitenskapelige stillinger over tid. Og ? holde dette gnags?ret ?pent.
Editorial: Working systematically to recruit women
One of the goals of the Faculty of Social Sciences’ strategy and annual plan is to recruit more women to permanent academic positions. Are we on our way to achieving this goal? The short answer is that we still have a lot of work to do, Dean Anne Julie Semb writes in this editorial.
The war in Ukraine has quite naturally dominated the news recently. It also affects some aspects of UiO’s activities, although some employees and students are affected more directly than others. It may seem out of place to write an editorial about our local gender equality challenges at the faculty in a situation where one of our neighbouring countries has invaded another European country. I have nonetheless chosen to stay with the plan, in the hope that readers do not take this to mean that I consider these challenges to be more serious than those facing Ukraine.
Faculty of Social Sciences has the lowest proportion of female associate professors at UiO
International Women’s Day on 8 March is a good opportunity to review the faculty’s status in terms of gender equality among our staff and students. One of the goals of the Faculty of Social Sciences’ strategy and annual plan is to recruit more women to permanent academic positions. Are we on our way to achieving this goal? The short answer is that we still have a lot of work to do. When we reviewed the figures last month, the status was that a total of 60 people had been appointed associate professor at the faculty. Of these, 23 were women and 37 were men. The proportion of women was around 38%. The faculty had a total of 124 professors appointed to full-time positions: 45 women and 79 men. This gives a female ratio of 36%. UiO’s gender equality report for 2021 shows that our faculty has the lowest proportion of women among associate professors of all the UiO faculties. We can in no way be satisfied with this bottom ranking.
For our students, the numbers look different. Considering all of our registered students as a whole, the proportion of women is as high as 68%.
The proportion of women in permanent academic positions varies between the different units, and the female dominance is not as high for all study programmes. But when we consider the aggregated figures for the faculty, this is how it looks for the students and in the various different job categories:
The chart shows that the proportion of women is high among our registered students and decreases with each stage from PhD fellow to postdoctoral fellow, associate professor and professor. This diagram is an example of a “gender scissors” effect: Women make up a solid majority among students and PhD fellows, and men constitute an equally solid majority among the permanent academic staff. A new aspect this year is that men are also in the majority among our postdoctoral fellows.
The proportion of women among the permanent academic staff has varied over time. When the faculty adopted its previous equal opportunities plan in 2011, we were cautiously optimistic and believed that it was realistic to achieve an approximate gender balance for permanent academic positions during the next ten-year period. This turned out to be too optimistic. The proportion of women in permanent academic positions increased during the 2011-16 period, but then declined.
Locally adjusted measures essential
The faculty has received funding from the Research Council of Norway’s Balance Programme to work specifically with gender perspectives in recruitment processes. The project is called “Rekruttér” (Recruit). The project’s overall objective is to gain a wider understanding of various obstacles to a greater degree of gender balance in permanent academic positions and to develop measures to increase the proportion of women in such positions. The measures must be developed locally, because the challenges are not necessarily the same for all units. Gender equality is a management responsibility, and the faculty’s gender equality committee consists of the heads of departments and centres and the Deanery.
It is hoped that increased knowledge and awareness among unit managers and the Deanery over time will change the situation for the better.
Gender balance in the study programmes is also a clear goal for the faculty. On the study programme side, the dominance of women is particularly strong for the professional degree programme in psychology. Since there is a great need for male therapists in clinical activities, in the autumn of 2019 the faculty was allowed to introduce gender points for admission to the professional degree programme. Male applicants received one extra point at the level of their first diploma. The scheme was extended in the autumn of 2021 to include the ordinary admission procedure. Recent figures from the Department of Psychology show that the gender point scheme has been effective. Almost one in four men admitted to the professional degree programme in psychology since autumn 2019 gained a place based on gender points. The proportion of men in the professional degree programme in psychology is now around 27%. Without gender points, this would have been below 20%.
The gender point scheme for admission to higher education is controversial. We have no similar instruments in recruitment processes for permanent academic positions. This makes it all the more important to take a broad approach to the question of what it will take to improve the gender balance in permanent academic positions over time. And to make sure that this issue stays relevant.