Inspiration for Workplace Culture
Here you can find inspiration for addressing gender equality, diversity and inclusion in relation to workplace culture.
Case: Alignment of expectations concerning maternity /paternity leave
The Department of Physics and Astronomy has developed a framework for a structured dialogue between manager and employee, concerning expectations in relation to maternity / paternity leave. The aim is to clarify wishes regarding affiliation to the workplace during maternity/paternity leave, and opportunities concerning career and start-up after leave.
Head of Department, Ulrik Ingerslev Uggerhøj, talks about it in the video.
Selected points from the case
- Challenge: There are often ambiguities about how ongoing projects are completed or continued in relation to maternity /paternity leave. Also, it can be difficult to start work again after absence for an extended period of time.
- Desired outcome: To clarify 1) affiliation to the workplace during maternity/paternity leave, and 2) opportunities concerning career and start-up after leave.
- Activity - this is what we have done: We have created a framework for a structured dialogue between employee and manager Two meetings are planned: The first meeting is held no later than three months before the expected date of birth. Here the possibility for e.g. a part time arrangement is discussed. The second meeting is held before or just after start-up. Balance between research, teaching and administrative tasks is discussed with leader/supervisor, so that leave and start-up are as good as possible. In short, an individual plan is made for the employee.
- Response from employees: So far there have been positive responses.
- Pay attention to...: It’s important, that we share knowledge of the new initiative to all leaders and employees via various communication channels, for instance in our internal weekly newsletter and via the informal chat between colleagues.
- If you are curious to know more: Contact: Head of the Department Ulrik Uggerhøj or the Equality Committee Chairman Steen Brøndsted Nielsen.
Case: Department Committee for Gender Equality
The Department of Physics and Astronomy established a gender equality committee in 2017. The committee consists of men, women, VIP, TAP, managers, employees at various career levels and students.
The department wants a continuous focus on gender equality, working environment, inclusion and role models. The committee contributes to this.
Selected points from the case
Setting-up a Diversity and Gender Equality Committee at department level
- Challenge: The general challenge is, that we have a skewed gender distribution among staff and students.
- Desired outcome: We want a continued focus on gender equality, work environment, inclusion and role models, and that IFA is a good and place for all – both staff and students. Essentially, we wish to ensure well-being and equal opportunities for all. In relation to that, we also wish for a more equal gender balance.
- Activity - this is what we have done: Since 2017 we have had an Equality Committee, which consists of men, women, VIP, TAP, managerial staff, staff on different levels and students. The committee meets 4-6 times a year and discuss problems and ideas in relation to equal rights. At the moment we are working on:
- Action plan for equal rights and recruiting.
- Balancing of expectations about maternity /parental leave – conversation document
- “Meet an employee” at the website
- KIF-events (KIF = Women in Physics)
- Arrangements with visual representation of both genders/diversity
- Response from employees: Great discussions, constructive criticism and arguments for and against initiatives have emerged as a result of the committee’s work. There is a general appreciation from female students and staff in relation to the current initiatives.
- Pay attention to...: It’s important to have full control of facts, statistics and arguments in relation to gender equality issues, to ensure support for initiatives.
- Read more about equality at The Department of Physics and Astronomy
- If you are curious to know more: Contact: Head of the Department Ulrik Uggerhøj or the Equality Committee Chairman Steen Brøndsted Nielsen.
Listen to #DiversityAU podcast: Workplace culture with Ea Høg Utoft
“Culture is part of the explanation for why we see imbalance at leadership level and horizontal gender segregration in different professions” says postdoc Ea Høg Utoft. In this episode of #DiversityAU podcast she explains why workplace culture is essential to address when working with gender equality, diversity and inclusion.
Video: Keynote with Jens Hjorth, Copenhagen University, from the Gender Equality Conference at AU i 2021
Diversity, equity and inclusion in the workplace
Professor Jens Hjorth discusses practical measures taken to creating an inclusive workplace at DARK, a former DNRF Centre of Excellence at the Niels Bohr Institute. In particular, how do we turn diversity into a driver for excellence in research and a competitive edge in recruiting the best.
About the project "Mapping the female perspective of the leaky pipeline"
This project, that took place in 2018, looked into female researchers who chose to leave an academic career path. The project was based on the so-called "leaky pipeline", which describes the fact that women are more likely to leave research than men. Researchers from Arts and Aarhus BSS participated in the project.