Here you find inspiration for addressing gender equality, diversity and inclusion in relation to recruitment
At the Department of Mathematics, the work of search committees has been systematized and expanded. It begins even before a job advertisement is published.
The aim is to increase the proportion of qualified applicants, e.g. female applicants, as there is a lot of competition in the international labor market.
In the video, Head of Department Jakob Schach Møller explains.
Challenge: To ensure qualified applicants in situations where there is a strong competition for talented researchers in the international labor market. E.g. female talents, and talents within topics such as statistics and computer science.
Department of Management has for a number of years used tenure track assistant professorships. The aim is to attract and retain more highly qualified international applicants for assistant professorships - in particular women.
The experiences are positive - especially if the use of tenure track is combined with other initiatives.
In the video, Head of Department Jacob Kjær Eskildsen explains.
School of Culture and Society supports that all employees experience transparency as to how the department's recruitment processes are structured, who makes decisions, and when and how employees are involved. The objective is that all employees are given a solid basis for planning their further career paths.
In the video, Deputy Head of School Marie Vejrup Nielsen, explains.
"Recruitment is a key focus area, when it comes to questions of gender imbalance in science", says associate prof. Mathias Wullum Nielsen. He gives insight and inspiration as to how gender equality and diversity can be a part of recruitment processes.