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More women in academic positions and more women on the assessment committees. Health has drawn-up a specific plan which will now be translated into practice. Funding will also be allocated to local maternity/paternity leave funds.
2016.11.15 |
Photo: Lars Kruse/AU.
The targets and action plan have been ready since the spring. With a seal of approval at the senior management team meeting on Wednesday 9 November, Health can now say "go" to increasing the number of women in research.
The action plan will e.g. ensure there is gender balance in academic positions, in assessment committees and among recipients of awards and scholarships. At the same time, the departments must also allocate funding to a maternity/paternity leave fund, which will compensate for the additional costs that can arise in connection with researchers' maternity/paternity leave.
Thus, a clear signal has been sent that gender must not be an obstacle to enjoying a research career at Health.
Each of the five departments at Health has drawn-up relevant targets that take the actual local situation at the department into account.
It has been decided that from 2017, the departments must provide an annual status on their efforts to increase the number of women in research.
Since 2015, Health has had management focus on more women in research, and a thorough and inclusive process with theme meetings and discussions at the departments, in the faculty management team and the academic council, has taken place. This process has resulted in the preparation of a joint action plan "The faculty's and the departments' action plan for more women in research 2016-2020" (in Danish).
The action plan was adopted by the faculty management team on 26 April 2016.
The percentage of women in academic positions and postdocs in 2020 should comprise:
| Department of Clinical Medicine | Department of Biomedicine | Department of Public Health | Department of Dentistry and Oral Health | Department of Forensic Medicine |
PhD | 60 per cent | 60 per cent | 60 per cent | 50 per cent | 50 per cent |
Assistant professor/postdoc | 50 per cent | 55 per cent | 60 per cent | 50 per cent | 50 per cent |
Associate professor | 50 per cent | 50 per cent | 50 per cent | 50 per cent | 50 per cent |
Professor | 35 per cent | 25 per cent | 40 per cent | 50 per cent | 50 per cent |
The percentage of women in assessment committees in 2020 should comprise:
| Department of Clinical Medicine | Department of Biomedicine | Department of Public Health | Department of Dentistry and Oral Health | Department of Forensic Medicine |
PhD | 50 per cent | 50 per cent | 50 per cent | 50 per cent | 50 per cent |
Assistant professor/postdoc | 50 per cent | 40 per cent | 40 per cent | 50 per cent | 50 per cent |
Associate professor | 50 per cent | 50 per cent | 50 per cent | 50 per cent | 50 per cent |
Professor | 40 per cent | 25 per cent | 50 per cent | 50 per cent | 50 per cent |