Gender Mainstreaming – What do we do?

Uppsala University’s plan for gender mainstreaming is valid for three years, 2020-2022, and aims at sustainable gender equality work and process development. It is based on the university’s goals and strategies. The plan sets out a strategic direction for the university’s work with gender mainstreaming.

The plan has three focus areas for the university’s activities to become more gender-equal:
1) Form and content of the education
2) Internal resource distribution
3) Recruitment and the supply of skills.

Below are some key points from the plan for the university that is found here (in Swedish):

1. Form and content of education

When relevant, our education shall be developed with a focus on equal opportunities and gender equality. Students and doctoral students must be able to play an active role in preparatory and decision-making bodies and are given the conditions to be able to influence and develop their education and educational situation.

Routines, guidelines and policies concerning students ‘and doctoral students’ educational situation should be continuously analyzed from gender equality and equality perspective. The work can be linked to evaluations and reviews of the quality assurance work regarding education at the undergraduate, advanced, and postgraduate levels. 

2. Recruitment and skills supply

Qualified teachers, researchers, and other employees are crucial to achieving the highest quality education and research. Therefore, the university must continue to work strategically and long-term with recruitment and working conditions for researchers and teachers from a gender equality and equal opportunities perspective.

Criteria for scientific and pedagogical quality and processes for assessing competence and development potential in recruitment and promotion need to be regularly reviewed. It is also essential to discuss and work to ensure equal terms and career paths. The academic work environment is a crucial factor that affects different individuals and groups’ capacity to stay in academia. 

3. Internal resource allocation

A gender equality perspective on internal resource allocation is about developing a system for analyzing funding distribution based on legal gender. Disproportionate and uneven outcomes must be followed up to eliminate any bias in the preparation processes that result to a decision on the distribution of appropriations.