Gender Equality Plan

1. Background

This Gender Equality Plan describes how University West works strategically and long-term to promote gender equality. It replaces the university’s Gender Equality Plan from 2022, as well as the Gender Mainstreaming Plan for the period 2023–2025.

The plan constitutes University West’s basis for demonstrating compliance with the requirement for a Gender Equality Plan under Horizon Europe.

2. Starting points

University West’s work on gender equality is based on:

• national gender equality policy objectives
• the Discrimination Act and its requirements for active measures
• the Higher Education Act and the Higher Education Ordinance
• Agenda 2030 and the university’s work on sustainable development
• EU and other external funders’ requirements for research funding

Gender equality work is an integral part of the university’s systematic sustainability work, where gender equality and equal opportunities are key aspects of the social dimension. The work is carried out systematically and preventively, in accordance with the university’s vision, values and applicable legislation, including the Discrimination Act’s requirements for active measures. It is integrated into regular operational processes such as governance and quality management, work and study environment management, education and research, and HR and leadership processes.

The work is based on an intersectional perspective, where gender is analysed in relation to factors such as age, gender identity, ethnicity, disability and socioeconomic background. This perspective is applied particularly in risk analyses of discrimination and inequality and in the follow-up of the work and study environment.

3. Governance, organisation and responsibility

The Vice-Chancellor has overall responsibility for promoting gender equality in the university’s activities, both as employer and education provider. In accordance with the university’s rules of procedure, managers are responsible for promoting gender equality and equal opportunities and for preventing, addressing and following up discrimination, harassment, sexual harassment and victimisation within their areas of responsibility.

The university administration supports managers through training initiatives, governing documents, coordinated follow-up, and internal and external communication, including information on reporting and investigation procedures.

Course and programme coordinators are responsible for ensuring that gender equality and equal opportunities are integrated into each course and study programme. All employees and students share responsibility for treating others with respect and contributing to gender equality and the prevention of discrimination and victimisation.

The university allocates resources in the form of staff, expertise and funding to plan, implement and follow up gender equality work.

4. Data collection, analysis and follow-up

University West conducts sex-disaggregated data collection and analysis as a basis for its gender equality work at least every two years. This includes:

• staff statistics
• salary surveys and analyses
• work environment and equal opportunities surveys
• study environment surveys, programme evaluations and doctoral student barometers
• follow-up of student complaints and cases

Results are followed up within regular governance structures, including annual risk analyses, and are reported through annual reports and targeted reports. Identified risks are addressed through specific action plans.

Gender equality in education is monitored annually through structured quality reports reviewed by collegial bodies and submitted to university management. Every six years, all programmes are evaluated by external experts, with gender equality included as a quality dimension.

Gender equality in research is monitored annually through internal follow-up and every six years through external evaluation.

5. Training and skills development

Competence development in gender equality and equal opportunities is continuous and integrated into existing training and leadership structures. Priority target groups include:

• managers
• programme coordinators
• research leaders
• doctoral supervisors
• doctoral students
• all employees (through mandatory training)

Training initiatives aim to strengthen knowledge of gender equality, prevent discrimination and counteract unconscious bias in decision-making and processes.

6. Priority areas for gender equality work

University West has identified four long-term objectives for its gender equality work.

6.1 A work and study environment free from harassment and discrimination

University West shall provide a safe, inclusive and respectful work and study environment free from harassment, discrimination and sexual harassment.

This includes:

• systematic preventive work environment management
• clear procedures for handling incidents and reports
• safe reporting channels and support structures for those affected
• regular mapping through surveys, dialogue and follow-up
• skills development for managers, supervisors, teachers and other key roles

Students, doctoral students and staff must be aware of their rights, responsibilities and available support.

6.2 Equal distribution of power, resources and opportunities

University West works to ensure equal conditions in:

• recruitment, promotion and career development
• salary setting and resource allocation
• access to professional development, research funding and internal assignments
• representation in decision-making and advisory bodies

The work emphasises transparency, objectivity and awareness of bias in processes. A gender equality perspective is integrated into governing documents, recruitment procedures and follow-up systems.

6.3 Gender-equal education and doctoral education

All students and doctoral students must have equal opportunities to participate in, complete and develop through their education.

This includes:

• integrating gender equality and equal opportunities perspectives into programme content
• inclusive teaching and supervision practices
• systematic follow-up of equal opportunities in the study environment, completion rates and student influence
• particular attention to doctoral students’ conditions and work environment

Gender equality is integrated into the university’s quality assurance system for education and research.

Where relevant, a gender perspective shall be integrated into the content, methodology and analysis of research.

7. Supporting processes and tools

To ensure long-term and sustainable gender equality work, the university provides:

• access to relevant expertise and support
• continuous competence development
• integration of the gender dimension into management systems, quality systems and work environment management
• clear and gender-aware internal and external communication

The work is based on continuous follow-up, analysis and learning.

8. Follow-up and validity

This Gender Equality Plan applies for the period 2026–2030 and is followed up within the university’s regular systems for sustainability, operational follow-up and quality assurance.

The plan is published on the University West website and remains available throughout its period of validity.