Gender Equality Plan for NIFU

NIFU shall promote equality and diversity among its employees and oppose all forms of discrimination. Maintaining a well-balanced gender composition is a key objective for the institute. Our five main objectives in the area of gender equality are as follows:

1. NIFU’s employees and management shall be familiar with the institute’s measures for equality, diversity and inclusion.
TILTAK
Equality, diversity and inclusion shall be a standing item on the agenda of NIFU's management team.
All new employees shall receive information about NIFU's work on equality, diversity and inclusion.
NIFU shall foster a workplace culture that allows for open discussion of measures to promote equality and inclusion and prevent discrimination.
2. NIFU shall ensure a balanced gender composition at the institute level and strengthen gender balance in divisions or units where imbalances exist.
TILTAK
When positions are advertised in areas with a gender imbalance, at least two qualified candidates of each gender shall be required in order to recruit from the underrepresented gender. Where qualified candidates of both genders are available, at least one female and one male candidate shall be invited to interview.
In recruitment processes targeting groups with a gender imbalance, the candidate from the underrepresented gender shall be ranked first where two candidates are assessed as being approximately equally qualified.
3. NIFU shall promote diversity among its staff through deliberate and inclusive recruitment practices.
TILTAK
All qualified candidates shall be encouraged to apply regardless of age, disability, gender, sexual orientation, religion or ethnic background.
In recruitment processes where there are qualified applicants with minority backgrounds, at least one such candidate shall be invited to interview.
4. NIFU shall ensure equal opportunities for career advancement and professional development.
TILTAK
Individual follow-up and development plans shall form an integral part of employee appraisal meetings. Career development shall be encouraged, and any needs for reasonable accommodation shall be addressed.
The gender distribution across the institute's research positions shall be regularly mapped and monitored.
5. NIFU shall maintain a working environment that prevents discrimination and harassment.
TILTAK
NIFU shall make reasonable accommodation to prevent discrimination in everyday working life. This includes, among other measures, offering Norwegian language training to employees who do not have sufficient proficiency in Norwegian, further developing NIFU's mentoring scheme, and ensuring universally designed premises to the extent possible.
NIFU's guidelines on unacceptable conduct shall be made known throughout the organisation.
NIFU shall identify and assess risks of discrimination in accordance with the duty to promote equality and the duty to report under Section 24 of the Equality and Anti-Discrimination Act.