Participants: Mette Elmose Andersen IP (MEA), Jakob Grauslund IRS (JG), Ulrike Muscha Steckelings IMM (UMA), Boye Jensen IMM (BJ), Gundhild Tidemann Okholm SIF (GTO), Marianne Nygaard IST (MN), Jens Troelsen IOB (JT), Christina Møller Andreasen KI (CMA), Sigurd A. Kristoffersen FAKSEK (SK) og Anne Mette Kargaard FAKSEK (AMK
Invited guest: Vibeke Høy Worm SUND HR (VHW)
Apologies: Cathrine Damsbo Madsen IOB (CDM), Helle Precht IRS (HP), Kristian Stampe Nielsen IP (KSN), Liv Baisner Petersen GET (LBP), Frederik Schou-Juul SIF (FSJ), Troels Mygind Jensen IST (TMJ), Henrik Bjarke Vægter KI (HBV)
Minute taker: Karina Kringlum (KK)
Chair: Mette Elmose Andersen (MEA)
1 Welcome - MEA
Mette introduced a new member from IRS: Helle Precht, who is attending as a substitute for Jakob Grauslund.
2 Updates from the Central Gender Equality Council at SDU - MEA
Update on the sunflower initiative.
If you have any points to raise with the central committee, please inform Mette
3 Roundtable Updates - Status from Local Gender Equality Councils, Department Goals, and Current Issues - All
FAKSEK: Focus is shifting to include TAP staff, not just VIPs. The faculty is growing and becoming more diverse, which requires increased attention to TAP. The APV results are fragmented, and there is a need to consolidate efforts. The focus is on getting to know colleagues.
IOB/IP: Terms of reference have been finalized and will be shared as inspiration for others. Ideas are being developed for a joint workshop or event to increase visibility. Topics and format are still under discussion.
KI: The first meeting of the work environment group has taken place, and collaboration with IRS is ongoing but not yet formalized.
IRS: Collaboration with KI is underway. The department is bridging efforts with the APV group and developing a new research strategy for the fall. A new member has been appointed to Kvinfo, the Danish knowledge center for gender and equality.
IMM: A joint gender equality team with IST has been formed and held its first meeting. A follow-up meeting is planned to finalize the terms of reference. Discussions with GET are ongoing regarding the diversity guide and strategic goal-setting.
IST: Meeting held with GET to discuss departmental goals. Three main themes identified: recruitment and onboarding, equal pay for equal work, and merit criteria. Sub-themes are being selected.
SIF: Focus on inclusive workplace practices and internationalization. Meeting with GET held to discuss the high number of Danish women and how to address this imbalance. A recruitment workshop with GET has been scheduled. Internationalization challenges were highlighted through a case involving Deakin University in Australia, where a researcher faced difficulties finding housing and childcare in Copenhagen and had to relocate to Odense. Inclusive research initiative: hiring people with intellectual disability to contribute a unique perspective to research at SIF.
4 Mentoring for Change - Evaluation 2024-2025 - KK
Overall, the participants were very satisfied with the programme, and have the following feedback to the organization:
- There is a desire and need for supervisors to be better equipped to communicate in different and more motivating ways. Likewise, supervisors should be better at adapting their support and encouragement to the individual.
- PhD students lack someone to turn to when challenges arise in the relationship between the PhD student and the supervisor.
The Gender Equality Counsil discussed the feedback and shared ideas on the matter:
- Two designated contacts are available for PhD students experiencing issues, both at a senior level.
- More mandatory training days for the PhD supervisors.
- Appointing a responsible person and recognizing the work with allocated hours. Creating a psychologically safe work environment is challenging when PhD students move between institutions each year.
- More emphasis on aligning expectations between PhD students and supervisors. Some departments held meetings with all students to monitor expectations and held an extraordinary MUS (employee development dialogue) in the first year involving the head of department, supervisor team, and the PhD student.
- If communication with the main supervisor is difficult, the head of research or the PhD school should be a point of contact. The PhD school has tools and a dedicated program for resolving such matters.
The feedback will be presented to the PhD School.
5 APV action plans on gender equality and diversity - All
Each department had prepared one slide on their APV action plans, focusing on themes related to gender equality and diversity.
Overall, the committee's visibility is currently limited, and steps will be taken to address this. One such initiative is the circulation of meeting minutes
The committee has an emphasis on valuing diversity and incorporating flexibility, especially for non-Danish staff. Continued discussion on the value of diversity and structural barriers is needed.
6 Annual Cycle - Gender Equality Council - KK
The Gender Equality Council is in the process of developing an annual planning cycle. The members contributed with input and suggestions:
- invite the Dean to a meeting once a year before finalizing annual goals and preparing the yearly report. In years without a critical friend meeting, the Dean can attend instead.
- IGAB to be included in the annual cycle.
- Preliminary planning for future focus areas.
- A strategy is needed to stay ahead of deadlines.
- A checklist and visual overview of activities and important dates will be created.
7 Neurodiversity and Inclusion - All
Diversity and consideration for the individual are addressed in various ways. In collaboration with IMM, GET has developed a leaflet titled 'Good Advice for Inclusive Leadership of Employees with Neurodivergence.'
The Gender Equality Council discussed further development and how to implement the ideas presented in the leaflet.
The document is useful but only applicable if individuals disclose their neurodivergence. Many recommendations can be applied universally.The document should have a strategic role in the organization and awareness of the document should be raised. A version for employees should also be created.
8 Items for the Next Newsletter - SK
Topics proposed:
The value of diversity
Neurodiversity
The "Væksthuset" initiative at SIF
9 Agenda Items for the Next Metting on 15 September 2025 - All
None at this time
10 Any Other Business - All
None