Participants: Maria Hardeberg Bach IP, Ulrike Muscha Steckelings IMM, Boye Jensen IMM, Gundhild Tidemann Okholm SIF, Marianne Nygaard IST, Sofie Emma Rubin IST, Jens Troelsen IOB, Christina Møller Andreasen KI, Sigurd A. Kristoffersen FAKSEK og Anne Mette Kargaard FAKSEK. Vibeke Høy Worm and Liv Baisner Petersen
Apologies from: Frederik Schou-Juul SIF, Jakob Grauslund IRS, Ditte Søndergaard Linde KI, Mette Elmose Andersen IP, Cathrine Damsbo Madsen IOB, Helle Precht IRS
Minute taker: Karina Kringlum
Chair: Jens Troelsen
1. Welcome - by Jens Troelsen and SUND HR
Jens welcomed Ditte Søndergaard Linde (from the Clinical department) as the new deputy representative on the Committee.
Vibeke provided a brief update on the process of appointing a new chair, and Karina gave a short update on the upcoming critical friend meeting.
2. Evaluation Mentoring for Change and suggestions for adjustments – by Liv Baisner Petersen
Liv presented feedback from the recently completed Mentoring for Change program and outlined a number of proposed improvements, including a stronger and more clearly defined evaluation framework and a greater focus on the recruitment and onboarding of mentors.
Liv also reviewed the key organisational learnings, which included limited transparency around career pathways and career requirements, mobility and access to support, the vulnerability associated with temporary research positions, and a greater focus on sustainable working conditions. The committee is invited to provide input on the initiatives before they are presented to the Heads of Department.
3. GEP at SDU and status on the local gender equality committes and the interfaces with SUND LiU – by Liv Baisner Petersen
Liv provided an introduction to the Gender Equality Plan (GEP) at SDU and the different frameworks that support gender equality efforts at SDU, within the EU, and through Universities Denmark (UNI DK).
The committee had a constructive discussion about the potential of local gender equality committees, highlighting the value of having these committees closely connected to everyday practice, where local needs can be more easily identified.
At the same time, the faculty-level committee enables the sharing of ideas and inspiration across departments and helps ensure that concrete, meaningful changes are implemented at the faculty level.
The committee identified areas for improvement in relation to transparency and a more direct to the Faculty Management. The committee will explore these issues further once a new chair has been appointed
4. Data in Gender Statistics – by all
Vibeke Høy Worm presented data from Gender Statistics on a faculty level.
The development shows that women have been in the majority among PhD students and postdocs throughout the period, but the representation falls on the higher career stages. The faculty has a strong influx of female talent, but there is still potential to strengthen the transition to the highest academic levels.
The faculty has a strong base of female researchers at senior level, which provides good conditions for further progress in the professor group in the coming years. The group of female professors at the faculty had gone from approx. 25 % in 2016 to approx..37% in 2026.
The committee discussed initiatives to support and further strengthen the positive development.
The local committees are encouraged to look at the data on a departmental level.
5. News from SUND HR by VHW
Vibeke gave a status on the parental leave fund.
6. Content for the next newsletter - by all
The positive development in Gender Data
7. Items for the next meeting on 2 December – by all
- Discussion of 2027 local GE goals
- Dean is attending meeting to provide input on local GE goals and local GE report
- Inclusion survey at NAT
Presentation on Experiences and Recommendations for Equality Work from TEK by Eva Arnspang Christensen will be moved to a separate meeting.
8. Any Other Business – by all
On 3 november IOB/IP will have a workshop on discrimination and microaggressions where the members of the committee is invited.