Measuring inclusion to increase well-being at work
A new survey will be used to identify new initiatives that will increase the diversity and inclusivity at our faculty
Dear staff
We are currently preparing an inclusion survey, which will be carried out at the Faculty of Science in June.
Why is an inclusion measurement important right now?
Inclusion is a central topic these days and not least in light of VIVE's report on the well-being of PhD students at Danish universities, which identified a need to create more inclusive environments for young researchers.
As everywhere in society, it is about creating an environment where all employees feel welcome, respected and valued.
Our faculty is a multicultural and international workplace where we attach great importance to an inclusive working environment and this is an important action in our strategy 2021-25.
An inclusion measurement is a tool that can help us evaluate the level of inclusion and gives us a clue as to how we can improve the working environment.
Specifically, this inclusion measurement will give us data and insight into how the researchers - young and experienced - experience the working environment at the Faculty of Science. We can identify areas where there are challenges and where improvements are needed.
We can compare our results with similar metrics elsewhere and this helps us understand where we stand against best practice.
Finally, the measurement can help us prioritize resources and focus on areas that have the greatest impact on well-being here at our faculty.
It is important to note that this is the first time we are conducting the inclusion survey. It will thus be a test, but the plan is that it will be carried out every year.
This allows us to follow developments over time and measure the effect of our initiatives.
Although the inclusion survey is voluntary, I and the management group hope to get as many responses as possible. The more participants, the more representative the result. I would, therefore, encourage all academic staff to participate and be as honest as possible in their answers.
The survey is of course anonymous, and all responses will be treated with great respect. We want to create a safe space where individuals can share experiences anonymously.
The results of the inclusion survey will form the basis for concrete initiatives based on the responses.
We will look at how we can create a more inclusive environment and strengthen our diversity and inclusion strategy.
It is important for me to emphasize that an inclusion measure is not just a number on a piece of paper.
It is a tool for creating positive changes and a better working environment for everyone. Let's work together for a more inclusive future.
Marianne Holmer, dean