INTRODUCTION
The Department of Economics prides itself on producing high-quality research and offering high- quality teaching. We acknowledge the importance of diversity as a driver of innovation and strive to hire the best talents in the global market. Therefore, we commit to implementing transparent strategies that will ensure equal representation of genders in recruitment aligned with the candidate pool on the job market and will offer equal opportunities for career development.
MAIN GOALS FOR GENDER EQULITY
- Equal representation in recruiting aligned with the candidate pool on the job market
- Equal opportunities for career development
ACTION PLAN
Action Plan
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Recruitment and retention |
Responsible |
| The selection of female candidates for interviews should align appropriately with the candidate pool, considering the quality of candidates. | Head of Department |
| Both male and female faculty members should be represented on assessment committees and committees related to gender equality. The management is responsible for preventing any unequal administrative burden for female faculty members resulting from this representation. | Head of Department |
| The work environment at the department is of high priority, and a friendly, transparent, inclusive, and inspiring atmosphere is seen as a crucial means to retain talented colleagues. The management is responsible for ensuring that the work environment is a focus on the department's agenda. | Head of Department and Work Environment Representative |
|
Transparency in decision-making |
Responsible |
| At the department, the overarching goal is to make decisions transparently. One key means of achieving this is by consulting the department council on important matters. | Head of Department |
| To ensure a broad perspective in decision-making at the department, it is important that the department council represents the diversity within the department, encompassing aspects such as gender, age, career stage, nationality (Danish/non-Danish), research area, and administration. The department council is an elected body, and therefore, the Head of Department must ensure that all groups are welcomed and encouraged to be nominated as representatives. | Head of Department |
|
Talent development/career development |
Responsible |
| To address talent development and career growth, the department regularly facilitates a forum for junior members, where relevant topics related to talent and career development are discussed. This forum can take the form of a junior retreat with an overnight stay or smaller meetings. | Head of Department |
|
Transparency in assignment of tasks |
Responsible |
| The department systematically applies workload registration and shares the information bilaterally with the staff. An overview of the tasks that can be registered is available to everyone, and teaching plans are publicly distributed within the department. The Head of Department is responsible for ensuring a balanced workload, promoting equal career development opportunities. | Head of Secretariat |
ENSURING IMPLEMENTATION
The department's gender equality initiatives are developed and updated in collaboration with the Department Council and the Gender Equality team member and coordinated with initiatives at the Faculty’s and SDU’s Gender Equality Initiatives. The Head of Department is responsible for implementing the gender equality initiatives.
The Gender Equality Action Plan at the Department of Economics is approved at the department council meeting 14 November 2023 and replaces the department’s previous Gender Equality Action Plan.