Equal opportunities plan 2024 2023-2025

Introduction

This equal opportunities plan has been prepared by the Department of Mathematics' equal opportunities group and adopted by the Board of the Department of Mathematics on 2023-03-24.

According to the Discrimination Act, Uppsala University is obliged to conduct targeted work to counteract discrimination and in other ways promote equal rights regardless of gender, ethnicity, religion or other beliefs, disability, sexual orientation and age.

The basis for this work at the department is an equal opportunities plan that the equal opportunities group writes every three years. This plan focuses primarily on gender equality, as this has been identified as the main problem in the Department of Mathematics.

The Department of Mathematics' equal opportunities group currently includes: Annika Wibäck (HR, representative for technical and administrative staff), Anna Enerud (student representative), Helena Jonsson (PhD representative), Thomas Kragh (teacher representative) and Rolf Larsson (equal opportunities representative and teacher representative). We also have an equal terms coordinator, currently Ellen Jakobsson, who is often co-opted to the meetings.

We can also mention that the department, on the initiative of the work environment group, continuously organises training courses for the staff. These training programmes focus primarily on the work environment, but also often touch on equal opportunities issues, as these are strongly associated with the former.

Current situation

The difference between the proportion of men and women among employees at the Department of Mathematics is large. In 2022 (figures for 2019 in brackets), a total of 184 (150) people were employed at the Department of Mathematics, of which 49 (37) were women and 135 (113) men. Among research and teaching staff, 37 (28) were women and 131 (111) men. Among TA staff there are 12 (9) women and 4 (2) men.

There is thus a very small step towards gender equalisation in 2022 compared to 2019.

There is also a large difference in the proportion of men and women among students. In 2022, the Department of Mathematics had 835 full-year students, of which 34.0% were women. (The figures are taken from Glis. (The number of full-year students is calculated as: Number of students*course credits)/60.) On the bachelor's programme in mathematics, in 2022 there were 34 newly admitted students who studied at least one course on the programme, of which 4 were women and 30 men. For the Master's Programme in Mathematics, the corresponding figures were 22 students in total, of which 5 women and 17 men.

Detailed statistics can be found further down the page.

Priorities

The document prioritises the goal of increasing the proportion of underrepresented gender among students. This includes, in particular, reducing the number of drop-outs in this group, and encouraging this group to apply for higher studies (master/research programmes). This is to promote long-term work and thereby indirectly facilitate recruitment to other positions as well. In addition, this plan also focuses on increasing the share of underrepresented gender among employees in all job categories.

Visions and objectives for the Department of Mathematics 2023-2025

Vision 1

Equal gender distribution among those admitted to the Department of Mathematics' bachelor and master programmes.

Intermediate goal: More equal gender distribution among those admitted to the Department of Mathematics' bachelor and master programmes.

Action: The gender aspect shall be consciously considered in the design of all information material aimed at prospective and current students. This material is designed by the communications officer in collaboration with the equal opportunities coordinator. The equal opportunities group will also cooperate with the programme councils for bachelor and master regarding this.

Responsible: Head of Department

Follow-up: The communicator reports to the equal opportunities group once a year on how they have taken the gender aspect into account during the past year. In the evaluation of the plan, the equal opportunities group compiles statistics on admissions to the bachelor's and master's programmes in 2023-2025.

Vision 2

Equal gender distribution among doctoral students.

Intermediate goal: More equal gender distribution among doctoral students.

Actions:

1. All doctoral positions where the intention is for the doctoral student to work at the department shall be publicly advertised.
2. Advert texts should be designed in a way that generates a broad recruitment base.
3. Teachers are encouraged (e.g. at staff meetings or in newsletters or other mailings) to actively encourage students, regardless of gender, who are deemed qualified for doctoral studies to apply for advertised positions.
4. It is recommended that both genders are represented in the group working with doctoral recruitment.

Responsible: Head of Department

Follow-up: The Head of Department meets the equal opportunities group once a year and discusses past and planned recruitment processes. In the evaluation of the plan, the equal opportunities group compares statistics on newly recruited doctoral students for previous years.

Vision 3

Equal gender distribution among teachers and researchers.

Intermediate goal 1: More equal gender distribution among teachers and researchers during the period.

Intermediate goal 2: Increase the proportion of people with a PhD.

Actions:

1. Advert texts should be designed in a way that generates a broad recruitment base.
2. Known qualified candidates from the underrepresented gender are actively encouraged to apply for advertised positions.

Responsible: Head of Department

Follow-up: The head of department meets the equal opportunities representative (who is co-opted to the board) in connection with recruitment and discusses past and planned recruitment processes. In the evaluation of the plan, the equal opportunities group compares statistics on new employees for previous years.

Vision 4

All employees and students at the Department of Mathematics should feel included and feel that they are given the best conditions to develop in their role.

Actions:

1. Information and welcome in connection with the start of employment/studies. (See the document "information for teachers on procedures for giving a course" which is available on MP.) The same procedures should apply to all types of employment.
2. Information and activities for the student group (make sure that all students are reached!).
3. Information at staff meetings and in mailings such as newsletters.

Responsible: Director of Studies for the document, the Equal Opportunities Group for the information and the Bachelor's and Master's coordinator for information and activities for the student group. Information to students is provided by the programme coordinator in collaboration with the Equal Opportunities coordinator.

Follow-up: Every year, the Equal Opportunities Group compiles a summary of the measures implemented and evaluates and documents them. Revision is carried out if necessary.

Vision 5

Knowledge of equal opportunities issues at the department shall increase.

Actions:

1. The personnel administrator informs that the group exists in connection with new employment.
2. Information to the student group with a regularity of once per academic year.
3. Information at every staff meeting.

Responsible: The equal opportunities group and the personnel administrator. Information to students is provided by the programme manager in cooperation with the Equal Opportunities coordinator.

Follow-up: The equal opportunities group compiles a summary of the measures every year.

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Statistics

Table 1

Number of women and men by job category in 2022 (Source Primula). Figures from 2019 in brackets. 1

1) Statistics calculated according to the number of employees at the beginning of the year added to the number of employees who started employment during the year. Figures for 2019 are taken from Primula, and thus not entirely consistent with the previous Equal Terms Plan. This is to make the years comparable.

Table 2

Salaries, SEK/month. 31 December 2022 (source Primula). Figures from 2019 in brackets[2]

[2] Figures for 2019 salary statistics are taken from the Equal Opportunities Plan 2020-2022.

Table 3

Distribution between female and male students at the Department of Mathematics, 2009-2022 (Source GLIS), total first and second cycle.

Table 4

Number of new students who were registered in at least one course in the
Bachelor's programme (source UPPDOK/LADOK).

Table 5

Number of new students who were registered for at least one course in the master programme (source UPPDOK/LADOK).

Table 6

New hires (source Primula)