Sub-goal: Employees shall be familiar with INN University’s work on equality, diversity and inclusion
Measure: The action plan shall be available to all employees and students in Norwegian and English.
Implementation: Share relevant information regarding the Equality and Diversity Committee and the action plan with employees and students via INN University's website and Innafor (publish in the feed twice each semester) and include details in information materials for new employees.
Responsibility: The Equality and Diversity Committee in collaboration with the Department of Communications.
Measure: Good examples of work with equality and diversity shall be presented on Innafor.
Implementation: The committee must highlight matters at least once a quarter.
Responsibility: The Equality and Diversity Committee in collaboration with the Department of Communications.
Sub-goal: Managers shall have the expertise and tools to fulfil their responsibilities relating to equality, diversity and inclusion in recruitment and training, professional development and the working environment
Measure: As a topic covered in management training.
Implementation: Equality and diversity as a theme in LIP. Conduct a mandatory e-learning course on gender equality in academic positions annually.
Responsibility: HR in collaboration with the Equality and Diversity Committee, directors and faculty management.
Measure: Develop joint guidelines for equality and diversity in requirements specification/advertisement texts related to recruitment.
Implementation: Active use of the requirement specification template. Discrimination theme in AU and AR.
Responsibility: HR and the relevant hiring unit
Measure: Use “search and identification” committees to ensure a diverse recruitment base, for example NAV, the Norwegian Government's trainee scheme, various networks and so on.
Implementation:
Responsibility: HR and the relevant hiring unit
Measure: Active use of the results from the equality report and the employee survey to identify and work on areas for development
Implementation: Topic for work meetings in all units. The administration shall contribute statistics and reports from units at various levels.
Responsibility: Personnel managers at all levels.
Sub-goal: Systematic work on career development
Measure: Carry out assessments from an equality and diversity perspective when allocating meriting and non-meriting duties and participation in initiatives to develop skills
Implementation: Academic managers shall contribute to meriting duties for all employees, with a particular focus on the allocation of academic supervision of PhD candidates. Faculty-specific plans and initiatives for the use of qualification funds and other funds, such as seed funding. Selection for management development programmes, external conferences and other courses
Responsibility: Personnel manager, heads of research groups, SPA, heads of PhD programmes, vice-dean for research
Measure: Organize a promotional seminar for information and experience sharing around the course of qualification
Implementation: Organized at faculty level every year (in the spring)
Responsibility: Dean/vice-dean for research and education
Measure: Investigate the possibility of establishing a mentoring programme
Implementation:
Responsibility: Rector, pro-rector, director of HR.