Action Plan for Equality, Inclusion and Diversity 2025-2029

Background and vision

The Action Plan for Equality, Inclusion, and Diversity is an overall plan with objectives for strengthening Molde University College as an inclusive institution. The action plan emphasizes that equality work is about avoiding discrimination and creating a good working and study environment characterized by respect and safety for everyone in the organization.

Diversity is a strength, especially for a scientific institution. Equality, inclusion, and diversity define the future of the university and society. Molde University College shall be a fair, diverse, and non-discriminatory place of work and study. 

The goals and measures in the action plan are integrated into the college's strategy and work for a sustainable and vibrant institution. The action plan is taken into account in all relevant plans and documents. 
 
The college shall strengthen knowledge and awareness of how the school can be a safe learning arena for everyone, characterized by tolerance and acceptance, so that discrimination does not occur based on, for example, gender, gender expression, sexual orientation, racism, ethnic or national identity, religion, beliefs, heritage, caste, socioeconomic status, disability, pregnancy, maternity leave, adoption, other care responsibilities or a combination of these. 

The plan further develops previous action plans by taking measures to improve gender equality and increasing the focus on diversity of opinions and representation. Focusing on diversity is an important democratic consideration that should also apply to higher education institutions and the development of new knowledge.

It is crucial that a scientific college creates space for tolerance and non-discrimination and that opportunities are created to include individuals with different backgrounds, both socially and academically. The history of science contains examples of underrepresentation of various groups, from women and minorities to colonized population groups. Scientific institutions should learn from these experiences by creating diversity in representation and opinions. The international debate on decolonising subjects and higher education is one of several reasons for creating space for diversity in developing new knowledge. Opportunities for dialogue and exchange of opinions should be developed at the college so that students and staff can help to shed light on the need for measures. 

Diversity should be broad-based. This is best ensured by ongoing dialogue and communication between staff and students. It is proposed that an arena be created for students (both national and international) to take part in discussions about diversity, tolerance and representation in teaching and research. Students can provide important feedback on research and teaching activities and point out improvement needs. 

In summary, the ambition is to:

1. Ensure gender balance at all levels in the organization.
2. Contribute to equal opportunities and fair career development for all employees.
3. Maintain equality, inclusion and diversity through planning, curriculum development and teaching activities.
4. Work based on the UN's sustainable development goals regarding education, gender balance, decent work and economic growth, inclusion and global equality.
5. Follow up on the college's statutory activity and reporting obligations, with equality and against discrimination. 

Legislation and strategy work 

The college's work is subject to public legislation regarding equality, inclusion and diversity, see appendix. In addition, the college's strategic plan and the reference to the UN's Sustainable Development Goals form an important framework for this plan.

Molde University College has employees and students from many countries. We want to develop a campus with an international presence further. This is important for all subjects at the university college, as well as their research and teaching. The learning environment for Norwegian students at the university college will also be improved with diverse campuses through the development of social and intercultural competence. 

Goals and measures

The action plan has a vision of making equality, inclusion and diversity central values ​​in developing the college's daily and strategic work. This includes personnel policy, study environment and student recruitment, and it is important that equality, inclusion and diversity are safeguarded at all levels and parts of the college. The action plan has the following six main goals:

1. Gender balance and gender perspective in research, administration and education

Sub-goal: 

Gender balance in all areas at HiMolde shall be actively improved. It is necessary to work to increase the recruitment of women to positions where women are underrepresented and men to positions where men are underrepresented. 
There should be a balanced gender distribution in management positions. 
The college shall promote gender equality through personnel policy, including pay and working conditions.

Measures:

1. If a gender is underrepresented in a job group with more than 10 employees, the job advertisement may include a statement that the underrepresented gender is encouraged to apply. Possible measures may include: Inviting special applicant groups or individuals, extending the application deadline, etc.
2. Underrepresented genders should be identified based on statistics at both local and national levels. This should be reflected at the relevant job, department and unit level. 
3. If several applicants apply for a vacant position who have approximately equal qualifications for the position, applicants from the gender that is underrepresented in the relevant position group shall be given preference.
4. A good gender balance must be ensured among fellows, temporary positions, guest lecturers, visiting researchers and part-time teachers. 
5. The college's board, management, council and committees shall have the best possible gender balance.
6. Gender equality shall be addressed regularly at strategic management meetings with the deans and at research manager meetings. The deans and research managers have a particular responsibility for following up on gender equality issues in collaboration with the employees.  
7. When hiring/selecting managers and middle managers, emphasis should be placed on ensuring that applicants/candidates are aware of the importance of good gender balance for the research community in particular, and the university college in general. 
8. Both genders must be represented in assessment committees.
9. Disproportionately high workload for the underrepresented gender should be avoided.
10. There should be gender balance in scientific and administrative committees. This requires awareness of replacing permanent members with alternate members.
11. Ensure leadership development that takes into account equality, inclusion and diversity perspectives.

2. Diversity and representation of minority groups in research, teaching and administration

Sub-goal:

1. The university college shall stimulate diversity and representation of minority groups in its knowledge production.
2. Create safe spaces that provide a balance between academic freedom, freedom of expression, respect and diversity of expression.

Measures: 

1. Ensure that information and recruitment material is adapted to the target group for admission.
2. Ensure that curriculum and information materials do not appear ethnocentric or stereotypical. 
3. Measures should be taken to highlight the needs of international students in a learning situation, and promote their opportunities for academic participation, representation and development. 
4. Offer a mentoring program for international students and employees.
5. An annual seminar on equality, inclusion and diversity in higher education is held. Planning and coordination is carried out by the Equality, Inclusion and Diversity Committee (LIMU), with possible thematic clarification with the director/rector, and financial clarification with the director. It may include national and international experts.

3. Increased diversity and equality in all study programs

Sub-goal:

1. Ensure that education ensures diversity and equality through planning, curriculum and teaching activities
2. Education should be for everyone and give everyone equal opportunities to receive the best possible education (in line with the UN's Sustainable Development Goals)

Measures:

1. The college will, through active marketing and recruitment, work to increase the proportion of students of underrepresented genders in each study program. 
2. The director of studies and course coordinator should motivate students by ensuring gender balance among guest lecturers, substitutes, part-time and auxiliary teachers, supervisors, examiners, internal auditors, etc.
3. The director of studies and course coordinator must review the syllabus with the aim of ensuring that the subject matter is presented in a way that is not stereotypical or gender-discriminatory.
4. The departments must ensure that students are not discriminated against when participating in internships, project work, professional conferences/networks, and the like.
5. Information about ethical guidelines in the supervisor/student relationship should be incorporated into all supervision agreements.

4. Recruitment based on equal opportunities and fairness in qualification 

Sub-goal: 

1. Strengthen the recruitment of more women to top scientific positions.  
2. Ensure framework conditions for recruiting skilled employees and provide good working conditions and development opportunities for all employees.
3. Ensure that the underrepresented gender is given incentives to develop professional competence and their own research plans.

Measures: 

1. The academic communities at LOG and ØS should consciously invite women as guest researchers, in temporary positions, keynote speakers, etc. 
2. The professional communities at HS should consciously invite men as guest lecturers, in adjunct positions, keynote lecturers, etc. to increase the representation of men in health sciences.
3. All new employees are offered a sponsor for the first six months. 
4. Promote women as leaders of and participants in professional networks.
5. Provide the underrepresented gender with good opportunities for supervising PhD fellows.

5. Inclusive work policies and career development 

Sub-goal: 

1. Raise competence on equality, inclusion and diversity and gender equality among employees.
2. The college shall pursue a personnel policy that safeguards equality, inclusion and diversity.

Measures: 

1. Get an overview of current statistics (sent to LIMU annually or every other year).
2. Equality, inclusion and diversity must be addressed in call texts.
3. The university college will create good opportunities for employees who do not speak Norwegian to have ample time to learn the language, receive tailored language training, and be included in a safe manner.
4. The college shall strive for a fair and transparent salary policy. Criteria for determining salary shall be objective and non-discriminatory, regardless of gender, marital status or other irrelevant personal characteristics. When assessing "work of equal value", relevant factors such as competence, responsibility, effort and working conditions shall be taken into account.
5. The need for universal design is met as far as possible.
6. Facilitation and opportunities to combine career and family life for all employees.
7. Meet needs during pregnancy, childbirth, adoption or other caregiving tasks. 

6. Administrative support for equality, inclusion and diversity work

Sub-goal: 

1. Ensure administrative support for equality, inclusion and diversity work at the college.
2. Prepare a mandate for the Equality, Inclusion and Diversity Committee (LIMU) in line with the college's responsibilities and authority.
3. Follow up on the activity and reporting obligations under the Equality and Discrimination Act.
4. Increase precision in equality, inclusion and diversity work through a clearer knowledge base.

Measures:

1. Administrative support and communication with all levels of the organization.
2. Obtain and prepare an overview of relevant data in the business (statistics, etc.).
3. Obtain current information about external laws and regulations.
4. Identify risk factors and prepare a risk analysis.
5. Prepare and present reports for LIMU, and develop draft evaluations.
6. Write down a mandate for LIMU

Focus areas and activities in the period 2025-2029

During the action period, the following goals and measures will be prioritized. 

Goal 1: Gender balance and gender perspective in research, administration and education

Measures:

• Annual reports/overviews from departments
  • Responsibility:  Staff prepares, LIMU assesses
  • Time and deadline : Ongoing, 1.11/year
     
• Annual report presented to the general meeting
  •  Responsibility:  Principal/Director
  • Time and deadline:  Ongoing/year
     
• Consider incorporating UN Sustainable Development Goals 4, 5, 8, 10 into the college's strategy document (2029). These relate to good education, gender equality, decent work and economic growth, and reduced inequality.
  • Responsibility:  Principal/Director
  • Time and deadline: Revision by 2025 

Goal 2: Diversity and representation of minority groups in research, teaching and administration

Measures:

• Annual seminar on equality, inclusion and diversity
  • Responsibility:  LIMU with any thematic clarification with the director/principal, and financial clarification with the director
  • Time and deadline :  Start 2025, ongoing/year

Goal 3: Increased diversity and equality in all study programs

Measures:

• Refer to UN Sustainable Development Goals 4, 5, 8, 10 in various study programs.
  • Responsibility:  Academic Affairs Office, deans, study leaders, course coordinators 
  • Time and deadline: Autumn 2025 

Goal 4: Recruitment based on equal opportunities and fairness in qualification 

Measures:

• Evaluation and updating of job offer texts
  • Responsibility:  Staff and employee representatives 
  • Time and deadline:  Ongoing
     
• Appointment of mentor
  • Responsibility : Human Resources Manager
  • Time and deadline:  Ongoing

Goal 5: Inclusive employment policies and career development 

Measures:

• Language training for employees with a foreign background
  • Responsibility: HR
  • Time and deadline:  Ongoing
     
• Ensuring universal design
  • Responsibility:  Learning Environment Committee
  • Time and deadline:  Ongoing

Goal 6: Activity and reporting obligations

Measures:

• Ensure the necessary personnel resources to ensure work on equality, inclusion and diversity 
  • Responsibility:  Director
  • Time and deadline:  Ongoing
     
• Mapping of risk/preparing a risk analysis for equality, inclusion and diversity at HiMolde in accordance with the Discrimination Act 
  • Responsibility:  Business management, LIMU
  • Time and deadline:  Ongoing
     
• Update statistics on activity (figures for gender balance in the company, proportion of temporary employees, proportion of part-time employees, use of parental leave), description of what has been done in the reporting year for what has been done to fulfill the activity obligation (§ 26) 
  • Responsibility:  HR, company management, LIMU
  • Time and deadline:  Annual
     
• Provide statistics on the results of salary surveys broken down by gender and job category or other appropriate division. Results of surveys of involuntary part-time work  
  • Responsibility:  Personnel
  • Time and deadline:  Every other year
     
• Mandate for LIMU (Learning Environment Committee) – establishment and maintenance. Ensure good operations and procedures for recruitment to LIMU
  • Responsibility:  Principal and Director
  • Time and deadline:  Establish as soon as possible and provide ongoing maintenance

Legislation and external guidelines/guidelines (in Norwegian) 

• Arbeidsmiljøloven 
• Den internasjonale konvensjonen for eliminering av rasistisk diskriminering  
• Etiske retningslinjer for statstjenesten 
• FNs bærekraftsmål  nr 4, 5, 8 og 10
• Grunnloven § 100 , Ytringsfrihet og hatefulle ytringer
• Hovedavtalen i staten, spesielt §§ 31 og 32
• Hovedtariffavtalene i staten  
• Likestillings- og diskrimineringsloven 
• Menneskerettsloven 
• Statsansatteloven 
• Straffelovens kap. 26  om seksuelle overgrep og krenkende seksuell adferd
• Universitets- og høyskoleloven , kap 4 om styret mv., kap 7 om ansettelse
• Veileder i universell utforming 

Local rules and regulations

• Etiske retningslinjer for Høgskolen i Molde [Intranett] 
• Handlingsplan for universell utforming og tilrettelegging ved HiMolde 2018-2021 (.pdf) 
• HMS-håndbok/internkontroll [Intranett] 
• Lokal lønnspolitikk [Intranett] 
• Rutine for risikostyring [Intranett] 
• Trakassering ved Høgskolen i Molde – retningslinjer 
• Varsling – retningslinjer