Equality policy and plan for the Nansen Environmental and Remote Sensing Center

As an employer, the Nansen Center has a duty to work actively, purposefully, and systematically to create equality and prevent discrimination in the workplace.

Gender balance and diversity in all disciplines and employee groups will increase the creativity, quality, and relevance of our services. The Nansen Center must be able to offer a working environment where everyone meets with respect regardless of gender, ethnicity, religion, outlook on life, age, functional ability, or sexual orientation.

The Nansen Center conducts annual surveys of the working environment through employee surveys and other employee follow-up. This is how the risk of discrimination and obstacles to equality are examined. Furthermore, the state of gender equality has been mapped specifically. Based on the risk areas that we find at the Center, efforts have been made to find causes and suitable measures. We also take care of the obligations to prevent harassment, including sexual harassment and gender-based violence through the establishment of necessary routines, roles, and information. 

We want to promote equality and diversity on all levels of our business.

1) We work actively, purposefully, and systematically to promote equality, inclusion, and diversity, and prevent discrimination, stereotyping, harassment, sexual harassment, and gender-based violence in all our areas of work.

  • Equality and non-discrimination work is rooted in the company's various strategies, tools, and guidelines.
  • The leader group shall review the status of the work with equality and non-discrimination and assess the need for new or changed measures at least twice a year.
  • Research leaders and administrative leaders shall make an annual assessment of needs and challenges related to equality and discrimination and describe implemented measures in the areas mentioned in policy and action plans. Results of the work and further plans shall be reported in connection with annual reporting.

2) We must have knowledge, awareness, and competence about equality and the risk of discrimination in all areas we work with.

  • We collect statistics, research, and experiences related to all our areas of work, and to have a basis for assessing differences and challenges related to gender, ethnicity, religion, age, pregnancy, disability, sexual orientation, gender identity, and combinations of these.
  • We will provide the necessary training in equality and non-discrimination work to increase awareness of how our perceptions and decisions are affected.
  • Equality, discrimination, and stereotyping shall be topics at section meetings and general meetings 

3) We shall emphasize and incorporate equality considerations in the planning and implementation of projects.

  • Questions and assessments of equality and discrimination are included in our work processes and agreements.
  • We make assessments of the consequences for equality and the risk of discrimination in studies.

4) Cases of discrimination and harassment are detected and handled.

  • Discrimination and harassment are included in our deviation reporting system.

5) Particularly on equality and gender balance

The Nansen Center's special goal is to strengthen the recruitment of female researchers, in order to achieve an increase in the proportion of female researchers to 40%. The measures are described in more detail in a separate  gender equality plan, which has the following points of action:

  • Recruitment measures aimed at educational institutions
  • Measures related to the recruitment process
  • Increased visibility of women in research
  • Parental leave/family measures
  • Participation in networks, councils, and committees
  • Development/training measures for key roles and at management level
  • Allocation of funds for early career sceientists

In addition, a resource allocation will be made for the implementation and follow-up of the measures.

Gendered data for the job categories have been prepared in a separate document, and to the extent and form we can provide such information, and at the same time safeguard the privacy rules. For groups of employees comprising less than five people, information will be provided in descriptive form.