Gender equity, diversity and inclusion
We want to be a faculty that provides equal opportunities for all and where all talents come into play.
Codex for gender equity, diversity and inclusion at Health
Rethinking how we do things and thinking big characterises our approach to the world. Doing so requires a multitude of perspectives.
We therefore share the following goals for equity, diversity and inclusion.
- promote a culture that is inclusive and respectful of all employees and students regardless of sex, gender identity, age, ethnicity, disability, sexual orientation, area of expertise or socio-economic status.
- work to ensure that the values of gender equity, diversity and inclusion become equally important as the freedom of research, freedom of expression and openness.
- safeguard free dialogue and respect for different points of view.
- work to ensure the individual's ability to realise their full potential.
- be a faculty that inspires bold ideas and free thinking.
Committee for Gender Equity at Health
Health has set up a committee to promote initiatives that contribute to gender equity.
The twelve members of the committee represent students, the academic staff and the technical/administrative staff.
The Committee for Gender Equity at Health will contribute to making Health a leading faculty in the field of gender equity and will achieve this via a long-term cultural and organisational development initiative based on local context, specific initiatives, anchoring and follow-up on initiatives embedded in structures and processes, as well as stakeholder involvement.
The committee meets at least four times a year.
Consultancy panel for gender equity
The Committee for Gender Equity at Health has appointed a consultancy panel to provided different perspectives on the implementation of gender equity at Health based on practical and theoretical experience from the world of academia and society as a whole.
The panel will be composed of up to ten members who possess knowledge of gender equity and who have relevant national and international contacts and networks.
The members can be internal as well as external professionals from various disciplines other than health sciences.
Read more: New advisory board challenges Health on gender equality"
| Title | Place of employment | |
| Camilla Sommer Thomsen | Consultant | Genitor |
| Christiane Vejlø | Director | Elektronista Media |
| Hatice Tankisi | Professor | Aarhus Universitetshospital |
| Henriette Laursen | CEO | Kvinfo |
| Jens Hjorth | Professor | Niels Bohr Instituttet, Københavns Universitet |
| Louise Mennen | Consultant and Director | Mennen Training & Consultancy, Holland |
| Salah Elias | Associate Professor | South Hampton University |
Inclusive and gender-neutral language
Systematic career conversations
Clear career paths to research positions
The Department of Clinical Medicine has made a special effort to clarify career paths for young researchers.
Read more about career paths at the Department of Clinical Medicine
Inclusion audits
We conduct inclusion surveys to determine if the heads of departments at Health have blind spots regarding the conditions of scientific staff members.
An inclusion survey at Health consists of three parts:
- Statistical Data on the composition of the department's scientific staff, including distribution parameters such as gender, age, nationality, and job category.
- Questionnaire about 2-3 comparable permanent scientific staff members. The questions cover topics such as allocation of resources, physical conditions, administrative support, and tasks.
- Interview with the Head of Department that elaborates on the department's practices based on data and the questionnaire.
Based on the survey, a brief report is prepared with points of attention and recommendations for the head of the department, who may choose to share all or parts of the report with the rest of the department's leadership.
Once all departments have undergone the inclusion survey, experiences and points of attention across departments are discussed in the faculty leadership.
Better gender balance in expert lists
If journalists need a source with deep and up-to-date knowledge, Aarhus University's expert lists are available for assistance.
The university provides both a general expert list list as well as expert lists specific to each faculty, such as Health.
At Health, we make a special effort to ensure a better gender balance in the expert lists.
Portrait articles on work/life balance
A series of articles focusing on the challenges faced by particularly younger researchers in balancing career and family life:
Jörg Krieger: “I live 50 metres from my office. That’s a huge life hack.”
Louise Hauge Matzen: “My mentor has really cleared some paths for me”
Christian Kanstrup Holm: “Foundations like the beaten path. But I have prioritised a different one”
Troels Græsholt-Knudsen: "I used the university's psychological counselling service during my PhD"
Betina Elfving: "It’d probably have been easier if my husband had an 8-16 job."
Kasper Hansen: “It’s usually sleep that I cut down on”
Brita Singers Sørensen: "I’m allowed to say no. Even if I’ve already said yes"
Anne Birkeholm Jensen: “I should have said yes to that stay in Kenya, but I don’t have any regrets.”
Marina Romero-Ramos: "This is the profession I chose. I love research"
Martin Langeskov Christensen: "The postdoc position was almost my last chance"
