Even in countries that have put considerable effort in gender equality in the last decades statistics still show that there are disproportional ratios of women and men at managing positions. The same is true when it comes to gender based salary inequality. For this reason, KTH, following the European and Swedish equality policy objectives, established the Plan for Gender Mainstreaming of KTH (JIKTH) (avialable
here
), and is highly committed to follow undergoes gender mainstreaming within six aspects as depicted in the followingchart:
Economic equality: equal pay for equal work and a balanced distribution of resources between genders.
Equal education: the same opportunities and the same rights to personal development regardless of gender.
Equal distribution of power and influence: gender balance in decision-making bodies at KTH.
Equal health: gender equal conditions regarding health at work and health care.
End of violence: end of harassment in any form.
Equal distribution of unpaid home and care work: gender balance between in taking responsibility for our homes, families, and work.
What are the problems at KTH that require urgent attention?
KTH has also identified four main problematic areas that will become the focus of gender balance work in the near future:
Gender inequality in terms of salary, career path, and power;
Cultural exclusion where usually minorities excluded by majorities.
Deficiencies in knowledge among the employees about gender equality, diversity and equal opportunities (JML);
Insufficient organisation of the JML work, its coordination throughout KTH, and collaboration with other research or business units on this matter.
The following chart summarizes the KTH’s prioritised goals to overcome these above problems
At MSE we are well aware that the situation regarding equality and diversity can be improved.
It is also exemplified in the 2019 KTH Doctoral Student Survey provided by the PhD Chapter Board (link
here
) which has analyzed the overall doctoral study experience.
