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The JML work at the ITM School

The work with gender equality, diversity and equal conditions (JML) differs between the schools at KTH. At the ITM School, there is both a group at management level that works with strategic issues and a group consisting of local representatives.

Report discrimination
KTH's mission within JML

KTH has a set of values based on democracy, the equal value of persons, human freedoms and rights, and a free and open discussion. Equality between women and men, and distancing oneself from all forms of discrimination are both a quality issue and an obvious part of KTH's values. Gender equality and diversity among employees and students is also an important resource for KTH.

KTH's mission within gender equality, diversity and equal conditions

KTH has two main assignments regarding gender equality, diversity and equal conditions at the university. The first is the assignment based on the Discrimination Act and the seven grounds of discrimination. The second assignment is Gender Equality Integration, where universities and colleges must develop a plan for how the higher education institution intends to develop the work with gender equality integration.

KTH's mission within JML (Swedish)

ITM School organisation and activities

We work on three levels to meet the assignments

  1. There are seven grounds for discrimination. If you experience something that should be reported, contact your nearest manager or HR manager at the ITM school.
  2. A conscious leadership is needed to make a change. ITM's Management team works strategically to implement gender equality, diversity and equal conditions in various processes.
  3. In addition, there is a need for increased awareness of the issues among all employees. Local JML groups initiate activities such as workshops, training and inclusive coffee to complement the leaders' strategic work.

Management JML Group – "The small JML Group"

At the ITM School, the entire management team participates in the JML work so that it can be integrated into many different parts. The focus right now is on recruitment and career paths, but salary statistics, meeting culture and norm understanding are also on the agenda. We call that group the "The small JML Group".

Organisation chart JML at ITM
The ITM school's organisation within JML: JMLA is responsible for reporting, discussions and decisions. JML Partner supports JMLA. The small JML group consists of Heads of Departments, Head of ITM School's Office and GA. The large JML group consists of one or more employees from each department (EGI, IPU, INDEK, LES, MMK, MSE and university administration)

Contact "The small JML Group" at ITM 

Pär Jönsson
Pär Jönsson JMLA
Annika Lilja
Annika Lilja JML Partner
Martin Edin Grimheden
Martin Edin Grimheden JML Partner, Head of the Department of Engineering Design
Anna Jerbrant
Anna Jerbrant Deputy Head of School
Jenni Hollbrink
Jenni Hollbrink Acting Head of ITM School's Office
Björn Laumert
Björn Laumert Head of the Department of Energy Technology
Magnus Wiktorsson
Magnus Wiktorsson Head of the Department of Production Engineering
Cali Nuur
Cali Nuur Head of the Department of Industrial economics and management
Arnold Pears
Arnold Pears Head of the Department of Learning in Engineering Science
Joakim Odqvist
Joakim Odqvist Head of the Department of Materials Science and Engineering

JML groups at the departments of ITM – "The large JML group"

At each department and within the operational support, there is a local group that works with JML issues. They meet in small groups and gather at regular intervals in what we call "The large JML group". The local representatives act as links between the management's JML group and individuals at the departments and in business support.

JMLA convenes meetings of the Large JML group and receives support from JML partner Annika Lilja .

Energy Technology

On the agenda:

  • Interviews with the faculty about experiences of inequality and exclusion.
  • Statistics on students and staff to identify career paths and problems.

Group members: Mahrokh Samavati

Production Engineering

On the agenda:

  • Major focus on the move from the Södertälje campus, including risk assessments.
  • Department day and study visits to strengthen togetherness and inclusion.
  • JML as a re-occuring agenda item at department meetings.

Group members: Ove Bayard , Eleonora Boffa , Ola Fransson

INDEK

On the agenda: 

  • Organise the JML work at the department
  • Relation between PhD and supervisor
  • Transparent information

Group members: Mana Farshid , Emily Christley

Learning

On the agenda:

  • Actively working on the pulse results, which is paying off.
  • Seminars on JML issues for doctoral students.
  • Taking care of the psychosocial aspects of the move.
  • Running JML issues together with Stockholm Trio.

Group members: Anna-Karin Högfeldt ,   Kamilla Andersson  

The PhD chapter

  • Onboarding activities for new doctoral students.
  • Networking with monthly seminars, including on inclusive language.

Members: Mohammad Abuasbeh

Why should we work with these questions?

Even in countries that have made great efforts in the field of gender equality in recent decades, statistics show that there are still disproportionate relations between women and men in senior positions. The same applies to the gender-based pay gap.

A matter of quality

There are many arguments for striving for greater equality and inclusion. In addition to meeting anti-discrimination legislation, it is a quality issue. If we exclude a large part of the population due to prejudice when we are recruiting a new employee, we risk missing important competence.

Unfair and abusive treatment is an ongoing issue in academia

Here are some examples (cases) of unfair treatment that employees at universities have testified to.

Examples of unequal treatment and exclusion