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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.

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, Admin Manager and GA. The large JML group consists of one or more employees from each department (EGI, IPU, INDEK, LES, MMK, MSE and operational support).
Contacts Phocus within JML


JML partner at ITM



Analysis of salary statistics

Collect cases as a basis for discussion

Roles and career paths
Workshops and training
Inclusive meetings

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:

  • Staff activities with a focus on meeting culture and norm understanding.
  • Activities to discuss cultural understanding.
  • Activities organised by the "Well-being group" that will promote the JML work.
  • Workshops on rules and work culture.
  • Activities that encourage development in the Swedish language for foreign-born.

Group members: Ove Bayard , Eleonora Boffa , Ola Fransson

Engineering Design

On the agenda:

  • Courses and workshops on gender equality, diversity and equal condistions for employees.
  • Group activities such as fika and all-employee meetings.
  • Course in inclusive teaching for all teachers.
  • Be involved in projects such as the development of a new masters programme and premises changes.

Group members: Fredrik Asplund , Hanna Bernemyr , Anna Hedlund Åström


On the agenda: 

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

Group members: Mana Farshid , Emily Christley

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