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.
ITM School organisation and activities
We work on three levels to meet the assignments
- 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.
- 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.
- 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".
|Phocus within JML
JMLA at ITM
JML partner at ITM
Analysis of salary statistics
Collect cases as a basis for discussion
|Roles and career paths
|Workshops and training
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 .
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.