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Provost´s office

Gender policy for faculty

At BI, we engage with society to co-create an international, digital, and sustainable future. We fulfill our mission by pursuing academic excellence and shaping future careers and businesses, through internationally acclaimed research, high quality education and close interaction with business and society. Therefore, hiring, keeping and facilitating the career development of BI’s faculty is of great importance to be able to maintain and further increase the high academic standard.

Strategic efforts to promote diversity and gender equality and prevent discrimination are important. Gender equality must be an integrated part of BI’s core activities, i.e. research, teaching and dissemination. At BI, we work to achieve gender equality at all levels of the organization. This entails, among other things, having specific measures in place that can contribute to a better gender balance.

The responsibility for ensuring equality and diversity is primarily the responsibility of the top management, but also shared with the Head of Departments in their responsibilities on faculty management. The success to recruitment in line with the gender and diversity policy is monitored and reported on annually. This policy is in line with the UN sustainability goal # 5 Achieve gender equality and empower all women and girls.

At BI, all employees have the same rights, duties and opportunities irrespective of gender, age and national or ethnic background, disability, religion or sexual orientation. BI recognizes all gender identities which may be non-binary, fluid, or agender. This gender policy, however, is the operationalisation of BI’s strategy on diversity and is therefore specifically targeted to remove inequalities between female and male faculty in departments where one gender is underrepresented.

The main objective of BI’s gender policy for faculty is:

  • To promote an organizational culture that ensures a fair and inclusive working environment for all.
  • To actively secure equal gender distribution in top positions.
  • Work to prevent discrimination, both direct and indirect.
  • Active recruitment for academic positions where gender distribution and imbalance is addressed, especially in areas where one gender is underrepresented.
     

Measures to achieve diversity and gender equality