"We didn't know where to start. It was the absolutely right decision to involve you. The quality, facilitation, follow-up, engagement, and asking the right questions were things we couldn't have achieved on our own." - Head of Institute, ECE, Aarhus University, Mikael Bergholz Knudsen
CHALLENGE
The Department of Electrical and Computer Engineering at Aarhus University faced a challenge with low gender diversity within the department and encountered difficulties in retaining and recruiting female faculty members. They sought to gain more insights into the challenge and develop concrete measures to create a more inclusive environment.
Like many other STEM research environments, the department experienced a decline in the representation of women throughout the research pipeline, particularly at the Ph.D. level.
The primary challenge revolved around how to attract and retain female researchers. Additionally, the department aimed to establish a more inclusive and secure working environment for all employees.
The department recognized that addressing this challenge required comprehensive change, and they were prepared to work towards a cultural shift across the entire institute.
APPROACH
The project's key approach is the co-creation of knowledge, strategy, and solutions. This means that both students and staff have been involved throughout the entire process. They have contributed knowledge, developed strategies, created new procedures, and designed training to establish a safe space for everyone, where discrimination and inappropriate behavior are taken seriously.
"The training sessions have been highly engaging, providing us with a greater sense of ownership in the inclusive work we carry out in the department"
- Participant in training and development program
All aspects of this collaboration have involved various stakeholders with different perspectives on the challenge.
Involving diverse stakeholders is crucial for viewing challenges and potentials from different angles. It provides a more accurate understanding of the problem and increases the resilience of the solutions. Additionally, it is advantageous for creating ownership widely within the organization. This ensures that employees are motivated to continue the work on inclusion.
"The institute has truly managed to do comprehensive work that has significant potential to change the culture. Their open approach and willingness to engage have had a decisive impact." - Development Consultant, ReSearch Humanity, Karoline Barkvoll Holstad
RESULTS
In collaboration with the Department of Electrical and Computer Engineering at Aarhus University, we have created a fundamental understanding of the challenges women may face in their study and work environment. We have provided the department with tools to improve their working environment and involved them in the development, enabling them to take ownership of the inclusion work. It has become easier, more transparent, and safe to discuss challenges and inappropriate behavior.
"Cultural change is truly complex - even though we all want it. However, the fact that we have now taken some small and very concrete actions gives us a good starting point to continue the work, so we can achieve a more inclusive culture"
- Participant in training and development program
The Department of Electrical and Computer Engineering at Aarhus University has made significant progress in the work on inclusion and gender equality. The key results so far include:
A new reporting procedure developed by the employees themselves with a focus on safety and early reporting.
Comprehensive knowledge about inclusion challenges for the department.
Development of concrete change initiatives and an action plan for further work.
An environment attentive to excluding structures and habits.
Understanding of an inclusive work culture among staff.
Creating an inclusive culture and structure is an ongoing process that does not end with this initiative. The department hires new staff and discovers new challenges. They now have the tools to address these challenges themselves, and we are ready with more knowledge to assist them in facilitation. The department is looking at task assignments for employees, exploring new forms of collaboration among researchers, and reevaluating recruitment methods for fairness and advantage.
At ReSearch Humanity, we create long-term change. We can assist with analysis, development, and ensuring that all staff or volunteers take ownership of the work to solve the problem. We help with challenges related to inclusion, as well as other complex issues.
If you are facing a challenge or change that requires the involvement of the entire team, reach out, and let's explore whether we are the right collaborative partner for you.