NordForsk Gender Equality Policy
With the vision that the Nordic Region will become the most knowledge-driven, sustainable, and integrated region in the world by 2030, NordForsk facilitates Nordic research cooperation and funds excellent research providing impact and Nordic added value.
Research benefits from diverse participation. Diversity of perspectives, approaches, and skills fosters novel ideas and solutions and increases the quality, relevance and impact of research and innovation. NordForsk promotes non-discrimination, gender equality and inclusion in Nordic research and research collaboration. NordForsk also supports the integration of a gender dimension into research content, as sex and gender analysis enhance both the societal relevance and the quality of research.
NordForsk will contribute to a research system with equal treatment regardless of gender or other personal characteristics or identities. Gender awareness and non-discrimination should be reflected in our competitive funding processes, in external communication activities as well as in organisational matters. NordForsk will demonstrate good research funding conduct and support the principle that the scientific review of applications should be impartial, objective and emphasize the quality of the research.
NordForsk promotes gender equality in research through:
- considering gender perspectives when designing new initiatives and calls,
- using neutral or gender-sensitive language in call texts and communication activities,
- requiring research institutions to have a Gender Equality Plan before signing a contract with NordForsk,
- encouraging gender balance within research teams,
- requiring applicants to consider and describe whether and how a gender dimension is integrated into the proposed research, where both social and biological aspects of gender and gender identity are included in the research designs and analyses,
- employing adequate competence in the peer review process to assess the integration of a gender dimension in research content when relevant,
- having balanced representation among call committee chairpersons, in expert/advisory groups, and as far as possible in peer review panels,
- monitoring gendered submission rates and success rates,
- limiting potential bias in the in the peer review process by ensuring formalised processes and by raising awareness on gender equality and non-discrimination during briefings of experts,
- increase our internal competence to identify and address discrimination and bias relating to gender and other factors.