Gender Equality Plan

The university undertakes an active responsibility to contribute to an inclusive society in which gender equality constitutes a fundamental principle. Gender equality and gender mainstreaming are not only self-evident elements; they are decisive quality aspects in our ambition to be a higher education institution with profile and socially relevant educational programmes and research with a clear link to Agenda 2030. To enable real change, a clear position and active commitment from the university are required. We work to ensure equal conditions in study choices, employment, career paths, and access to research funding, and we work systematically to realise this.

Our commitment is based on three processes: vision, goals and strategies; quality assurance work for educational programmes and research; and systematic work environment management. This structure enables systematic work on gender equality issues. With the support of current legislation and policy objectives, gender equality is addressed, particularly within the framework of Agenda 2030 (Goal 5). In addition, we develop specific tools, such as the in-house method genushållplats, to highlight gender equality issues in everyday work.

The university is certified with the HR Excellence in Research Award, a quality label from the European Commission. The certification ensures fair and transparent processes and drives us to continuously improve the working environment for our researchers. Gender equality and equal conditions are as self-evident as the requirement for quality.

Gender equality and diversity form the basis for both recruitment and admission to doctoral education programme. The university applies zero tolerance for discrimination and sexual harassment and works in accordance with clear guidelines to prevent discrimination and sexual harassment.

Students play a key role in the process of change. By treating them with respect and equal assessment regardless of gender, we strive to create a future free from discrimination. The university shall be a place where students are given the opportunity to develop and to discuss and problematise issues of gender and gender equality, in order to contribute to a sustainable and gender-equal society within their future professions.

We have high ambitions—these constitute a driving force for continued development. Work on gender equality is a long-term endeavour that shall be measured, evaluated, and followed up to ensure continuous improvement. We are not satisfied with current conditions but strive to achieve lasting change.

Through our work to increase gender equality, we ensure that the University of Borås is accessible to everyone, regardless of gender.

Legislation on work environment

The Work Environment Act (1977:1160) aims to ensure that all employees in Sweden have a good working environment that prevents ill health and accidents. The objective is to improve the work environment from a holistic perspective. The Work Environment Act also includes organisational and social work environment factors such as workload, influence, treatment, and work climate.

At the University of Borås, work environment legislation constitutes a central part of the overall work on gender equality and equal conditions, where gender equality is seen as an integrated aspect of a sustainable and inclusive work and study environment.

Other legislation on gender equality relating to higher education institutions

The Higher Education Act stipulates that gender equality between women and men must always be observed and promoted in the activities of higher education institutions (Chapter 1, Section 5). The Higher Education Ordinance (1993:100) regulates the procedure for employment and requires that when a group is to submit proposals of applicants who should be considered for employment as teachers or professors, women and men shall be equally represented in the group or among the experts unless there are special reasons to the contrary.

The Discrimination Act (2008:567) contains provisions stating that higher education institutions, within the framework of their activities as both employers and education providers, must carry out work to actively promote equal rights and opportunities for all individuals regardless of gender, gender identity or expression, ethnicity, social, cultural or religious background, disability, sexual orientation, or age. The university also conducts an annual pay survey.

The pay survey aims to map and analyse pay differences between women and men in order to identify, address, and prevent unjustified pay differences. Together with work environment legislation, this means that employers must consider both work environment risks and unequal conditions in their preventive work.

Sweden’s gender equality policy sub-goals

Gender equality between women and men is a fundamental norm and a political objective in Sweden. The overall objective of gender equality policy is that women and men shall have the same power to shape society and their own lives.

Sweden’s gender equality policy sub-goals entail that there shall be an equal distribution of power and influence between women and men, economic equality, equal education, an equal distribution of unpaid household and care work, and equal health. One objective concerns violence, with the aim that men’s violence against women shall cease. Another objective is aimed at honour-related violence and oppression, which shall also cease.

Gender equality and gender mainstreaming at the University of Borås
The University of Borås conducts systematic and strategic work on gender mainstreaming in accordance with the Government’s assignment to Swedish higher education institutions and the requirements within the EU framework programme Horizon Europe. The work aims to contribute to the national gender equality policy sub-goals and to long-term structural change within higher education and research.

Between 2016–2025, Sweden’s universities and higher education institutions worked actively with gender mainstreaming in order for their activities to contribute to achieving the national gender equality policy goals. The University of Borås produced an institution-specific report on gender mainstreaming for 2023–2025 (692–22), in which two focus areas were particularly identified: gendered study choices and equal opportunities for career paths. All higher education institutions reported the period 2023–2025 at the end of 2025.

The University of Borås aims to create conditions for active work on gender equality throughout the organisation and has therefore chosen to implement gender equality issues in the ordinary decision-making and organisational structure. This means that gender equality is addressed within three processes:

• Vision, goals and strategies
• Quality assurance work for educational programmes and research
• Systematic work environment management

The intention is to create conditions for the organisation to work constructively and in a structured way with gender equality issues and to have good conditions for following up completed work.

Vision, goals and strategies

The University of Borås is a higher education institution with successful educational and research environments that are united under the vision “Together, we take responsibility for the future. Through continually developing distinctive education and research, we make a difference.”. The university’s vision, goals and strategies are based on the fundamental values of the state and through the signing of the Magna Charta Universitatum.

The university’s goals for the period 2026–2030 are:

• The attractive university
• Distinctiveness and societal relevance

The university’s strategies for achieving the goals for the period 2026–2030 are:

• Together and collaboratively
• A vibrant campus
• Excellent environments

The organisation develops operational plans based on the vision, goals and strategies and translates them into activities. Follow-up is carried out in the annual report and in operational dialogues.

The university works on the basis of the following document:

• Goals and strategies for the University of Borås 2026–2030 (416–25). Decision by the Governing Board of the University of Borås.

Quality assurance work

As part of the quality assurance work, all educational programmes and research at the University of Borås are reviewed within a six-year cycle. The aim is for the university’s educational and research activities to be continuously developed through systematic quality assurance work.

The university’s supervisory authority, the Swedish Higher Education Authority, reviews the university’s systematic approach to gender equality in the conditions for research.

The university also demonstrates its ambition to create good conditions for research by being affiliated with the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers – HRS4R, where gender equality and equal conditions are an integral part.

The university works on the basis of the following documents:

• Procedures for the establishment of main fields of study and new educational programmes at Bachelor's level and Master's level at the University of Borås (841–21). Decision by the Vice-Chancellor.
• Procedures for the development and evaluation of educational programmes at the University of Borås (952–22). Decision by the Vice-Chancellor.
• Procedures for the evaluation and development of research at the University of Borås (960–23). Decision by the Vice-Chancellor.
• Evaluation cycle for local evaluations of educational programmes at the University of Borås 2023–2029 (951–22). Decision by the Vice-Chancellor.
• Evaluation cycle for local evaluation of research at the University of Borås 2026–2031 (295–25). Decision by the Vice-Chancellor.
• Assessment criteria for the evaluation of research at the University of Borås (316–24). Decision by the university boards.

Systematic work environment management

The University of Borås conducts active and systematic work environment management in accordance with current work environment legislation, with a focus on continuous improvement and a good, safe, and inclusive work environment for all employees. The university’s responsibility for the work environment also includes the students’ study environment. Work environment management is a natural and integrated part of daily activities and shall be conducted proactively to prevent ill health, risks, and accidents, as well as to promote health, gender equality, and equal conditions. When changes occur in the organisation, the impact on the work environment must always be assessed and measures taken if necessary. The work is followed up regularly through mapping, analyses, safety inspections, as well as employee and student surveys, including annual pay surveys.

As an employer, the university has primary responsibility for the work environment and is represented by managers. Before work environment tasks are delegated to a manager, it is ensured that the person has the knowledge, authority, and resources to carry out the assigned tasks. Safety representatives represent employees and students.

All employees and students are expected to participate in work environment management and contribute to a positive work and study climate. All employees shall be treated with respect and dignity. The university has zero tolerance for victimisation, harassment, sexual harassment, and discrimination.

The university’s current work environment policy came into force on 1 January 2026. The policy is reviewed every three years or when necessary to meet the organisation’s needs and current legal requirements. The university-wide work environment goals aim to create a safe, inclusive, and healthy work environment for all employees and students, where work environment management is integrated into daily activities and conducted proactively to prevent ill health, risks, and accidents.

The employment regulations aim to support an equal gender distribution between women and men. Rules for recruitment and promotion stipulate that gender equality aspects must be taken into account in employment and promotion matters. Each preparatory body and decision-making body must work towards a more equal gender distribution at the university. This also applies to education at doctoral level and employment of doctoral students.

The university works on the basis of the following documents:

• Work Environment Policy for the University of Borås (449–25). Decision by the Governing Board of the University of Borås.
• Work Environment Goals 2026–2028 (447–25). Decision by the Vice-Chancellor.
• Employment regulations (333–24). Decision by the Governing Board of the University of Borås.
• Rules for recruitment and promotion of teaching staff (027–25). Decision by the Vice-Chancellor.
• Admission regulations for access to education at doctoral level (130–25). Decision by the Governing Board of the University of Borås.

Integration into decision-making processes

The university ensures through procedures that gender equality aspects are systematically integrated into supporting documentation and decisions

Overall responsibility for implementation rests with the university’s management, while operational responsibility is distributed between the Faculties and the administration. Work on gender equality is coordinated within existing management and quality structures and is linked to operational planning and follow-up.

The University of Borås has chosen to place responsibility for gender equality and gender mainstreaming close to the relevant units and is based on decentralised leadership. This means that each manager within educational programmes, research, and Professional Services is responsible for meeting the requirements regarding gender equality, for employees and students. The work is linked to systematic work environment management based on Sweden’s work environment legislation, and the work environment management is conducted at both central and local levels. In the work of producing the plan, the university has engaged staff with expertise in gender equality. The Human Resources Office is responsible for a supportive role for managers in handling gender-related issues and also offers training for managers and other decision-makers. The university’s Legal Expert provides legal support to the organisation.

Coordination, support, and expertise

• Human Resources – HR Specialists (20%)
• Vice-Chancellor’s Executive Office – Administrative Officer (20%)
• Research and Innovation – project coordinator (10%)

Work on data collection and follow-up of gender equality is generally based on both quantitative and qualitative monitoring of indicators (key figures) linked to employment/recruitment, promotion, salary structure, sick leave, work environment and working conditions, research strategies, and gendered study choices.

Each year, the University of Borås reports in its annual report its results based on the information set out in the authority’s instructions, in this case the Higher Education Act (1992:1434) as well as the goals and requirements specified by the Government in appropriation directions or through other decisions. Individual-based statistics included in the report shall be disaggregated by gender unless there are special reasons against this. The collected statistics concern both employees and students.

The Student Barometer is conducted annually and constitutes the basis for the indicator relating to students’ satisfaction with educational programmes and the higher education institution. The survey includes a question on the experience of discrimination.

The Doctoral Student Barometer is conducted every two years and is part of the ongoing follow-up carried out within the framework of the university’s quality system for educational programmes. Questions are included on whether doctoral students feel unequally treated and whether the conditions for women and men are perceived as equal.

The employee survey is conducted every two years and aims to follow up the university’s work environment, partly as part of systematic work environment management and partly to evaluate the organisation and identify areas for development. Each unit is responsible for designing an action plan based on its results. The employee survey includes questions on equal conditions, including gender equality.

The university’s management is responsible for ensuring that relevant indicators and key figures are presented and discussed in various forums depending on the subject area. Presentation and/or discussion may take place in the Governing Board of the University of Borås, operational dialogues, the Vice-Chancellor’s management and quality council, management seminars, and others.

The university offers several different training alternatives in gender equality and equal conditions, both internally and through external providers. Within the Human Resources Office’s management programme, there are elements that address discrimination legislation and the grounds for discrimination, as well as management seminars that address relevant perspectives. Work environment training addresses issues of victimisation, and the university also uses nano-learning to broadly increase knowledge and competence in work environment matters among employees. There are digital training courses aimed specifically at managers and safety representatives, as well as a digital platform for managers with various types of training initiatives. In addition, courses are offered in areas such as victimisation, bullying, and bystander intervention, with target groups including both managers and work groups. The university’s various units also actively work with gender equality and equal conditions through information and training, for example in connection with planning days. This type of knowledge is also integrated into the introduction for new employees.

Courses in gender mainstreaming are also offered at national and regional level to strengthen knowledge and competence among managers and employees with specific responsibility for gender equality issues. The Association of Swedish Higher Education Institutions (SUHF) offers leadership programmes for academic leaders in which issues of equality and gender equality are included.

The University of Borås holds the HR Excellence in Research award, which means that the university has been evaluated and approved by the European Commission for its implementation of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. The university is in a first renewal phase of the certification, where the application must be submitted no later than 17 November 2026. Before a decision on renewal is made, a site visit by the European Commission will take place, the purpose of which is to verify how the university implements the European Charter for Researchers in practice. Among the general principles and requirements applicable to researchers, non-discrimination and representative gender distribution at all levels, including at supervisory and management levels, are mentioned. Based on the provision on working conditions in the Charter, the university should create conditions that enable both female and male researchers to combine family and work, children and careers. Flexible working hours, part-time work, remote work, and leave of absence should be particularly emphasised.

  The university has established procedures to prevent/manage harassment, sexual harassment, and reprisals that concern both employees and students. The university follows the Swedish Work Environment Authority’s regulations and general advice (AFS 2023:2) on continuously working with the organisational and social work environment to prevent harassment, sexual harassment, and reprisals for both employees and students.