2026

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The research system

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Ground-breaking research

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Sámi society and culture

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Democracy and global development

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Land-based food, the environment and bioresources

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Energy and transport

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Enabling technologies

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Innovation

LTP Climate, environment and environmentally friendly energy

Climate and loss of natural diversity

Internationalization

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Renewal in the public sector

Velferdstjenester

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LTP Climate

Strengthened competitiveness and innovation capacity

LPT Health

 An innovative business community

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LTP2 Utvikle fagmiljøer av fremragende kvalitet

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Forsidebilde optimalisert

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Muliggjørende teknologier bakgrunn

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Forsidebilde

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About Prosjektbanken

Kunnskapsdepartementet

Matematikk og naturvitenskap

Vestland

LTP3 Høy kvalitet og tilgjengelighet

LTP3 Fagmiljøer og talenter

UoH-sektor

Portefølje Forskningssystemet

Tilskudd

Koordinerings- og støtteaktivitet

FNs Bærekraftsmål

Women are still underrepresented in academic leadership positions in Norwegian research. In the subject-specific fields of mathematics and natural sciences, and technology, the proportion of female professors at universities and colleges was estimated at 28 percent (mathematics and natural sciences) and 19 percent (technology) in 2022. The gender distribution in leadership positions in the fields of mathematics and natural sciences in particular, at the Faculty of Technology, Environment and Society (FTMS) at Western Norway University of Applied Sciences, is unbalanced compared to national statistics (14 percent women in natural- /computer sciences and electrical engineering, and 18 percent in natural sciences). To address this issue, the faculty (FTMS) received support from the Research Council's BALANSE+ program to systematically work on leadership and organizational development, for cultural change, and to lead to a long-term and sustained increase in the proportion of women with top competence in FTMS's five departments.
The objectives of the project have been to 1) map and analyze the five FTMS institutes to identify each unit's specific challenges related to recruitment and hiring within doctoral education/permanent positions and opportunities/schemes for promotion, 2) increase competence at the management level in research leadership, where gender balance will be a recurring focus theme, 3) hold leaders accountable to actively implement knowledge further into the organization, and 4) individual measures aimed at women in focus groups.
Results from the mapping showed that 38 percent of the academic staff with top competence at FTMS are women. Behind this average, there are significant differences. In mechanical and marine engineering education, there are no female professors, while in mathematics and computer science, the proportion is only 14 percent. In other environments, such as maritime safety and business school, however, there is approximately gender balance. Another finding was that transitions in careers are critical. In some departments, the proportion of women is high among associate professors (for example, 54 and 72 percent), but lower at the professor level (27 and 36 percent). In the fields of mathematics, electrical, and computer science, the gender imbalance is evident already at the doctoral level, resulting in few women to recruit further up.
Figures from applications for promotion to professor (2019–2023) show that both women and men succeed to a similar extent: 83 percent of female applicants and 89 percent of male applicants had their applications granted. 
When it comes to leadership and influence, women are the least represented in important decision-making bodies at the faculty. Only 13–17 percent sit on program committees for doctoral programs, and one third in the research and innovation committee. Of around 40 research groups, only eight are led by women. Conversely, most men (62 percent) are program leaders for the approximately 45 study programs offered at the faculty.
As part of competence development and leadership development in FTMS, there has been a focus on increased awareness of the issues, the importance of leadership anchoring to create lasting change, and learning about effective measures and resistance through experience sharing from the gender balance work of other institutions during two leadership gatherings. Leaders have also been responsible for integrating the work at their institutes and ensuring user participation by developing further measures to be formalized in institute-specific action plans for gender balance, diversity, and inclusion, at a third leadership gathering in the fall of 2025.
The project has also already set gender balance more clearly on the agenda at HVL, through news stories and presentations at the HVL leadership summit. Other results from the project so far includes a slight increase in the proportion of women at the top level at three out of five departments, while two departments show a slight reduction. The next step will be to establish mentoring programs, tailored to the specific challenges each department faces, to support women on their way to top positions. 
The project clearly indicates that there is no one-size-fits-all solution. The imbalance varies among academic environments, and measures must be adapted accordingly. However, with systematic work, anchored in leadership, the goal is to create lasting change – and to open the doors for more women at the top in academia.

Innen 1. januar 2024 skal Fakultet for ingeniør- og naturvitskap og Fakultet for økonomi og samfunnsvitskap ha fusjonert til ett fakultet ved HVL. Det Nye Fakultetet vil samlet ha over 420 ansatte og 5300 studenter, fordelt på mangfoldige bachelor-, master- og 2.5 phd-program. Sammenslåingen medfører store endring i fakultetsstruktur, inklusiv sammenslåing av flere institutter/sentre på tvers av fire campus, og nytilsettinger i alle lederfunksjoner (nivå 3 og 4). Kjønnsfordelingen innen toppstillinger er spesielt ubalansert innen fagområdene matematikk/naturvitskap og teknologi, som utgjør >70% av den faglige stab i Det Nye Fakultetet. Mannlige professorer utgjør 100% av toppstillingene innen maskin- og marinfag, de utgjør 87% av toppstillingene ved innen datateknologi-, elektroteknologi- og realfag, samt ugjør 83% av toppstillingene innen miljø- og naturvitskaplige fag.
Sist gang fagmiljøet innen matematikk og naturvitskap inngikk i et prosjekt knyttet til kjønnsbalanse i forskning og forskningsledelse var i 2013, som én (den gang Høgskulen i Bergen) av tre involverte institusjoner i det kombinerte forsknings- og organisasjonsutviklingsprosjektet Balanse-Bergen, finansiert av Forskningsrådet. Prosjektet kunne i 2016 vise til en moderat økning i kvinneandel innen ingeniørfag (0>11%). En gjennomsnittlig og urovekkende kvinnenandel på 3% i 2023, illustrerer viktigheten å opprettholde et kontinuerlig fokus på kjønnsbalanse. 
Etableringsfasen av Det Nye Fakultetet på HVL, gir en unik mulighet for å starte det systematiske arbeidet ulikestilling og organisasjonsutvikling/ledelse i et kjønnsperspektiv i nytt fakultet, og søker demed støtte til å delta i BalanseHub for å bedre kjønnsbalansen blant faglige toppstillinger. Prosjektet vil fokuser på systemorienterte og karrierefremmende tiltak siktet mot varige kulturendringer gjennom ledelses- og organisasjonsutvikling, som fremmer likestilling og mangfold ved Det Nye Fakultetet ved HVL.

1 projects

FORSKSYSTEMET-FORSKSYSTEMET

Omstilling mot balanse (OMBAL) - i Nytt Fakultet

Awarded: NOK 1.00 mill.

Project Period: 2024-2026

Location: Vestland