Equal opportunities in recruitment
Standard wording on equal opportunities in recruitment
Uppsala University's standard wording, which should be included in the advertisement of all employment, is:
"Uppsala University strives to be an inclusive workplace that promotes equal opportunities and attracts qualified candidates who can contribute to the University’s excellence and diversity. We welcome applications from all sections of the community and from people of all backgrounds."
If the person or persons responsible for the recruitment want to specifically seek the under-represented gender, text to this regard may be added to the standard wording. An assessment should then be made with regard to the gender distribution within the current employment group at the workplace (see below). The following is added to the standard wording:
“At present there are more employees with legal gender woman/legal gender man than legal gender woman/legal gender man in (category) at Teknat/Humsam/Medfarm. The university is striving for a more balanced distribution of legal gender within this category."
Assessment of gender distribution in recruitment
In order to compare the same and equivalent work from a gender perspective, the positions at the university have been divided into different areas of work.
The division is based on the university’s position names and a classification according to BESTA (Role grouping for statistics in the state). BESTA is a mandatory system for grouping government positions according to the content and degree of difficulty of the tasks.
The positions at the university are divided into 11 work areas with 54 sub-groups. To find the right work area and group, you should search for digits 5 and 6 in the BESTA code which contains 9 digits in total. This can be done under the statistics function in Primula.
To compare, for example, salary levels or gender distribution in position group G2, senior lecturer, enter G2 in the BESTA code. The position must therefore have received a BESTA code before it is possible to determine the under-represented gender in a recruitment.
How the gender distribution is assessed
The assessment is done with regard to the gender distribution within the current position group at the workplace. If either of the sexes has less than 40 per cent representation, there is an uneven gender balance.
If there are fewer than seven (7) employees in the current position group at the department, the assessment is done at the faculty level. If the faculty also has fewer than seven (7) employees within the current position group, the assessment is done at the next level, meaning the disciplinary domain. If this level also has fewer than seven (7) employees in the current position group, the assessment is done for the whole university. See the following subdivision.
If there are fewer than seven (7) employees in the current position group go to level II
If there are fewer than seven (7) employees in the current position group go to level III
Disciplinary research domain
If there are fewer than seven (7) employees in the current position group go to level IV
Decisions on deviation from the result of the position group classification
The measurement of the gender distribution is done according to a model of position groups based on BESTA coding.
In exceptional cases, there is a need to deviate from the result of the group classification. These decisions are made by the HR Director.
Decision on delegation
The Vice-Chancellor has decided to delegate the decision to the HR Director (UFV 2004/197).