IRIS aims to be an attractive and recognized research group representing high quality, diversity and equality. Active efforts are made to secure the same conditions for all employees, regardless of gender, age, disability, ethnicity, national origin, colour, religion, belief or sexual orientation.
Hence, IRIS wants a reasonable gender balance both in terms of staff and the composition of governing bodies. IRIS recognizes the value of having all age groups represented in the workplace. Life phase policy in IRIS is therefore a development strategy emphasizing individual development in all work phases of life.
The company has a recruitment and personnel policy intended to ensure equal opportunities and rights for women and men, and aims for zero occurence of discrimination based on gender or age, in matters such as salary, promotion and recruitment.
Of 208 employees, 71 were female at year-end 2014, equivalent to 34 percent of the IRIS employees.
Of the seven Board members, three of five elected by shareholders were female. The two members elected by employees were male.
The female/male ratio is currently 24% within the research area of energy, while in the areas of social science and bio-environment it is 50%. Of 19 managers with personnel responsibility, 9 are female, whilst all research leaders are male. IRIS has fewer female senior researchers than male; 23% vs. 77% .
Regarding scientists, the corresponding figure is 55% female and 45% male.
Of 15 employees working on their Ph.D. 9 are female. IRIS strives to ensure that highly qualified and relevant Ph.D. fellows stay in IRIS after completing their degree.
In the future IRIS must strengthen its focus on qualification and recruitment of more women in top academic positions, as well as in academic positions in the area of energy in particular. Surveys of job satisfaction are actively employed to document the employees´ own experience regarding equality within IRIS. Survey results at year-end 2014 confirm, as in previous years, that employees to a large extent experience equal opportunities for women and men. Similarly, the employees experience equality regardless of ethnicity.
In accordance with the Gender Equality Act, Discrimination Act and Discrimination and Accessibility Act, a more detailed account has been prepared to describe status, challenges and goals/initiatives.