Norwegian (Bokmål) English 


Norwegian (Bokmål) English 

Equal opportunity

IRIS’ goal is to be an attractive and recognised research institution of high quality, diversity and equal opportunity. Our ethical guidelines state that “IRIS works to achieve a diverse and inclusive working culture, characterised by equality and tolerance. All people are of equal value at IRIS. No discrimination of any kind will be accepted, whether due to culture, ethnicity, gender, religion, sexual orientation, age or other reason.”

IRIS therefore wishes to have a good distribution of gender, age and ethnicity both among employees and also in the composition of governing bodies. IRIS sees the value of having all age groups represented in the workplace. 

The company has a recruitment and personnel policy that is intended to ensure equal opportunities and rights for women and men and aims to ensure that there is no discrimination due to gender or age in cases regarding pay, promotion and recruitment, for example.

Of 202 employees at the end of 2015, there were 69 women, representing 34 per cent of IRIS employees

Among the 7 members of the board, 3 of the 5 shareholderelected members were women and neither of the 2 employeeelected members was a woman.

The percentage of women is currently 21.5 per cent in the energy research area, 45 per cent in social science and 55.5 per cent in environment. 11 out of 23 managers with personnel responsibility are women. Only men are research managers. IRIS also has few female senior researchers: 27 per cent women versus 73 per cent men. Among researchers, the corresponding figures are 53 per cent women and 47 per cent men.

6 out of the 10 employees working on a doctorate are women. IRIS works to ensure that well-qualified and relevant doctoral candidates remain at IRIS after completing their education.

The job satisfaction survey is actively used to discover the extent to which employees themselves perceive equal opportunity at IRIS. The results of the 2015 survey confirm, as with previous years, that employees perceive to a great extent that there are equal opportunities among women and men.

In accordance with legislation on equal opportunity, discrimination and accessibility, a more detailed review has been made of status, challenges, goals and measures.

Gender balance