The menu of measures can be used for inspiration to create an action plan according to the faculty or department's own needs or you can also choose to add other types of measures. It is best to tailor one set of measures adapted to the department/faculty’s needs. To do this, you must first map the gender balance and carry out a self-assessment of earlier work to develop a local understanding of the situation and challenges attached to gender balance.

We recommend linking the measures to a maximum of three goals. Goal may be general in the beginning, for example, ‘improved gender balance among employees’ or ‘ more inclusive recruitment practices’, thereafter you can specify the goals over time. Goals can also be obtained from the development plan or existing actions plans that need to be updated. It is recommended to implement multiple measures at the same time as this is more effective. It also pinpoints that the goal is considered important.

In order to create awareness and understanding of the importance of gender balance and equality among employees and students, we recommend developing actions plans in cooperation with all categories of employees in the department. For example, you can share the menu of measures at leadership meetings and then discuss what types of measures and goals can be implemented in the longer and shorter term.