FOI Gender Equality

This webpage describes FOI's ongoing work on gender mainstreaming in relation to the European Commission’s requirements for a Gender Equality Plan. FOI's formal statement can be found at the bottom of this page.

Symbol för kvinna och man

FOI's work on gender mainstreaming from different perspectives.

Work-life balance and organisational culture

According to our policy, FOI promotes an inclusive and sustainable working life. This is emphasised in the FOI 2025 strategy, where a healthy work climate consisting of trust and responsibility, and characterised by mutual kindness and respect, is an essential component of our organisational culture. Every year, FOI conducts a salary survey based on gender as a protected characteristic. Employee interviews are carried out once a year, including questions about work-life balance, resulting in individual action plans.

FOI facilitates the possibility of combining work with parenthood. Our working time agreement enables our employees to do this.

Gender balance in leadership and decision-making

The basis of FOI's operations is attracting, retaining and continuously developing a high level of competence. The different knowledge and experiences of all employees are important in achieving FOI's goals. Actively addressing issues related to gender equality and inclusion strengthens our ability to achieve these goals, both now and in the future. A gender-balanced leadership team fosters diversity of thought, experience, knowledge, ideas and perspectives. This is particularly important at FOI regarding managing directors and project leaders within research activities.

FOI's gender balance is reported to the Swedish government annually and presented in the FOI annual report [3].

Gender equality in recruitment and career progression

FOI uses a competency-based recruitment process. This involves a structured approach based on a thorough analysis of the specific recruitment requirements. Thoroughly analysing the requirements helps to determine their relevance to the job description, avoiding indirect discrimination and ensuring a gender-neutral assessment. The interviews and any tests are also structured based on the requirements profile to help focus on the candidates' actual skills, thereby reducing the risk of discrimination. The FOI guidelines regarding recruitment list material to support the recruiting manager in preventing discrimination in recruitment and promotion.

Integration of the gender dimension into research content

A gender perspective must always be taken into account in all research activities conducted at FOI. This means that the conditions of women and men must be considered, where relevant, in all research projects [4]. In 2019, FOI introduced a mandatory gender analysis of the content of research projects, as reported in project plans. Guidelines for this analysis are published on the FOI internal website.

Measures against gender-based violence including sexual harassment

FOI has a zero-tolerance policy regarding discrimination, harassment and sexual harassment, as set out in its policy for a sustainable work environment. Information about where to turn for help can be found on FOI’s internal website. FOI's employee surveys include questions about discrimination and sexual harassment.

FOI does not accept employees being exposed to threats, hatred, online hatred or violence at work. The organisation maps and investigates the risks of such threats and takes general measures to prevent them. Risk assessments for specific operations are carried out by the personnel manager together with the relevant employees at unit meetings or as deemed necessary based on the situation, and take place as close to the work as possible.

Commitment of resources and gender expertise to implement it

Each manager at FOI is responsible for the work environment at their units and departments – this includes issues related to gender equality. The department of Human Resources (HR) has the role of the support function regarding work environment, and each department has its dedicated HR-person who supports the work in progress at the departments and units. On a central level HR works with specific actions linked to the area each year, and represents FOI, together with the Director-General, in a Council for Gender Equality where also other defence authorities in Sweden are participating. At the Director-General’s Management support Office a dedicated resource supports the perspective of gender in research within the assignments to our clients as well as follow-up of gender indicators.

Sex/gender disaggregated data on personnel and students and annual reporting based on indicators

Gender data regarding number of employees, PhD and sickness absence, is monitored, analysed and reported within the framework of the authority’s annual report. In addition, data regarding the gender distribution within different divisions, managers and project leaders is monitored and analysed within the operational planning. The purpose is to, if necessary, take the measures in e.g. operational planning. The employee surveys monitor soft values like employee satisfaction regarding inclusion and work-balance. The result is dealt with, discussed and necessary plans are formulated within FOI departments.

FOI includes the gender dimension in the training of project leaders. The training comprise elements such as awareness of dealing with unconscious bias and case discussions on implications for research. As part of the general awareness raising of all staff there is also educational content on Gender dimension in research placed on the FOI internal web. Continued training activities during coming years is foreseen.

From 2022, the European Commission has applied a new requirement for receiving funding under the Horizon Europe programme. For some categories of legal entities (including public bodies and research organisations), having a Gender Equality Plan (GEP) has become an eligibility criterion to all calls for proposals [1].

In FOI policy for sustainable working environment, support for gender equality is part of a broader ambition to strengthen diversity and inclusion. FOI has chosen to work with gender mainstreaming in accordance with the national strategy to reach the goals declared for Swedish gender equality policy [2]. The gender perspective must be included and taken into account in FOI´s daily work, since equality can be created when and where decisions are taken, resources are distributed and norms are created.

References

[1] Horizon Europe Gender Equality.pdf External link, opens in new window.
[2] Jämställdhetsintegrering, jamstalldhetsmyndigheten.se External link, opens in new window.
[3] FOI Årsredovisning
[4] Gender perspective on research, foi.se

The document FOI Gender Equality is compiled to describe and clarify FOI’s organisational work on gender mainstreaming, in relation to the European Commission’s initiative of a Gender Equality Plan as an eligibility criterion in Horizon Europe. The signed document FOI Gender Equality (scanned) Pdf, 3.4 MB, opens in new window..

Last updated: 2025-11-06