Mangfold, inkludering og likestilling ved Fakultet for helsevitenskap, OsloMet

Rapport fra Senter for profesjonsforskning, mars 2026

Abstract

The Center for the study of professions (SPS) has conducted a survey on diversity, inclusion, and proposals for competency development measures at the Faculty of Health Sciences (HV), commissioned by the project group “Diversity in Health”. Data was collected through an online survey sent to all employees at HV. 205 responses were received by the deadline. This report presents the results from this survey in six sections.

Descriptive demographic data shows that women in permanent positions are the majority in the sample. Over 70 percent reported having a background from Norway, while altogether 14,1 reported a background from Asia, Africa, Latin-America and the Caribbean, or reported having a mixed/multicultural background. The participants’ age range and job categories showed great variation. Employees reported their units as particularly diverse in terms of age, but less representative in terms of gender and functional diversity. Beyond this, there was considerable variation across the remaining diversity categories. At the same time, several participants indicated that there were challenges related to racism and discrimination in the workplace. The analysis suggested a small association between experiencing or witnessing racism and discrimination and having an immigrant or ethnic minority background. This indicates that those belonging to these minority groups perceived a higher degree of challenges compared to others. The most common situations in which racism and discrimination was observed were in clinical practice settings and in interactions between staff and students.

The mapping showed that most participants felt that the working environment in their unit was good. They felt included and that their competence was respected by colleagues. At the same time, several felt that they had to adapt to fit in. Some also believed that conflicts were not well-resolved, and that management lacked the competence to lead a diverse workplace. Finally, the employees indicated that they were open to training and competency development related to diversity. The measures desired by the greatest number of respondents were increasing the focus on diversity in leadership training and onboarding programs for new employees. At the same time, staff indicated interest in measures aimed at teaching and supervising students of varied backgrounds and relations between staff.