Note: The image in question depicted three men in a discussion. It was after the publication of this post removed from the job postings and this post. Update editorial team

By Helene Halkjær Jensen, Caitlin Singleton, Elsa Sverrisdóttir, Nadieh de Jonge, Susan Hove Hansen, Line Holm Andersen, Malene Brohus and Cejna Anna Quist-Jensen – all researchers from the Department of Chemistry and Bioscience at AAU

Gender equality and diversity are core values for AAU. Our ambition is to be a “diverse and inclusive organization; an organization that sees diversity as a strength and dares to break new ground to create an inclusive culture.”

And diversity is important. Firstly, because there is a moral obligation to ensure equal opportunities for all. Secondly, because talent is found everywhere, regardless of gender, religious background, ethnicity, or personality. And thirdly, because a modern university reflects the society around it.

One of the most critical points in ensuring diversity is obviously who we employ in new positions. Therefore, we must be extremely careful in our recruitment processes to ensure diversity among candidates. We want to show that we welcome anyone with the correct scientific qualifications.

So, we ask: Why? Why is this picture used for academic job postings on AAU’s website?

A picture on a job posting is a visualization of who we envision will be employed. When three out of three people are white men, it signals that this is who we have in mind. This acts as an initial barrier for the majority of potential candidates and it reinforces the imbalanced statistics that we wish to combat. Afterall, one picture can be worth 1000 words… or 750 characters in some grant applications.

Now you may think: Is this really such a big problem? It is just a picture. Naturally, the text will outline what we are looking for in a candidate. But that is exactly the point – it is just a picture. It can be changed in a few minutes to something with a much broader and inclusive message.

Let us explain why this is a problem and a symbol of a grander challenge.

A representation of a bigger problem

Almost one year ago, we sent our Rector and the Committee for Diversity and Inclusion (ULD) a list of suggestions for initiatives that could support increased gender diversity at AAU. Some suggestions are admittedly difficult to directly implement, such as encouragement of normal working hours for all and increasing acknowledgement of the values of non-promotional work that often falls on women. But some suggestions are simpler and easy to implement, such as visualizing the salary and bonus distribution between men and women as an encouragement for women to apply for bonuses – and to remove this male exclusive picture from our job postings.

Rector responded politely to our suggestions with a “thank you” and said that he was happy with the initiatives that AAU has already implemented to increase diversity. Further, he suggested that we discuss our suggestions with our Department Head. We never heard back from ULD.

Although with some initial reluctance, our Department Head has addressed some of the (easy) suggestions on the list. We now have a highchair in the lunchroom and a diaper changing station in a restroom. We had a half-day session on diversity and inclusion at the department summer seminar. Personality profiling is being offered to part of the scientific staff. This is all very good, but they are only local initiatives.

No implementation in the organization

Parts of our discussions with our Department Head included the choice of pictures on job postings. Out local management agreed with us that this should be an easy fix and have discussed it with the faculty HR.

We have specifically pointed out the picture choice in recent job postings, but the direct feedback is that it was unfortunately not possible to remove this particular picture and exchange it with something more diversity compliant.

Why is there no willingness to change a picture like this? Why is it not a priority? If this easy change cannot be implemented, how can we expect to change anything more significant?

Of course, we acknowledge and welcome initiatives already implemented to strengthen diversity. But are these enough to meet the diversity goals for the AAU strategy? Have they settled so deeply in the organization that there is no need for further initiatives, even easy ones?

We believe that for diversity changes to happen, we need to educate each other in what diversity is, why it is important and what is necessary to tip the balance. And we need willingness throughout the organization to make a change.