Konstfack's work for equal terms is ongoing and has intensified in recent years. Among other things Plan for equal terms 2020-2023 has been formulated with the purpose of identifying and preventing problems before they arise, ensuring that all everyone is given equal rights and opportunities as well as to prevent discrimination and harassment. Important words to translate into action and make the equal terms work bear concrete fruit.
So then, what does the work for equal terms based on seven grounds of discrimination entail on a concrete level? It may for example include what references teachers choose in their teaching, the use of course literature that does not consolidate stereotypical images of family and gender, the fact that dyslexic students are allowed to speak instead of write and that similar, specific pedagogical needs, are identified and help is provided. Or that people who have changed their legal gender have not received a new login. All departments at the school are of course responsible for reviewing "vulnerable" situations/occasions in their respective activities.
The goal of equal opportunities is partly that no one should feel offended at Konstfack and partly that both students and staff at the school should reflect how our surrounding society is composed. Broadened recruitment is thus a priority area and an important part in our efforts towards creating equal terms, as well as constantly having a sharp, norm-creative perspective.
Below are some examples of concrete activities over the past five years, mainly from central sources. In addition, our educational programmes have a number of collaborations with groups that are under-represented at the school.
– Lecturers and topics on the continuous, public lecture series Open School, Artist Talk Series, Hands minds craft and Friday Lectures have since in its inception in 2016 dealt with topics such as power, stereotypes, colonialism, imperial-narrative, Sweden and race, norm criticism and creativity.
– Vice-Chancellor's lunches/lectures/semester kick-offs for the entire staff that have, among other things, involved methods of inclusion; on how whiteness norms and racialisation can be understood in an authority and school like ours, as well as on rural areas, populism and the importance of also focusing on the lives lived outside the cultural and economic epicentres of large cities. The subject of harassment and sexual discrimination in academia and the concept of white fragility has also been discussed.
– Since 2018, there has been an ongoing project with the aim of preventing and highlighting discrimination, harassment and sexual harassment by developing clear procedures about what to do when such situations arise. A Policy against discrimination (including sexual harassment) and victimisation has been created that applies to employees and students at Konstfack: Policy against discrimination (including sexual harassment) and victimisation.pdf
– Management training in "democratic" as well as in the areas of norm criticism, colonial thought structures, and how we speak democratic is a recurring feature. The same applies to a larger group of teachers and administrative staff.
- Student surveys are conducted regularly with questions about victimisation, sexual harassment and discrimination.
– Introduction to equal terms: New employees and new students are invited to an introduction at which the HR Unit provides information about Konstfack's equal terms work. The same thing is done for the students.
– During the academic year of 20/21, a number of training activities are carried out for all employees at Konstfack. We use Competence Development Time to listen to invited lecturers who share knowledge and experiences on issues of racism, exclusion and, as an example from January 2021, the book Vit skörhet (White Fragility).