{"id":270,"date":"2026-03-13T08:27:07","date_gmt":"2026-03-13T07:27:07","guid":{"rendered":"https:\/\/kimu-uhi.no\/?page_id=270"},"modified":"2026-09-25T09:07:55","modified_gmt":"2026-09-25T08:07:55","slug":"trening-av-lederutviklere-i-uhi-sektoren","status":"publish","type":"page","link":"https:\/\/kimu-uhi.no\/en\/trening-av-lederutviklere-i-uhi-sektoren\/","title":{"rendered":"Training of leadership developers in the higher education sector"},"content":{"rendered":"

In most action plans for gender equality, inclusion, and diversity within the higher education and research sector, diversity management is prioritized highly. Furthermore, results from the ARK survey across the sector clearly signal a need to enhance understanding of\u2014and efforts regarding\u2014issues such as gender, ethnicity, racism, and harassment. <\/p>\n\n\n\n

\n
\n

To succeed in this, we must work through our leaders and enable them to drive the development of our cultures, work environment, and research activities. Enhanced competence in diversity management can reduce conflict, strengthen communication, improve our recruitment processes, and reinforce the perspective of diversity as an asset in research, teaching, and administrative support.<\/p>\n<\/div>\n\n\n\n

\n
\"\"<\/figure>\n<\/div>\n<\/div>\n\n\n\n

The KiMU project therefore conducts training for leadership developers within the sector on the use of the four developed modules. We always recommend that two leadership developers from participating institutions attend, enabling them to discuss the subject matter and leadership development processes together. Alternatively, regional collaboration between different universities and\/or university colleges is also an option. In addition, course participants should possess basic facilitation skills, as KiMU is unable to provide training in this area.<\/p>\n\n\n\n

The first \"train-the-trainer\" course was held in April 2026, with 30 registered participants. A new course is planned for the spring semester of 2027.<\/p>","protected":false},"excerpt":{"rendered":"

I de fleste handlingsplaner for likestilling, inkludering og mangfold i UHI-sektoren er ledelse av mangfold l\u00f8ftet h\u00f8yt. I tillegg ser vi et tydelig signal i ARK-resultater p\u00e5 tvers i sektoren at vi m\u00e5 l\u00f8fte forst\u00e5elsen av og arbeidet med tema som kj\u00f8nn, etnisitet, rasisme og trakassering.  For \u00e5 lykkes med dette m\u00e5 vi arbeide gjennom […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-270","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/kimu-uhi.no\/en\/wp-json\/wp\/v2\/pages\/270","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/kimu-uhi.no\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/kimu-uhi.no\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/kimu-uhi.no\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/kimu-uhi.no\/en\/wp-json\/wp\/v2\/comments?post=270"}],"version-history":[{"count":4,"href":"https:\/\/kimu-uhi.no\/en\/wp-json\/wp\/v2\/pages\/270\/revisions"}],"predecessor-version":[{"id":402,"href":"https:\/\/kimu-uhi.no\/en\/wp-json\/wp\/v2\/pages\/270\/revisions\/402"}],"wp:attachment":[{"href":"https:\/\/kimu-uhi.no\/en\/wp-json\/wp\/v2\/media?parent=270"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}