{"id":933,"date":"2021-11-09T11:10:20","date_gmt":"2021-11-09T10:10:20","guid":{"rendered":"https:\/\/www.kth.se\/blogs\/itm-management\/?p=933"},"modified":"2021-11-10T11:38:48","modified_gmt":"2021-11-10T10:38:48","slug":"was-everything-better-before","status":"publish","type":"post","link":"https:\/\/www.kth.se\/blogs\/itm-management\/2021\/11\/was-everything-better-before\/","title":{"rendered":"Was everything better before?"},"content":{"rendered":"

In English further down.<\/p>\n

Var allt b\u00e4ttre f\u00f6rr?<\/strong><\/h2>\n

Jag f\u00e5r ofta h\u00f6ra \u201dAllt var b\u00e4ttre f\u00f6rr\u201d. Speciellt n\u00e4r det kommer till administrationen av KTH. Det h\u00e4r \u00e4r p\u00e5st\u00e5enden jag tror att vi kastar ur oss n\u00e4r vi inte har i balans i vardagen. Visst kan \u00e4ven jag med nostalgi se tillbaka p\u00e5 mina \u00e5r p\u00e5 KTH och t\u00e4nka \u201dNog var det b\u00e4ttre f\u00f6rr\u201d. Men jag kommer ocks\u00e5 ih\u00e5g min f\u00f6rsta tid h\u00e4r p\u00e5 KTH, d\u00e5 som ung kvinna. Den v\u00e4rld jag m\u00f6tte var inte riktigt verklig f\u00f6r mig. Jag kom hem och sa \u201dDet \u00e4r som att vara p\u00e5 ett studiebes\u00f6k dag efter dag\u201d. Men snart v\u00e4nde det och studiebes\u00f6ket blev vardag. Snabbt ins\u00e5g jag att om jag skulle vara kvar m\u00e5ste jag best\u00e4mma mig f\u00f6r att inte k\u00e4nna \u00e4ngslan f\u00f6r den hierarki jag m\u00f6tte. D\u00e4r och d\u00e5 best\u00e4mde jag mig f\u00f6r att m\u00e4nniskor \u00e4r m\u00e4nniskor och jag kommer att m\u00f6ta mina medarbetare som just m\u00e4nniskor. Det \u00e4r nog det st\u00e4llningstagandet som format mig under \u00e5ren p\u00e5 KTH (det \u00e4r trots allt v\u00e4ldigt m\u00e5nga \u00e5r som f\u00f6rflutit).<\/span><\/p>\n

Mina medarbetare s\u00e4ger att jag \u00e4r \u201drak\u201d. Det kan skr\u00e4mma mig lite, f\u00f6r ibland anv\u00e4nds det \u00e4ven f\u00f6r en omskrivning f\u00f6r \u201dsanningss\u00e4gare\u201d eller \u201ddominant\u201d. Inom st\u00f6dverksamheten arbetar vi med JML-fr\u00e5gor (J\u00e4mst\u00e4lldhet, M\u00e5ngfald och Lika villkor), precis som k\u00e4rnverksamheten g\u00f6r. N\u00e4r jag pratar med mina medarbetare s\u00e5 upplever jag att vi ser L:et som en st\u00f6rre fr\u00e5ga \u00e4n J och M. Troligen \u00e4r det mycket l\u00e4ttare att i vardagen l\u00e4gga m\u00e4rke till oj\u00e4mlika villkor. Att m\u00f6ta n\u00e5gon som tycker sig ha r\u00e4tt att uttala vad som helst p\u00e5 vilket s\u00e4tt som helst \u00e4r ju helt oacceptabelt. Troligen anser sig personen vara \u201drak\u201d men i sj\u00e4lva verket \u00e4r hen dominant. Det \u00e4r i dessa situationer som varje \u00e5sk\u00e5dare borde vara rak och ge direkt feedback p\u00e5 vad som h\u00e4nder i exempelvis m\u00f6tet eller hur ett mail \u00e4r formulerat. F\u00f6r om vi inte g\u00f6r det bidrar vi till en tystnadskultur d\u00e4r vi accepterar att vi inte \u00e4r j\u00e4mst\u00e4llda, d\u00e4r m\u00e5ngfalden gl\u00f6ms bort och likaber\u00e4ttigandet inte existerar.<\/span><\/p>\n

Att det finns en organisatorisk hierarki \u00e4r nog sj\u00e4lvklart f\u00f6r oss alla, men det betyder inte att vi inte ska f\u00f6rs\u00f6ka leva upp till den v\u00e4rdegrund som finns p\u00e5 KTH.<\/span><\/p>\n

Och naturligtvis finns dessa problem \u00e4ven inom st\u00f6dverksamheten. D\u00e4rf\u00f6r startar vi nu grupputvecklingsaktiviteter under h\u00f6sten med temat JML. Vi anser att verksamheter fungerar v\u00e4l med hj\u00e4lp av tydliga strukturer och funktioner, klara f\u00f6rv\u00e4ntningar och ett aktivt ledarskap. \u00a0S\u00e5 nu tar vi n\u00e4sta steg och unders\u00f6ker hur den sociala arbetsmilj\u00f6n kan utvecklas. Tanken \u00e4r att skapa en riktigt attraktiv arbetsplats pr\u00e4glad av \u00f6ppenhet, tillit och ansvarstagande med m\u00f6jlighet till f\u00f6rdjupade samarbetsrelationer, \u00f6msesidigt st\u00f6d och personlig utveckling.<\/span><\/p>\n

Det ska bli sp\u00e4nnande att f\u00f6lja detta under h\u00f6sten och f\u00f6rhoppningsvis kommer vi att f\u00e5 ig\u00e5ng ett riktigt bra samtal kring hur vi upplever och ser p\u00e5 j\u00e4mst\u00e4lldhet, m\u00e5ngfald och lika villkor.<\/span><\/p>\n

\/Christina Carlsson, Administrativ chef p\u00e5 ITM-skolan<\/p>\n

Was everything better before?<\/h2>\n

It happens that I hear, “Everything was better before”, especially when it comes to the administration of KTH. I think we make such statements when our lives are not balanced. And of course, I can nostalgically look back on my years at KTH and think, “It was probably better before”. But I also remember my first time here at KTH as a young woman at that time. The world I met did not seem real to me. I came home and said, “It’s like being on a study visit” day after day. But soon, it turned around, and the study visit became the new normal. I quickly realized that I would have to decide not to feel anxious about the hierarchy I encountered if I were to stay. Right then, I said to myself that people are people, and I will meet my employees as people. It is probably that statement that shaped me during the years at KTH (after all, many, many years have passed). My co-workers say that I am “direct”. That in itself can scare me a little because when someone tells me that the person is “direct”, I always think about what that statement stands for. Direct, truth-teller or dominant?<\/p>\n

We work with JML issues in the professional support and the core business (J=Gender equality, M=diversity and L=equal conditions). When I talk to my employees, I experience that we see the L as larger than J and M. It is probably much easier to see the L in everyday life. To be faced by someone who thinks they can say anything in any case just because they give themselves the right to do so is unacceptable. We then quickly return to the fact that the person probably thinks they are direct but, in fact, is dominant. In these situations, each bystander should be straightforward and give immediate feedback on what happens during the meeting, how the email is phrased, etc. Because if we do not, we contribute to a culture of silence, where we accept that we are not equal, where diversity is forgotten, and equality does not exist. That there is an organizational hierarchy is probably obvious to all of us, but saying that does not mean that we should not try living the values \u200b\u200bof KTH.<\/p>\n

And of course, these problems also exist in the professional support teams. That’s why we are starting group development activities during autumn with the theme JML. We believe that operations work well with the help of distinct structures and functions, clear expectations and active leadership. So now we take the next step and investigate how the social work environment can be developed. The idea is to create an attractive workplace characterized by openness, trust and responsibility with the opportunity for in-depth collaborative relationships, mutual support and personal development.<\/p>\n

It will be exciting to follow these activities during the autumn. Hopefully, we will start a really good conversation about how we experience and think of gender equality, diversity and equal conditions.<\/p>\n

\/ Christina Carlsson, Head of Administration at the ITM School<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"

In English further down. Var allt b\u00e4ttre f\u00f6rr? Jag f\u00e5r ofta h\u00f6ra \u201dAllt var b\u00e4ttre f\u00f6rr\u201d. Speciellt n\u00e4r det kommer till administrationen av KTH. Det h\u00e4r \u00e4r p\u00e5st\u00e5enden jag tror att vi kastar ur oss n\u00e4r vi inte har i balans i vardagen. Visst kan \u00e4ven jag med nostalgi se tillbaka p\u00e5 mina \u00e5r p\u00e5 […]<\/p>\n","protected":false},"author":1299,"featured_media":936,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[16,17],"tags":[],"class_list":["post-933","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-christina-carlsson","category-head-of-administration"],"jetpack_featured_media_url":"https:\/\/www.kth.se\/blogs\/itm-management\/files\/2021\/11\/clayton-cardinalli-c2TtstRPmgU-unsplash_1000-4400.jpg","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p6P3xp-f3","_links":{"self":[{"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/posts\/933","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/users\/1299"}],"replies":[{"embeddable":true,"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/comments?post=933"}],"version-history":[{"count":3,"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/posts\/933\/revisions"}],"predecessor-version":[{"id":937,"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/posts\/933\/revisions\/937"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/media\/936"}],"wp:attachment":[{"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/media?parent=933"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/categories?post=933"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/tags?post=933"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}