ReseaRch Quality assuRance foR the futuRe a ... - Lund University

Panel 6 – social SCIENCEs
could be emphasised. In research, priority could be given to a broad range
of topics, or to one theme of strategic value. The centre might consider a
division of labour in co-operation with other Gender Studies Centres in
the country.
5.6 Future potentials and possibilities
The Centre for Gender Studies may ensure high quality PhD training
through co-operation with other departments. This is especially urgent at
national and regional (Lund-Copenhagen/Denmark) level. These levels
are less developed than, for example, the Nordic level. The recently established
national PhD training programme in Gender Studies offers good
potential. There is also a need for consolidation of the present activities
after an intensive phase of major changes. The vitality, innovativeness and
the leading position of the department in post-colonial and queer studies
along with a good network of international contacts offer excellent future
potential and important possibilities for qualitative impact.
6. Department of Political Science
The size of the department is relatively big according to international
standards. Around 50 persons are enrolled as full time academic staff
members. If these figures are broken down due to type of employment,
15 are PhD students. The number is not high but well compensated by
a high turn out as the department produces in average around four or
more degrees annually. As compared to the figures above the department
encompass 3 chairs only, which seem to fill only one chair each for the
three main fields: IR, public policy, and political science general. Partly
this imbalance is compensated by two promoted professors among the
lecturers. To reach highest international standards the number of chairs
should be considerably increased or alternatively the number of promoted
professors must be enhanced and spread to all three main fields. The
number of full time senior lecturers is 17. Their mean age is 47 years and
according to the career curve many of them must have exceeded the age
years ago to take the next and final step in the employment hierarchy.
Why this has not happened is an open question for us. Many of the
lecturers are women, none of the professors. Measures must be taken to
encourage the lecturers in their career and to open the gates for external
recruitment.
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