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Torsten according to Norway’s gender equality act, legislation is provided for equal opportunist for men and women.
Article 1 Objectives of the Act
This Act shall promote equal status between the sexes and aims in particular at improving the position of women.
Public authorities shall promote gender equality in all sectors of society.
Women and men shall be given equal opportunities in education, employment and cultural and professional advancement.
Article 2 Subject of the Act
This Act applies to discrimination between men and women in all areas, except for internal conditions within religious communities.
With regard to family life and purely personal matters, this Act is not to be enforced by the authorities mentioned in Art. 10.
In special cases the King may determine that the Act shall not apply, in whole or in part, to certain specific sectors. The opinion of the Board (cf. Art. 10) shall be obtained in such cases.
Article 3 General clause
Differential treatment of women and men is not permitted.
The term "differential treatment" means treatment differentiating between men and women because they are of different sexes. The term also covers treatment which de facto results in an unreasonable disadvantage for one sex compared to the other.
Differential treatment which promotes gender equality in conformity with the objective of this Act, is not in contravention with the first paragraph. This also applies to special rights given to women based on the bioligical differences between the sexes.
The King may issue regulations regarding the kinds of differential treatment which can be accepted pursuant to this Act, including provisions on positive special treatment of men in relation to care for and education of children.
Article 4 Recruitment etc.
A job vacancy must not be advertised as being restricted to one sex unless there is an obvious reason for doing so. Nor must the announcement give the impression that the employer expects or prefers one of the sexes for the position.
In recruitment, promotion, notice to leave or temporary lay-offs of employees, no difference must be made between men and women in contravention with Art. 3.
A job applicant who has not obtained an announced position may require that the employer state in writing the education, experience and other clearly demonstrable qualifications for the position which are possessed by the person of the opposite sex appointed to the job.
If differential treatment of women and men in recruitment, promotion, notice to leave or temporary lay-offs can be established, the employer must substantiate that this is not due to the gender of the applicants or the employees.
Article 5 Equal pay
Women and men employed by the same employer shall have equal pay for work of equal value.
The term "pay" includes ordinary remuneration for work as well as other supplements or cash bonuses, and other benefits given by the employer.
The term "equal pay" means that the pay is to be determined in the same manner for men and women regardless of gender.
If differential treatment regarding wages can be established between men and women performing work of equal value, the employer must substantiate that this is not due to the gender of the employees.
The King may prescribe by regulation what is to be considered the same employer in central and local government service.
Article 6 Education
Women and men shall have equal right to education.
The employer shall consider women and men on equal terms regarding training, further education and in granting leave of absence in connection with education etc.
Regarding admission to courses, schools and studies, and other efforts designed to promote recruitment to a particular trade or profession and when conditions are approximately equal, it will be possible to give priority to one sex if this will help to regulate in the long term any imbalance between the sexes in the trade or profession in question.
If differential treatment relating to circumstances mentioned in the second paragraph of this article can be established, the employer must substantiate that this is not due to the gender of the employees.
Article 7 Teaching aids
In schools and other educational institutions the teaching aids used shall be based on gender equality.
Article 8 Associations
Any association shall be open to women and men on equal terms if
the membership of the association is of importance for the individual memberŽs possibility for work or professional advancement, or
the object of the association is essentially to contribute to a solution to general problems of a social nature.
The injunctions of the first pragraph does not apply to associations where the main object is to promote the interests of one of the sexes.
Article 9 Gender Equality Council
The King shall appoint a Gender Equality Council where the authority and the number of members are to be decided by the Storting at any time.
Article 10 Enforcement of the Act
The King shall appoint a Gender Equality Ombud and a Board - the Gender Equality Board of Appeals - to collaborate in the implementation of this Act. The competence of the Ombud and the Board shall comprise, with the limitations given in the second paragraph of Art. 2, all private enterprise as well as all administrative and commercial activities in the public sector. The Ombud is appointed by the King for six years at a time.
The board shall consist of seven members with personal deputies. Two of the members with deputies shall be appointed at the recommendation of the Norwegian Federation of Trade Unions and the Norwegian EmployerŽs Confederation respectively. The King shall appoint the chairperson and the deputy chairperson, one of whom must possess the qualifications specified for a judge.
