The study shows patterns in young people’s commitment to sustainable development that are consistent with previous studies. Those patterns are related to gender, as women are overrepresented among those involved, but also education – both in terms of level of education (highly educated) and the field of studies (social sciences). Foreign-born individuals appear to be underrepresented, but more studies are needed.
In the survey for this report, youth were asked to choose three out of ten societal issues that were most important to them. The ranking was as follows: Climate and environment (58%); School and education (53%); Healthcare and social care (44%). The gender divide on the first item was nine percentage points.
There seems to be a connection with traditionally feminine ideals, such as caring attitudes and behaviour, and a greater inclination to adapt one’s lifestyle to climate neutrality. While adherence to traditional masculine ideals is associated with a lower degree of commitment, or even opposition, to the concept of climate-neutral ways of living or “sustainable lifestyles”.
There are two parallel challenges for youth-oriented organisations: on the one hand, inclusion and diversity among those who get involved and, on the other hand, how social dimensions are integrated into environmental and climate issues. Due to gender norms on sustainability, there might be trade-offs between the two challenges.
Put the issue on the agenda. Strategic initiatives for inclusion and diversity in organisations need to be based on an analysis of norms and structures that keep underrepresented groups out. It may be wise to seek help from other organisations and knowledge-raising efforts may be needed.
Adopt a code of conduct. Policies around discrimination and harassment are an important aspect. Good procedures are needed in order to take action if such behaviour is discovered or reported. Requirements for representation in decision-making are something that can be considered, along with guidelines around norms about taking up space, speaking time and attention.
Create a safe space and a culture of openness to different views. There is widespread emphasis on the importance of cultivating safe spaces and a culture of openness to different perspectives, as well as inclusive language usage that avoids jargon and similar phenomena. Sometimes separate rooms within the organisation may be required.
Work on recruitment and outreach. In both recruitment and campaign work, it can be wise to look beyond established patterns and be active in various arenas, districts, and channels or work together with other organisations in order to reach out to new members and target groups.
Lower the threshold for engagement. Formal barriers – of a financial nature or in the form of a lack of accessibility – may be worth reviewing. Diversity in recruitment can also be hampered by strict requirements as to certain skills or knowledge; such requirements may not always be necessary.