| In this edition you can read about the good practices from the faculty of Aerospace Engineering, gendered research and innovation as a gender policy, actions from the Diversity and Inclusion Office and the results of the 2021 Women Professors Monitor. |
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| We are not there yet: work to be done! |
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| On December 9th 2021, the LNVH (Dutch Network of Women Professors) presented the 2021 Women Professors Monitor. For the first time in the history of Dutch academia, 1 in 4 professors is female. Although, the proportion of female professors at TU Delft is increasing, we are at the bottom of the list. TU Delft is the only university that has not yet reached the 20% threshold of female professors. DEWIS will work very hard the coming years together with the Diversity Office and with different stakeholders like HR and faculty diversity officers to accomplish the target of 25% female professors in 2025 and to fill the ‘leaky pipeline'! |
| women professors monitor 2021 |
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| Striving for excellence in research and education is our primary purpose, but we can have an added value by striving for excellence in diversity and inclusion. |
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- Prof.dr. Henri Werij, Dean AE |
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| Good practices from Aerospace Engineering: ‘We hope to set an example at TU Delft' |
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| The faculty of Aerospace Engineering hopes to set an example by showing industry and society that the faculty embraces gender equality and that measures have been set in place to improve gender diversity. What measures can AE put in the spotlight regarding work-life balance, recruitment and promotion and tackling harassment? To give you a glimpse: from 1 November 2021 the faculty has a Parental and Maternity Fund. In this interview, we talk to Henri Werij, Dean of the faculty of AE and Axelle Viré, Faculty Diversity Officer. |
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| We need a cultural change by encouraging a change of attitudes and perceptions and an appreciation for the different perspectives in teams. |
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- Prof.dr. David Keyson, Diversity Officer |
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| DEWIS talks to David Keyson, Diversity Officer TUD |
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| David Keyson (professor at the Faculty of Industrial Design and Engineering) gives his perspective on gender diversity and shares the actions taken by the Diversity and Inclusion Office (D&I Office), which in addition to David Keyson consists of a policy advisor and a diversity coordinator. For example, the D&I Office has published a dashboard that shows the percentage of women at the department level in different positions and the number of students at bachelor and master level from different fields of study. David: 'We can pinpoint exactly the departments that need extra attention when it comes to the percentages of women in academic positions.' |
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| Gendered Research and Innovation as Complement to Current TU Delft gender policy: DEWIS talks to Claudia Werker |
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| Claudia Werker serves as vice-chairwoman of the works council of TU Delft and as DEWIS Board member. She is an Associate Professor at the Faculty of Technology, Policy and Management. We discuss how to improve gender diversity at TU Delft with the help of traditional gender policy and beyond. Claudia: 'Inclusive research and innovation puts the diversity of humans centre-stage. An example would be using crash-test dummies acknowledging how diverse bodies of people of different weights, shapes and heights are. You would think that this is self-evident but the standard procedure is still to use crash-test dummies that resembles men of medium height and built.' |
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| Meet the team of confidential advisers |
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As from October 2021, the Executive Board appointed four new internal confidential advisers. The team of confidential advisers now has a total of seven members. The four new members are Giorgia Giardina (CEG), Ada van Gulik (EEMCS), Christiaan Mooiman (Applied Sciences) and Marlies Nijemeisland (AE). You can contact them with questions and issues relating to undesirable behaviour and organisational integrity. Two other members of the team, Jenny Dankelman (3mE) and Bernard Dam (Applied Sciences), specialise in academic integrity. The seventh team member is Sandra van der Hor, TU Delft’s external confidential adviser.
If you are confronted with undesirable behaviour or suspect a breach of integrity at TU Delft, you can go to one of the confidential advisors for support and advice. The confidential advisor will listen to your story and help you explore the steps you can take. |
| meet the team |
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| Presentation Women Professors Monitor 2021: the recordings |
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| Watch the full recording with prof. dr. Scott E. Page, John Seely Brown Distinguished University Professor of Complexity, Social Science, and Management at the University of Michigan, prof. dr. Ineke Sluiter, professor of Greek Language and Literature at Leiden University and president of the KNAW and Malika Ouacha, PhD at the Rotterdam School of Management (EUR) and board member of the PHD Network Netherlands (PNN). |
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| TU Delft Technology Fellowship open |
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| The Delft Technology Fellowship 2021/2022 is open for applications from the 1st of December 2021. The DTF offers high-profile, tenure-track positions to outstanding female academic researchers in research themes in which the faculties of TU Delft want to be strengthened. The fellowships are awarded at Full, Associate or Assistant professor level. This fellowship programme is open to female scholars currently not employed by TU Delft. Applications are open until 17 January 2022. |
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| Call open: For Women in Science Rising Talent Prizes 2022 |
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The prize is to advance the academic careers of young women researchers in the Netherlands holding a position as PhD candidate or postdoctoral fellow in STEM or Life Sciences, with a maximum of three years post-PhD academic experience (Maternity leave, part-time work and family care will be taken into account).
The amount of money is not very high, though the recognition is! There are three prizes in total (of €3,500, €2,000, and €1,000, respectively). In addition, laureates of the Dutch Rising Talents Prizes are entitled to be nominated for the International Rising Talents programme of FWIS.
The Call is open from November 30th 2021 until January 20th 2022. |
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| Join our DEWIS Virtual Coffee |
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Come and join us Monday 20th of December from 12.30-13.30 hrs in an online inspiring conversation to discuss and reflect together 'Work-Life Balance & Coping with Stress'.
The prevalence of mental health issues in academia is, at least partially, a consequence of an excessive focus on conventional success measures – hours worked, papers published, funding acquired. We believe that an essential first step to addressing mental health issues is awareness. Understanding and addressing mental health in academia is vitally important to support the wellness of future scientific researchers. The key is creating a culture of support and prevention – this is what DEWIS aims to do for the women in academia.
Therefore, we are happy to invite you to the following DEWIS Virtual Coffee Meeting. A great theme to unwind and reflect together before the Christmas Holidays! |
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| Happy holidays |
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| The DEWIS Office will be closed from 23 December until 10 January 2022. The DEWIS board whishes everybody a Merry Christmas and a Happy Healthy New Year. |
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