Gender policy at TU Delft: DEWIS talks to David Keyson, Diversity Officer TUD
How do we ensure gender equal opportunities and inclusive working environments? What are the thoughts and actions of the Diversity Officer? Are we making progress? DEWIS talks with David Keyson, Professor in Smart Products and Environments at the Faculty of Industrial Design Engineering and the Diversity Officer of TU Delft.
We need a cultural change by encouraging a change of attitudes and perceptions and an appreciation for the different perspectives in teams.
Do we still have a problem with gender equality at TU Delft?
David: ‘At this moment 17% of full professors, 23% of associate professors and 33% of assistant professors are women at TU Delft. You see a decline of the percentage as women progress up the career ladder. So, yes. We are definitely making progress, but there is a lot to do.'
What are your perspectives on the solution?
David: ‘I do not agree with hard quota at TU Delft to solve the problem. In 2019, Eindhoven opened vacancies for only women, but contravened the Dutch law on equal treatment. We have a successful instrument for attracting exceptional female academic researchers: the Delft Technology Fellowship. Nevertheless, we have to do the extra work. It is not enough to have a job vacancy open on Academic Transfer, hope for the best and after a month decide to hire a man because no women applied. No, keep it open, search more, utilize external networks and agencies and come up with some female candidates.’
And we need to fill the ‘leaky pipeline’ by ensuring equity in promoting assistant professors and associate professors. The system is not fair. A pregnancy can cost a woman her career. Others have progressed in their careers while she was on pregnancy and maternity leave. The woman does not have the same output as perhaps her male peers when compared on a full-time basis. We need a cultural change by encouraging a change of attitudes and perceptions and an appreciation for the different perspectives in teams.
What are the latest actions of TU Delft?
David: ‘The Diversity 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. We can pinpoint exactly the departments that need extra attention when it comes to the percentages of women in science. It is hard to change the existing masculine culture. It might be easier to work with the women who are up for promotion and make sure they are well prepared. There is a lot to do. We are also going to do a survey among faculty about social safety. This is not only about discrimination and harassment but also power dynamics, like feeling subservient and not getting the authority you deserve in your role. We want to know how women feel in their working environment and to get a deeper understanding and find out where problems exist.
What are the ambitions of the Diversity Office?
Delft aims to have 25% female professors by 2025. The Diversity Office will work together with different stakeholders like DEWIS, HR, True-U and faculty diversity officers and students to accomplish this and to fill the ‘leaky pipeline’!
Prof.dr. David Keyson