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DEWIS

DEWIS is the women’s network of scientists at the TU Delft and our mission is to help TU Delft to attract more women and create an inclusive, safe environment that makes women want to stay, while giving them the opportunity to grow and flourish in their academic careers. Another important goal for DEWIS is to reach a male-female ratio that more accurately reflects society.

International Women’s Day activities

18 December 2024

Vacancy: Board members wanted for DEWIS - Network for women scientists at TU Delft

Are you a female Associate or Full Professor* at TU Delft, and do you want to contribute to greater gender diversity, equality, and inclusion within our university? DEWIS is looking for enthusiastic and committed board members to strengthen our team! * Female Assistant Prof./Lecturers with several years of TUD experience are also welcome to apply About DEWIS DEWIS focuses on the advancement of women scientists and promoting gender equality and diversity at TU Delft. Since 2006, we have been working to create an inclusive organisational culture and structures and processes that ensure equal opportunities for all. Through initiatives, events, and discussions at a strategic level, we strengthen our collective voice to have a greater impact. New Board Members Wanted As of 5 February 2025 , we are looking for new, motivated board members to continue and expand our mission. We are also looking for a new Vice-Chair who can take on the role of Chair after one year. What we offer The opportunity to gain leadership experience in an inspiring and strategic role. The chance to contribute to cultural and organisational change that makes a real difference. Networking with colleagues and stakeholders inside and outside TU Delft. What we ask of you As a DEWIS board member: You are committed to promoting equal opportunities and inclusion , with a special focus on women and people who identify as women. You strategically contribute to DEWIS' role in promoting TU Delft's core values of diversity and inclusion. You help organize events, such as International Women’s Day and networking meetings. You demonstrate inclusive leadership and serve as a role model. You participate in discussions with the Executive Board and deans about gender diversity and propose concrete actions. The term of the board is four years, with the possibility of a two-year extension. Selection Procedure Application: Interested candidates can apply by submitting a short letter of motivation and CV by 23 January 2025 . Interviews: Selected candidates will be invited for an interview with the DEWIS Chair, Coordinator, and a current member of the DEWIS board. Faculty representation will also be considered in the selection process.Na de selectie door de selectiecommissie, waarin o.a. rekening gehouden wordt met de spreiding tussen de faculteiten, worden de betrokken en enthousiasten kandidaten uitgenodigd voor een gesprek met de DEWIS-voorzitter, -coördinator en een huidig DEWIS-bestuurslid. Tip: Discuss your interest with your supervisor in advance. Approximately 0.5 day per week is required to fulfil this role effectively. Interested? Would you like to contribute to a gender-diverse and inclusive TU Delft? Send your short CV and motivation to dewis@tudelft.nl . We look forward to working with you to create an organisation where equal opportunities are central. If you have any questions, please do not hesitate to contact us: Astrid Taal, DEWIS Coordinator: a.n.taal@tudelft.nl Zofia Lukszo, DEWIS Chair: z.lukszo@tudelft.nl Other board members: Claudia Werker ( c.werker@tudelft.nl ), Ingrid Mulder ( i.j.mulder@tudelft.nl ), or Jantien Stoter ( j.e.stoter@tudelft.nl ). With your commitment, you can make a difference! Application deadline: 23 January 2025 More information about DEWIS can be found on our website: www.dewis.tudelft.nl .

18 December 2024

Save the Date – International Women’s Day 2025 – 10 March

An artistic interactive experience for International Women’s Day Save the Date - An artistic interactive experience for International Women’s Day Woman of the Future is the theme of this year's International Women's Day. It's a moment to reflect on the transformative role of women in shaping tomorrow - challenging norms, driving progress and reimagining the world for generations to come. But shaping the future isn't just about imagining possibilities. It requires tackling persistent barriers such as the intellectual undermining of women - the erosion of their ideas, voices and ambitions. These barriers not only affect individual lives, but also ripple through society, affecting relationships, trust and opportunities for change. FOR REAL( trailer ) invites you to confront these issues in a theatrical radio show like no other. Through the voices of fourteen women, you'll explore the real impact of being overseen, the strength it takes to persevere, and the path to regaining agency - a celebration of women's resilience. The experience doesn't end with listening. As an audience member, you'll join the conversation with musicians Sarah Jeffery (recorders), George Dumitriu (viola, guitar) and Andrea Voets (harp) in a groundbreaking format that combines live interviewing with improvised music. Together we'll explore what it means to matter and how we can dismantle the systemic challenges that hold women back from building the future. Join us on 10 March 2025 in the afternoon for this bold and honest exploration. Together, let's create a world where women lead, create and thrive. Everyone is welcome to join and share insights, no matter your gender and how you identify! Save the date now. More information on the programme will follow soon.

06 November 2024

An interview with Aukje Hassoldt: “You can't solve what you don't discuss”.

DEWIS interviews staff members in different positions about gender diversity and inclusion. For this edition, we talked to Professor Aukje Hassoldt, dean at the Faculty of Technology, Policy and Management (TBM), about the influx and advancement of women into academic positions, parenthood and social safety. Aukje Hassoldt was appointed the dean of TBM on 1 October 2019 and will step down on 1 December 2024 to become dean of the Rotterdam School of Management (RSM) at Erasmus University Rotterdam. Talk about the unwritten rules. You can’t solve what you don’t discuss. We have to start the conversation in a respectful way and learn to understand each other’s points of view. Professor Aukje Hassoldt Left Aukje Hassoldt during the DE&I Week 2023 Even today, parents and teachers sometimes discourage girls and other minority groups from studying physics based on the well-meaning but misguided notion that they should be protected. You studied physics at Vrije Universiteit (VU) Amsterdam. Did this narrative not affect you? Aukje: “It definitely did. I believed the narrative that physics would be difficult. That’s why it wasn’t my first choice, even though I had my heart set on studying physics. While studying econometrics, I discovered that I could handle the maths. When I went on to study physics, I learned that it wasn’t a difficult programme for me.” What can we do now to change the narrative? Aukje: “Last year, Birgit van Driel wrote a riveting column about her studies in the Delta, in which she went over everything she found difficult - and it wasn’t the coursework! Degree programmes are either right for you or not, but secondary school teachers should be vigilant not to inadvertently single out particular subjects as ‘difficult’. That’s what we should try to change. Some people find maths difficult, while others struggle with other subjects. We have to get rid of the idea that some subjects are inherently ‘hard’, for example by paying attention to this in our outreach activities.” You later held various positions at Rijkswaterstaat (Ministry of Infrastructure and Water Management) and the Netherlands Organisation for Applied Scientific Research (TNO). Did you ever feel excluded? And how did you deal with that? Aukje: “I always felt perfectly at home at Rijkswaterstaat and TNO. I was often the youngest, the only woman and the project leader or supervisor, but that’s exactly what interested me. I never felt uncomfortable. Anything but, organisations welcomed me with open arms. The same is true for RIVM and TU Delft.” You served as dean of the faculty of TBM from 1 October 2019 to 1 December 2024, during which time the percentage of female professors at the faculty has stagnated at about 30%. Is that enough? Aukje: “There has been growth, albeit not at as much as I’d hoped. At the TBM faculty, we’ve appointed five new female professors in recent years, but some have also retired, which means the overall percentage has stayed at around 30%. Our percentage of female associate professors (UHD), however, did go from 15% to 32% and our percentage of female assistant professors (UD) from 36% to 50%. The pipeline is fuller than it was before, but we’re not there yet. In the end, we want there to be 50/50 split in all positions.” What can the university/faculty do to help female researchers build a promising academic career? Aukje: “It’s important to take a critical look at issues such as advancement and differences in perception. Our approach consists of our so-called ‘fleet review’, in which a small committee discusses how our staff is developing and who is ready for a next step. We explicitly look at whether everyone is gaining enough leadership experience and honing their leadership skills. We ask each other critical questions, watch out for possible bias and do everything we can to keep the advancement process fair. At the same time, we will still need training courses to become and remain aware of our unconscious biases. We already have diversity training courses for all staff and a course for members of appointment advisory committees, all of which also have a trained bias observer. On top of that, managers are required to attend management skills training courses and we offer feedback training for everyone.” If you had the chance to implement one measure to improve the advancement of women to senior and decision-making positions at the university/faculty level, what would it be? Aukje: “I would love to organise another talk for young women researchers and senior scientists to share experiences about building your career and making conscious choices. I reckon that would be a good way to support them. In my previous jobs, I also found that a good course on conversation skills can be a big help, and I think TU Delft could do more in this regard.” In 2020, you said that your ideal university is one that is friendly, welcoming, challenging and inspiring. Does TU Delft live up to this ideal, or do we still have a way to go? Aukje: “We could be kinder to each other at times. I’d also add ‘safe’ to my criteria, by which I mean social safety: feeling comfortable to speak your mind, provided you do that in a respectful way. People deserve to feel heard and be taken seriously, and a respectful tone is non-negotiable. Of course, that doesn't mean you always get your way, but it's important that we can provide that safety.” What concrete measures has the faculty taken to promote social safety in the workplace? Aukje: “We organise staff lunches where we engage in small-group discussions that have proven to be very informative and valuable, as they help us stay in touch and listen to each other. Having a well-functioning Personnel Committee (faculty sub-committee of the Works Council) is also very important. I’ve found that staff members with a Dutch background are more likely to dare to bring up issues, but the Personnel Committee has now helped give a voice to international staff. Furthermore, contact with the PhD Council (PhD candidates) is very important, as they’re a vulnerable group. Some may feel uncomfortable speaking up about difficult situations, for instance, and may not even reach out to a confidential adviser. For these people, a peer group can be a valuable source of support. Social safety is about how we treat each other on a daily basis, which makes it a joint responsibility of us all. Managers have a special role because they can do a lot to foster an open atmosphere, but it’s still a duty we all share. We have to be respectful, while ensuring that everyone feels comfortable speaking their mind and is taken seriously. The faculty’s 10-point draft plan for social safety also proposes a code of conduct of sorts.” What can department chairs do to create an environment in which women and people from minority groups can grow and develop personally and professionally? Aukje: “The difference between good and not so good management is often in the details. What makes management so difficult is that it requires great precision and subtlety. When you feel a jokey atmosphere evolve, for instance, you have to be able to intervene in a respectful way. Another example is ensuring that everyone gets the opportunity to weigh in, including more introverted people. These are just examples, but there are many ways managers can contribute to a safe and open atmosphere.” Dr. Isabel Torres, co-founder and CEO of Mothers in Science, gave a talk to the DEWIS community in February, in which she highlighted the barriers and prejudices that mothers in STEM face in their careers. How can managers support parents and people with caring responsibilities? What do we need to do? Aukje: “The maternity wall is a real problem. Fatherhood and motherhood are equally important, and young parents need good support. I should add that informal care-givers (i.e. for older parents) also deserve support: these are phases of life that we all have to deal with.” Is the university responsible for changing the notion that you can’t have a family and a career? Aukje: “Absolutely. Universities should treat men and women as equals when it comes to caring responsibilities, nor should we implicitly expect new fathers to continue working as if nothing has changed, like we did in the old days.” What advice would you give women to help them navigate academia and its culture of unwritten rules? Aukje: “Talk about the unwritten rules. You can’t solve what you don’t discuss. We have to start the conversation in a respectful way and learn to understand each other’s points of view.”

23 October 2024

Call for Nominations: DEWIS Award 2024

We are pleased to announce the call for nominations for the DEWIS Award 2024 , recognizing individuals who have made extraordinary contributions to promoting an inclusive work environment and advancing gender equality and diversity at TU Delft , particularly for women scientists. We are proud to honor two individuals annually, one from each of the following categories: The Early Career Employee Award (PhD candidates, postdocs, and junior staff) is aimed at those in the early stages of their academic or professional careers. The Advanced Career Employee Award (senior staff and professors) is intended for individuals with more extensive experience in their field. Award Criteria We seek nominations for individuals (f/m/x) who meet one or multiple of the following criteria: Promotes Gender Diversity, Equity, and Inclusion : Actively contributes to enhancing gender diversity, equity, and inclusion while fostering competency development among TU Delft-employed faculty and support staff. Addresses Key Areas : Successfully tackles gender diversity and equity challenges in critical domains such as recruitment, education, retention, campus climate, research, networking, or fieldwork. Leads Awareness Initiatives : Takes the initiative to lead efforts that raise awareness and understanding of gender diversity and equity within the TU Delft community. Champions Change : Demonstrates leadership in advocating for gender diversity, equity, and inclusion through innovative policies and research. Fosters Inclusive Relationships : Implements strategies to cultivate a gender-diverse workplace and build inclusive relationships among colleagues. Maximizes Potential : Showcases behaviors and initiatives that unlock the potential of all individuals in the workplace. Stimulates Inclusion Best Practices : Enhances competency through best practices that promote an inclusive environment. Acts as a Role Model : Inspires others by serving as a role model for various audiences, including individuals from different age groups and career stages. Nomination Process To nominate an individual, please submit: A letter of nomination from any TU Delft staff member, paying particular attention to how the nominee's activities reflect one or more of the criteria noted below, in no more than one single-spaced page. Short curriculum vitae or historical background of the nominee (individual or group). Nominations can be submitted by colleagues, supervisors, or students of TU Delft, or the nominee can self-nominate. Deadline for Nominations All nominations must be submitted by 6 December to award-dewis@tudelft.nl Selection Committee The selection committee consists of all DEWIS Board Members, a Faculty Diversity Officer, and the Vice-Rector Magnificus. The DEWIS coordinator will support the committee by handling communication and managing the applications. The Vice-Rector Magnificus of TU Delft will present the award to the winners during the annual DEWIS Symposium. Prize Individual winners will receive a prize of €1,000. This amount will be allocated to a departmental account, to be used at the discretion of the recipient for initiatives that promote gender diversity, equity, and inclusion within their department. Award Ceremony The recipients of the DEWIS Award will be announced during the annual DEWIS Symposium on 14 January, where their contributions will be celebrated in the presence of the Executive Board and the DEWIS community. Leila Alizadehsaravi, DEWIS Award winner 2023 Why Nominate? Recognizing individuals who champion diversity and gender equality inspires a more inclusive academic culture at TU Delft and empowers future generations of women scientists. Your nomination could shine a light on a colleague who has gone above and beyond to make TU Delft a better, more equitable place for all.

Upcoming events

14 January 2025 14:30 till 21:00

DEWIS Workshop and 2024 DEWIS Award Ceremony

DEWIS Workshop and 2024 DEWIS Award Ceremony 14 January 2025 14:30 till 21:00 - Location: Art Centre Delft | Add to my calendar Join us for the DEWIS workshop “Be the Change You Want to See: How Being Authentic Can Improve Academic Culture at TU Delft” , an inspiring event focused on creating a more inclusive and authentic academic environment. This interactive event, followed by the 2024 DEWIS Award ceremony and a networking dinner, will explore how authenticity can transform the academic culture at TU Delft. Led by Prof. Belle Derks and Dr. Jenny Veldman , experts in social and organisational psychology at Utrecht University, the workshop will challenge the the belief that this culture is fixed and widely accepted, a phenomenon known as 'pluralistic ignorance', address issues such as exclusion and offer new perspectives on how to create an inclusive academic environment where everyone feels they belong. Academics are invited to reflect on the type of academic they want to be and how they can authentically express themselves at work. Participants learn about the potential of diversity in a group, discover their potential role in organisational change and develop their role as ‘agents of change’. University management, including deans and members of the executive board, will also participate, exploring how they can support a thriving, inclusive academic environment for academics. The day will culminate in the 2024 DEWIS Award Ceremony, recognising individuals who are driving gender diversity in our community, followed by a networking dinner to connect with peers and leaders. Open to all staff and students. Language: English Register here Programme 14:00 - 14:30 | Walk-In with Coffee and Tea Arrive early, enjoy a warm drink, and take the opportunity to network with fellow participants before the session begins. 14:30 - 15:15 | Lecture by Prof. Dr. Belle Derks Belle Derks will provide a lecture on the current challenges in academia, discussing the current academic work climate and opportunities for change and including issues like pluralistic ignorance, the lack of fit, and the importance of authenticity in academic work. 15:30 - 16:30 | Interactive Workshop Academics will discuss their role in academia and opportunities for being agents of change. This hands-on workshop brings academics together to reflect on their personal experiences and discuss how to create a more authentic and inclusive academic environment. 16:30 - 17:00 | Reflective Closing Session Prof. Dr. Belle Derks and Dr. Jenny Veldman will summarise the key lessons from the afternoon and discuss how to continue to drive change in academic culture with university leadership. 17:00 – 17.30 I DEWIS Award Ceremony Dr Laura Marchal Crespo will introduce the DEWIS Award. Afterwards the winner of the DEWIS Award 2024 will be announced by Prof. Hans Hellendoorn. 17:30 – 21.00 I Drinks and networking dinner
Mentoring
Get involved
Aftermovie International Women’s Day 2024
DEWIS Event - Gender Diversity, Work and Caregiving: What academia can learn from business?

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