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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

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.

05 September 2024

Gender diversity: Interview with Rob Mudde

Professor Rob Mudde, Vice Rector Magnificus/Vice President Education of the Executive Board, will step down as a member of the Executive Board of TU Delft on 1 October. DEWIS spoke with him one last time in his role as a member of the Executive Board about gender diversity, equality and inclusion at TU Delft. As a community, we should dare to embrace the amazing variety of life and celebrate it more together. ― Rob Mudde, Vice-Rector Magnificus TU Delft DEWIS has seen the departure of a lot of female talent over the past year. This included a number of female professors and many talented associate professors who got senior positions more quickly elsewhere. Why do you think this is? Rob Mudde: “TU Delft is a highly ranked, world-class university, which means that our young academic staff are often attractive to other universities and they may be able to progress in their careers more quickly elsewhere. Talented women are in high demand, so it's no surprise that they could potentially advance faster somewhere else. If you can make a nice career move, you should go for it!” In autumn 2024, NWO will start a pilot in the Talent Programme that is expected to lead to more allocations of Vidi grants to women. What do you think about the new developments in NWO's Talent Programme? Rob Mudde: "It is important to create additional opportunities for people in minority positions, such as women, who have historically had fewer opportunities. I hope this measure will accelerate the growth of women in academic positions at all levels of our organisation. This will normalise women in science and emphasise that gender is irrelevant in scientific practice.” What can the university do to focus attention on female talent at the university so that they have better opportunities to grow and flourish in their academic careers? Rob Mudde: “We actively challenge stereotypes and biases by appointing women to decision-making positions at all levels. Most faculties no longer have or want management teams consisting solely of men. We want to see women on our board and as department heads, and more women in other management positions. It should become the norm for women to hold such positions and it shows young women that career advancement is possible at our university.” TU/Eindhoven's Irene Curie Fellowship programme is bearing fruit. Wouldn't something like this also be a good idea for us? Rob Mudde: "We have attracted many female assistant professors in recent years, partly due to the sector plans. In many faculties, 45% of new assistant professors are women. This is comparable with Eindhoven. We also have the Delft Technology Fellowship. It is crucial to have enough female PhD students, postdocs and assistant professors. That would be my priority. It will take some time before 25% of our full professors are women, but filling the beginning of the pipeline properly will go a long way. In 15 years I hope to be able to say: "See, I told you so!" What would you suggest to promote the advancement of women at TU Delft? Rob Mudde: “We steer the influx and advancement by actively scouting and looking closely at talent development. If this is not going well, it needs to be improved internally. The Recognition and Rewards programme helps us to do this. We learn to consider careers from a broader perspective. Some people do not thrive in our outdated system, which necessitates adjusting the elements on which we assess people to retain these valuable individuals.” Unconscious biases and stereotypes are not eliminated just by 'taking a broader perspective'. How do we deal with those issues? Rob Mudde: "That is deeply rooted in society, especially in the Netherlands where the traditional male-female gender roles still figure strongly in our minds. For instance, someone with a deep voice is more likely to be taken seriously than someone with a softer voice. That’s something we need to be aware of." How did you become aware of your biases? Have you ever had 'implicit bias' training? Rob Mudde: "No, I have not done any training and my preferences undoubtedly also influence my quality assessments. I try to be conscious of how I reach my own judgements and occasionally take the time to reflect on my approach." Some people still say: "I just want to hire the best people for the job and don't look at colour or gender as part of the process." What would you say to those people? Rob Mudde: “What is 'the best'? Is the best team made up of copies of yourself? Messi was the best footballer for a long time but a team full of Messi clones would lose. A good team is diverse and needs different qualities. Reflect with others on what is really best for the team and be open to different perspectives. Don't fall into the trap of thinking you know exactly what the best team is without input from others. For example, someone from a different cultural background or who is an introvert can contribute unique qualities and dynamics. Characteristics such as gender and economic class add value. We are learning that now.” You have been associated with the university since 1988. Have you seen the university change over the years when it comes to diversity and inclusion? What exactly has changed? Rob Mudde: "The university has become much less hierarchical. Academics at the beginning of their careers have much more scope to shape their career paths. This comes with responsibilities and pressures, such as obtaining consortia and grants and getting published. There is a perception that you have to join this 'rat race' to be successful. But we need to rethink the absolute measure of success, for example by valuing team efforts and acknowledging that not everyone has to become a full professor". If I had asked you in 1988 what your vision of the ideal university of the future would be, what would you have said? Rob Mudde: "I would like to see a technical university with a better balance between young men and women. It's strange to be in a room with 200 students and only five of them are women. Women are still less likely to choose engineering, often because they are discouraged from an early age. The situation is quite different in countries that we don't generally think of as particularly emancipated, such as Turkey and Iran.” What comes to mind when I say, 'an inclusive, socially safe university'? Does TUD fit this image? Or is there still some way to go? Rob Mudde: "That’s an organisation with a hierarchical structure but where people interact with each other in a respectful way. Serious science and academic education require proper assessment but this must be done respectfully. Managers have a responsibility to put themselves in the other person's shoes and must be careful with how they provide feedback. It matters what tone you use and whether you start conversations with questions and compliments rather than criticism. Managers should be able to point out when something is not good enough, but it’s also important to remain considerate and respectful towards one another. That is my wish for this university." "We have a culture of care and consideration by making people feel like they belong and making sure they know their presence and contribution are appreciated. Ensuring that staff feel seen and acknowledged is crucial to job satisfaction. This also reduces the pressure to constantly perform. Managers bear greater responsibility in this, but it’s a joint task." What concrete steps is TU Delft taking now and in the future to improve this? Rob Mudde: "We want to better prepare young academics for leadership by providing leadership training. A compulsory programme in the first five years at university would be a worthwhile investment. A good selection of courses makes people more effective, even for those not in a formal leadership role. We don't pay enough attention to that. There is room for improvement here.” “It is also important to hold each other accountable for a good work/life balance. Why don't we all take regular holidays? Everyone needs to recharge their battery. Stress is okay as long as it remains manageable but too much can cause illness. We need to pay genuine attention to this balance, both for ourselves and for our team." Has the type of manager also changed over the years? What new type of manager would fit into your inclusive, socially safe university or your ideal university? Rob Mudde: "Current times call for different leaders than in the 1960s. We need less directive leaders and more who can listen, summarise and make decisions based on dialogue. We need people-oriented leaders who recognise that we provide top-level science and academic education here, but who also remain realistic about the demands we impose on one another. The future calls for altruistic leadership, where we provide each other with opportunities to develop individual talents. This strengthens the team in the long run." Combining family and an academic career is still often seen as problematic. Do you think enough is being done to change this perception? Rob Mudde: "It is useful to discuss and question this amongst ourselves. We aim for the top but that does not mean we have to be under constant pressure. We need to discuss what it means to compete at the top, yet not feel discouraged if things don't go your way for a bit. Maternity leave and breastfeeding are perfectly normal parts of life and should not affect one’s career. Measured over a longer term, this really only involves a limited period of time and we need to learn to be more flexible about it. Managers must be more open and alert and have conversations that naturally address topics such as these. We should dare to embrace the amazing variety of life as a community and celebrate it more together." What would you say to women who are unsure whether an academic career is for them? Rob Mudde: “First, I would ask: "What is your dream?" and advise that person to pursue it. Secondly, I recommend talking to the people closest to you. Carefully consider whether you want to enter the high-pressure, competitive academic world. If it is indeed something you want, don't be put off by negative images and stories.” What advice would you give to women who encounter resistance in advancing to more senior positions? Rob Mudde: “Go to your supervisor and maybe even their managers, lay your cards on the table, speak candidly and ask for feedback. Expect respectful conversations from your managers and be prepared to hear and respond to feedback.” You have always been very supportive of DEWIS and have done a lot for it, such as presenting the annual DEWIS award. Why was that so important to you? What did you like about it? Rob Mudde: "I like seeing people passionately working towards a greater goal and appreciate DEWIS taking on the valuable role of ’thorn in the side' of the organisation. Presenting awards like the DEWIS award is an enjoyable task for me. It's always nice to shine the spotlight on special people."

22 July 2024

Poll Female Faculty Walks

We are considering organizing regular walks for women faculty members to connect, network, and create a sense of community. Would you be interested in participating in walks with women from your faculty on campus? THE POLL

Upcoming events

25 November 2024 15:30 till 18:00

A World of respect: United in safety for women and girls

A World of respect: United in safety for women and girls 25 November 2024 15:30 till 18:00 - Location: Auditorium, Aula, TU Delft campus | Add to my calendar For the entire TU community, open to employees and students and externally interested parties Orange the World is the global campaign against violence against women and girls. TU Delft, in cooperation with the core group Orange the World of the Municipality of Delft, will launch the annual campaign by raising the flag in front of the Auditorium on 25 November 2024, the International Day against Violence against Women. This will take place in the presence of Joëlle Gooijer, alderman of the municipality of Delft and Marien van der Meer, Vice President Operations of TU Delft. The theme of the Orange the World campaign in the Netherlands this year is ‘Safe, everywhere and always’ and runs until 10 December, International Human Rights Day. After raising the flag, an event will take place in the Auditorium with Tessel ten Zweege , writer, artist and feminist and Jens van Tricht , idealist, feminist and director of Emancipator. They will make us more aware of violence against women and girls and how we can collectively prevent and stop it. The entire TU community is invited to attend the flag-raising, come to the event and then continue talking to each other over drinks in the Foyer of the Aula. Language : Dutch with English subtitles REGISTRATION Programme 15.30 Raising the flag, Marien van der Meer, Vice President Operations of TU Delft and Joëlle Gooijer-Medema, Alderman of the Municipality of Delft. 15.45 Welcome speech by Marien van der Meer, Vice President Operations of TU Delft 15:55 Short word by Joëlle Gooijer, Alderman of the Municipality of Delft 16.00 Presentation Tessel ten Zweege , writer, artist and feminist “Femicide: Till death do us part” 16.20 Presentation Jens van Tricht , idealist, feminist and director of Emancipator. “Boys and Men as part of the solution to gender-related violence” 16:40 Opportunity to pose questions to the speakers 17:00 Closing speech Joëlle Gooijer-Medema, alderman of the municipality of Delft / Drinks in the Foyer For more information, please send an email to dewis@tudelft.nl The programme was made possible by Soroptimistclub Delft, Reclassering Nederland, VVAO – afdeling Delft; Lotgenoten Live; Warriors United, Delft voor elkaar (Sociaal Veilig Sportklimaat), TU Delft, Raad van Kerken, Stichting SARE, Gemeente Delft, Soroptimistclub Delft, Vrouwen in Delft platform

26 November 2024 12:00

Training Developing Personal Authority & Situational Leadership by Eva Wiltingh BV

Training Developing Personal Authority & Situational Leadership by Eva Wiltingh BV 26 November 2024 12:00 | Add to my calendar When: 26 November 2024 For whom: Associate Professors and Full Professors FULLY BOOKED
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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