Challenge the future

DelftUniversity ofTechnology

Diversity Policy of the TU DelftDr. J.A. Verweij, Program Manager HR

Delft 29-9-11

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1.Some figures

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“Monitor Female Professors” (2009)

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“Monitor Female Professors” (2009)

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“Monitor Female WP TU Delft” (paid and unpaid)

http://www.tudelft.nl/live/pagina.jsp?id=eef8d039-0672-434b-afd5-cc8779be145a&lang=nl

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•There are many structural, cultural, historical and socio-psychological factors

•No matter of ‘they are not available’ or ‘they do not want’

Explanations?

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2.Diversity Policy (focus on gender)

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•Five strategic goals of the HR Strategy 2010-2014 (“Freedom to excel”)• Excellent people• Solidifying the university’s reputation as a preferred

employer• Increased diversity in a broad sense• High-quality, coaching leadership• A flexible, learning organisation

Diversity is a key objective of the TU Delft

•TU Delft signed the national “Charter Talent to the Top” in 2008 (first Dutch university)

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1) To attract - and to make use - of all talent available (economic argument)

2) To provide equal changes (juridical argument)

3) To stimulate more creativity and innovation and to improve decision making (cultural argument)

Some arguments to encourage diversity

Research Van Engen/Bleijenbergh/Vinkenburg 2010: Dutch & Male & from TU Delft reach the top (p. 28)

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•The whole university

•The eight faculties

•The individual and group level (DEWIS)

Diversity policy at three levels

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•Targets

Some actions

- Targets were set for the TU Delft- Realization figures for the meetings between CvB-Dean/MT- Next step: targets for each faculty

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•Awareness

Some actions

- Gender awareness workshops for the Dean/MT- Gender awareness in the labor and marketing communication- Participative research about the position of female WP (CiTG ,

3mE)

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•Structural

Some actions

- Research sabbatical after maternity- Each BAC contains at least 1 female member- Each profile for a new professorship which goes to the Board

of Professors contains the names of 3 female top scientists- Delft Technology Fellowship

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3.Delft Technology Fellowship

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Delft University of Technology is aiming to substantially increase the number of top female scientists. To help accelerate this, a Fellowship is introduced offering up to ten high profile tenure track positions for talented female scientists in research fields that follow the domains of Delft University of Technology. 

(inspired by the Rosalind Franklin Fellowship of RUG)

Delft technology Fellowship

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•You can establish your own research programme

•You will get a 5-year position as UD, UHD or HL•Possibly you will get a tenure position after 5 years at a world class university

•You are supported with a research grant (€100.000/€200.000/€300.000)

•You will get a mentor and an introduction programme

Unique selling points

max. 10 fellows in 2012 and max. 10 fellows in 2014

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•Rector Magnificus•Executive board (they will pay 2/3 of the 5-year salary and 2/3 of the grant)

•Deans•Top scientists of the TU Delft

Strong Support at the Top

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Similarities•Propose your own research programme•5-year appointment•Each faculty has a selection committee & there is one central selection committee•Research grant•Executive board pays 2/3 of the salary and grant

Fellowship TU Delft vs. RUG

Differences•UD/UHD/HL vs. UD•open competition vs. each faculty will get at least 1 fellow

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ONLY CHOOSE REAL TOP TALENT

Most important lesson of the RUG

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You are a dynamic, innovative researcher holding a PhD in a relevant discipline and have the ambition to become a full professor. You have a proven drive for scientific excellence, which is demonstrated by publications in first rate international scientific journals, the ability to compete for external research funding and an extensive international network. You have a few years of post-doctoral working experience in research groups in industry or academia, preferably also outside of the Netherlands.

Requirements

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 The fellowship programme is open for (inter)national top scientists currently not employed by the TU Delft (because we want to raise up the % of female scientists). Employees of TU Delft are referred to the regular tenure track procedures and other career tracks of the TU Delft.

Requirements

PhD-students who almost finished their thesis: go abroad for a postdoctoral position and compete for the new round in 2014

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•October – 15 January 2012: recruitment

•15 January – March 2012: selection process and interviews by faculty committees (headed by dean)

•April 2012: final selection by a central selection committee (and the Board of Professors)

•May 2012: appointment by executive board

•September – December 2012: start fellows

Time Schedule

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•Prof.ir. K.C.A.M. Luyben, Rector Magnificus (chairman)

•Prof.dr. I.W.C.E. Arends, TNW/Dewis•Prof.dr.ir. P.A. Kroes, TBM/Board of Professors (Prof.Dr. J. Dankelman, 3mE)

•Prof.ir K. Laglas, Dean BK•Prof.dr.ir. B. van Arem, CiTG•Drs. N. Jansen, Director HR•Dr. J.A. Verweij, HR (secretary)

Central selection committee

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•To 1 central point

- motivation- faculty of interest- position desired- CV (education, research, publications)- contact information of references- research proposal (4-5 pages, no format prescribed)

•No preference for a specific faculty? The central selection committee will decide

Application

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Ambassadors of the fellowship36 scientists were approached to become an ambassador, already 28 of them agreed

Karen Aardal, Isabel Arends, Miriam Blaauboer, Han Brezet, Jenny Dankelman, Cees Dekker, Nynke Dekker, Arie van Deursen, Andy van den Dobbelsteen, Anke van Hal, Paulien Herder, Jeroen van den Hoven, Hans de Jonge, Catholijn Jonker, Leo Kouwenhoven, Inald Lagendijk, Gabriel Lodewijks, Han Meyer, Robert Munnig Schmidt, Katia Pappas, Silvania Pereira, Julie Pietrzak, Herman Russchenberg, Lina Sarro, Lieven Vandersypen, Han de Winde, Herre van der Zant, Sybrand van der Zwaag

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AmbassadorsThey:-Promote the fellowship-Search for candidates-Could become a mentor

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Coming up soon

www.jobsindelft.com/fellowship