Leiden University has an efficient, transparent career policy that offers everyone equal opportunities to advance in their career and to combine work with care responsibilities. The more diversity there is in the workplace, the more creativity and innovation there will be, which in turn benefits the quality of teaching and research. The Executive Board has set out a work plan (in Dutch) for diversity and inclusiveness. In the period 2014-2016 this focusesmainly on promoting gender equality by means of a gender-aware appointments policy.
- What can you do?
- No female talent should be overlooked
- Talent to the Top
- Overview of regulations and grants especially for female academics
Discuss your ambitions with your professor or manager. You could also make an appointment with one of the career adviseres to work out your career options and the steps you need to take to get where you want to be.
Our aim is to keep talented men and women in science. That needs a helping hand: hence the focus on promoting gender equality with a gender-aware appointments policy. In the last 20 years the number of female academics has risen significantly, but this increase has not been translated to academic workplaces: the average percentage of female professors nationwide is a little over 17%. With over 23%, Leiden University is ranked as the best large university in the Netherlands (monitor: Dutch Network of Women Professors , LNVH). We are aiming to raise that to 27% by 2019.
Leiden University signed the ‘Talent to the Top' Charter in March 2009. This is a public commitment to strive for the significant influx, continuation and retention of mainly female talent in top positions, including clear, measurable targets for the number of women at the top of the organisation.
There are number of regulations and possible grants within and outside the University that provide female academics with extra opportunities to build an academic career. You can find the most important regulations here
For further information on this subject you can contact the HRM adviser at your faculty or Monique Oomes, policy adviser at the HRM Department, firstname.lastname@example.org