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3. Diversity on Campus

More Female Staff

The growth in the proportion of female academics continued in 2020. For the first time, the share of female professors exceeded 30%  (excluding Radboud university medical center). The latest national overview – the Women Professors Monitor 2020 – found that Radboud University is amongst the top three Dutch universities with regard to share of female professors: 29.6%  female in 2019. However, fewer than a quarter of professors at the 14 Dutch research universities together are women.

At the request of the Network of Women Professors, universities have set targets for the percentage of female professors for the period from 2020–2025. Radboud University’s target figure (including Radboud university medical center) is 36% female by 2025. The proportion of women assistant professors rose from 42.1% to 44.2%.  The proportion of women associate professors has dropped to 30%, partly because of the relatively high number of internal promotions to full professor. However, the share of female PhD candidates is rising (now 56.4%).

Ambition: 36% female professors by 2025 (including Radboud university medical center)

More International Staff

Radboud University and Radboud university medical center aim to attract more international academics. Their proportion has increased from 25.7% (end of 2018) to 26.4% (end of 2019).

In 2020, special attention was paid to (international) PhD candidates, who were, for example, helped with pandemic-related problems through the new Global PhD Support programme. That programme matches Dutch and international PhD candidates with a personally selected buddy. Such a buddy is important in times of limited physical and social contact and isolation from family or friends. The buddy can also offer first-line support in matters related to well-being, housing or legal issues, and they can refer people on if necessary. Furthermore, research was carried out into the recruitment of international PhD candidates within the Faculty of Science. This will lead to a recommendation for the entire university.

Distance to the Labour Market

At the end of 2019, the number of participation jobs [EGS1] at the university was 62.2 FTE. The latest figure for 2020 shows a decline to a total of 39.5 FTE. Despite the inflow of seven new employees from the employment promotion target group in 2020, a larger outflow of (especially seconded) staff as a result of COVID-19 led to an overall decrease. This means that the quota target for 2020 (77.4 FTE) was too high. The HR team in charge of these jobs noted an insufficient sense of urgency and stated that more commitment is needed for job creation. COVID-19 has also proven to be an obstacle, given the relatively intensive, personal guidance that participation staff require. About half of this group of staff have a permanent position and one-third work at the MBO level or higher.

To give the policy a boost, a start was made in 2020 to appoint someone to each decentralised unit to pay extra attention to creating jobs for this target group and to strengthen communication between the HR team and the decentralised unit.

New on Campus: A Diversity Programme Manager

Rona Jualla van Oudenhoven has been working as RU’s first Diversity, Equity and Inclusion Programme Manager since September 2020. Her task is to ensure a safe and inclusive campus for students and staff.

“This work is always strongly determined by the context. That’s not the same in any two countries, and not even at two universities in the Netherlands,” she says. To get an impression of what is going on, Jualla van Oudenhoven will speak to staff members, students and conversation partners elsewhere in Nijmegen. This should lead to an action plan for the campus.

To give further substance to diversity, all student and study associations will include a section on this theme in their policy plans from 2020 onwards.

Racism and Discrimination

Partly because of the Black Lives Matter actions in 2020, the Executive Board announced a broad dialogue on racism, discrimination and diversity on campus. The aim is to further shape the university’s diversity policy through an exchange of knowledge, views and opinions. All kinds of topics will be discussed, including the naming of campus buildings.

On the (partly virtual) Radboud campus, too, there are discussions about this theme via social media, email, columns and Voxweb. For example, student Sarah Boulehoual and staff member Ross Kang sent open letters to the Executive Board via Voxweb.

A university-wide steering committee will shape the dialogue, under the coordination of the diversity, equity and inclusion programme manager, who will also be in charge of a hotline for complaints about racism and discrimination.