Radboud University of Nijmegen- RU is one of the leading academic communities in the Netherlands and it enrols over 19.000 students and has 4.000 staff members.

RU has now a long record of gender-equality oriented initiatives, enjoying the support of an active central Human Resource Department. Programmes have concerned a wide range of issues: funds for stimulating research careers of talented women; gender-neutral procedures for the appointment of new professors; target numbers of women at top and sub-top levels of scientific staff; mentoring and coaching programmes; childcare facilities and flexible working arrangements; annual awards for 10 promising young women researchers; fully-compensated parental leave schemes. Moreover, a Women’s Network exists of professors; as well as an Institute for Gender Studies. These efforts notwithstanding, results are still unsatisfactory. At the University level, women represent 61.8% of all master students and 54.4% of all PhD students, but they are only 32.1% of assistant professors, 21% of associate professors and 15.8% of full professors. As for managerial positions, women represent 14.8% of higher positions in top management, there are no women in the 3-member Board of Directors, and only two women are among the 21 vice-deans.

The idea behind the Action Plan, which enjoys the full support and active participation of the University Human Resources department, is to test in two important schools within the university (the School of Management and the Donders Institute for Brain, Cognition and Behaviour) further tools for gender equality, starting from the results that have been achieved in previous programmes as well as trying to integrate them and overcoming their flaws and inadequacies.





Women-friendly environment

Actions promoting change in organisational culture and formal/ informal behaviours

-    Evaluating the pilot mentoring programme

-    Workshops for female scientists in the mentoring programme

-    Extending the mentoring programme

Actions promoting work-life balance

-    Internal research examining the use of work-life arrangements

Actions supporting early-stage career-development

-     Setting up and facilitating a women’s network of young female scientists

Gender-aware science

Actions challenging gender stereotypes and consequent horizontal segregation

-    Screening and improving internal communication on recruitment and career progress

-    Gender awareness training of deans and managers: increasing advising and supervising skills

Actions aimed at gendering S&T contents and methods

-     Developing and providing an interdisciplinary PhD course on gender and research methodologies

-    Developing the use of computer-based modelling in gender analysis

Women’s leadership of science

Actions promoting women’s leadership in the practice of research

-    Implementing target figures for female full and associate professors

Actions promoting women’s leadership in the management of research

-    Gender awareness training of deans and managers: increasing knowledge on gender quotas

Actions promoting women’s leadership in scientific communication

-    Increasing the visibility of female scientists in internal communication

-    Increasing the visibility of gender research in internal communication





RT @AWildberger: It's not about shrink it and pink it!Gender in curricula and research design #SAPGERIC.
RT @Jennifer_Dahmen: We need more funded #European #gender research, not only gender researchers who are 'used' in supporting actions #Liis
RT @EU_ScienceChief: At SAPGERIC Conf promoting gender equality in research inst. I hear that gender equality is a luxury - no, it's inequa…
#SAPGERIC The President of the Republic of Lithuania Ms Dalia Grybauskaite http://t.co/koxnFSmaqw
RT @curtrice: A wonderful video for recruiting girls to STEM! http://t.co/pQZrcirAh1