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.
21 February 2024
Cynthia Liem Receives Women in AI Netherlands Diversity Leader AwardCongratulations to Cynthia Liem (EEMCS) , who won the Women in AI 2024 Diversity Leader Award. And, Odette Scharenborg (EEMCS) who was shortlisted for the AI Researchers award! Women in AI (WAI) is a nonprofit do-tank working towards inclusive AI that benefits global society. Read more, https://www.tudelft.nl/en/2024/eemcs/cynthia-liem-receives-women-in-ai-netherlands-diversity-leader-award MORE ABOUT WAI
22 December 2023
Leila Alizadehsaravi 2023 DEWIS Award WinnerThe 2023 DEWIS Award goes to Leila Alizadehsaravi, in recognition of her outstanding contributions to diversity and inclusion within our academic community! In her role as a postdoctoral researcher, Leila has demonstrated an exceptional commitment to diversity and inclusion. Leila has been instrumental in driving positive change by actively working to improve equality and diversity practices. Her unwavering commitment to empowering under-represented groups, with a particular focus on women, serves as an inspiration to all members of our academic community! Leila Alizadehsaravi and Rob Mudde Leila's extraordinary work as a co-organiser of the Bicycle and Motorcycle Dynamics Conference held in Delft in October 2023 sets her apart. As the first female co-organiser in the history of this conference series, Leila has played a key role in changing its demographics. Through her initiatives, including travel awards for women and early career researchers from developing countries, expanded promotional efforts, and encouragement of increased female representation on the scientific committee, she has significantly increased female participation from less than 5% to an impressive 20%. These achievements may seem modest in numerical terms, but in the context of this conference series they represent a monumental step towards a more diverse and inclusive future. Leila's efforts have received positive feedback from regular conference attendees, signalling a promising trajectory for increased diversity in the years to come. Her tireless efforts to promote diversity not only shape the present, but also lay the foundation for a more vibrant and inclusive academic community in the future. Leila Alizadehsaravi The selection process for the 2023 DEWIS Award proved to be a challenging task, a testament to the richness and diversity of the proposals put forward by our nominees. From the nominations we selected three top candidates. Each candidate has demonstrated remarkable commitment and excellence in their respective contributions to advancing gender equality and inclusivity. f.l.t.r. Astrid Taal, Rob Mudde, Zofia Lukszo, Leila Alizadehsaravi, Ingrid Mulder, Anna Lukina We are also immensely proud of the outstanding efforts that the other two nominees have made to promote gender equality and foster inclusion within our academic institution: Medina Bandic , a PhD candidate in Quantum & Computer Engineering Department from the Faculty of EEMCS and in QuTech institute. She has been recognised for her exceptional commitment to diversity and inclusivity within the academic community. As well as being an outstanding PhD who has made a significant contribution to the field of science, Medina goes above and beyond to promote diversity in academia. Grazia Bastasin , Program manager at QuTech Academy and Diversity and Inclusion Officer at QuTech, contributing in an outstanding way to gender diversity at QuTech. Grazia's unwavering commitment has significantly enhanced the experience of female staff at QuTech, creating inspiring spaces for discussions, sharing resources, and addressing challenges.
11 October 2023
Nominate your colleague(s) for the DEWIS AWARD!Yearly, DEWIS is presenting the DEWIS Award to the employee or group who makes an exceptional contribution to gender equity and gender diversity at TU Delft. Since 2007, DEWIS handed out a yearly DEWIS-award for very talented female PhD students. The aim of the DEWIS-award changed, to make it more in line with what DEWIS stands for. And since 2020, the DEWIS Award has been given for a recognition of an individual or a group that has made an extraordinary contribution to realising an inclusive work environment and to increasing gender equity and gender diversity at TU Delft. The reward prize is 1000 euro. The 2023 DEWIS Award is presented by the Vice-Rector Magnificus during the annual DEWIS Symposium in December. Nominations are due 1 November 2023. More information about the criteria and procedure here
09 October 2023
Parents and caregivers: an interview with Aimée Sakes and DirkJan VeegerFamily caregiving is part of the fabric of life. Many scientists, both male and female, have children or are starting a family at the same time as maintaining and building a career. Juggling teaching, publishing, finding a new (or permanent) job, relocating, attending conferences, and actually doing research sometimes requires more hours in the day than exist. So, how do colleagues combine this with parenting? Where do they find support? And what can the organisation do to create a more inclusive working environment where parents can grow and flourish in their careers? DEWIS is talking with scientists with caregiving responsibilities, and we aim to start a dialogue around how we can make changes within the TU Delft to support those scientists who are also parents. In this interview we talk with Aimée Sakes, Assistant Professor at the Department of Biomechanical Engineering at the Faculty of 3mE and her supervisor Professor DirkJan Veeger at the Department of Biomechanical Engineering at the Faculty of 3mE. Aimee received Veni funding from the Dutch Research Council (NWO) in August for her research on catheter technology. DirkJan is the former Department Chair and Director of Education at the Faculty of 3mE. “Managers should embrace (future and current) parents and create an atmosphere within the department in which parenthood is a part of life, including work life.” ― DirkJan Veegers “I think there should be more support for fathers who want to take parental leave or who have to take care of their sick wife and baby during maternity leave. There are still too many preconceptions about men with caregiving responsibilities.” ― Aimée Sakes In this interview we talk with Aimée Sakes, Assistant Professor at the Department of Biomechanical Engineering at the Faculty of 3mE and her supervisor Professor DirkJan Veeger at the Department of Biomechanical Engineering at the Faculty of 3mE. Aimee received Veni funding from the Dutch Research Council (NWO) in August for her research on catheter technology. DirkJan is the former Department Chair and Director of Education at the Faculty of 3mE. What challenges did you face as a parent with an academic career? Aimée: “After I became pregnant with my second daughter, I couldn’t work more than 50 percent of my hours and I had a lot of guilt. I found it particularly difficult to ask my colleagues to take over my tasks. I felt like I was letting my colleagues down. And I also felt pressure to keep working. Leave doesn’t always come at the right time. So I ended up submitting a large application during my maternity leave, for example. I didn’t want to fall behind in my career.” Where did you go for support? Aimée: “For me, it was essential that my manager, DirkJan, understood my situation. I was given time to recover and DirkJan’s confidence in me really helped me get through this phase.” What can supervisors do to support (future and current) parents? DirkJan: “It’s really good that Aimée came to me talk about this. It was difficult for her because she felt that she was responsible for the situation. But that’s not the point. Starting a family is part of life. There needs to be understanding and support for that and, above all, common sense. Young, ambitious men and women will usually have children. It’s impossible to carry on working with the same intensity as they did before having a family, and it’s unreasonable to expect that of people. I think it’s important to emphasise that this phase and the challenges that come with it are a responsibility for all of us.” What do you think the organisation can do to support parents? DirkJan: “Young people are hugely ambitious, but also feel they have to keep up in the academic race. Maternity leave and illness are events that make you feel like you can’t keep up in the race. This is a sign that the way we value people isn’t really working. We should assess performance in relation to opportunities. This involves evaluating the quality and impact of the staff member’s performance, taking into account the impact of relevant personal circumstances. ( Guideline: Assessing achievement relative to opportunity ) But we still focus too much on things like the H-index, not least because these are easily quantifiable quantities and we won’t change that easily. Therefore, it’s important that we create an atmosphere in the department in which it is normal to be less productive when you have caregiving responsibilities.” Aimée: “It’s important for parents to be able to share experiences with other (future and current) parents. Go and have coffee with a pregnant colleague for example, and tell her your story and how you have dealt with these challenges. This helps people feel less isolated and lets them know it’s okay to ask for help. I also think there should be more support for fathers who want to take parental leave or who have to take care of their sick wife and baby during maternity leave. There are still too many preconceptions about men with caregiving responsibilities.” DirkJan: “I’ve noticed that men hardly ever discuss this. They can, but they don’t. It’s still a taboo subject within the university setting. It all starts with normalising family formation for men and women, and understanding that this phase takes an incredible amount of energy. This is part of life. Managers should embrace (future and current) parents and create an atmosphere within the department in which parenthood is a part of life, including work life.” If you would like to talk more about this topic with someone from DEWIS, please contact us at email@example.com As an (international) employee , it might be difficult to find the right information to suit your situation as a parent. There are a number of topics on this page that may be of interest to you. The TU Delft website Coming to Delft Service for international employees contains a lot of information about your stay in the Netherlands.
04 March 2024 12:30 till 13:30
Lunch with Confidential Advisors and Ombuds OfficerLunch with Confidential Advisors and Ombuds Officer Open to all women of TU Delft 04 March 2024 12:30 till 13:30 - Location: Commissiekamer 3, Aula | Add to my calendar Get to know the confidential advisors and the ombuds officer for staff, Birgitte Peters, and understand their role in ensuring a safe and supportive atmosphere at TU Delft. Participate in open dialogue, sharing thoughts and experiences to build trust with our confidential advisors. Learn about the support they can provide in navigating challenges. Ask questions regarding confidentiality, procedures, or related concerns. Discuss social safety at TU Delft and explore topics relevant to community well-being. REGISTER
08 March 2024 09:00 till 14:00