DEWIS

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.


17 November 2022

Presentations available - 2022 DEWIS Symposium

The 2022 DEWIS Symposium with the title ‘Gendered and Inclusive Research and Innovation (GIRI) in Science, Technology, Engineering and Mathematics (STEM)’ took place on 14 November 2022 To make women, people with an ethnical background or older people etc. visible in our research and innovation, we need to include the diversity of human-beings to its full extend. GIRI puts the diversity of humans centre-stage. Claudia Werker (TU Delft), introduced the terms used and shared some interesting examples and first insights at TU Delft. TU Delft is the first university in the world to have GIRI in STEM part of TU Delft‘s strategic priorities. Claudia Werker Carmen Leicht-Scholten (RWTH Aachen University), gave a presentation about Socially Responsible Perspectives on Data, Algorithms and Digitalization and showed us the complexity. Societal challenges are asking for socially responsible solutions. We need interdisciplinary approaches and education in the field of ethics and gender/ and diversity, and intersectionality to solve these huge challenges. Carmen Leicht-Scholten Mara Tanelli (Politecnico Milano), gave a presentation about Inclusive and smart mobility. She introduced us to the fair model predictive control system that represents an innovative tool to design fair policies that quantitatively account for social justice. Mara Tanelli David Abbink (TU Delft) made us realise that gendered and inclusive research and innovation requires space, time, reflection and respect for other types of knowledge in his presentation about inclusive robotics at work. David Abbink The participants discussed in groups how to turn research projects in GIRI projects. How does your research affect human beings along the process? Does diversity of human beings play a role in your research, e.g. gender, age, social background? Do you include them, e.g. consider their needs or talk to them? When do you do so and how? David Keyson, TU Delft Diversity Officer Ena Voûte Thank you for participating and we hope to see you next year!

14 October 2022

Statement of support for women (and their allies) in Iran

The women’s network of scientists at TU Delft (DEWIS) stands in solidarity with the Iranian women and their allies who are fighting for fundamental human rights and freedom for women. We condemn the violent attacks on citizens and students during the protests that followed the in-custody death of Mahsa Amini. To all Iranians at TU Delft, we acknowledge this is a very distressing time for you, with deep concerns for your family and friends in Iran, the struggle of limited communication and the impossibility to focus and function well in your daily life. Faculty and staff at TU Delft struggling to cope can contact the supervisor, the Confidential Advisors or the University Social Worker . Students can access confidential wellbeing resource, including crisis, grief, and trauma counselling. More info can be found on the well being and study page . DEWIS will be organizing a Virtual Coffee on 9 November 12.30 -13.30 for all who want to voice their concerns, express their opinions, and offer their perspectives on the situation in Iran in general and the situation of women in particular. You can join the zoom meeting via this link . The "Women, Life, Freedom" movement is linked to different struggles by Iranian citizens, all connected to basic human rights. DEWIS stands in solidarity with all women’s rights and freedom of expression. Read the statement of the International Human Rights Network of Academies and Scholarly Societies (IHRN)

12 October 2022

Lookback and takeaways Theatre Play: ‘Danger: Implicit Bias at Work!’ on Diversity Day, 4 October 2022

Delft Women in Science (DEWIS) , organized the interactive Theatre Play: ‘Danger: Implicit Bias at Work!’ on Diversity Day, 4 October 2022. The humorous, interactive theatre play by Het Acteursgenootschap , contained four short scenes that examined the language and mechanisms in academia that are discriminating and stigmatizing. The scenes illustrated various forms of implicit bias. Is it a Man’s World? How does this manifest? What’s implicit in a certain situation? What language is used? What are the unquestioned attitudes? These and many other questions were discussed with almost 300 employees during the interactive theatre production. Het Acteursgenootschap We discussed ‘trivial incidents’ in which a woman academic is confronted with implicit bias; all drawn from life’s experience. We learned that the first step is always to make implicit behaviour explicit. But how? We have heard many different reactions and it seems never to be straight forward and can be very challenging at times. These incidents are perhaps trivial in themselves. But if this sort of thing happens every day? As someone in the film Picture A Scientist says: “a ton of feathers is still a ton”. We talked about the obstacles to promotion and career. The career ladder starts at more or less the same time that women are starting a family and considering buying a home. Is the system weighted against women? The faculty of Aerospace Engineering has launched a parental fund . This new policy helps both men and women who are starting a family. Someone commented this is not help; it is the only right thing to do. We discussed the physical environment and how this affects a women’s perception of a discipline. Tradition is important, but so is representation. We looked at the academic culture. Micro-aggressions can be reported and should be dealt with appropriately by the confidential advisors and the ombudsperson. TU Delft has a Code of Conduct and undesirable behaviour is simply not accepted. It is important to acknowledging bias. The simple act of acknowledging that discrimination may persist despite people’s best intentions is a key step. Change can happen when advantaged group members express their readiness to call out unequal treatment, and when the organisation is open to suggestions to improve its procedures. Caspar Chorus, Dean of the Faculty of Industrial Design Engineering: “For me, the event raised a familiar mixed feeling of optimism (such insightful and open discussions!) and uneasiness (so much work still to be done, and no 'easy' solutions). Important to go through this though, and especially to listen to colleagues who have learned many important lessons the hard way and are ready to help management to up their game.” Open discussions continued at lunch and during drinks. Want to learn more: TU Delft Learning Hub In the digital learning portal for employees, the Learning Hub, you can follow training courses on Diversity & Inclusion . The confidential advisors If you are confronted with undesirable behaviour or suspect a breach of integrity at TU Delft, you can go to one of the confidential advisors for support and advice. The confidential advisor will listen to your story and help you explore the steps you can take. The Ombuds Officer staff Is there a problem in the workplace that could lead to a dilemma or conflict and you can't work it out together? Then you can contact the Ombuds Officer staff , Birgitte Peters . The Integrity Roadmap for Staff The Integrity Roadmap for Staff lay out the various pathways to getting any help you might need regarding integrity matters. Contact You can also contact DEWIS (Zofia Lukszo or Astrid Taal), the TU Delft Diversity & Inclusion Office (David Keyson or Marije Severs) or the TU Delft Integrity Office (Ibo van de Poel or Rivka van Mastrigt). Pictures by Guus Schoonewille

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