The women's network DEWIS aims to create equal opportunities and promote an inclusive and better working climate for female academic staff at TU Delft.

The network provides a platform for every TU Delft staff member who is interested in gender and diversity-conscious policy. And DEWIS is a sounding  board for the Executive Board and the HR department and can provide advice and unsolicited advice.

Are you a TU Delft employee and would you like to know more about the network? Go to the TU Delft Intranet and log in with your NetID. Or contact the board via

16 July 2019

The myth of gender equality in the Netherlands by Henriëtte Prast, TiSEM, Tilburg University

On July 12, 2019 Henriëtte Prast, full professor at Tilburg University and economist, talked about the gender gap in academia. Are women treated differently than men, in school and during their careers? How do environmental factors and prejudice influence preferences and behaviour? Do the seemingly innocent rules by NWO require policy if we want to combat discrimination? The Netherlands is not as progressive as we think. We can see in the Glass Ceiling Index published by the Economist that the working environment for women in the Netherlands is one of the lowest from all the OECD, a club of mostly rich countries. The figures from The Economist’s latest glass-ceiling index, which measures where women have the best chance of equal treatment at work, show that, after decades of improvement, progress for women in the workplace has stalled in recent years. Henriëtte said that the general explanations are that women have less ambition, women have other preferences, women should negotiate better and/or women should work more hours. This, of course, puts all the blame on the women and they should find the solutions. But Henriëtte shows in her research that implicit bias, stereotyping and stereotype threat discriminate women from a young age. For example, in the VWO (preparation school for university) final exams (2016-2018) the number of women occupations used was 6 and the number of men occupations used was 26. Also, the occupations were very stereotyped: a women was an economics teacher and a men an economist (11x). It is a problem because stereotyping influences career choices and chances. Women tend not to choose a STEM career or imagine themselves as a professor. Gender bias in interpretation of CV’s and funding requests result in hiring less women and giving women less grants. Henriëtte explained little economic research has been done into the root causes of gender differences in income distribution and labor market participation. Policy suggestions made by Henriëtte are: Gender quota to replace mediocre men by top women (talent pool) Screening of education material for gender bias Screen teachers for gender bias (Harvard implicit bias test) Introduce gender and economics in curriculum Treat gender (50%) issue different from diversity issue View the full presentation here . About Henriëtte Prast Henriëtte Prast is full professor at Tilburg University and was a member of the Dutch Senate from June 2015 through February 2019. She is an economist with expertise in behavioural economics, finance, financial supervision, pension saving and investing and gender & economics. She is working on the behavioural economics of gender gaps in the labour market. She is a board member of the LNVH, the Dutch network of female professors. Previously she was a member of the Scientific Council for Government Policy in the Netherlands.

Upcoming events

12 September 2019 09:00 till 17:00

Workshop ‘How to present oneself’

Workshop ‘How to present oneself’ 12 September 2019 09:00 till 17:00 - Location: TU Delft, exact location to be determined DEWIS is organizing an one-day training for PhD students and postdoc researchers on how to present oneself effectively. Making yourself visible in science starts with telling a convincing story. Most people don’t know that almost 80% of our communication is nonverbal. Taking that into account on top of excelling in your field is a challenge for any scientist. “Women are too modest, men overestimate themselves”…that’s common belief on this subject. Which of these styles is acknowledged and appreciated most within TU Delft? How to be visible and at the same time remain ‘close to yourself’ and the message you want to convey. That’s challenge for women in science. In this training we explore the (nonverbal) possibilities to increase your impact and to strengthen your influence in an authentic way. This 1-day training offers: Awareness of the applicants towards expressiveness and impact (First) insights in feminine and masculine styles regarding presenting and profiling Insights regarding your own strengths and weaknesses in the field of presenting and visibility The morning will cover theory through interactive presentations and individual and group assignments. The afternoon will be reserved for practicing intensively of individual styles and cases with a training actor. All cases will focus on ‘putting yourself on the spot”. Participants will receive personal feedback of trainer and actor on their communication styles, appearance and impact! You will gain knowledge and insights in gender-and cultural differences, encounter shared experiences of ‘how to present yourself effectively’ within the TU Delft, create awareness of own preferences in communication styles and impact on others(audiences), gain insight in personal appearance, behaviour and communication. You will be able to choose different communication styles in different situations or with different audiences, and have improved presenting skills. To register for this workshop send an email to . There are 15 places available.

DEWIS Symposium 2019: Diversity, Creativity and Innovation

Let's Talk Diversity: Coming Out for Who We Are or Who We Want to Be | Aminata Cairo

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