Research has shown that a greater diversity of teams facilitates more innovation, creativity and better decision making. Therefore, TU Delft considers it important to create a culture in which a diversity of talented individuals with a variety of backgrounds can excel. In this way we embrace our social responsibilities and improve our competitive position, including our position in the Dutch and international job market.
Charter 'Talent to the Top'
In 2008, Delft University of Technology (TU Delft) signed a charter of the 'Talent to the Top' Taskforce. Through the charter the Taskforce aims to increase the intake, mobility and retention of female talent in leading positions. The TU Delft policy with regard to gender diversity is currently focused on improving the recruitment and selection and career development of talented women. More information
Within the framework of the charter, TU Delft has commissioned in-depth research on gender diversity at TU Delft, which has led to the following initiatives:
- Agreements on gender diversity are made in the management contracts between the Executive Board and the deans.
- Women are involved in recruitment and selection procedures, and at least one female candidate is nominated.
- The establishment of a Delft Women in Science network.
- The establishment of the Delft Technology Fellowship.
- The establishment of a Dual Career Service.
- The opening of an International Children's Centre Centre on the TU Delft campus.
TU Delft is committed to the continued development of its diversity policy and has set a target of being an inclusive organisation that stimulates equality, creativity and talent development by 2020.
Attracting and making use of as diverse a range of talent as possible is a key aspect of the vision of Delft University of Technology (TU Delft). A greater diversity of teams, including male-female ratio (gender), facilitates more innovation, creativity and better decision making. Our strategy is focused on improving the recruitment and selection and career development of talented women. In order to achieve this, hard targets are agreed between the Executive Board and the deans, and a number of instruments are used in the area of recruitment and selection, PhD award policy, career development, increasing awareness and skills with regard to diversity and the balance between work and private life.
- An example is the Delft Technology Fellowship, which offers high-profile, tenure-track positions to top female scientists within the fields of research of TU Delft.
- Another instrument used to stimulate diversity within TU Delft is the DEWIS award for excellence. This award recognises the quality of the dissertation of a young female TU Delft scientist.