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International Women’s Day

Explore initiatives at the University of Twente promoting gender balance through recruitment, career development, and organizational culture. Discover the impact of gender equality policies and leadership behaviors on organizational performance.

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International Women’s Day

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  1. International Women’s Day • Gender • and the • entrepreneurial university • Professor Carla Millar • University of Twente

  2. Gender and the entrepreneurial university GENDER GENDER NEUTRAL RECRUITMENT CAREER AND PROMOTION WORK – LIFE BALANCE

  3. Special roleof anentrepreneurialuniversity ? • Pro-active attitude • See and catch the opportunity • Stimulate INDIVIDUAL initiative • Create the right STRUCTURE with policies that work • Create the right CULTURE • work styles, communication patterns, • relationship and time management • Ambitious, competitive, goal oriented

  4. Recruitment of men and women 2008-2010 shows increase in percentage of women

  5. UT Faculty females at top and subtop 5

  6. More women at the top Individual level Structural level Cultural level Ownership: diversity is that my business case? 2007: UT policy: More women in top positions is a business case UT Policy: [2007]More women at the top

  7. UT programmes for organisationaldevelopment: Individual level: • Overview: • Training • Mentoring • Stimuleringsfonds [Stimulus Fund] • Aspasia Fund

  8. Individual level: Createyourownopportunitiesbyparticipating in: • Training courses and workshops: • Direct and manage yourowncareer (WP & OBP) • “Take the next step” (career training for OBP) • Mentoringprogramme • UT Aspasia Fund: - afterpregnancyleave- • allowing a period of fourmonthsexclusivelydedicated to research 8

  9. MIDTERM EVALUATION stimulus fund(UT STIMULERINGSFONDS)

  10. Ut stimulus fundTYPES OF ACTIVITy FINANCED

  11. RESULTS OF THE UT STIMULERINGSFONDS • Increased number of project / research proposals prepared and approved • Vast increase in visibility world wide • Membership of important committees or editing boards • Increased number of publications • Inspiration and new research directions • Heavily increased and justified self confidence • Better balanced portfolio on curriculum vitae • Realistically increased promotion potential

  12. the stimulus fund did more: • It is anindividual incentive, yet it • benefits colleagues – male andfemale • fostersdepartment teaching and research programmes • It has helpedwomen to thinkabouttheircareer more strategically • It helps supervisors / HoDs to plan promotions more strategically , more transparentlyand more meritbased • It has evolved from a ‘fix the women’ measure to a universitywide benefit measureachieving a change in awareness andculture Facilitateswomen to take charge of theirowncareer in a structuralandcultural setting that is more positive.

  13. UT programmesfororganisationaldevelopment: Structural level • Bearing in mind • Size of pool of femaleacademics at the various levels • International competition • Prioritiesduringrecession • Gender balancepolicies for Talent management • Transparency of promotion criteria • Realistic time flexibility • Age not a criterion as manywomen have skewedcareers • Main question: is the impact of suchpoliciesequal for men and for women?

  14. Rosabethmoss kanter • Three types of gender balance policy: • Enlarge opportunities • Empower employees • Use number balancing strategies to prevent women being just in a token position • Size / numbers matter '

  15. UT programmesfororganisationaldevelopment: Cultural Level • Awareness • Beliefs, attitudes, action • Specific: • Measures to increase the number of women directly: UTWIST3 • Gender awareness training like organised by FFNT • Ambassadors’ Network for awareness, attitudes, action • Leadership programmes • Objective:a culture that promotes a better gender balance which in turn will promote a better organisational performance ………

  16. NINE LEADERSHIP BEHAVIOURS THAT IMPROVE ORGANISATIONAL PERFORMANCE [MCKINSEY] • LeadershipbehavioursOrganisational performance dimensions • “Participativedecision making” work environment & values F • “Role model” leadership team F • “Inspiration” direction, motivation F • “Expectationsandrewards” accountability F • “People development” leadership team, workenv & val F • “Intellectualstimulation” innovation = • “Efficientcommunication” direction = • “Individualisticdecisionmaking” externalorientation M • “Control and corrective action” coordination & control M • WomenMatter (McKinsey, 2008) www.mckinsey.com/locations/paris/home/womenmatter/pdfs/women_matter_oct2008_english.pdf

  17. Advantages of better gender balance • Catalyst: • There is a positivecorrelationbetween • the percentage of women at the top and • organisational performance / financial results • McKinsey: • Leadershipneeds to manage globalchallengesand change • Financial performance is linked to organisational performance / output performance • Organisational performance  9 leadershipbehaviours • The Bottom Line: Connecting Corporate Performance and Gender Diversity (Catalyst, 2004) www.catalystwomen.org. • Women Matter (McKinsey, 2008) www.mckinsey.com/locations/paris/home/womenmatter/pdfs/women_matter_oct2008_english.pdf

  18. Advantages of better gender balance 2 • Organisational performance  9 leadershipbehaviours • Womenapply five of these more frequentlythan men …… • Andthuscontribute to strongerorganisational performance • Gender diversity at the top creates a competitiveedge to address the globalchallenges of the 21st Century • . • Women Matter (McKinsey, 2008) www.mckinsey.com/locations/paris/home/womenmatter/pdfs/women_matter_oct2008_english.pdf Source: Monitor vrouwelijkehoogleraren 2009Footer text: to modify choose 'View' or 'Insert' (for Office 2007 or later) then 'Header & Footer'

  19. Recruitment of men and women 2008-2010

  20. PROMOTION RATES OF MEN AND WOMEN 2008--2010

  21. Unesco –l’orealnederland:‘for women in sciencegrants‘ New grants for femalescientists From today, March 8th 2012 femalescientistscanapply for a Dutch ‘For Women in Science’ grant • Life sciences in general • 25.000 euros • Vidi level • Research stay at NIAS campus in Wassenaar [Netherlands Institute for Advanced Study] • www.forwomeninscience.nl • Deadline 15th May 2012 '

  22. Acareer in the 2nd half 20th century • Being ‘the onlywoman’ the norm ratherthan the exception • Resignfrom a promising MNC job when pregnant • Pt PhD next to full time job as HoDandmothertotwo boys • No childmindingfacilites at university • Beingpassed over for promotion in spite of tickingall of the boxes: • Promotion is not a right • A career is individually, sociallyandinstitutionallyconditioned • Keep setting standards in a holistic way • Keep challenging men-exclusivityassumptions • Be perceived as making a constructivemultifacetedcontribution • Men ratherthanwomenempoweryou – they are notyourenemies

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