General FAQ

This is a non-exhaustive list of questions related to the 25/25 policy measure. The page will be regularly updated as the policy initiative develops. Please feel free to submit your questions at 25-25@eur.nl.

Timelines and schedule in light of COVID-19

  • We are closely monitoring the situation and are flexible in looking at several options with which the programme will obtain the same results. At this time, we would like to continue the programme and make adaptations when necessary so women with different priorities are not disadvantaged. We will keep you informed at all times. Please reach out to us if you struggle to keep up with the programme due to the new circumstances.

General FAQ

  • As a university that fundamentally believes in the necessity of social equity, we are committed to expressing this within our community as well as our research. Our social impact is enriched by our large proportion of talented female academic staff and we look to further their substantial contribution. That is why EUR has announced the 25/25 policy measure to support female academics for the next step in their professional career. 

  • This measure was selected after numerous discussions with Diversity and Inclusion team, HR policy, Academic Affairs, Faculty Diversity Officers, the Rector Magnificus and based on input from outside experts such as HR team for Delft Technology Fellowship (Delft University) and Philip Eijlander Diversity Program (University Tilburg), LNVH HR platform, and Professor Curt Rice, renowned expert in the field of gender equality in the workplace. 

  • Female assistant professors that want to work on an associate professor appointment within two to three years (including tenure tracks) or those on a fast track to professorship, and female associate professors who want to make a nomination for full professor position within one to two years can take part in this measure. The participants could register themselves and faculty deans or department heads can nominate participants to take part in this measure. Limited spaces are available in the current round. 

  • 1) Mentoring by senior staff. 

    2) Tailor made support for portfolio preparation. 

    3) Confidential feedback, advise and scoring of the portfolio by an independent committee.

    4) Possibility to apply for funds (up to a max €10.000, supported by the Faculty and central, to use for training, workshops, write-ins.

  • The policy measure consists of two rounds, each lasting for one year. The first round takes place from November 2019 to November 2020. In 2021, an evaluation of the measure will be done and contingent on the outcome, a second round is planned for 2022/23. 

  • The timeline for round 1 of the 25/25 policy measure runs from November 2019 until November 2020.

    Nominations for round 1 of the policy measure closed on January 15, 2020. All applications were carefully reviewed and a decision was made to include almost all applicants in round 1. The justification for doing so was communicated via email to the nominees/applicants. Depending on current positions and career aspirations, we hope that participants can benefit from different elements of the policy measure.

    Next steps include a Kick-off session tentatively scheduled for March 2020. A schedule of workshops and events, as planned, will be shared at the kick-off. Participants will also be provided mentoring guidelines for their benefit and that of their mentor.

  • For a tentative schedule of activities, see table:

    Timeline (subject to change)Action/process
    November 2019Launch of the 25/25 policy measure 
    November 2019 - January 15 2020 (extended deadline)Invitation for nominations (self and dean and/or department head)
    February 2020Applications are reviewed to finalize the group for round 1.
    Project leader communicates practical information and next steps.
    Ongoing for the duration of round 1

    Mentoring
    More information will be shared in the kick-off session.

    March 2020Round 1 kick-off
    March/April 2020

    Portfolio Development Workshop
    Additional workshop (to be finalized according to development needs listed in nomination forms) will be offered throughout the duration of the programme.

    July 2020Portfolio submission to the independent committee
    September-October 2020

    Independent Committee Assessment 
    Independent committees will assess portfolios and issue a confidential advice based on faculty criteria.

    November 2020Eligibility for Funding
    Based on the outcome of the independent committee assessments, decisions will be made about funding eligibility (max of 10.000 euro per person). Eligible participants will then make a plan on what actions they will undertake to improve their portfolio and how the funds will be used to support these improvements. 
    December 2020Evaluation of the 25/25 policy measure
    Contingent of the programme-level evaluation of round 1 of the policy measure, decisions will be made about a second round (tentatively 2022/23).
  • In total, this policy measure will last one year (until November 2020). The anticipated time investment involves attending a kick-off meeting, 2-3 workshops, 2-3 meetings with the mentor, and time needed to write the portfolio.

  • The first workshop will focus on portfolio writing. Topics for the other group workshops will be finalized using input from the nomination forms (e.g., research and funding, strategic management and leadership).  

  • Self-nomination and nomination by a dean or head of department have the same status. We made both options possible to provide female assistant and associate professors an opportunity to nominate themselves, but also give a chance to the deans and heads of departments to do so. The weight they carry is the same.

  • No, not within the scope of this policy. Our goal with this policy is to help women get a fair and transparent shot at advancing their careers through the steps outlined in the FAQs.

  • This first round of the 25/25 policy measure focuses on women, as their progression in the higher echelons (especially of full professors) is much lower than what we have in the pipeline. Stimulating female employees who are from Global South to take part in this policy measure, is welcome. We are aware that the intersectionality aspect is of high relevance and that this policy measure would be beneficial for men as well. However, given the current focus of the policy measure on women as underrepresented group, we are not able to broaden the group to men at this stage.

  • Our goal as a programme is to allow women to take the lead in steering the process and opportunity for their growth. The top-down approach might signal commitment but ultimately passes back control to the faculties and away from the women. In the way it currently stands, the 25/25 policy measure aims to situate the locus of control with the women and the independent committees. Doing so also protects the privacy and interests of those who may lack the necessary support from their faculties. However, as noted above, participants may certainly choose to bring their faculties and supervisors on board and proactively reach out to them for advice.

For further questions about the EUR 25/25 policy measure, please contact dr. Vidhi Chaudhri or dr. Katarina Putnik (25-25@eur.nl).