On 1 September 2025, EUR launched the new strategy for the period 2025-2030. The values and principles of the Recognition & Rewards (R&R) programme are firmly embedded among the new strategic goals and priorities. In this article, you can read more about the role that R&R plays within Strategy 2030 and what it means for the programme implementation this year.
R&R in the new strategy
The new EUR strategy clearly emphasises the priority of attracting and retaining talent through a diverse and inclusive work environment, where everyone feels valued and where diversity of talents is recognised and appreciated. This means that the values and principles of R&R will become the way of working, support the strategic goal of "one connected EUR" and contribute to a workplace where there is space for diverse talents, skills, and ambitions.
Martine van Selm, Dean of ESHCC and Academic Chair of the R&R programme: 'The values and principles behind R&R programme are essential for EUR to remain attractive for the best academic talent and to "grow" the people we have.'
Since the ambitions of Strategy 2030 are a shared responsibility for all EUR Schools, all Schools will continue with the implementation of R&R. In the upcoming period, the R&R focus is particularly on the strategic priority of empowering diverse talent. One of the routes towards this goal is making diversified career paths available to academic staff. This, in combination with Strategic Personnel Planning, will pave the way to appreciate a broader variety of careers and routes to development. It will also create more clarity around mobility and growth opportunities for academic staff.
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Change in progress: good examples
At several EUR Schools the career path development is well underway. For example, ESHCC has been working on formulating exemplary activities that characterize four different profiles. At ESE, the process of career profile development is entering the next stage: the output of four expert groups will be merged into a detailed overarching framework for profiles at all levels (Assistant, Associate, and Full professors).
At RSM, the framework for diverse career tracks is actively developed through internal consultations. At those Schools where career paths have already existed, some updates will take place. For example, at ESSB, the existing profiles will be redesigned based on the R&R Evaluation from 2024, to better reflect the needs and wishes of academic staff.
Structural embedding and communication
To have a positive impact on the way academic work is recognised and appreciated, it is crucial that R&R principles are actively included into School structures and policies, such as promotion procedures and academic career frameworks. This fits with the strategic direction of integrating Strategy 2030 goals within Schools and departments.
This is how Bianca Langhout, R&R Programme Manager, sees the connection between R&R and the new EUR Strategy: 'As an organisation we aim to better understand complex societal challenges and contribute to their solutions via our education and research. To make this happen, we need academics with a diverse set of skills and competences that work together, are complementary and feel recognised, appreciated and rewarded for the work they do. Enabling this requires culture - and system changes at the School and department level.'
It is equally important to upgrade the way we communicate about academic performance and development at EUR. Particularly, to shine the light on and celebrate a broader range of academic achievements beyond receiving large grants. To bring about this change, the R&R team will work closely with the EUR internal communications community.
This will mean that colleagues at EUR Schools will see more inspiring stories and examples of diverse academic work. For now, you can explore this handy R&R tool for some inspiration for such "broader communication".
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Cultural ownership
Implementing the strategic priority of empowering diverse talent requires ownership. One of the main goals of the R&R programme at EUR for 2026 is embedding the R&R principles into Schools and services and supporting internal School stakeholders in transition to a full ownership of R&R implementation. Martine van Selm agrees: 'It is crucial that leadership at EUR Schools not only supports the values and principles of R&R but also actively puts the R&R policies into practice.'
It is important that leadership at School- and department levels stays informed and inspired on recognising and rewarding colleagues in an inclusive way. Equally, HR and policy colleagues will remain crucial in bringing this vision "to life". The R&R team will continue to support colleagues on all levels of the organisation and provide hands-on support and tools that stimulate the transition of R&R ownership. The R&R team will also continue to bring together the community of R&R allies and will organise get-togethers in 2026 to connect and inspire them.
- More information
Curious what R&R means for you or your School? Get in touch with the contact person for your faculty for R&R (On MyEUR) or reach out to the Recognition & Rewards team directly via recognitionandrewards@eur.nl.
- Related content
- Related links
- Learn more about the EUR R&R programme on MyEUR
