If you are going to start working with strategic personnel planning you also need to design the selection processes differently.
‘Of the 21 professors who will be retiring here over the coming years, 11 are women. Naturally this will affect the targets. We need to deal with this sort of information strategically and engage in a discussion at an early stage. Can a professor who is leaving be replaced by a woman? And what is needed for this to happen? It is important to link quantitative data with qualitative data and obtain a good insight into the required financial resources. Strategic personnel planning (SPP) can help with this assessment. It is an integrated way of seeing things, based on a variety of scenarios. This way you can anticipate on future developments in good time.’
‘When I joined the management team of our organisation it had been 60 year without a female member. And it is possible, that the fact that I was able to become a member can be put down to ‘manly behaviour’. A crazy situation. Because I think the people at the top of FOM are not ‘anti-women’ at all. But it also made me wonder why these well-meaning men never chose a woman before? It was only when I learned about implicit biases that I understood.’
If you are unaware of an implicit bias you can’t question it either.
It seems like there is less and less time for a life alongside science.
All around me I see that people have had enough of the pressure of publishing and carrying out research, in addition to the core business of teaching. There is a need for more thinking time and less publishing pressure. After all, our aim is to contribute to the scientific discussion, and not to publish as much as possible. In science there is often barely any space for a private life. A number of successful scientists gave up for this reason. Women and men. Moreover, not enough provision is made for the life events that you experience as a person. So we need tools to improve the work-life balance.