Diversity
Institutions of higher education have a responsibility to contribute to equality, diversity, and inclusion in society. For example, through research: recognizing a heart attack (men often exhibit different symptoms than women); the technical development of prosthetics (people with physical disabilities need individualized support); or the interaction between different population groups (the role of minority groups in society now and in the past).
However, science must also reflect inwardly. In recent years, there has been increasing attention to the themes of equality, diversity, and inclusion within the walls of universities, university medical centers (UMCs), and other higher education institutions.
Diversity & Inclusion Officers are increasingly being appointed to ensure that diversity is considered at the policy level; confidential advisors have been appointed to address issues of social safety; and more financial resources are being made available to support minority groups. On September 1, 2020, Ingrid van Engelshoven (Minister of Education, Culture, and Science) presented the National Action Plan for Diversity and Inclusion, which has also been endorsed by PNN. Despite resistance from the Dutch House of Representatives against the action plan, the Dutch academic community, including PNN, will continue to advocate strongly for diversity and inclusion.
However, there is still a long way to go. According to the most recent Monitor of Female Professors by the National Network of Female Professors (LNVH), only 24.2% of professors in the Netherlands are women. Based on current data, it is expected that it will not be until 2041 that a proportional male-female distribution among professors is achieved. Among PhD candidates, 43.6% are women, but these percentages decline sharply at each subsequent step up the academic career ladder.
Social safety also remains an important point of concern. The PNN PhD Survey shows that nearly 19% of respondents have experienced some form of unwanted behavior. This often involves discrimination (for example, based on gender, country of origin, or ethnicity), but also sexually inappropriate behavior. Research by LNVH shows that unwanted behavior is often structural and takes various forms, including scientific sabotage, sexual harassment, physical and verbal threats, humiliation, exclusion, and failure to accommodate or support “special needs” such as pregnancy, illness, or a disability. Recent cases at the University of Amsterdam, which have also prompted parliamentary questions, unfortunately demonstrate that unwanted behavior and its victims are often not taken seriously.
PhD candidates are the future of science. A culture of inequality, discrimination, and unwanted behavior will lead to voluntary or involuntary departure from academia, resulting in a loss of young talent.
PNN stands for diversity and inclusion in academia in the broadest sense. Regardless of physical ability, culture, ethnicity, sexual orientation, gender, or age: everyone should have the same opportunities to develop and thrive in science. Inclusion is a prerequisite for diversity, and diversity elevates science to a higher level.
Are you currently experiencing issues during your PhD that you need help with?
Most institutions have a number of contact points for help. This compass is designed to help you find the right support.
In the drop-down menu you can select the institution that you are doing your PhD at. Then the roadmap will show you available contact points. In most cases it makes sense to start by considering contact points in your immediate work environment first and then progress to higher levels (like institutional or national).
At the bottom of the page you can find some examples of problems you can run into and a list of descriptions of each contact point.
Your first contact points
Colleagues: Sometimes it can already help to talk with your colleagues about the issue you are experiencing. This will help you judge the severity of it and can provide you with allies in taking further action.
Daily supervisor*: Naturally, your daily supervisor is the first contact point for all issues. They can help you determine the next steps. Of course, you may not feel comfortable discussing everything with your supervisor, or maybe your daily supervisor is involved in the issue. In these cases have a look at the other available contact points.
Promotor or Co-Supervisor*: Especially, in cases of issues with your daily supervisor, consider reaching out to your promotor or another member on the supervision team and ask for a one-on-one meeting. Maybe they can (temporarily) step-up and help you resolve the issue.If you have a conflict with your supervisor(s), you can also have a look at the PNN PhD supervisor conflict roadmap.
*Note that your annual review talk with your supervisory team is a good opportunity to address issues or suggestions for improvement.
National contact points
Labor unions: Organizations representing the interests of academic staff, offering support on employment-related matters, rights, and fair treatment.
NWO Scientific Integrity Desk: A specialized desk addressing scientific integrity concerns in projects related to or funded by the Dutch Research Council (NWO).
Netherlands Board of Research Integrity (LOWI): An independent body handling complaints related to scientific integrity, providing a platform for fair investigation. If you feel like the local scientific integrity committee at your institution did not handle a case correctly, the LOWI can be the next contact point.
Making a police report: In cases involving a criminal offense, please consider contacting local law enforcement to report incidents and seek assistance.