In 2020, Rona Jualla van Oudenhoven was appointed as Radboud University's first Chief Diversity Officer (CDO). Under her leadership, the DEI Office was established that built on the DEI strategy and resulting actions. Since then, DEI has been strategically embedded within the university, awareness has been promoted and a DEI community has been built.
To prepare for future external and internal challenges, such as (international) regulations and societal trends, it is now crucial to embed the subject more firmly in the organisation. The focus will thereby shift from a programme of mainly (educational) events and activities to realising the intended effects through policies and interventions in the areas of research, education, impact and operations. The DEI office, as a stand-alone team with the CDO as its only structural member, would eventually be too limited in terms of perseverance to develop and organise the necessary interventions in the longer term.
From DEI Office to DEI cluster within the divisions
Radboud University is therefore appointing policy officers within the Human Resources (HR) and Academic Affairs (AA) divisions, who will fully focus on the theme. These policy officers will work closely together in the new ‘DEI cluster’, supported by colleagues from Marketing & Communication. The DEI cluster has three major tasks.
1. Develop vision and strategy
- Develop a new plan of action 2026-2030, in line with the university's new strategy.
- Monitoring - and reporting on - the progress of the strategy regarding DEI to the Executive Board, Board of Deans and all other internal stakeholders.
- Developing a good consultation structure for all relevant stakeholders within the university and strengthening cooperation with internal partners (i.e. Radboud Reflects).
- Change communication: increasing the visibility of DEI and the DEI community within the university (stakeholder management), in close cooperation with and by facilitating the DEI networks for staff and students, faculty DEI committees and organising university-wide events.
2. Integrate DEI into education, research, student and HR policies
To realise real value, it is crucial that the DEI agenda is translated into our organisation's core processes and target groups. This concerns:
- Education: e.g. teacher training in promoting safe and inclusive lectures and workshops, development of more diverse curricula.
- Research: e.g. DEI in the content of scientific research and in the composition of research teams, (assessment) committees and expert groups.
- Students: e.g. welfare, club life, access and inclusion for first-generation students, international students, students with disabilities, etc.
- Employees: e.g. increasing the proportion of female professors and directors, narrowing the gender pay gap, inclusive recruitment and selection of new employees, providing opportunities for employees distanced from the labour market.
3. Realising external impact
- Increase DEI network outside the university, through participation in national networks and consultation tables (such as LanDO, Workplace Pride, SER Diversity in Business, The Guild etc.).
- Increase visibility of DEI research, researchers and education outside the university.
- Function as (internal and external) ‘ambassador’ DEI (i.e. inspiring representative, content expert and spokesperson) DEI, such as with local partners (Radboud university medical center, HAN, municipality of Nijmegen, etc.) and the residents of Nijmegen.
- Further embedding DEI in (internal and external) communication and event organisation.
The policy staff will take on the tasks previously performed by the CDO, including acting as a contact point for students, staff, management and board. The choice is in line with the organisation of similar themes, such as social safety and internationalisation, which are also the responsibility of HR and AA. The cluster also works more closely with the faculty DEI working groups.
Advisory committee
In addition to the cluster, a university-wide DEI advisory committee will be set up to advise the university on DEI policy, both solicited and unsolicited. The committee will consist of staff and students with (scientific) expertise and affinity regarding DEI. This could, for instance, be people who are already members of a faculty DEI working group. This way, we ensure that the right issues and possible solutions are put on the agenda and that policy issues and experiential knowledge are widely shared.
By embedding and implementing DEI in its organisation in this way, Radboud University wants to take further steps towards contributing to a healthy, free world with equal opportunities for all.