{"id":2578,"date":"2018-02-01T15:14:32","date_gmt":"2018-02-01T15:14:32","guid":{"rendered":"https:\/\/www.esthermollema.nl\/elisabeth-steyn-parveprogramma-umc-utrecht\/"},"modified":"2020-07-10T13:53:03","modified_gmt":"2020-07-10T13:53:03","slug":"elisabeth-steyn-parveprogramma-umc-utrecht","status":"publish","type":"post","link":"https:\/\/www.esthermollema.nl\/en\/elisabeth-steyn-parveprogramma-umc-utrecht\/","title":{"rendered":"Stimulating talented female researchers in an academic career"},"content":{"rendered":"

UMC Utrecht & Elisabeth Steyn Parv\u00e9 programma 2018<\/h2>\n

UMC Utrecht invests in the development of talent, in the timely scouting of talent and the retention of talent. The Elisabeth Steyn Parv\u00e9 program is one of the measures in the Talent to the Top Charter signed by UMC Utrecht. The Elisabeth Steyn Parv\u00e9 program aims to stimulate talented female researchers in building an academic career. In this development program they are given the opportunity to reflect on their scientific career, understanding the rules of success of the academic world and shaping their ambitions. <\/span><\/p>\n

The program includes intervision, utilizing qualities based on feed forward and recognizing and acknowledging Mindbugs<\/span>. <\/span><\/p>\n

An interesting article about this in the magazine UMC & ZO:<\/span><\/p>\n

Diversiteit is \u201cAll ways that we differ from each other\u201d<\/h2>\n

\u201cYour brain is not as rational as you might think\u201d<\/p><\/blockquote>\n

Nearly 95 percent of Dutch managers think men and women are equally suitable as leaders. At least they find that with the conscious part of their brains. When they do a test in which the subconscious mind takes over, 83 percent of respondents have a preference for a man. This became clear during an inspiration session about mindbugs, part of the Elisabeth Steyn Parv\u00e9 program, to which the participants also invited guests. This program helps female research talent on their way to the top.<\/p>\n

\"diversiteit\"<\/p>\n

Everyone has those prejudices of which we are not even aware of. And those prejudices ensure that there is less diversity in teams. Not only diversity in gender, but also in age, race, introvert-extrovert or other character traits. Diversity is necessary to offer equal opportunities to everyone, but it offers much more. “Heterogeneous teams, with more diversity, do better than homogeneous”, says Esther Mollema, who gives the inspiration session. \u201cYou do your best work when you are slightly uncomfortable. If you are on a team that always challenges you a little, your brain is on top of its capabilities. <\/span><\/p>\n

Predictability is nice, it gives you more confidence, but it does not lead to better results. Then you will know at meetings at some point that Piet will come up with an idea, which Anneke will say something about. And you know what position you will take yourself. Nice and easy, but not surprising. If the diversity is greater, this leads to more brainpower, less laziness and a better result. \u201d <\/span><\/p>\n

In order to achieve diversity, we must be aware of our prejudices. “You can really find one, but act according to the other because your subconscious mind thinks otherwise,” says Esther. The participants also test the male and female managers. This is a group that you can expect to fully support female leadership. Yet their score deviates only a few points from that of the Dutch: 80 percent unconsciously think men are better leaders.<\/span><\/p>\n

“Your brain is not as rational as you think, our brains are difficult to control,” says Esther. \u201cYou can be completely convinced that diversity is better. In the next application procedure, chances are that your preference – with equal suitability – will still go to someone who looks like you. And that’s how you probably strengthen the already homogeneous team. \u201d<\/span><\/p>\n

Big and strong<\/h2>\n

That also makes sense. We make about a hundred thousand decisions in one day. Only 5 percent are conscious, the rest are unconscious. \u201cIn the days when there was still slapping, it was a great advantage to be big and strong. This is based on the fact that we people who are big and strong still unconsciously see a better leader. Now that is no longer necessary, but our brain is not yet that far. The fact that we now find it important that leaders communicate and cooperate well has not yet penetrated to the subconscious. \u201d <\/span><\/p>\n

We cannot change the fact that this subconscious plays a major role. We can, however, adjust the process by which we select people for a position. \u201cBy accepting that we have those prejudices and anticipating them. How? By establishing together that you want diversity. By setting up a good structure for the job interviews. Think in advance what is important within the team, score individually and in writing. This makes you less impressionable. This helps to turn off your gut feeling. And, of course, ensure that the application committee is as diverse as possible. \u201d <\/span><\/p>\n

UMC UTRECHT Elisabeth Steyn Parv\u00e9 program 2018: Male-female ratio in the UMC UTRECHT <\/span><\/h3>\n

The share of men and women is the same for all managers in the (sub) top of UMC Utrecht. This is a great milestone in the pursuit of an organization in which there are equal opportunities and possibilities for everyone. A large increase in female executives in the past year has created this balance. <\/span><\/p>\n

Gender is not the only theme on which UMC Utrecht strives for equality. From diversity and inclusion, we want to create a culture in which people work together who reflect society. UMC Utrecht tries to be a house where patients, staff and students feel (h) recognized and where there is room for people with talents who add value to good care, education and research. Factors such as gender, origin, orientation, religion, disability or age must not play a role in growth and career opportunities at UMC Utrecht.<\/span><\/p>\n<\/span>","protected":false},"excerpt":{"rendered":"

UMC Utrecht & Elisabeth Steyn Parv\u00e9 programma 2018 UMC Utrecht invests in the development of talent, in the timely scouting of talent and the retention of talent. The Elisabeth Steyn Parv\u00e9 program is one of the measures in the Talent to the Top Charter signed by UMC Utrecht. The Elisabeth Steyn Parv\u00e9 program aims to […]<\/p>\n","protected":false},"author":3,"featured_media":2579,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_monsterinsights_skip_tracking":false,"footnotes":""},"categories":[41],"tags":[],"class_list":["post-2578","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversiteit-en"],"yoast_head":"\nElisabeth Steyn Parv\u00e9program at UMC Utrecht<\/title>\n<meta name=\"description\" content=\"Het Elisabeth Steyn Parv\u00e9program at UMC Utrecht stimulates talented female researchers in building an academic career.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.esthermollema.nl\/en\/elisabeth-steyn-parveprogramma-umc-utrecht\/\" \/>\n<meta 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