The Women Professors Monitor 2025 , presented by the Dutch Network of Women Professors (LNVH), on Monday 8 December at the Aula of TU Delft reveals a stark contrast. The Monitor shows that the proportion of female professors at TU Delft still falls far short of the 2025 ambition (25%), while it has reached a historic 30% nationwide. The TU Delft percentage decreased from 18.9% in 2023 to 18.6% in 2024. While all’other universities saw an increase, TU Delft did not, highlighting a clear urgency: action is needed now and must be sustained in the coming years.
Nationally, the -critical massof 30% has been achieved, a tipping point often associated with accelerated cultural change. At TU Delft, however, the target of 25% by 2025 is now out of reach.
Lowest ambition, highest urgency
While the Open University leads with 42.8%, six universities remain below the 30% threshold, including all technical universities. With a target of just 25% for 2030, TU Delft has the lowest ambition of all Dutch universities, whereas Utrecht aims for up to 60%. It is clear that intentions are not enough; real impact needs a comprehensive, actionable approach.
Time to look in the mirror
To turn the tide, TU Delft is intensifying its approach by steering more actively on data and addressing the institutional culture. According to Rector Magnificus a.i. Hans Hellendoorn, these figures demand honesty rather than new paper plans.
Hans Hellendoorn, Vice Rector Magnificus/Vice President Education TU Delft: -We cannot ignore the fact that we are losing ground while others are moving forward. The numbers show that our current pace is insufficient. We need a courageous look in the mirror. Supported by a broad working group, our 25% target for 2030 will be translated into faculty-specific goals, not only for full professors but across the whole pipeline, combining data and scenario analysis for faster action. It is time to move from -wantingto -doing-, ensuring that we build new patterns, a new way of thinking.-
Fixing the system, not the women
Improving these numbers is also a matter of academic quality. The Monitor warns that unchecked gender bias leads to a loss of innovation and talent. Acting Chief Diversity Officer Cynthia Liem emphasizes that the focus must shift from individuals to the system. -We should not fix the women or have the women fixing the problem but focus on fostering male awareness and allyship. Increasing social safety and leadership awareness and accountability are essential prerequisites for retaining the diverse talent we desperately need and help to counter implicit biases and behaviors that lead to the exclusion or neglection of women. For instance, if female scientists consistently end up in service roles that are less rewarded than those of their male colleagues, this signals institutional problems with proper recognition.-
Broadening the scope
Finally, the Monitor advises looking beyond the binary male-female division. To safeguard quality in a shrinking market, it is essential to recognize the unique experiences of all colleagues and ensure that diversity and social safety remain priorities, even in times of budget cuts.