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Information meeting

Cultural Diversity Barometer: diversity at Leiden University

Date
Thursday 1 April 2021
Time
Address
Online

Do you have questions about the Cultural Diversity Barometer? Would you like to reflect on data and diversity, and how identity can play a meaningful part within our university? The D&I Expertise Bureau is organising a meeting to explain the Barometer and to discuss data, diversity and the meaning of ethnicity.

In this meeting, Aya Ezawa, Leiden University’s Diversity Officer, will explain how the Barometer works. The Barometer is an important means for the University to gain an insight into the diversity of our staff body, but it also raises some questions: place of birth is not the same as ethnicity, for example. Which categories could chart the diversity and the different facets – and the intersectionality – of identities? Monitoring and data that can bring to light possible inequalities are an important first step for the University to be able to offer equal opportunities and to counteract discrimination.

Registration is closed

Please send any questions to barometer@bb.leidenuniv.nl.

About the Cultural Diversity Barometer

The Cultural Diversity Barometer is a project of Statistics Netherlands (CBS) that offers a unique opportunity to explore the cultural diversity of staff in a secure way, without identifying or recording information on the background of individual members of staff. Leiden University, along with other universities in the Randstad area, will be taking part in the Cultural Diversity Barometer this coming spring. The aim is to develop policies and interventions that promote equal opportunities for all members of staff.

One of the core objectives of diversity policy at Leiden University is to achieve greater diversity in our staff body. Role models for students, and diversity in supervisory and management positions contribute positively to equal opportunities and to a well-functioning organisation. Over the past 15 years, important steps have been taken by monitoring the percentage of female members of staff, and actively promoting gender balance, particularly among academic staff and those in senior positions: a policy that has had visible results. The same does not apply, however, for other aspects of diversity. We do not have data that can show the under-representation of members of staff who have a migration background or who come from minoritized ethnic groups.

Cultural Diversity Barometer (information in Dutch)

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