1. RECRUITING & RETAINING INTERNATIONAL RESEARCH STAFF BRNO 26 November 2015 Marijke Lein – HR Director

2. Agenda An introduction to VIB From a local to an international research center of excellence in life sciences. The VIB way

3. INTRODUCTION TO VIB

4. VIB’s mission Conduct frontline life sciences research “Excellence in Science and Innovation” Translate results into benefits for society “Excellence in Tech Transfer and Entrepreneurship” Public outreach “Excellence in Science communication”

5. VIB’s road to success 4 universities 8 departments 74 research groups 7 core facilities

6. VIB’s road to success 1470 employees

7. With 66 nationalities

8. VIB set up 1995 vzw (not for profit) Research institute General Assembly Board of Directors Management committee

9. VIB set up Partnership with universities University campus Complementary expertise of university and VIB staff Framework agreement between VIB and university Mutual added value Share return on investment Publications: 2 affiliations IPR: joint IP (VIB in charge)

10. Management agreement Investment Government of Flanders 44,2 M€/year (2015) Management agreement 5 year term Performance criteria Science Tech transfer Training Economy Science communication

11. Long term significant funding

12. VIB Research budget

13. Research areas Cancer Biology Molecular Microbiology Structural Biology NeurogeneticsNeurobiologyPlant Systems Biology InflammationMedical Biotechnology

14. Model organisms ArabidopsisDrosophilaMouse Rat XenopusYeast Zebrafish Corn

15. Results 2014 701 peer reviewed publications 216 breakthrough articles (81 T1%) 61 PhD

16. Publications in top journals (T5%)

17. State of the art core facilities Bio Imaging CoreBio Informatics Training & Service Compound Screening Facility Nanobody Service Facility Nucleomics CoreProtein Service Facility Proteomics Expertise Center Core for Life

18. FROM A LOCAL TO AN INTERNATIONAL RESEARCH CENTER OF EXCELLENCE THE VIB WAY

19. Some history How ?

20. Push & Pull drivers determine international mobility “Push” drivers Reasons for leaving the work & living place typical aspects of home situation personal / professional reason “Pull” drivers Aspects of host institute / country that attract foreign researchers

21. ‘Push’ drivers (1) Poor research conditions in own country lack of financing lack of career development lack of academic positions low salaries, poor job security research policy: inbreeding ± Mobility is prerequisite for career advancement in own country

22. ‘Push’ drivers (2) + Personal / professional reason Mobility is ‘own’ choice enrichment of CV looking for new experiences both professionally and personally (languages, culture) for researcher and family

23. ‘Pull’ drivers (1) Scientific reputation of the host institute or specific lab Presence of ‘star’ scientists who function as a magnet Favorable research conditions funding infrastructure / facilities support

24. ‘Pull’ drivers (2) Expanding professional network Labor market in host country stable funding allowing long-term contracts employment conditions research culture freedom – level of autonomy Puustinen – Hopper, 2005

25. ‘Pull’ drivers (3) Personal motivation quality of life (family) housing market availability of good schools child care English ! social security job for partner

26. Push & Pull in Belgium 90’s: Research climate not favourable lack of stable funding culture of inbreeding at universities ‘who’ you know more important than ‘what’ you know lack of future looking vision from politicians Result: braindrain -> mainly U.S.

27. Push & Pull in Belgium After 90’s: Growing (political) awareness that change is needed. Belgium is loosing face internationally and loosing people rapidly. Result: Start of VIB & other strategic research institutes stable funding science & technology transfer &communication are top priorities Involve international boards for advice and evaluation

28. Time for action: VIB creates its own ‘pull’ drivers (1) Show reputation as a center of excellence to the world ‘branding’ STOP inbreeding PhD students leave VIB after defense postdocs leave after 4/5 years International, transparent recruitment on all scientific levels

29. Time for action: VIB creates its own ‘pull’ drivers (2) Get new blood through international recruitment Transparent and fair meritocratic procedures Offer clarity about salary and benefits, duration of the assignment / career advancement,... Introduction of international PhD Program co-fund Marie Curie / omics@VIB Post all open positions on website, NatureJobs, Science Careers, Euraxess

30. Time for action: VIB creates its own ‘pull’ drivers (3) Offer optimal research conditions Stable funding substantial package for PI’s Good salary + benefits Tenure position at university (for PI’s) Lab space Up to standard research infrastructure Personal development training possibilities career progression career guidance for PhD students and postdocs language lessons (local language)

31. Time for action: VIB creates its own ‘pull’ drivers (4) Create a culture of ‘reversed braindrain’ or brain circulation Get top scientists back to your country (in collaboration with national dedicated programs (Odysseus) Use ‘English’ as working language

32. Time for action: VIB creates its own ‘pull’ drivers (5) ‘Welcome team’ offering assistance HR Pre-entry and post arrival period visa relocation assistance registration process In research group itself

33. INTERNATIONAL ENVIRONMENT: EVERYBODY BENEFITS

34. International environment: everybody benefits (1) ‘the world’ = recruitment area Moving of people = moving of skills = transfer of knowledge Creation of an open minded & diverse working environment Continuous rejuvenation Bringing in new ways of working, views, expertise Open the path for international collaboration

35. International environment: everybody benefits (2) Exposure for the scientists to different lab cultures, leadership styles Better stress resistance Improved ability to solve problems Broadening international networks More invitations for talks, symposia and scientific committees,... Broaden the horizon for the ‘local’ researchers and technicians Trigger for ‘local’ researchers to pursue a career abroad

36. International environment: some challenges too Long decision process (PI’s) Ample possibilities for top scientists A lot is at stake (family, job for partner) Expensive hires Recruitment process (travel, visits) Salary > ‘local’ researchers Overall package: substantial investment What if integration fails? Entry process non EU-members can be long and unpredictable (Belgium)

37. Conclusion Building an international research center takes several years Stable and substantial funding is crucial Welcoming atmosphere open for diversity on all levels is needed Benefits are high for the research center and the individual Challenges are part of the game

38. THANK YOU! marijke.lein@vib.be