1. Diversity at the Donders Institute
Today I will talk about some work in progress where we are interested in hippocampal ensembles in a mouse model of intellectual disability using in vivo calcium imaging

2. Why is diversity important?
We need all the talent out there to move the field of neuroscience ahead
We want different qualities to be represented within the Donders Institute
Ehmt1+- extensively studied in the group of Nael Nadif Kasri. Shows a lot of behavioural deficts similar to what we see in patients. One particular example important for this story today is impaired spatial object recognition. For example, Hippocampal dependent spatial memory task

3. Gender distribution at the Donders Institute
2011
2013
NH2

4. Gender distribution at the Donders Institute
2016
NH2

5. Gender distribution at the Donders Institute
2011
2016 V M
prom
60,53%
39,47%
100,00%
owp
47,10%
52,90% ud
36,04%
63,96%
uhd
14,55%
85,45%
hgl
8,03%
91,97% V M
prom
66,84%
33,16%
100,00%
owp
57,47%
42,53% ud
31,61%
68,39%
uhd
24,40%
75,60%
hgl
15,38%
84,62%

6. Donders institute
There are more female PhD students, so they will reach higher positions soon………………Probably not.
Action is needed

7. Donders Gender and Diversity committee
We believe that organizational diversity is closely linked to our ability to carry out our scientific and societal mission. We foster an environment that enables a diverse set of scientists and staff to contribute their full potential to help achieve excellence.
To accomplish these goals, we:
Foster an environment where the best and brightest people want to work.
Ensure that no employee’s growth, achievement, or advancement is hindered because of race, ethnicity, gender, age, disability, religion, sexual orientation, family status, or personal characteristics.
Create and sustain a healthy research community.
Promote core values of equal protection, equal opportunity and equal access, and inclusion in all our actions and initiatives.

8. What has been achieved so far?
Developed guidelines for gender neutral DI advertisements
Introduce quota of at least two women or 1/3 in selection committees as of post doc level
Introduce quota of 25% or at least two female candidates for job interviews
Quota of 25% for filling senior positions (scale 12 and up). Has been reached by 1/1/2018 this quota has been reached

9. What doe we want to achieve further?
To have a woman in the Donders Board of directors
To increase awareness about Diversity
To have a mentoring programme for PhD students and Postdocs
To have 25% women at all positions from scale 12 on in 2018
To mention gender policies in job advertisements
To make use of the childcare help that is already present at RU non-Donders faculties

11. Movies to watch TEDxTalk: https://www.youtube.com/watch?v=UbvPmxkVOU4
Recruitment Bias:

12. Thank you for your attention?