Working at Tilburg University

Do you want to work at the best general university of the Netherlands? According to our students, we have been the best for three years in a row now. With your help, we will continue to be the best in the future!

Gender Policy

Diversity and inclusion in teams and organizations leads to increased innovation and better performance. A balanced workforce of men and women, of ethnic and cultural minorities and of Dutch and international employees is therefore important. This balance has not yet been achieved in all positions. To reach (gender) diversity & inclusion at all levels, Tilburg University is working hard to increase the proportion of women in higher academic positions.

A number of extra goals have been set: abolish salary disparity between men and women; an inclusive environment on our campus from student to the top; attention for gender equality in internal and external communication; gender & diversity as a focus area in education and research.

A new Gender Equality Roadmap will be created alongside the Strategic Plan 2018-2021.

Gender Tracks Gender Policy

Philip Eijlander Diversity Program

This prestigious program aims to amplify the amount of women in higher academic positions though creating extra openings for assistant professors, associate and full professors.

Excelling talent is recruited both internally and externally, as well as internationally and nationally. Read more about the Philip Eijlander Diversity Program.

Tilburg University Network for Women

Tilburg University Network for Women

The Tilburg University Network for Women wants to equip women with tools to advance their careers by exchanging experience, knowledge and contact. We invite you to become a member and visit the 3 to 4 network meetings a year that will have a substantial and a social component. Topics and meetings.

Gender Johanna Westerdijk

Westerdijk Talent Scheme program

100 years ago the first female professor, Johanna Westerdijk, was appointed in the Netherlands. In the present, women fill around 18% of professorships in the Netherlands. Unless additional measures are taken, an equal male-female ratio among professors in the Netherlands will not be achieved until 2054 .The aim of the Westerdijk Talent Scheme program is to increase the number of female professors and therefore the contribution to a greater diversity at the top of Dutch academia. Tilburg University joins this program and appoints 4 full female professors.

Gender Tracks


The Aspasia and Tracks training programs offer coaching to female senior researchers, assistant professors, associate professors, and full professors. The programs include goal setting, career strategy, building leadership capacity, visibility, networking, profiling, gender dynamics, and work-life balance. Evaluations show that the program is highly valued by former trainees from our Schools. Read more about the mentor program.

Gender Group Model

Group Model Building

Formulating a shared view of gender inequality with academic teams using Group Model Building. Read more about this method.

Gender academic leadership

Academic leadership

As part of the university’s training of (future) supervisors, information is given on the importance and objectives of the university’s gender policy, and on the relevance of diversity in general.

Gender Unlimited Festival

Gender Unlimited Festival

Tilburg University celebrates International Women’s Day on March 8 with students, staff, directors and guests. The goal of this event is to add visibility to gender & diversity.
2018 – Connecting to Diversity
2017 – Quality Includes Diversity
2016 –  Sustainability in Career and Care

Gender pay gap

Research on gender pay gap

Research on the pay gap between men and women is conducted at Tilburg University and at national level. Its aim is to repair and prevent discrepancies in the earnings of men and women. At Tilburg University, this study is being conducted under the direction of dr. Marloes van Engen.

Research Support after Pregnancy Leave

Research Support after pregnancy Leave

The Research Support after Pregnancy Leave Scheme enables female assistant and associate professors to compensate for lost research time during pregnancy and maternity leave. The scheme offers exemption from teaching duties or extra research support options for four months, so that participants can fully concentrate on their research output and publications. Because of this policy, women with young children are expected to have the same chances for promotion in academia as their colleagues.

Gender Marloes Engen

Interview with gender expert

Assistant professor Human Resource Studies, Marloes van Engen, on the relevance of gender policy measurers. Read more

Gender Make yourself heard

Unacceptable behavior complaints regulations

Tilburg University wants to eliminate unacceptable behavior including (sexual) harassment, aggression, violence, and discrimination. To that end, the Executive Board has adopted a Code of Conduct and has appointed confidential advisors whose task it is to offer initial assistance to those who have been or are being confronted with unacceptable behavior. Tilburg University’s three confidential advisors are available to anyone at the university who is confronted with unacceptable behavior. Read more


The university’s Strategic Plan contains the following targets for 2021.

  • When hiring, at least one in three professors is a woman
  • 25% of the full professors is female in 2020
  • 40% of the associate professors is female
  • 33% of the board of governors, executive board, deans and directors is female.
  • 33% of the appointment and promotion committee is of the same sex and contains preferably a gender/bias expert
  • Formulate interventions to close the wage gender gap based on research study Pay inequality
  • Student diversity serves as an example for faculty
  • To increase the visibility of the diversity of role models
  • Gender & diversity as a focus area in education and research

State of affairs

Ten years ago, the share of female professors at Tilburg University was 8%. The last ten years showed an annual increase of 1%, resulting in 18% female full professors at Tilburg University.

Thanks to the dedication of the university and the gender policy team, Tilburg University has undertaken a series of interventions to stimulate equal opportunity for women in the process of recruitment and promotion. To achieve our ambitious goals, Tilburg University makes diversity & inclusion a priority

Contact gender policy

For more information, comments, or suggestions on gender policy, please contact the HR gender policy team at and 013 - 466 2871.

Ilja Hijink, policymaker diversity & inclusion

Amber Kersten, student employee

Suzan van Kruijsdijk, student employee