< A healthy, engaged and learning community

University-wide dialogue about our culture

In the years ahead we will organise a University-wide dialogue about our culture. This will enable us to develop a shared language in which we make agreements about how we interact with one another and in which we call one another to account for behaviour.

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Executive Board column: Let’s be alert to unacceptable behaviour

Executive Board column: Let’s be alert to unacceptable behaviour

This is a difficult time. Above all, for all those directly involved in this horrible case – unacceptable behaviour by a professor and his removal from the University – the case we went public about on 18 October and that has been reported in the media. This is painful and tough for the complainants and witnesses: they are victims and have been caused a lot of suffering. And it is an enormous shock for students and staff, from the institute in question and the entire University. This has happened here at our university and it therefore affects every one of us.

Executive Board column: Open communication isn’t rocket science, but we do forget it at times

Executive Board column: Open communication isn’t rocket science, but we do forget it at times

We want to be an engaged community where we feel heard and enjoy working together. But how do we have an open conversation about difficult topics?

Dialogue and experimentation to embed Recognition and Rewards within the whole University

Dialogue and experimentation to embed Recognition and Rewards within the whole University

A culture change is needed within the University in the area of Recognition and Rewards, and a start can now be made on bringing about that change. The Recognition and Rewards steering group has published a change vision and recommendations people can start to work with. Their advice has been welcomed by the Executive Board. Experimentation and dialogue are the way forward to implement the vision.

Tips and tricks on reducing work pressure

Tips and tricks on reducing work pressure

For the health of the staff and the whole organisation, it is important to have an open and honest conversation about work pressure – and to do something about it. New websites offer faculties and staff tips and tricks on how to reduce work pressure.

Executive Board column: Trust in one another’s abilities makes us more agile

Executive Board column: Trust in one another’s abilities makes us more agile

People in leadership roles are unlikely to discuss leadership skills with their colleagues. But that is precisely what we as a university would like them to do. Because trust in one another’s abilities will make us an agile university that innovates and makes room for talent.

Annetje Ottow on a safe (and unsafe) environment: ‘An open dialogue is crucial’

Annetje Ottow on a safe (and unsafe) environment: ‘An open dialogue is crucial’

Revelations about unacceptable behaviour and sexual misconduct in the TV and sporting world have rekindled the public debate about a safe environment. At Leiden University we are coming together to prevent unacceptable behaviour and provide proper care and support for victims. According to President of the Executive Board Annetje Ottow, good leadership and open dialogue are crucial to that process.

Equality as a driver for diversity: ‘Seek out contradiction and the unknown’

Equality as a driver for diversity: ‘Seek out contradiction and the unknown’

There is a gap between the text of the law and the practical promotion of diversity, equality and inclusion. It is this gap that Ashley Terlouw, Professor of Sociology of Law at Radboud University, addressed during the annual Diversity & Inclusion (D&I) symposium at Leiden University.