Amsterdam UMC not only complies with the 4 mandatory requirements of the EU for a Gender Equality Plan, but also covers the additional 5 recommended areas to ensure a safe and inclusive environment for all its employees and students

A. Work-life balance and organisational culture

  • Trainings and courses are offered to improve the work-life balance and prevent stress. Employees can choose to reduce or increase their working hours and different types of leave are in place according to the national regulations for pregnancy, birth and parental leave for both parents (Min SZW)
  • There is an extensive support offer for employees in place, including a Helpline that employees can call for psychosocial support
  • The Amsterdam UMC Wijzer introduced in November 2021 is a guidance that encourages employees to reflect on their own mental health, to discuss the challenges they experience, and where to find support.

B. Gender balance in leadership and decision-making

There is a strong commitment to achieve gender parity by raising the percentage of women in sub-top and top positions in research and at management level and raising awareness by monitoring and reporting. Our Diversity Office is involved in the development of policies in this regard in collaboration with both University of Amsterdam and VU Amsterdam. Since 2024, at least 60% of the new appointed professors or department heads are female.

C. Gender equality in recruitment and career progression

  • In recruitment processes of Amsterdam UMC, neutral language is being used. Also, people from underrepresented groups are encouraged to apply, among others by referring to the D&I in Amsterdam UMC on our vacancy pages and through the portrayal of male, female and bi-cultural employees as role models
  • Additional policies are being developed by the D&I Office of HR to establish more inclusive recruitment procedures
  • Several programmes are in place, aimed at attaining more gender equality and cultural representation among researchers, by providing funds and support (see: Dedicated resources)

D. Integration of the gender dimension into research and teaching

Gender-based, as well as broader diversity-sensitive approaches to research and teaching are being developed in Amsterdam UMC, just to name a few examples:

  • A think tank Gender and Health exists since 2016 and focusses on the importance of gender sensitivity in health care, teaching and research
  • Research is being performed to increase insight in differences between men and women with regards to specific conditions such as heart and vascular diseases and kidney disease, as well as disease and treatment in general
  • The Personalized Medicine Research programme of the Amsterdam Public Health research institute takes gender in prevention and treatment into account, as well as cultural, socio-economic and genomic diversity
  • The multi-ethnic cohort study Healthy Life in an Urban Setting Helius, set up in 2010 in cooperation with the Public Health Service of Amsterdam (GGD), to study health differences among the residents of Amsterdam
  • The Knowledge and Expertise Centre for Gender Dysphoria (KZcG) is researching the effects and side effects of treatments to improve the quality of care for individuals with gender dysphoria
  • Amsterdam UMC has developed trainings and workshops for health care professionals and students to develop sensitivity to diversity and to treat patients equally Intranet VUmc - D&I in Onderwijs en Opleiden. An e-learning course on sex and gender in epidemiologic research will be offered to PhD candidates and other researchers as of 2022

E. Measures against gender-biased violence, including sexual harassment

Amsterdam UMC has several measures in place aimed at prevention and acting upon (sexual) intimidation, aggression and bullying, as well as unequal treatment based on non-relevant characteristics, such as gender, age, religion, ethnicity, sexual preference, culture, socio-cultural background, distance to the labour market and illiteracy:

  • Amsterdam UMC Behavioural Code (location VUmc / AMC)
  • An Office for Ombuds- and Confidential Affairs (VUmc) / AMC) with Ombudsman Mr Henny Krijnen and several Confidential advisors Undesirable Behaviour who are nationally certified
  • A complaints regulation
  • Developing further policies in line with the VSNU Guidelines on how to Approach Threats to Scientists of the National Association of Universities in the Netherlands