The University of Groningen (UG) plans to dissolve its Diversity and Inclusion Office after 2025. At the central level, a 0.4 FTE chief diversity officer would be sufficient. The reason is financial constraints.
Board of directors chairmain Jouke de Vries explained it clearly during a university council meeting. ‘We highly value the diversity and inclusion policy’, he said. ‘But there are also financial limitations. The policies were well-implemented at the various faculties, which means we can continue the way we’ve been going.’
Communication
Currently, 1.7 FTE is allocated to the central Diversity & Inclusion Office: a 0.4 FTE chief diversity officer, a 0.8 FTE programme manager, and a 0.5 FTE communications officer. However, the board of directors believes the policy can continue without the programme manager. Communication can be handled by UG’s central department.
The chief diversity officer would then mainly serve as a driver of the agenda, bringing issues to attention. The actual work would take place within the faculties.
Criticism
However, the university council is critical of the plans. ‘A lot has been achieved with limited resources’, says Marijke Nieborg with the personnel faction. ‘Based on these arguments, you could also argue for actually expanding the number of FTEs.’ She also questions the removal of the communications officer for such a sensitive issue. ‘You need someone with the right expertise.’
Without a programme manager to implement policies, the issue risks ending up as just another task on an employee’s to-do list, her colleague Dinie Bouwman warns. ‘In an ideal world, you wouldn’t need this department, but some faculties are still doing very little.’
Academic bubble
Moreover, Marnix Kuper of student party De Vrije Student believes the issue needs to be seen in a broader context. It is also about the necessity of stepping outside the academic bubble, which is part of UG’s Strategic Plan.
Additionally, the university council members feel there is not enough clarity on how these changes will be implemented and what faculties are expected to do. ‘Before we dismantle the Diversity Office, we need to have a better idea of what we will be doing in the coming years’, says Kuper.
De Vries has promised to carefully consider these arguments before making a final decision. ‘I understand the debate and the concerns of the council members, but we also have financial limits to consider.’