Inspiring people @WUR: Inge Wallage

Wageningen University & Research is committed to creating an environment of inclusion, diversity and equal opportunities because we are convinced that this contributes to better research and teaching. In this interview, director of Corporate Communication & Marketing Inge Wallage responds to questions about diversity and inclusion.

Inclusion

Can you be 100% yourself at WUR?

No, part of who I am I don't show. I am rather extroverted and have quite outspoken ideas that, according to some, can border on extremes. Here, we need to downplay it all somewhat. I believe in the power of nature, in the seasons, in the power of the sun and moon and in the power of herbs. A type of person that author Susan Smit describes as a witch. That does not align with the scientific world here. But I did study politicology and I obtained my Master’s degree in Communication Science at the University of Amsterdam. I believe in what WUR stands for and in the possibilities offered by my position here to explore boundaries. I recognise others who also don't necessarily always colour within the lines. Together, we can mean something for the organisation. Of course, I adapt in part. Of course I know that it is wise to not show all sides of yourself at every moment. I am very aware of others and respect who they are and their opinions.

In the business and campaign world, I was invited to give input to the actual content. But here, it is often simply about a good story and a photo. When our position really becomes part of the organisational strategy, we will be able to contribute better, but that is difficult here. I got to know the statement 'serving the primary process' early on in my work at WUR, but surely we are all needed? Everyone contributes to this organisation through their duties and responsibilities.

You have worked abroad and in the Netherlands, including for international companies. Do you see any major differences in the field of diversity and inclusion?

Greenpeace comprises many nationalities and is incredibly diverse. As an organisation, it was much more diverse and inclusive there, but there was still a lot of ‘alpha male’ behaviour among the successful women in the organisation, unfortunately.

At the International Water Association in London, there was a conscious and good HR policy for D&I. There, recruitment for certain positions proactively ensured that the organisation was as diverse as possible. And there was budget for that too. We could learn something from that.

In England, I was also able to be a full-time working mother with my children in nursery school without any problems. I worked for Motorola in the UK. A lot was possible there. When I returned from maternity leave, I was promoted. How fantastic is that?! I had a full-time job, but my boss gave me the freedom to schedule my time according to my needs. Fortunately, I also had a partner who thought it was important for me to have a career.

In the Netherlands, I was constantly asked how I managed it with my children and I was not allowed to bring my children to a particular nursery school for more than three days, and those three days could not be consecutive. That did make me more of an activist. Abroad, it is easier to have a career as a woman—and certainly as a working mother—than it is in the Netherlands. At Statoil in Norway, it was the norm for almost everyone to only work until 4 pm. Then they went home and worked a bit more in the evening, if necessary. They also had a great parental leave scheme there for both women and men. That resulted in a better work-life balance for us both.

At Philips Electronics, management was very conservative. I had been hired for international PR. The response to many new ideas was 'we've been doing this for years'. I also tried to contribute to get an international women's network off the ground, but it didn't really succeed.

WUR, in my opinion, is much more open to issues that need improvement. But everyone suffers from bias, including me as a privileged white woman. Acknowledging critical points is one thing, but then we have to do something with them. It is good to ask yourself, 'What do I need to do to.....?'

(Pondering...) Maybe an international women's network like that could be something for WUR?

What stands out to you at WUR in terms of diversity and inclusion?

We often have nice policies on paper, but the reality does not yet reflect these. Within WUR, the aim is to have more women and more international staff, but we are not that far yet. Fortunately, we can already see positive developments here; the number of female professors is still increasing and over half of the management general managers of the Science Groups are women. I do sometimes feel like the 'loony' from Amsterdam here in the Gelderland Valley, with my different opinions. However, if you think about the diversity of society, surely these different ideas are needed, and there is an openness to that. Exploring boundaries is also possible here, fortunately.

You were involved with the 'wall of men' in Omnia, depicting mainly male rectors supplemented by male professors. What was your motivation to join that discussion?

When I first arrived, Omnia was being built and I was asked to join the steering committee. The relocation of the wall was discussed. I had not yet seen the portraits because it was during the coronavirus pandemic. Sure, it portrays a certain time period, but is that still desirable? The wall is the first thing you see upon entering. As someone who isn’t a man (in my case, as a woman) or as a non-white employee, you still get a certain impression. It's like with other cases of ‘rewriting history’. It's about what you want to show. It is good that a working group has been appointed, which I am not in, by the way. The wall as it is now, no longer suits today's society. It's valuable that the working group is reassessing that together.

Do you believe in the concept of role models? Do you try to be a role model yourself? If so, how?

Absolutely, and I also try to show that. I have always felt that responsibility, especially in terms of showing young people what is possible, and so I try to do that also within WUR. I believe in work-life balance and want to live up to that. On that point, I do have some kind of missionary urge; I cannot live just for work. So if someone is sitting here while they have a difficult situation going on at home, I will send them home. I try to provide that space.

Compassion is so important. And you unfailingly know who takes advantage of that. But those individuals are very few. Everyone here works their socks off, three times over. What I sometimes find difficult is that the work here comes in waves, related to the university agenda, but so be it.

What are your tips for making WUR more inclusive?

If you want to recruit other people for certain positions, you need to recruit more proactively and have the money to do so. That way, you can tilt the composition of your group of employees. Just saying that 'WUR is so great' is not enough.

Diversity

The WUR vision is that it doesn't matter who you love, which language you speak, where you were born or what you believe in. Does that work in practice, in your opinion?

That is a good example of a vision on paper. Meanwhile, we mostly hire people who look like ourselves. We are proud to have so many alumni working at WUR. And that is nice, but it shouldn't just be alumni. That hiring policy could be more diverse. Diverse teams are able to conceive diverse solutions and they challenge one another. I always say, 'If you’ve played a lot together, you move in a certain direction together'. It is also good to fish in a different pond.

Working hours are also a thing. I am not an early bird and I’m not truly suited to a 9-to-5. I prefer to work from 10 am to 6 pm. But someone else may want to organise their time differently. I would grant everyone the freedom to set their own working hours if it suited their position.

And catering is another aspect. It depends a bit on your workplace, but here in Atlas, I cannot get my hands on a salad. Here, the typical Dutch sandwiches and milk and buttermilk are on the menu. I eat differently, and I am sure I am not alone in that. Food connects. We know that better than anyone else. So greater diversity would also be appropriate there.

Equal opportunities

Does everyone at WUR have equal (career) opportunities, in your opinion?

I also see that as another example of a 'paper' resolution. Indeed, I wonder whether it applies in practice. Not only within research and teaching, but also within the support staff departments. At a certain level, you cannot progress, and not having a PhD is an obstacle. People who look alike seem to have the best chances here. There is quite a uniformity among people in a certain position, even in terms of clothing. There are no dress codes, but there are implicit rules: similar jackets, trousers and shoes, and when we meet outside, everyone suddenly appears in gym shoes. How you dress makes you part of the group. No diversity, but everyone (literally) in uniform. The cortège is another clear example.

(Winking...) There, too, we could use some more variety.

Conclusion

How do you remain inspired and motivated at work?

If I can keep pioneering, I will stay motivated. Not as an end in itself, but for the benefit of the organisation. The people I work with give me enormous energy, as does a good work-life balance. I really enjoy writing. I have to keep doing that to keep things fun.

I also find great joy in helping to get even more dissenters together, because the transitions we are facing are challenging. If I can play a role in this, I will stay motivated.

A huge energy drain for me is the lack of compliments in this organisation. We have a culture here where we are more comfortable wielding the red pen than giving a compliment. But that is so important. Certainly also higher up in the organisation. I like to give compliments. It's so easy and it costs nothing. I would say, 'Spread the love'. Maybe an old hippy cry, but I think this is an important value. That’s why recognition and rewards are so crucial.

What are your plans for the next 10 years?

As long as I have something to give, I will do it here. But if my career cannot grow any further here, I will give it somewhere else. I am an agent of change. I like to sow and harvest and then evaluate what we should pick up next. This organisation is moving along beautifully and is in the middle of 'transition land'; in other words, WUR is working on challenges posed by the climate crisis, biodiversity and the balance between nature and food systems in society. As long as I can contribute meaningfully to that, I will be here.