Distinguished university professor
Social psychologist Naomi Ellemers examines the behavior of people in organizations. Her main topics of expertise are Diversity and Inclusion, and Integrity and Ethics at work.
Research focus: Social safety, Diversity and Inclusion, Integrity and ethical climate, Leadership and culture change.
Since 2015 Naomi Ellemers is Distinguised professor and a social and organizational psychologist at the Faculty of Social Sciences Utrecht University. Ellemers was elected a member of the Royal Netherlands Academy of Arts and Sciences (KNAW), a corresponding member of the British Academy, and an international member of the American Academy of Arts and Sciences. In 2010 she received the prestigous NWO-Spinoza Award, and is chair of the board of the NWO Gravitation program on sustainable cooperation (SCOOP).
During 2022-2023 Naomi was member of the the research committee for culture and behavior within the Dutch Public Broadcasting, Van Rijn Commission OGCO
From 2015-2023 she was member external supervisory board, PwC, the Netherlands (expert for culture and behaviour).
From 2020 -2022 she was chair of the KNAW Committee on Roots and Prevention of Inappropriate Behaviour in Academia
She is one of the initiators of The Netherlands Inclusivity Monitor (NIM) and one of Athena's Angels
In 2023 she was elected Chief Scientific Advisor for the Scientific Advice Mechanism (SAM) of the EU
Focus on how people live and work together
Naomi Ellemers researches the way people live together and work together in groups. She especially looks at how people's behaviour is influenced by others around them - whether they are present or not. She does experiments on brain activity and physical stress, but also looks at how people behave at work. Organisational behaviour
Specialization: diversity & inclusion and integrity & ethical behaviour
The two topics she specializes in are diversity and inclusion, and integrity and ethical behaviour.
From this perspective, she studies topics such as diversity and innovation in teams and organisations, career development of women and ethnic minorities, motivation and commitment in work teams, and ethical standards and moral behaviour in (professional) groups.
She also applies her scientific knowledge to applied issues, organisational advice, and professional development, including supervision of organisational culture and ethical climate, implicit prejudices in recruitment and selection, and corporate social responsibility. She is active as a core researcher in the NWO Gravity Programme Sustainable Cooperation (SCOOP).
"Women leaders are role models and mentors to other women and girls." That was the claim made in a recent Deloitte study looking at the number of women in leadership roles around the world. But what if the opposite was true? Instead of acting as mentors could successful female bosses be pulling up the ladder behind them because they perceive other women as a threat? This is the theory known as queen bee syndrome.
Een toezichthouder die bij een controle ziet dat er iets niet in orde is, stelt zichzelf onvermijdelijk de vraag: “Willen ze het nou niet of kunnen ze het gewoon niet?” Vooral als richtlijnen heel duidelijk zijn en al vaker is uitgelegd waarom het anders moet, is de verleiding groot te denken dat er sprake is van onwil.
We leven in tijden van verandering: digitalisering, vluchtelingen en een terugtredende overheid. Die onzekerheid leidt tot onderling wantrouwen. Hoe blijft de samenwerking tussen mensen overeind? De komende jaren doen vijf Nederlandse universiteiten hier onderzoek naar. FD Morgen spreekt met een van de drijvende krachten, sociaalpsycholoog Naomi Ellemers.
Een kwart van de nieuwe studenten aan de Politieacademie heeft een migratie-achtergrond. Met deze verdubbeling ten opzichte van 2015 heeft de politie zijn diversiteitsdoelstelling voor eind 2018 al gehaald, zegt portefeuillehouder diversiteit Peter Slort in een interview met de Volkskrant.
De AFM brengt gedrag binnen bedrijven in kaart. 'Een ongezonde cultuur kan een aanwijzing zijn dat er meer aan de hand is.'
Een kleurrijke samenleving betekent niet automatisch ook meer smaken op de werkvloer. En dat is jammer, want gemengde teams presteren beter. Waarom werken we nog altijd liever samen met 'ons soort mensen? En hoe doorbreken we het ongemak?