We aim to be an attractive and growing hotspot for excellent students and staff. In addition, we are committed to achieving the goals of the Beethoven project, which focus primarily on talent.
In the coming years, we will focus on:
- attracting, developing, and retaining talent;
- developing leadership and an organization that prioritizes transparency, effectiveness and (social) safety;
- educating more master's students for the semiconductor sector, which is essential for the Brainport region and is also of great European importance with the Beethoven program;
- and creating an engaged, vibrant community, both on and off the ºÚÁϸ£ÀûÍø campus.
When we set out our , we recognized that the world around us changes rapidly, and that our ambitions need to evolve in response. In the Institutional Plan 2026-2030, we reaffirm our commitment to lead the change for a better world: educating responsible engineers, empowering academics and professionals, advancing global scientific knowledge, and driving impactful, sustainable innovation in the Brainport ecosystem and beyond.
We want to lead the change together through our education, research and impact.
ºÚÁϸ£ÀûÍø and project Beethoven
The Dutch government supports ºÚÁϸ£ÀûÍø with over €90 million to grow to more than 1,900 enrolled master students in semicon-related master programs by 2030. The Beethoven program is complemented by the establishment of the Casimir Institute for Future Chips and High Tech Systems, and the partnerships with ASML, KU Leuven and IMEC.
Achieved in 2020-2025 - Recognition and rewards
The aim of Recognition & Rewards at ºÚÁϸ£ÀûÍø is to foster excellence in education, research, impact, and leadership. Between 2020 and 2022, a task force of junior, mid-career, and senior scientific staff, together with HRM, developed a that now serves as the foundation for the new academic staff personnel policy.
Achieved in 2020-2025 - Updated Profiles for University Professors and Ambassadors
To better align with current academic practices and our long-term ambitions, the Executive Board has updated the profiles for University Professors and Ambassadors. These revisions highlight recognize across the university and reinforce our strategic direction as outlined in the Institutional Plan 2026-2030.
Achieved in 2020-2025 – Irene Curie Fellowship
Recognizing that we were falling behind in gender equality and missing out on valuable talent, ºÚÁϸ£ÀûÍø took a bold step in 2019 by launching the Irene Curie Fellowship Program. The results have been very positive: we have made significant progress in attracting female researchers, increasing the share of female scientific staff from 18.7% in 2019 to 26.5% in 2025.
Our stories about the strategy
