In 2015, the Dutch research council, NWO, took measures to combat gender bias disadvantaging female applicants in a popular three-tiered funding scheme called the Talent Programme. The innovation scheme consists of three grants for different career stages, called Veni, Vidi and Vici. This paper studies the question whether or not NWO has been successful in removing gender differences in their funding procedure. Using all available data from 2012 onwards of grant applications in the Talent Programme (16,249 applications of which 2,449 received funding), we study whether these measures had an effect using binomial generalized linear models. We find strong statistical evidence of a shift in gender effects in favour of female applicants in the first tier, the Veni (p < .001). Significant gender differences are not found in the two other tiers, the Vidi and Vici schemes. In recent years, female applicants are more likely to be awarded with a Veni grant than male applicants and this gender gap has increased over time. This suggests that gender differences still exist in the assessment of Talent Programme submissions, albeit in a different direction than a decade ago.

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