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EDI 2023 Annual Report
![Professor Dáire Keogh, President of DCU](/sites/default/files/styles/traditional_television/public/people_editor/2024-08/prof-daire-keogh-headshot-1.jpg?itok=IrE8X2Bx)
Professor Dáire Keogh, DCU President
Introduction from Prof Dáire Keogh, President of DCU
As I look back at 2023, I am pleased to reflect on our University’s continuing progress in the area of Equality, Diversity and Inclusion. Our new University Strategy Transformation for an Unscripted Future set the tone, with its promise to ‘value and develop our staff community’. It specifically calls out Inclusion as a strategic priority with a view to ensuring that ‘everyone has a voice, can flourish and feel that they belong’.
The strategy also commits to delivering on the wider EDI principles of the Athena Swan charter. During the year, we have seen significant action in progressing DCU’s application for the Athena Swan Silver Award. This included the establishment of a self-assessment team with representation from across the University. Gender Equality has remained a priority in all aspects of University life. As you will see from the report, our various initiatives and action plans in this space are delivering positive and noticeable impact.
Our work on Race Equality is another major area of development. The disturbing spectacle of the November riots, and events elsewhere, reinforce and underline DCU’s commitment to keeping our University a safe and inclusive place in an increasingly divided world. In that context, the University was proud to sign up to the new HEA Anti-Racism Principles.
A welcoming and inclusive environment in which to work and study can only be achieved if our procedures and principles are clearly communicated and understood. With that in mind, HR published two important policies during the year - a revised Dignity and Respect Policy and a Sexual Misconduct Policy. These documents send a clear message about the culture at DCU and the expectation that we all engage in the highest standards of behaviour.
In this report, you will find many more examples of the meaningful and positive impact of EDI in our University community. None of these actions and activities could have been achieved without the hard work and commitment of DCU’s great people. Naturally, I commend everyone who strives to make the values of Equality, Diversity and Inclusion a lived reality at DCU.
![Professor Anne Sinnott, Deputy President of DCU](/sites/default/files/styles/traditional_television/public/people_editor/2024-08/anne-sinnott-dcu-deputy-president-aug-2021_141.jpg?itok=mHOSRovM)
Professor Anne Sinnott, DCU Deputy President
Professor Anne Sinnott, Deputy President and Vice-President for Diversity and Equality
I was very proud to be the VP for Diversity and Equality during 2023 and to witness first hand the impact of our EDI work. Throughout the year, DCU remained steadfastly committed to embedding the values of equality, diversity and inclusion across our university community with many aspects of EDI continuing to go from strength to strength.
As DCU's Aurora Champion and the Chair of the DCU Athena Swan SAT, I know that our Women in Leadership commitments are making a real difference to gender equality at DCU. As this report shows, gender equality is a major priority for the University and will remain a key area of focus not just for the benefit of women, but for all staff.
Further to this, DCU is a people first university and I was delighted to welcome a new value to our University strategy that specifically recognises and emphasises the importance of inclusion and the way in which this must be a strategic concern for the University. As part of strengthening inclusion, signing the HEA Anti Racism Principles represented a highlight from 2023 and I look forward to seeing this work flourish in 2024 and beyond.
People make the difference when it comes to equality, diversity and inclusion and we are very privileged at DCU to have so many staff who, on a daily basis, demonstrate commitment to EDI in the ways they interact with each other, our students and their work. Thank you to each and every member of our university community who lives the values and who demonstrates leadership through positive examples.
DCU is a ‘People First’ university and is deeply committed to embedding the values of equality, diversity and inclusion (EDI). By fostering a culture that is diverse, open and inclusive, and where all perspectives, backgrounds and experiences are valued, DCU is committed to making EDI a lived experience for all.
In 2023, DCU launched its 2023 - 2028 strategy which included a new value that recognised being inclusive as core strategic purpose for the organisation. As a university community, we have long been striving to ensure that inclusion is a meaningful experience by all staff and students and this represents another significant step forward in continuing to embed that experience. This was reinforced by the publication of the University's revised Dignity and Respect and Work and Study Policy - this policy re-emphasises the rights and responsibilities we all have when it comes to dignity and respect. We also welcomed a brand new Sexual Misconduct Policy which further contributes to setting the very highest standards of respectful behaviour for all at DCU.
The following report highlights and celebrates many of the various ways that the values of equality, diversity and inclusion are embedded in the work of teams across DCU. The full extent of DCU staff’s dedication to EDI is not possible to capture in one report, but we hope this snapshot serves to demonstrate the positive journey that DCU is on.
![Profile picture of Seamus Walshe](/sites/default/files/styles/traditional_television/public/sail_editor/2024-05/seamus-walshe.png?h=24e53cd8&itok=7vGDjWvJ)
Mr Seamus Walshe, Committee Chair
In late 2023 I was delighted and honoured to take over from Rachel Hussey as Chair of the EDI Sub Committee to the Governing Authority. From its inception in 2021 the committee has played a vital role in overseeing the University’s ambition to transform lives and communities through education and to do so inclusively with diversity and equality as the underpinning principles. In 2023 we saw further progress on Athena Swan and our ambition to achieve Silver accreditation in 2024. I’m also proud to say that the Gender Gap in DCU has reduced from the previous year and is well below the national average.
Great progress was made at department level throughout 2023, with a total of three Schools attaining an Athena Swan Bronze Award - School of Nursing, Psychotherapy and Community Health (April 2023), School of Applied Languages and Intercultural Studies (April 2023), and School of Psychology (November 2023). This brings the total number of departmental Bronze awards to eight. The remaining academic units have committed to engaging with the Athena Swan process by 2026; many in various stages of conducting their self-assessment processes.
At an institutional level, 2023 was an important year for the progression of Athena Swan here in DCU. As part of our current Athena Swan Bronze Award, we continued to implement our ambitious gender action plan 2020 - 2024, with oversight from the Athena Swan University Self-Assessment Team (SAT) and Governing Authority’s EDI sub-Committee. Additionally, the process of developing an application for a Silver Award commenced in January 2023 and will continue until its submission in April 2024. The SAT, chaired by Prof. Anne Sinnott (Deputy President and VP for Diversity and Equality), conducted a thorough self-assessment process to support the development of our Silver award application. The self-assessment process consisted:
- Gathering and analysis of quantitative staff data in relation to recruitment, promotion, uptake of family-leave, uptake of training and development opportunities;
- Gathering and analysis of quantitative student data in relation to registrations, enrolments, degree attainments;
- Staff consultation via pulse surveys in the areas of disability, race equality, and career progression for researchers (Jan - Mar 2023);
- Staff consultation via an all-staff Athena Swan survey, focusing on areas such as career progression and career development, flexible working, family-related leave experiences, dignity and respect, leadership culture;
- Staff consultation via staff focus groups on the themes of career progression, experiences of taking family-related leave, and dignity and respect.
A Summary Report from the staff consultation survey was circulated to the staff community in September 2023, and can be viewed on our dedicated webpage. The findings from the self-assessment process directly informed the development of our Silver award application and associated action plan 2024 - 2028. This will be published and made available once the Silver Award is attained in Q3 2024.
![Aurora Leadership Development Programme](/sites/default/files/styles/traditional_television/public/sail_editor/2024-05/dcu-edi-2023-annual-report-google-docs.png?h=b1a6e67d&itok=J5JywdDA)
DCU Aurora Champion, Prof Anne Sinnott (centre) with successful DCU Aurora participants, Dr Amy Hall, Joanne Mulligan, Mary Larkin and Dr Mercedes Vázquez (L-R)
Aurora Leadership Development Programme
Aurora, a leadership development programme for women, was designed to help address the issue of the under-representation of women in senior posts in the higher education sector. Hosted annually by Advance HE, the objective of the programme is to embed a leadership mindset whereby women identify as leaders and seek appropriate opportunities to develop capabilities, skills and networks to support them in their developing careers. In 2023, 12 women from DCU participated in the programme.
![Dr. Yuhui Gao, Associate Professor, DCU Business School](/sites/default/files/styles/traditional_television/public/sail_editor/2024-05/dcu-edi-2023-annual-report-google-docs-1.png?h=7ca821ec&itok=U_KR762W)
Dr. Yuhui Gao, Associate Professor, DCU Business School
Preparing for Academic Advancement (PAA) Programme
In 2023, DCU continued to actively contribute and engage in the Preparing for Academic Advancement (PAA) programme. This sectoral programme, led by University of Limerick, was first launched in 2021 with funding support from HEA’s Gender Equality Enhancement Fund. Specifically designed for female academics at Associate Professor level who are ready and credible challengers for promotion to Professor, it looks to provide structured support and guidance on preparing for promotion. In 2023, four DCU academics applied for the programme, with all four being successful in attaining a place. The 2023 programme ran from June to September, with three key modules held and a series of individual mentoring sessions. A total of ten DCU female academics have completed the programme since 2021, with 20% promoted to Professor as of December 2023.
A busy and demanding working schedule, and sometimes my own scotomas, might have hindered me from perceiving the bigger professional picture and visualising my career goals. At this stage of my career, I had the privilege to participate in the Preparing for Academic Advancement (PAA) Programme. The programme was both inspiring and empowering. Not only did the programme prompt me to reflect and discover ‘the best of what is in my career/life’, but it also offered me an opportunity to fully appreciate the importance of creating a vision to build influence and impact for career progression. I also greatly benefited from a cross-institutional mentor provided by the programme. My mentor's insightful experience, extensive academic network, clear vision for career development, and generosity with her time are truly commendable. In short, I highly recommend the PAA programme for those aiming for career advancement that also benefits the University.
Dr. Yuhui Gao, Associate Professor, DCU Business School
Professorial Promotion Stats
Since the establishment of the Women in Leadership initiative in 2015, there has been progress made on increasing female representation across academic grades, particularly focusing on senior grades. We have seen great strides made in attaining appropriate gender balance at Full Professor level, where female representation rose from 21% (2015) to 35% (2023). The introduction of gender quotas within the process for promotion to Associate Professor in 2017 resulted in a steady increase in female representation at this level, with 50% of employees now in this position being women.
To ensure that we do not lose the very valuable momentum gathered since 2015, the Academic Promotions Committee, HR Director and Executive Deans are committed to continuing to review data and any decisions that may impact progress twice yearly going forward. There are also specific actions to address gender underrepresentation at academic, research and professional senior grades being considered for inclusion in the institution’s plans for Athena Swan progression.
Female representation at non-academic level (pay scale with maximum point above €70,000) has remained at 55%. An increase of 4% in 2022, male representation at non-academic level (Pay scale with maximum point on or below €70,000) remains at 34%; with actions to further reduce the gender disparity at these grades to be considered in our institutional Athena Swan action plan 2024 - 2028.
Breakdown of academic staff by grade: |
2015 |
2022 |
2023 |
2022-2023 |
||||||||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
Whole Time Equivalent |
Percentage | Whole Time Equivalent | Percentage | Whole Time Equivalent | Percentage |
Percentage Changes of Females |
||||||||||
Male |
Female |
Total |
Male |
Female |
Male |
Female |
Total |
Male |
Female |
Male |
Female |
Total |
Male |
Female |
||
Full Professor* |
42.8 |
11 |
53.8 |
79% |
21% |
49.1 |
26.2 |
75.3 |
65% |
35% |
46.1 |
24 |
70.1 |
66% |
34% |
-1% |
Professor** |
14 |
8 |
22 |
64% |
36% |
23 |
13 |
36 |
64% |
36% |
25 |
15 |
40 |
63% |
38% |
2% |
Associate Professor*** |
49 |
31 |
80 |
61% |
39% |
71 |
66 |
137 |
52% |
48% |
79 |
78.48 |
157.48 |
50% |
50% |
2% |
Assistant Professor**** |
111 |
129 |
240 |
46% |
54% |
186.6 |
229.15 |
415.75 |
45% |
55% |
195.3 |
227.03 |
422.33 |
46% |
54% |
-1% |
Breakdown of non- academic staff by grade: |
2015 |
2022 |
2023 |
2022-2023 |
||||||||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
Whole Time Equivalent |
Percentage |
Whole Time Equivalent |
Percentage |
Whole Time Equivalent |
Percentage |
|||||||||||
Male |
Female |
Total |
Male |
Female |
Male |
Female |
Total |
Male |
Female |
Male |
Female |
Total |
Male |
Female |
Percentage Changes of Females | |
Pay scale with maximum point above €70,000 |
25 |
29 |
54 |
47% |
53% |
59 |
70.7 |
129.7 |
45% |
55% |
73 |
88.4 |
161.4 |
45% |
55% |
0% |
Pay scale with maximum point on or below €70,000 |
106 |
227 |
333 |
31% |
69% |
160.3 |
316.2 |
476.5 |
34% |
66% |
159.97 |
314.71 |
474.68 |
34% |
66% |
0% |
DCU Gender Pay Gap Report 2023
As an employer with over 1,800 full-time equivalent employees, we are pleased to share our second Gender Pay Gap (GPG) report in compliance with the Gender Pay Gap Information Act 2021. The Gender Pay Gap is defined under this legislation as the difference between the average hourly wage of men and women across a workforce, expressed as a percentage of men's pay. It does not inherently indicate discrimination, bias, pay equity issues, or imbalances in our university's pay structures and policies. Instead, it serves as a measure of gender representation within our organisation.
Our overall gender pay gap for 2023 stands at 8.18%, reflecting progress compared to last year's figure of 10.39%. Notably, it remains below the 2022 gender pay gap in Ireland, which was 9.6%, according to the Central Statistics Office (CSO).
As a public sector employer, we adhere to salary scales and hourly rates of pay for specific roles and grades. Our commitment to salary parity remains resolute—we compensate all employees based on qualifications and experience, irrespective of gender. Our pay determination procedures ensure fairness, eliminating unequal pay and unconscious bias. We take pride in being an employer that upholds principles of equality and fairness.
Recognizing that addressing the Gender Pay Gap at our institution is a complex and ongoing process, we are committed to continuous improvement. This involves practical steps to dismantle barriers women may face and fostering a shift in attitudes and behaviours across our entire community. By prioritising diversity and inclusion in all matters related to our people, we aim to enhance the diversity of our organisation at all levels.
Our report is based on snapshot data as of June 30, 2023, covering payments for those employed during the 12-month period from July 2022 to June 2023. We acknowledge that not all data for claim payments could be included in our GPG analysis due to the way data is captured across our systems. However, significant progress has been made, reducing the excluded data from 13% to 2.8% since our last report. We remain committed to making all data available for future reporting.
DCU welcomes the opportunity to share this data and is dedicated to collaborating with colleagues and stakeholders within DCU and across the Higher Education Sector to sustain progress. Our GPG reports serve as valuable resources, informing future actions related to our EDI efforts. Collecting this data enhances our understanding of areas for improvement and identifies the success of our current initiatives, driving positive results.
![Race Equality](/sites/default/files/styles/traditional_television/public/sail_editor/2024-05/dcu-edi-2023-annual-report-google-docs-2.png?h=f6c5ab1f&itok=ot1mS-LY)
DCU and HEA representatives celebrate the DCU signing of the HEA’s Anti Racism Principles for Irish Higher Education Institutions
Race Equality
In 2023, DCU was delighted to sign the HEA’s Anti Racism Principles for Irish Higher Education Institutions.
Through signing the Principles DCU acknowledges that race inequality is an issue in Irish higher education and that racism, although context specific, is a problem in Ireland. DCU is committed to embedding a culture of race equality in our institution and will encourage an open dialogue on advancing race equality.
In order to support this important work, a university working group dedicated to race equality will be established in 2024 and the group will work with key university stakeholders to develop an institutional action plan that will guide this work into the future.
Sexual Misconduct Policy
Every member of the DCU community has a right to flourish in an environment that is safe and respectful. In order to help ensure that our University culture has the correct processes and procedures in place to support this, DCU introduced a new Sexual Misconduct Policy in 2023. This policy applies to our whole DCU community including staff, students, contractors and visitors.
The policy makes DCU’s zero tolerance approach to sexual misconduct clear and the accompanying procedures for staff and students outline the various reporting and support options available to anyone who has experienced sexual misconduct at DCU.
As with the Dignity and Respect Policy, the Sexual Misconduct Policy is part of a wider toolkit that has been developed and put in place to support all staff to understand what behaviours are expected of them as well as what to do should they wish to report any issues related to sexual misconduct.
All staff but in particular those in roles of responsibility are asked to consider hosting a specific Sexual Misconduct information session within their local team / School / Department. This can be arranged by contacting edi@dcu.ie.
DCU Speak Out Tool
The DCU Speak Out Tool allows any staff, student or visitor at DCU to anonymously disclose incidents of unacceptable behaviour such as bullying, harassment, and sexual misconduct. As Speak Out is completely anonymous, the University will have no way to identify or make contact with any individual who chooses to submit a report. While the tool is anonymous, it will direct you to appropriate supports and provide you with information on what formal reporting procedures are available.
The Public Sector Equality and Human Rights Duty is set out in Section 42 of the Irish Human Rights and Equality Commission Act 2014. Under the Duty all public bodies in Ireland have a legal obligation to promote equality, prevent discrimination and protect the human rights of their employees, their customers, their service users and anyone else affected by their service.
As part of ensuring DCU’s compliance with the Duty, the University identified eight operational areas for assessment:
- Teaching and learning
- Employment
- Research and innovation
- Access and community outreach
- Placement
- Support for student wellbeing
- Provision of student accommodation
- Campus Residences
- DCU Students
Representatives from each of these areas were asked to review their operations and to prepare an individual report outlining actions undertaken to ensure compliance with the legislation. Upon receiving these reports, the Office of the Chief Operations Officer, found DCU to be in compliance with the Duty and reported the same to DCU’s Equality, Diversity and Inclusion Committee (sub-committee of Governing Authority).
Following consultation with DCU’s Equality, Diversity and Inclusion Committee (sub-committee of Governing Authority) it was agreed that in 2024 consultation will extend to include a ninth operational area related to recreational and visitor services.
In June 2023, Human Resources, with the support of the EDI Unit, launched an initiative to formalise an enduring collection method for staff demographic data. This project involved an extensive review and update of the diversity fields on the DCU CoreHR Employee Self-Service Portal system. Staff are encouraged to self-disclose across a range of demographics linked to the nine protected grounds in Irish equality legislation, including gender identity, ethnicity, disability status, civil and family status, religion and sexual orientation.
The development of this screen marks a significant move forward for the University in the area of equality, diversity and inclusion. This is the first time that the University has collected data across all nine equality grounds for existing employees and it is hoped that this new tool will assist us in getting a clearer understanding of the diversity makeup within the University community and to help us achieve our EDI and university strategic objectives.
To date, approximately 31% of employees have updated their personal details, with plans for the promotion of the project ongoing as a priority in the next few years.
DCU's Age-Friendly University (AFU) Activities in 2023 showcased a range of initiatives aimed at promoting age inclusivity and fostering intergenerational connections. These activities were informed by the Ten Principles of an Age-Friendly University and reflected DCU's commitment to creating an inclusive environment for learners of all ages.
One notable event was the visit of a 55-person Maltese delegation in October 2023, which included representatives from various agencies working in health, housing, transport, community services, police, and the church. The visit provided an opportunity to discuss DCU's Age-Friendly initiatives, including the COPE project, which focuses on harnessing cultural opportunities for social prescribing.
Another significant project was the TRACEUS Project, funded by Erasmus+, which utilised mobile phone technology to combat digital exclusion. This project resulted in a curated database of European recipes, traditions, and cuisines, along with a training manual on smartphone usage.
The COPE project, in partnership with a consortium of organisations, aimed to address issues of isolation and loneliness by prescribing cultural activities for wellbeing. Results from the project showed a significant reduction in feelings of isolation among participants.
Other initiatives included the "Making Our Mark" arts course, an event on International Women's Day focusing on women's return to the workplace, and the Taste of DCU event, which welcomed older adults to experience campus life.
DCU also hosted intergenerational activities such as the Intergenerational Paint Along, where participants from different generations connected through art, and the Living and Learning Together event, which explored societal changes and their impact on young people.
Additionally, DCU played a leading role in the Global Intergenerational Week, organising events to promote intergenerational engagement nationally.
The AFU also organised workshops on career transitions and entrepreneurship, as well as intergenerational computer classes in partnership with the Business School to promote opportunities for older people to upskill and retrain.
Overall, these activities underscore DCU's commitment to creating an age-friendly environment and fostering meaningful connections across generations.
In 2018 DCU was formally conferred as the world’s first Autism Friendly University. It resulted in a comprehensive action plan comprising eight principles which were primarily student-focused. In February 2023, the DCU Human Resources Department was delighted to announce a new collaboration with the Autism Friendly Project and to introduce the addition of a new ninth principle:
Principle 9: DCU Will Work to Build Capacity Throughout the University to Support Autistic Employees
Under this new principle, DCU has introduced additional support for autistic staff including:
- Counselling and mentoring from suitably qualified practitioners with expertise in autism, through the University’s Employee Assistance Service provider, Spectrum Life.
- Training for managers
- Accommodations that are considered reasonable within your role
The DCU HR Department will continue to build capacity across the University to support autistic staff and look forward to continuing to work closely with the DCU Autism Friendly Team.
Zero Discrimination Day takes place on 1st March and represents a call to action for ending discrimination and promoting inclusion and belonging. In recognition of this important day, the HR EDI Unit shared an internal campaign for DCU staff to engage with a wide range of EDI training opportunities as a way to empower and educate themselves on ways to tackle and end discrimination across our DCU community.
![Women in Leadership Lecture Series](/sites/default/files/styles/traditional_television/public/sail_editor/2024-05/picture11.jpg?h=adbe704d&itok=w3Onn2bQ)
DCU Chancellor, Brid Horan in conversation with special guest Rosaleen Blair CBE.
To celebrate International Women's Day 2023 the HR EDI Unit hosted a number of events to mark the day.
Women in Leadership Lecture Series
As part of DCU's ongoing Mary McAleese Women in Leadership Lecture Series and in celebration of International Women's Day 2023, the DCU HR Department was delighted to host our latest Women in Leadership event on Monday 6th March, 2023.
Lunch with Ted
The HR EDI Team hosted two watch parties for all DCU staff to get together and enjoy some inspiring TEDTalks that celebrate International Women's Day and remind us why it is such an important occasion for everyone.
The featured TED Talks included Sinead Burke - You can call me… and Sally Murphy - It's Time To Tell Better Stories.
DCU Aurora Network Coffee Morning
Current and past Aurora participants attended an International Women’s Day coffee morning to celebrate DCU’s ongoing commitment to women’s leadership development and promote networking amongst DCU colleagues who have experienced the programme.
![DCU Aurora Network Coffee Morning](/sites/default/files/styles/user_defined/public/sail_editor/2024-05/dcu-aurora-network-coffee-morning.png?h=3c07bfe6&itok=qra1yUue)
As in previous years, the LGBTQ+ Pride flag was raised and flown across all DCU campuses. Many thanks to our colleagues in the Security and Estates Teams for their help with this.
Free DCU Pride lanyards are available for collection from Reception at all times during the year. Thank you to our colleagues who work on Reception for their help with this.
ShoutOut: Trans & Non-Binary 101 Workshop
Facilitated by ShoutOut, this session provided participants with insight into experiences of trans and non-binary communities in Ireland and explored ways to build fluency in respectful language and terminology. The workshop provided a safe space for people to ask questions, explore strategies, and discuss practical solutions for building more inclusive workplaces for trans and non-binary individuals.
ShoutOut: Irish LGBTQ+ History
Facilitated by ShoutOut, this session looked at the history of the LGBTQ+ movement in Ireland. Topics covered include:
- LGBTQ+ figures in Irish history, the diaspora and revolutionary movement.
- The beginnings of Pride in Ireland; protests and Irish queer life in the mid-20th century.
- Histories of queer culture and expression.
- HIV and AIDS: the impact on the Irish LGBTQ+ community.
- Milestones in Irish LGBTQ+ equality, 1970 - 2022, and how they were achieved.
- Moving forward: what the LGBTQ+ community are fighting for today
LGBTQ+ Pride Watch Parties
The HR EDI Unit were delighted to host a free lunch and screenings of LGBTQ+ talks to explore this 2023's Pride theme of 'Protest. Remember. Celebrate'. Watch parties took place on both Glasnevin and St Patrick’s Campuses with attendance for a wide range of the DCU staff community.
The watch parties features talks from Ireland's foremost "gender discombobulist", Panti Bliss - All the little things and Sanah Ahsa, a Queer, Pakistani, Muslim womxn - Rewriting my story with poetry and love as a Queer Muslim.
![Representatives from DCU and Pavee Point celebrate DCU's first Traveller and Roma Pride Coffee Morning](/sites/default/files/styles/traditional_television/public/sail_editor/2024-05/picture15.jpg?h=76f4b86d&itok=Mif-HYwV)
Representatives from DCU and Pavee Point celebrate DCU's first Traveller and Roma Pride Coffee Morning
The EDI Unit and colleagues from DCU Access hosted an open coffee morning event for all DCU staff and students on DCU Glasnevin Campus in celebration of Traveller and Roma Pride in July 2023.
Attendees were joined by speakers from both the Traveller and Roma Communities who shared insights into the importance of Traveller and Roma Pride as well as how DCU colleagues can help build an inclusive environment for Traveller and Roma staff and students.
The HR EDI Unit in partnership with Learning and Development were delighted to host a 'Conversations on Wellbeing' workshop in celebration of International Men's Day (IMD) 2023.
This workshop focused on the theme of mental health and wellbeing and aimed to:
- highlight the challenges faced by men with regard to mental health and wellbeing;
- provide ways for men to look after their mental health and maintain a healthy mind;
- provide a safe space for men to share their experiences;
- provide the opportunity for colleagues to come together and connect.
![Shows Director of HR in DCU Gareth Yore](/sites/default/files/styles/traditional_television/public/scholarship_editor/2023-03/Gareth%20Yore%20RESIZE.jpg?h=0ee5266e&itok=aiegHSA8)
Gareth Yore, Director of HR at DCU
The Future of EDI at DCU
The values of equality, diversity and inclusion (EDI) are ingrained in the ways we work at DCU. In recent years our commitment to these values has been increasingly celebrated as we have developed more and more initiatives and actions that help ensure EDI is fully embedded and experienced.
As Director of HR it is my aim that all DCU staff feel like they belong and are valued by the organisation. This can only be achieved when we work together as a community to live the values and to take our own individual responsibilities seriously. I was delighted that in 2023 we launched two very important HR policies that support our new strategic value of inclusion - 1) The Dignity and Respect at Work and Study Policy and, 2) The Sexual Misconduct Policy.
These policies and procedures represent the University's commitment to upholding the highest standards of behaviours within our community. On a daily basis I am impressed by the level of commitment I see all across our organisation to the values of dignity and respect and I hope that these new policies can serve to maintain and strengthen this in the year ahead.
This report serves as an excellent example of why we must ensure EDI remains a priority within all the work we do and how we do it. I want to thank everyone who contributed to this report as well as all those who support equality, diversity and inclusion at DCU more widely.
Gareth Yore, Director of HR at DCU
Contact information
You can contact the team by emailing edi@dcu.ie.