EDI Annual Report 2024

DCU is a  ‘People First’  university and is deeply committed to embedding the values of equality, diversity and inclusion (EDI). With ‘Inclusivity’ included as a core value in DCU’s 2023 - 2028 strategy - Transformation For An Unscripted Future, we are committing to fostering a culture that is diverse, open and inclusive, where all perspectives, backgrounds and experiences are valued, and EDI a lived experience for all.  

The attainment of the University’s Athena Swan Silver Award, the launch of an ambitious gender equality and intersectionality five year action plan, and the signing of the Anti-Racism Principles represents another significant step in continuing to embed the principles of equality, diversity and inclusion into our university. 

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.

Our application to be awarded ‘Silver’ status commenced in 2023 and ran for a period of 16 months. 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 (April 2023);
• Staff consultation via staff focus groups on the themes of career progression, experiences of taking family-related leave, and dignity and respect (Oct 2023).
• Action planning and consultation with senior management on the development of the Athena Swan Silver Action Plan 2024 - 2029 (Jan - Apr 2024).

DCU’s Silver Award Action Plan is set to run until 2029, with key priorities including enhancing practices on inclusive leadership, achieving appropriate gender representation across all staff grades, strengthening transparency of career progression pathways, supporting work-life balance, embedding inclusivity in policies and practices, increasing the University’s ability to capture data across all equality grounds, and ensuring a continued safe and respectful working and studying environment for all members of our University community.

Additionally, DCU was awarded another departmental Bronze award in 2024 - School of Law and Government. This brings the total number of departmental awards to nine. DCU aims to have all academic departments attain an award by 2026. 

In 2024, we were pleased to present our third Gender Pay Gap (GPG) report, in compliance with the Gender Pay Gap Information Act 2021. The Gender Pay Gap, defined as the difference between the average hourly wage of men and women across a workforce, is an important measure of representation and progression. Rather than reflecting pay inequities or bias, it offers valuable insights into workforce composition and highlights opportunities for systemic enhancements.

Based on snapshot data as of June 30, 2024, which included a total of 2,086 employees, our GPG results demonstrate notable progress compared to 2023. The overall mean gender pay gap has decreased from 8.18% to 5.11%, and the median gender pay gap has reduced from 10.71% to 8.30%. These improvements reflect meaningful strides in advancing gender balance, particularly in higher-paying roles. For example, the proportion of women in the Upper Middle (Quartile 3) and Upper (Quartile 4) earning groups has increased to 52.45% and 53.17%, respectively, building on progress made in previous years.

The increase in the total workforce has likely influenced this progress by providing opportunities for more balanced gender representation across all pay quartiles. While ongoing efforts to create more equitable opportunities across all staff groups may have played a role, other factors could also have contributed. For instance, fluctuations in claim
payment patterns and improvements in data capture processes may have impacted the representation of earnings, particularly for part-time casual staff, further influencing the overall Gender Pay Gap results.

We recognise that addressing the Gender Pay Gap is an ongoing process requiring sustained effort. Initiatives such as the Women in Leadership suite of programmes, and our Athena Swan accreditation have been pivotal in promoting gender balance by supporting the progression and development of women into leadership roles and higher-paying positions. These initiatives aim to create a more equitable environment by addressing structural barriers, fostering professional growth, and ensuring inclusive opportunities for all genders. We remain committed to building on these efforts to achieve sustained improvements in gender representation across all levels of the organisation.

Building on becoming a signatory of the Higher Education Authority (HEA) Anti-Racism Principles for Irish Higher Education Institutions, DCU continued to affirm its commitment to actively combating racism and promoting race equality across the university.

The HEA Anti-Racism Principles and the Race Equality Implementation Plan provide a robust framework for these efforts. They emphasise the importance of embedding anti-racism into the core activities of higher education institutions, including governance, teaching and learning, research, and both the student and staff experience. These principles guide DCU’s mission to identify and address systemic barriers and cultivate a truly inclusive environment.

In June 2024, DCU established the Race Equality Working Group. This diverse group brings together voices from across the university to develop a comprehensive institutional Race Equality Action Plan. The Working Group's key priorities include engaging with staff and students, reviewing existing policies, promoting awareness through training programs, and monitoring progress. Their work aligns with both the HEA Anti-Racism Principles and DCU's Athena Swan commitments, ensuring race equality becomes an integral part of the university's culture by placing lived experience at the heart of institutional change.

In 2023, a review of our current Code of Practice for Employment of People with Disabilities was carried out, with recommendations to develop a more robust and comprehensive policy to support disabled employees. In 2024, DCU People commenced the process of developing a new Disability Policy for Employees. Initial draft of the policy was made in 2024, with valuable input from a Disability Staff Advisory Group. Further consultation is planned for early 2025, with the aim to launch the policy in Q2 2025. 

As the policy is in development, DCU People created a useful Frequently Asked Questions (FAQ) regarding accessing disability supports (mainly reasonable accommodations) to ensure disabled staff and line managers are aware of entitlements and processes. 

The active implementation of the revised Dignity and Respect at Work and Study Policy, launched in 2023, was continued in 2024. This is a flagship policy for the University and all staff have a responsibility to ensure they are familiar with the policy and their own rights and responsibilities. The Policy is part of a wider Dignity and Respect 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 or inappropriate behaviour. 

Throughout 2024, a series of bespoke Dignity and Respect sessions were carried out with specific departments and areas within DCU. Our work on Dignity and Respect was also at the forefront of our Athena Swan Silver submission and associated action plan, and is a key priority area for the period 2024 - 2029. 

All staff but in particular those in roles of responsibility are asked to consider hosting a specific Dignity and Respect information session within their local team / School / Department. This can be arranged by contacting edi@dcu.ie.

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 nine 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

As part of the annual monitoring and reporting process, 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).

Annual assessment reports can be viewed on our website. 

During 2024 the EDI Unit delivered 28 training sessions to 513 attendees. The majority of sessions were targeted at all university staff with additional specialised training offered to DCU People Partners and Line Managers. Information sessions and workshops were delivered to individual departments on EDI-related policies, including dignity and respect and sexual misconduct. Most sessions were delivered online to maximise attendance across all DCU campuses and to facilitate DCU’s flexible working arrangements.

Attendance was particularly strong for Intercultural Awareness Training, Autism Awareness Training, Trans and Non -Binary 101 Workshop and Deaf Awareness Training.

Engagement with these opportunities was extremely positive with staff reporting the training topics were relevant to their role, their awareness of a subject improved, their confidence and comfort in talking about a topic improved and they now have an enhanced awareness of the support available within DCU.

We would like to thank all staff who attended the sessions and engaged with these important topics. We would also like to thank all of our facilitators who brought their expertise and knowledge to the sessions and created safe spaces for discussion.

The Age-Friendly University (AFU) activities at DCU exemplify equality, diversity, and inclusion (EDI) through a range of innovative and impactful initiatives that promote accessibility, intergenerational collaboration, and a commitment to lifelong learning. Several activities took place across the year, many of which embody EDI principles:

• Educational Opportunities for All Ages: DCU’s AFU offers over 230 undergraduate and postgraduate modules for older adults to audit, as well as tailored learning programs on subjects like genealogy, art, and politics. This ensures that education remains accessible to all, irrespective of age.
• Addressing Barriers to Education: Programmes are designed to accommodate the varied needs of older learners, from early school leavers to those pursuing advanced degrees. This inclusive approach recognises diverse educational backgrounds and life experiences.
• Bridging the Digital Divide: Through training on social media and specific applications on laptops and mobile phones to foster digital literacy, DCU actively reduces barriers to technology, making online learning opportunities accessible to older adults.
• Intergenerational Learning and Exchange: Initiatives such as the Transition Year Awards and Intergenerational Games Nights encourage shared experiences between younger students and older adults. These programs break down stereotypes, foster mutual respect, and enrich learning environments.
• Cross-Generational Insights: By integrating older learners into mainstream courses, DCU promotes knowledge-sharing across age groups, helping younger students understand the richness and complexity of ageing while older students bring diverse perspectives to the classroom.
• Cultural and Artistic Inclusion: The “Ageless Expression” exhibition and other artistic initiatives provide a platform for older adults to express their creativity. The diverse range of artistic works showcases participants’ talents from varied cultural and personal backgrounds.
• Socioeconomic Diversity: Non-degree learning options and tailored programs ensure that participants from different socioeconomic and educational backgrounds can engage with the university, widening the reach of its inclusive ethos.
• Advocacy and Representation: Programs like the Election Advocacy Workshop empower older adults to participate in policy discussions and advocate for their rights. This reflects the principle of inclusivity in civic engagement and underscores the value of all voices in shaping societal decisions.
• Holistic Support Systems: Projects like Culture on Prescription (COPE) address mental health by fostering social interaction and intellectual engagement. These efforts directly combat isolation and loneliness, promoting equality in health and well-being.
• Age-Friendly Health Programmes: The AFU integrates health-focused activities into its offerings, ensuring older adults can access resources that enhance physical, emotional, and mental health.