EDI | Frequently Asked Questions
The purpose of the Unit is to support the staff within the University in striving towards an inclusive university community in which each one of us thrive and are valued for our unique perspectives and contributions.
The Unit sits within Learning and Organisational Development (L&OD) in DCU People.
Equality, Diversity and Inclusion (EDI) are a series of concepts that help foster a culture of belonging, fairness and respect in a work environment.
They help to create a supportive work culture where diversity is celebrated and each staff member can thrive and be valued for their unique perspectives and contributions regardless of gender, civil status, family status, sexual orientation, religion, age, disability, ethnicity and membership of the traveller community.
When people feel respected for who they are, their opinions heard and contributions valued, they are more likely to be motivated, committed and happy in their role.
In line with our strategic plan, DCU is committed to ensuring EDI is a lived experience in DCU and all employees have “a voice, can flourish and feel that they belong.”
To progress this, the DCU People Strategy includes specific actions and targets related to EDI, including how the University will progress with EDI frameworks such as Athena Swan.
Our training covers autism, neurodiversity, LGBTQ+ allyship, trans awareness, anti-racism, and intercultural understanding.
We support gender equality through Athena Swan and promote women's leadership via the Women in Leadership (WiL) initiative.
As signatories to the national consent framework, we prioritise a safe and respectful environment.
Our Age-Friendly University Programme welcomes over 2,000 older individuals weekly for social, cultural, and educational activities. We're also the world’s first Autism-Friendly University.
We report to the Higher Education Authority (HEA) on frameworks such as the Second National Review of Gender Equality, the National Ending Sexual Violence Consent Framework, the Disability Act, and Anti-Racism Principles. Additionally, every four years, we conduct self-assessments as part of our commitment to the Athena Swan Charter to gauge progress on gender equality.
We also utilise staff consultation, including surveys, focus groups, and training evaluation forms, to monitor and measure the impact of our work.
Recruitment and selection processes prioritise equity and fairness, adhering to employment legislation and considering the nine protected grounds of diversity and equality.
Job descriptions and advertisements use a gender-neutral language identifier tool. Interview boards aim for a minimum of 40% gender representation, with members required to complete online Unconscious Bias training.
Similar practices apply to promotions, including gender quotas for Associate Professor promotions to ensure gender balance annually, with ongoing monitoring of gender representation in all promotional calls.
There are a number of ways to get involved:
- Familiarise yourself with our EDI Vision and Mission.
- Use the EDI Policies and Toolkits for guidance around how to make DCU’s community more inclusive.
- Complete our online EDI eLearning courses.
- Attend EDI workshops and events.
- Participate in employee engagement and EDI surveys and focus groups.
- Update your personal information on your Core Portal profile.
- Contact the EDI team with your suggestions and ideas.
If you are experiencing harassment, bullying or discrimination, use the Self-Audit Checklist and Incident Logbook to assess and record behaviour. This can be brought to the attention of a Line Manager, head of department, supervisor, Human Resources Business Partner, the EDI Unit, the Employee Assistance Programme or your trade union representative. Find out more in our Dignity and Respect at Study and Work Policy and Toolkit. <new link>
You can also use the online Speak Out tool to anonymously report incidents of unacceptable behaviour such as bullying, harassment, discrimination and sexual misconduct in a safe way.
Engaging enhances awareness and understanding of different perspectives, promotes empathy, and helps to challenge biases and stereotypes. By participating in EDI training, you contribute to creating a more welcoming and equitable environment for everyone at DCU, including yourself.
Employee Resource Groups (ERGs) are voluntary, employee-driven initiatives designed to cultivate a diverse and inclusive workplace.
They provide a space for staff with shared interests/experiences to connect within DCU and the potential to play a significant role in furthering a culture of diversity and inclusion and further enhance DCU’s reputation by:
- Fostering a sense of belonging and community among employees who share common backgrounds, experiences, or interests.
- Providing a platform for dialogue, awareness, and education on EDI topics.