EDI | Staff Networks
At Dublin City University (DCU), we are committed to building an equal and inclusive environment where diversity is encouraged and valued. To promote these values, we encourage the formation and support of Staff Networks.
Our Staff Networks play a vital role in providing a safe and practical space for staff with experience of protected characteristics to connect with others with shared experiences, and by ensuring that the views and experiences of network members are heard and represented at a strategic level.
Staff networks are employee-led and open to all staff on a voluntary basis. Staff networks are self-governed, and their terms of reference, leadership and membership arrangements are determined by their own members. Staff Networks often work in partnership with the Equality, Diversity and Inclusion (EDI) Unit to advance the University’s EDI aims.
Purpose of Staff Networks
DCU Staff Networks
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Foster a sense of belonging and community among employees who share common backgrounds, experiences, or interests.
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Promote EDI by providing a platform for dialogue, awareness, and education on relevant topics.
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Contribute to the University's strategic goals by collaborating on initiatives that enhance diversity and inclusion.
- Establish connections and work with other networks in the University for the benefit of all members and for the wider community.
Benefits of Staff Networks at DCU
Staff networks have the potential to play a significant role in further developing a culture of equality, diversity and inclusion at DCU as well as further enhancing DCU’s reputation as an employer of excellence.
- Reputation
- By developing staff networks, DCU can build on its reputation as an employer of excellence.
- Staff networks are increasingly becoming a hallmark of inclusive working practices and indicate to both current staff and potential employees that DCU supports a culture of dignity, respect and belonging.
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Through staff network activities e.g. charity events, awareness campaigns, culture exchanges, etc., staff networks can showcase and celebrate the multicultural and diverse community that exists at DCU to both an internal and external audience.
- Recruitment and retention of talent
- Increasingly, people want to work for employers with good employment practices. They also want to feel valued at work. To be competitive, organisations need to demonstrate their commitment to equality, diversity and inclusion in practical and meaningful ways.
- Staff networks can be included in job advertisements as part of the employee package available at DCU and can be promoted to potential candidates as a benefit of working at DCU.
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Staff who are involved with staff networks are more likely to feel a sense of belonging at DCU and this may aid in retaining staff of top talent
- Peer to peer support
- Staff who engage with staff networks will have access to an informal network of peers who can support each other across a range of issues. We have heard examples of this happening within the DCU community between staff with disabilities.
- Peer to peer support is recognised as a key contributor to prevention and early intervention in matters related to wellbeing and mental health. This may help keep staff feeling well and resilient in the face of challenging circumstances.
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Peers can offer each other support to find local solutions to local problems and avoid issues escalating to levels that require formal interventions.
- Personal development for managers
- Through participating in staff networks, managers across DCU can undertake informal personal development and upskill in areas related to equality, diversity and inclusion in a way that is accessible and enjoyable.
- Managers who participate in staff networks may find them a helpful resource in resolving local issues and will have access to a network of peers from whom they may be able to seek support.
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Managers who participate in staff networks may improve their skills in ensuring that equality, diversity and inclusion is a lived experience within their own teams.
- Improvement culture
- Staff networks may provide a shared space for staff to safely explore opportunities for improvements within the staff experience at DCU.
- By focusing on an improvement culture, staff networks can provide DCU teams with ideas for building on the positive employee experience at DCU at helping DCU become a leader in the HE sector for staff experience.
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Staff networks can help alert DCU management to issues that may be falling under the radar through formal mechanisms and give senior management an opportunity to proactively respond to any emerging concerns.
- Ideas hub
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By creating a space for staff from across the DCU community to connect, staff networks may help to create connections that result in exciting new research, products, services, processes at DCU. Colleagues who might not otherwise have crossed paths have an opportunity to meet, connect and explore innovative ideas that will benefit the whole DCU community.
- Expert reference groups
- Staff networks that have interested and engaged members may offer DCU the benefit of acting as expert reference groups whereby people with lived experience of a particular issue may informally review a policy / procedure to test that it is fit for purpose and to help protect against any unintended negative outcomes.
- Building connections and relationships
- Through staff networks, employees have the opportunity to connect with colleagues from across the organisation and widen their networking and relationship building opportunities.
- Staff networks create a safe space for employees to meet and build relationships with colleagues from areas of the organisation they would otherwise have been unlikely to meet / connect with.
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Staff networks provide staff with the opportunity to build a wider social and professional network at DCU which would have a positive impact on feelings of wellbeing and belonging.
- Peer to peer mentoring and coaching
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Staff networks can provide a space for staff of all grades and levels of seniority to come together and can result in colleagues providing each other with informal but highly valuable mentoring and coaching (including reverse mentoring).
- Support network
- There are many examples of the ways in which staff networks provide their members with a readily accessible support network in the workplace.
- Having access to a support network at work can have a positive impact on wellbeing, feelings of inclusion and belonging and early intervention in workplace issues/problems.
- During COVID19, staff networks can provide their members with highly valuable additional support and a safe place to explore concerns and find solutions to common problems.
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With flexible working and working from home arrangements in place, staff networks can provide staff with a virtual space in which to connect with colleagues and promote feelings of community and belonging during a time of physical distance/isolation.
- Personal and professional development
- Staff networks offer employees a chance to upskill in many areas that will improve their personal and professional experience including (but not limited to); relationship building, event planning, public speaking, mentoring and coaching, stakeholder engagement etc.
- Staff networks can provide employees with opportunities to undertake new experiences that open pathways for promotion and career development that might not previously have been considered.
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Through staff networks, staff can improve their understanding of equality, diversity and inclusion issues and become more comfortable to be champions of change within their teams and to support their colleagues to achieve an inclusive workplace.
- Mental health and wellbeing
- Staff networks are a highly valuable resource for promoting good mental health and wellbeing at work through providing colleagues with an enhanced support network.
- Staff networks can perform an important role in communicating key messages related to mental health and wellbeing with colleagues who do not like to engage with more official channels.
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Staff networks can make a difference to individuals’ feelings of inclusion and belonging which are linked to feelings of wellbeing. Isolation and loneliness is a well recognised problem and occurs in situations where staff work in a physical office as well as remotely. Staff networks are an important resource for helping staff to feel connected to the university community.
- Sharing best practice
- Staff networks provide colleagues with an opportunity to discuss and share best practice related to equality, diversity and inclusion issues e.g. staff can point colleagues in the right direction for HR support, EAP, etc.
- Staff networks often develop resources for the wider university community that help employees better understand equality, diversity and inclusion issues and how to play a positive role in resolving concerns/problems.
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Within staff networks members will often share experiences of what worked well for overcoming a barrier/problem encountered in a work setting, avoiding the problem become worse or formal action being necessary.
- Improvement culture
- Staff networks provide a safe space for colleagues to have real, honest conversations on work-life experience, highlighting both areas for improvement and areas of success. This information can then be used to improve the experience of the whole university community.
- Staff networks may be willing to engage with processes for improvement within the university and provide highly valuable testing/feedback on policy reviews, new initiatives, system changes etc.
Staff Network Membership
Membership of Staff Networks
- Staff Networks are open to all employees of DCU, irrespective of their background, identity, or employment status.
- Employees are encouraged to join any Staff Network they identify with, and participation in Staff Networks should not affect employment status or opportunities.
- We recognise that identity is multi-layered and that, as such, staff may identify with a number of protected characteristics. Employees may participate in multiple Staff Networks simultaneously, subject to their availability and interest.
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We also encourage all of our networks to work collaboratively with other Staff Networks to fully represent the diversity of our staff.
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Staff Networks are responsible for determining the openness or confidentiality of their group membership, keeping in mind sensitivities around non-disclosure of equality information. While it is encouraged that Network membership be inclusive of all groups, it is recognised that a safe space is occasionally required to discuss certain issues.
- We encourage line managers to offer flexibility around working hours to enable staff to attend Network meetings where possible. A staff member should not feel obliged to disclose to their manager which Staff Network they wish to attend.
Support and Resources from EDI Unit
The EDI Unit is on hand to provide:
- Advice and support regarding the establishment, running and direction of the Staff Network, if required.
- Promotion of the group and its activities through the EDI web pages and other internal and external communication channels.
- Training and development opportunities for Staff Network leaders to enhance their leadership and facilitation skills.
- Opportunities to share feedback to the EDI Unit and to consult on University policy and strategy on behalf of Network members.
How to get involved?
DCU Staff Networks
If you would like to speak to a member of the team about any of our Networks, or about creating a new Network, please email edi@dcu.ie.
