Equality Office

Diversity Statement

DCU Equality Office

Legislation and Policies

DCU Equality and Diversity Statement

DCU shall positively promote diversity and equality of opportunity.  DCU shall respond to the needs of our students and employees irrespective of gender, family status, marital status, sexual orientation, age, religion, disability, membership of the traveller community or race

Any breaches of the Equality and Diversity statement will be subject to the provisions detailed in the Policy to Promote Respect and to Protect Dignity

The table below outlines the university commitment to ensuring that equality practices are embedded in DCU


Equality explanation

University Commitment


A man, a woman, a transsexual or a transgender person.  There are also specific protection provided for pregnant employees and maternity leave.

The university will provide equality of opportunity to all members of the community by ensuring that all practices and policies within the organisation have an equally beneficial effect to both men and women.


Family Status

This area of legislation provides for a pregnant woman, a parent of a person under 18 years or the resident primary carer or a parent of a person with a disability

The university seeks to enable all members of its community or those wishing to join it,  regardless of family status, to pursue their educational, scholarly, and career interests.

Marital/Civil Partnership Status

Single, Married, Civil partnered, separated, divorced,disolved civil partnership or widowed.

The university seeks to ensure that none of its policies or procedures could be deemed to discriminate on the basis of marital/civil partnership status anyone who wishes to pursue an educational or career choice offered by DCU.

Sexual Orientation

It is unlawful for anyone in the University to discriminate against, directly or indirectly, harass or victimise any member of the staff or any student because of their actual or perceived sexual orientation. 


The university recognises the extent of heterosexist assumptions in society and the existence of homophobia.  However, through its formal and informal processes and practices it aims to create an environment in which all staff and students, whatever their sexuality, feel equally welcome and valued.

The university will provide a supportive environment for staff or students who wish it to be known that they are lesbian, gay, bisexual or transgender.  However, it is the right of individuals to choose whether they wish to be open about their sexual orientation.  To 'out' someone without their permission is a form of harassment and will be treated as such.

Where they are under the control of the University, all opportunities, benefits and conditions of service apply equally to all staff, irrespective of their sexual orientation.  Where they are not under the control of the University, such as the benefits of pension schemes, benefits may be restricted, for example, to married partners only.  Where the University has a choice of a provider of benefits, equal treatment of staff will be one of the criteria for selection.

The University is an academic institution committed to the values of open and rational debate.  The right to freedom of thought, conscience and religion is absolute.  However, any manifestation of beliefs has to take account of the rights and reasonable sensitivities of others.  Staff and students will have a range of views on same-sex relationships.  This document does not infringe anyone’s rights to hold these views but does seek to prevent them being manifested in such a way that intimidates or humiliates, is hostile or degrading or results in discrimination


Age Discrimination makes direct and indirect discrimination on the grounds of age unlawful except where direct discrimination can be justified on specified grounds.

Mandatory retirement ages will be allowed only when they can be justified by the employer. 

Ageism can defined as any negative action or attitude that discriminates against a person or group on the basis of their age. These stereotypes are based on 'perceived' opinion of an individual's ability and potential. Ageism is usually targeted against older or younger people.

The university recognises the valuable contributions made by staff and students of all ages, in terms of qualities of experiences brought to learning, teaching, support services, research, consultancy, enterprise, administration and management.

The university also recognises that “ageism”, discrimination against people based on assumptions, perceptions and stereotypes about age, is common in our society, and will consequently work towards becoming an “age positive” organisation.



It is unlawful for anyone in the University to discriminate against, directly or indirectly, harass or victimise any member of the staff or any student of a different or perceived different religious belief, background, outlook or none

The university’s  approach to equality based on religious beliefs are framed on the objective of consolidating good and excellent practice, progressing equality, recognising the diversity of all of the communities currently on campus or who wish to become members of the staff or student bodies and enabling staff of the organisation to become more sensitive to the needs of those communities.


This is broadly defined including people with physical, intellectual , learning , cognitive or emotional disabilities and a range of medical conditions.

The university is committed to creating a stimulating, supportive and accessible learning and working environment, based on mutual respect and trust, to assist all staff and students to achieve their full potential, irrespective of disability. The University is committed to ensuring that all students and staff are treated fairly and it has a long tradition of promoting disability equality.

The university’s approach and policies in the area of disability equality are under-pinned by the Social Model of Disability, which does not focus on an individual's medical condition or impairment, but instead identifies the impact of disability in the structural, organisational, physical and attitudinal barriers that prohibit people with disabilities from achieving equality and inclusion, i.e. the response to the disability.  The University believes that everyone should have access to the educational and work opportunities provided by DCU and we aim to create barrier-free learning and working.

Membership of the Travelling community

The Irish Traveller community, the community of people who are
identified by themselves and by others as people with a shared
history, culture and traditions including, historically, a nomadic way of life on the island of Ireland.

The university is committed to providing an environment which provides equal opportunity to employment or education to all applicants who meet the criteria set-down .  DCU will not tolerate any attempts to deny access to either which is based on membership of any minority grouping.


A particular race, skin colour, nationality or ethnic origin

The university seeks to provide an innovative, high quality and inclusive learning and working experience for all members of its community.   The university seeks to identify and address any perceived barriers which may exist for staff and students from ethnic groups. The university will promote racial equality and ensure that relevant issues are addressed within the overall institutional objectives