EDI Annual Report 2025
Professor Dáire Keogh, DCU President
Introduction by Professor Dáire Keogh, President of DCU
At DCU, we pride ourselves on being a university that puts ‘People-First’, an institution driven by our values. For that reason, I am delighted to see our continued progress in creating a more accepting and inclusive University environment where everyone has space to flourish.
We can feel particularly proud of this work given that, in many parts of the world and even on our own doorstep, the notion of Equality, Diversity, and Inclusion and its intrinsic benefits to society are under attack — all the more reason for DCU to double down on our values and celebrate our achievements.
Female representation at all academic levels continues to rise, and we attained gender parity at Full and Associate Professor levels. At the wider institutional level, I was pleased to see the continued implementation of the Athena Swan Silver Award Action Plan. An EDI Steering Committee was established, as well as two Working Groups — a Gender Equality Working Group and a Dignity, Respect and Ending Sexual Violence Working Group.
Another significant milestone was the development and launch of the Race Equality Framework and Action Plan. Launched in October 2025, it includes more than 130 targeted and measurable actions aimed at creating a more inclusive campus environment.
On the ground, the EDI and Culture Team continues to play a vital role in providing practical advice and training on how University staff can play their part in creating a more inclusive workplace. Sessions and workshops featured a wide range of topics, including Digital Accessibility, Menopause Awareness, and Active Bystander training.
Finally, our Pride+ network organised an engaging programme in June to mark Pride Month, including an event to mark the 10-year anniversary of the marriage equality referendum. At the end of the month, DCU staff and students marched as one in the Dublin Pride parade, joined by their friends and family members — showing that we are indeed ‘stronger together’.
Gareth Yore, Vice President for People, Equality, Diversity and Inclusion
Message from Gareth Yore, Vice-President for People, Diversity, Equality and Inclusion
I am pleased to introduce DCU's EDI Annual Report for 2025, a year in which we moved from ambition to action across many strands of our equality, diversity and inclusion agenda.
2025 saw the establishment of a new governance structure for EDI at DCU, anchored by our EDI Steering Committee and supported by three dedicated Working Groups focused on Gender Equality, Race Equality and on Dignity, Respect and Ending Sexual Violence. These structures ensure that our commitments are not just aspirational, but are driven forward with clear accountability and measurable outcomes.
It was also a year of significant policy development and implementation. We launched new Menopause Support and Disability policies for employees, giving practical, structured supports to colleagues who need them. In addition, October heralded the launch of our Race Equality Framework and Action Plan 2025–2028, the product of extensive consultation with staff and students, setting out more than 130 actions across seven pillars to build a genuinely inclusive campus.
None of this work happens without people. I want to thank members of our Working Groups, our Aurora programme participants, our Pride+ network, and the many staff and students who gave their time to shape policy, deliver training, or simply show up - whether at a Black History Month event, a menopause café, or marching together at Dublin Pride. Their lived experience and ongoing engagement are what make this work meaningful rather than merely procedural.
I also especially want to thank my colleagues in the EDI and Culture team - Joanne, Rachel, Lorna, Luke, Frankie and Donna without whom none of the aforementioned initiatives would not have been possible. We were delighted to see the team expand in 2025, and to see the role of Dignity, Respect and Sexual Misconduct Response Manager further embed into the University. This role brings a joined-up approach to prevention, response and support that will only strengthen in the year ahead as we prepare to launch our new three-year action plan in this area.
There is more to do, and we know it. However, the work undertaken in governance enhancement, policy development, and the ongoing promotion of an inclusive culture across our DCU Community give me real confidence in DCU continuing to be a safe and inclusive environment to work and study in which everyone can flourish.
DCU is a ‘People First’ university and is deeply committed to embedding the values of equality, diversity and inclusion (EDI). With ‘Inclusivity’ as a core value in our 2023–2028 strategy, Transformation For An Unscripted Future, we are dedicated to fostering a culture that is diverse, open and inclusive, where all perspectives are valued and EDI is a lived experience for all.
In 2025, DCU made significant progress in embedding these principles through the continued implementation of our Athena Swan Silver Action Plan and the establishment of robust governance and operational structures including a new EDI Steering Committee. Key milestones this year include achieving gender parity at Full Professor and Associate Professor levels, the launch of the Race Equality Framework and Action Plan 2025–2028 featuring over 130 targeted actions, and the introduction of new institutional supports through the Menopause Support and Disability policies.
The following report highlights and celebrates the many ways that EDI values are embedded in the work of teams across DCU. While the full extent of our community’s dedication cannot be captured in one document, we hope this snapshot demonstrates the positive journey DCU is on as we ensure everyone has the space to emerge, thrive and lead.
At an institutional level, DCU’s focus in 2025 was on the continued implementation of our Silver Award Action Plan, which is set to run until 2029. Key priorities of the plan include 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. Throughout 2025, many milestones have been achieved in progressing with this action plan, including:
- The creation of an EDI Steering Committee to spearhead EDI initiatives in DCU. This senior committee is part of a new governance and operational EDI structure within the University, developed to ensure a consistent and cohesive approach to EDI.
- The creation of two EDI Working Groups - a Gender Equality Working Group and a Dignity, Respect and Ending Sexual Violence Working Group - dedicated to continuing to make progress in these areas.
- The development and launch of a dedicated Menopause Support Policy.
- The development and launch of a dedicated Disability Policy for Employees.
Additionally, DCU was awarded further departmental Bronze awards in 2025 to the Faculty of Engineering & Computing, the School of Chemical Sciences, and the School of Health and Human Performance. This brings the total number of departmental awards to twelve. DCU aims to have all academic departments attain an award by the end of 2026.
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. 2025 marked the tenth year of DCU engaging with the Aurora programme. Sixteen staff from across the university were sponsored to participate in the programme in 2025; bringing the total number of DCU staff to complete the programme to 144.
Participating in the Aurora leadership programme gave me the opportunity to network with a diverse community of women across various career stages and institutions nationwide. A standout highlight for me was the Action Learning Sets which offered invaluable peer-to-peer support. Our group has continued to maintain this relationship after the formal programme ended
Ann-Marie Roche
Systems Analyst and Aurora 2025 Participant
The Aurora programme brought an opportunity to extend my network, to understand that many women across academia and HE have the same challenges. Participation in the programme helped me to understand that the results I have achieved over the last few years were the fruit of my hard work on developing my leadership skills.
Olesia Zhytkova
SAFE PostDoctoral Fellow and Aurora 2025 Participant
A key priority for the University since the inception of the Women in Leadership initiative in 2015 has been to ensure balanced gender representation across all levels of our staff community, with a particular emphasis on supporting women to move into leadership roles.
We continued to see improvement in female representation in 2025 across academic levels, most notably at Full Professor level where we have achieved gender parity with 43%. Gender parity has also been attained at Associate Professor level, with 52% female representation at this grade as of 2025. While we have yet to achieve gender parity at Professor level, improvement has been evident, with 39% female representation as of 2025, a 3% increase since the previous year. Recruitment and career progression efforts will continue to take into account gender considerations to ensure we continue to reach and maintain gender parity across all grades.
Female representation at non-academic level (pay scale with maximum point above €70,000) has increased by 9% since 2024, with females now making up 59% of those roles. Male representation at non-academic level (Pay scale with maximum point on or below €70,000) has dropped to 26%. Actions to reduce the gender disparity at these grades is included in our Athena Swan action plan.
|
Breakdown of academic staff by grade: |
2015 |
2024 |
2025 |
2024-2025 |
||||||||||||
|
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% |
43.8 |
29.2 |
73 |
60% |
40% |
44.6 |
33 |
77.6 |
57% |
43% |
+3% |
|
Professor** |
14 |
8 |
22 |
64% |
36% |
28 |
16 |
44 |
64% |
36% |
31 |
19.5 |
50.5 |
61% |
39% |
+3% |
|
Associate Professor*** |
49 |
31 |
80 |
61% |
39% |
82.85 |
85.47 |
168.32 |
49% |
51% |
79.85 |
85.33 |
165.18 |
48% |
52% |
+1% |
|
Assistant Professor**** |
111 |
129 |
240 |
46% |
54% |
207.90 |
238.41 |
446.31 |
47% |
53% |
207.8 |
250.4 |
458.2 |
45% |
55% |
+2% |
|
Breakdown of non- academic staff by grade: |
2015 |
2024 |
2025 |
2024-2025 |
||||||||||||
|
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 |
||
|
Pay scale with maximum point above €70,000 |
25 |
29 |
54 |
47% |
53% |
98.9 |
97.3 |
196.2 |
50% |
50% |
94.88 |
134.95 |
229.83 |
41% |
59% |
+9% |
|
Pay scale with maximum point on or below €70,000 |
106 |
227 |
333 |
31% |
69% |
136 |
306.6 |
442.6 |
31% |
69% |
127.27 |
368.49 |
495.76 |
26% |
74% |
+5% |
In 2025, we were pleased to present our fourth 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, 2025, which included a total of 2,038 employees, our overall mean gender pay gap is 7.64% while the median gender pay gap is 12.03%. Women continue to make up a significant proportion of the overall workforce, and the distribution of women and men across earnings levels remains broadly balanced in the upper two quartiles. At the same time, women continue to be more highly represented in the lower earning quartiles, a factor that influences the overall gap. The full inclusion this year of all part-time casual staff data enhances the completeness of our dataset, ensuring a more accurate and transparent reflection of the University’s workforce.
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. Our GPG Report provides further information on our results and the upcoming activities and actions to continue addressing our gender pay gap.
Members of the Race Equality Working Group at the Launch of the DCU Race Equality Framework and Action Plan 2025–2028 and Black Voices Exhibition
2025 marked a significant milestone in DCU’s work to advance race equality with the development and launch of the Race Equality Framework and Action Plan 2025–2028.
The Action Plan was developed by the Race Equality Working Group, established in 2024 and comprising staff and student representatives from across the university community. Its development was informed by an extensive consultation and evidence-gathering process, including staff and student surveys, focus groups, stakeholder engagement, and a review of institutional policies, practices, and available data. This process ensured that the Framework and Action Plan reflected the lived experiences, perspectives, and priorities of the DCU community.
Launched in October 2025, the Framework and Action Plan sets out more than 130 targeted and measurable actions to address racial and ethnic inequalities and strengthen inclusion, representation, and accountability across the university. The Plan is structured around seven key pillars: Leadership and Strategy; Diverse Talent: Equity in Careers and Progression; Student Success and Belonging; Transparent Policies and Reporting; Building Awareness and Inclusive Practice; Fostering a Diverse Campus Experience; and Informed Action: Data-Driven Insights. Together, these actions aim to embed anti-racism and race equality across all aspects of university life, including recruitment, progression, reporting mechanisms, communications, training, and community engagement.
The launch event featured contributions from university leadership, students, and staff, alongside a panel discussion reflecting on the importance of race equality within higher education and the role of lived experience in shaping institutional change.
Black History Month 2025 formed an important part of the university’s wider programme of race equality and anti-racism initiatives. A series of events and activities took place across campus celebrating Black culture, creativity, leadership, and contribution. This included the opening of Black Voices: A Celebration of Black Excellence in DCU, an exhibition showcasing the achievements, experiences, and impact of Black staff, students, and alumni. Displayed in both the O’Reilly Library and the Cregan Library, the exhibition highlighted the breadth of talent and leadership within DCU while creating opportunities for reflection, visibility, and engagement across the wider university.
In 2025, DCU launched its Menopause Support Policy for employees. This policy and toolkit supports the University in fostering an inclusive, supportive environment where all employees are treated fairly, with dignity, respect and understanding, and where their health and wellbeing is fully supported. It also reinforces our commitment to gender equality, recognising the impact menopause can have on women in the workplace. This policy is designed to raise awareness and ensure meaningful, practical support for all affected employees, educate leadership, and prevent discrimination or isolation.
As part of our commitment to support those impacted by menopause in the workplace, we have ongoing training for line managers on menopause awareness, and host menopause cafes for those experiencing menopause.
As part of DCU’s commitment to ‘Value and Develop Our Staff and Community,’ we are proud to have launched a new Disability Policy for Employees in 2025. This framework moves beyond mere compliance, aiming to dismantle barriers and celebrate the unique contributions of all staff members, whether their disabilities are visible or invisible.
A central feature of the new policy is the Reasonable Accommodations Procedure, which provides a transparent, structured pathway for employees to request adjustments. The policy is accompanied by a comprehensive toolkit which provides guidance on language, disclosure procedures and self-audit checklists for staff.
To ensure that the policy is effectively embedded and implemented across the university, training for managers was developed in 2025, and will continue to be updated and implemented annually.
As part of our commitment under the Autism-Friendly Initiative, the EDI Unit, in continued collaboration with the DCU Autism Friendly Team, delivered Autism Awareness Training to all staff, both in person and online, with a total of 68 staff participating. Additionally, a session titled "Autism Acceptance – Training for Managers was attended by 26 staff members, delivered to upskill leadership in fostering an inclusive and supportive environment for neurodivergent colleagues.
Members of the Autistic Staff Meet Ups have become key contributors to our EDI initiatives, collaborating on the development and delivery of Autism Acceptance Training to ensure authentic representation. An experiential element was added to the training.
DCU’s new Dignity, Respect and Sexual Misconduct Response Manager (DR&SMR Manager), Lorna Greene took up her post in July 2025. With this new role, DCU has brought workstreams relating to dignity, respect and ending sexual violence work into a shared community focused space and has introduced a joined up approach to prevention, early intervention, response and support.
In October 2025, a reconfigured Dignity, Respect and Ending Sexual Violence working group was established. This group reports to the DCU EDI Steering Committee and includes representatives from across the university including DCU People, SS&D, DCU Estates, Comms and Marketing, DCUSU, DCU GAA, DCU Office of Student Life and academic representatives from within faculties. The group agreed to draft a strategic, three year dedicated action plan as an immediate priority. This Action Plan will be launched in Q1 2026.
Members of the 16 Days of Activism working group with other staff members at an event to support the campaign.
The 16 Days of Activism against Gender-Based Violence is an annual international campaign calling on everyone to help the elimination of gender-based violence against women and girls. It is also a call to governments and institutions to finance different prevention strategies to stop violence from occurring in the first place.
Starting on Tuesday 25 November, the International Day for the Elimination of Violence against Women, until Wednesday 10 December, Human Rights Day. DCU People partnered with DCU Healthy to run a campaign within DCU to raise awareness of relevant policies, training and initiatives across our University community. The campaign distributed 700 orange ribbons and resulted in 1692 policy downloads related to Dignity and Respect, and Sexual Misconduct. A key call to action for all DCU staff and students was to make a pledge to do their part in building a safe, respectful and supportive community for all. The campaign culminated in a community walk to celebrate our DCU community and to show solidarity with all those who have experienced or been impacted by gender based violence.
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 nine operational areas for annual 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
The annual assessment in 2025 found DCU to be in compliance with the Duty.
Throughout 2025, the EDI & Culture Team successfully delivered 24 training sessions and workshops, engaging 405 staff members. The core offering was aimed at all university staff members, with specialised training designed specifically for Line Managers. Targeted information sessions and workshops were delivered to individual departments, focussing on EDI-related policies, including dignity and respect and sexual misconduct. To ensure maximum accessibility across all three DCU campuses and to align with the university's flexible working arrangements, these sessions were delivered through a blend of online and in-person formats.
Attendance was particularly strong for the Disability Awareness, Autism Awareness and Anti-Racism training. The Active Bystander sessions were extremely popular and were consistently oversubscribed, with additional sessions delivered at localised school level.
Feedback: was overwhelmingly positive with a strong overall Customer Satisfaction score (CSAT). Within post session analysis, staff members reported that the training offerings:
- Were highly relevant to their day-today roles
- Increased confidence within the subject area
- Practical skills learned to apply to their specific roles
- Enhanced their awareness of the support systems available within DCU
We would like to sincerely thank all staff who took the time to participate and engage with these important topics. We would also like to warmly thank our facilitators for sharing their expertise and for fostering safe and welcoming spaces that opened up such meaningful discussions.
Training Topics delivered during 2025 |
|
|---|---|
|
All Staff |
|
|
Intercultural Awareness Training |
Deaf Awareness Training |
|
Autism Awareness Training |
Anti-Racism Training for All Staff |
|
LGBTQ+ with Certified Proud |
Inclusive Technology Workshop |
|
Digital Accessibility Awareness Workshop |
Irish Sign Language Classes |
|
Active Bystander |
Dignity & Respect and Sexual Misconduct |
|
Line Managers Training |
|
|
Supporting Autistic Staff - Training for Line Managers |
Menopause Awareness Training for Managers |
|
Disability Awareness Training for Managers |
Managing Culturally Diverse Teams |
Dublin City University’s Age-Friendly University (AFU) initiative provides a strong, practice-based contribution to the university’s Equality, Diversity and Inclusion (EDI) agenda. Several activities took place across the year, many of which embody EDI principles:
1. Organisational Culture and Inclusion: DCU embeds age diversity into its "whole-of-institution" approach, ensuring inclusion moves beyond policy into campus design and community life. By fostering intergenerational engagement, the AFU initiative creates an institutional culture where age-inclusive practices are standard across teaching and research.
2. Career Development and Lifelong Progression: Aligning with the Athena Swan emphasis on non-linear career paths, DCU supports "encore careers" and lifelong reskilling. This initiative ensures that professional development remains equitable across the entire life course, enabling participation in economic and civic life well beyond traditional career stages.
3. Flexible and Inclusive Learning Environments: The AFU model prioritises accessible education by addressing varied digital confidence levels and educational backgrounds. By offering blended learning and intergenerational support, DCU creates an inclusive ecosystem that reduces participation barriers for older learners and staff alike.
4. Intersectionality and Addressing Inequality: The initiative strengthens the EDI framework by treating age as a core dimension of identity. It actively challenges ageism and addresses intersecting inequalities, such as digital exclusion and health disparities, to promote a more nuanced understanding of institutional diversity.
5. Leadership, Governance and Strategic Commitment: DCU’s leadership in the global AFU movement mirrors its institutional commitment to evidence-based EDI decision-making. This alignment ensures that age-friendly practices are integrated into high-level strategic priorities, including student wellbeing and international policy engagement.
6. Outreach, Engagement and Civic Responsibility: As a civic anchor institution, DCU extends its EDI reach through community partnerships and public advocacy. By broadening campus access and amplifying diverse voices in policy discussions, the university ensures its inclusive ethos impacts the wider societal landscape.
To celebrate International Women's Day on 8th March 2025, the EDI Unit, in partnership with the Gemma McNulty from the L&OD team, hosted an #IAmRemarkable workshop on Tuesday 11th March engaging 28 women. This event celebrated this year's International Women's Day theme, Accelerating Action, designed for attendees to own their own achievements, amplify their voice and break barriers in their career and beyond.
Pride+, DCU's dedicated staff network for members of the LGBTQIA+ community and their allies, held another successful programme of events celebrating Pride throughout June.
Activities and events included:
Anniversary of Marriage Equality Referendum - 27th May
This event marked the 10 year anniversary of the landmark marriage equality referendum in Ireland. The event was opened by The President, Prof. Dáire Keogh, and had three DCU alumni join the panel who played key roles in the referendum campaign.
Pride Under Pressure: A Workshop on LGBTQ+ Rights, Realities and Action - Thursday 5th June
This workshop focussed on recognising and combatting disinformation around transgender issues, understanding the issues affecting the LGBTQ+ community today and how individuals can become an active ally in supporting LGBTQ+ staff, students, friends, and family.
DCU Pride in Teaching & Research - Thursday 12th June
This was the second year that this particular event was celebrated. Members of the DCU community shared their research and teaching practices as they relate to LGBTQIA+ issues and topics. Presenters from across the Institute of Education, Faculty of Humanities and Social Sciences, Faculty of Science and Health, and DCU Business School presented on topics such as queer literature and poetry, homophobic language in sport and gender neutral language learning.
The event also featured the launch of "G-Book 3: Audience engagement activities for the social and emotional education of EU teens through gender-positive literature and digital technology (2024-2027)", part of the EU-funded Creative Europe project, of which DCU is a partner.
Dublin Pride Parade - Saturday 28th June
Trans and Intersex Pride - Saturday 12th July
More than 50 staff and students came together and marched in the Dublin Pride parade, joined by their friends and family members. We also had staff and students march together within the Trans and intersex Pride parade.
To mark Black History Month, the EDI Unit, Student Support & Development, Institute of Education and DCU Students' Union hosted a range of arts, cultural and educational events throughout October 2025 on both the Glasnevin and St. Pat's campuses.
Library Book Exhibition
The Institute of Education (IoE) collaborated with the EDI Unit, the Race Equality Working Group and DCU Library to host a book exhibition showcasing literature that highlights the contributions of authors and scholars on this important topic.
Embedding Anti-Racism in the Workplace workshop
This workshop aimed to equip participants with the knowledge, tools and strategies necessary to foster an anti-racist culture within the workplace. DCU staff delved into understanding the legal protections against racism in Ireland and how to recognise systemic issues and inequalities that contribute to racism in the workplace.
Black Voices: A Celebration of Black Excellence in DCU
As part of DCU’s Black History Month programme, the EDI Unit alongside SS&D and the Race Equality Working Group created an exhibition to celebrate Black Excellence at DCU. This exhibition showcased the breadth of talent, creativity and leadership of Black staff, students and alumni who help shape the University community. The exhibition was held on display throughout November in the O’Reilly Library on the Glasnevin campus and in the Cregan Library on the St. Patrick’s campus.
Bridging Cultures Through Dance
DCU SS&D and SU hosted a vibrant dance class for students and staff to engage in Afro Dance. Through the mode of dance and movement, this workshop class is where the vibrant tapestry of African dance culture intertwines with other unique styles. The aim was to share knowledge, foster unity, and celebrate diversity in the world of dance.
West African Food Truck
The DCU SU created this event to celebrate culture and community while showcasing diversity on campus. They served authentic West African cuisine with a food truck experience from Anu’s Kitchen Catering and Events Ltd.
Bingo and Beats
An evening of Bingo & Beats, blending the thrill of bingo with the vibrant sounds of Afrobeats and Amapiano.
International Men's Day was celebrated on 19th November at DCU which showcased the positive contributions and achievements of men while addressing important issues affecting men's health, well-being and gender equality. This day provided an opportunity to promote discussions and actions that support men’s physical and mental health, encourage positive role models, and advocate for a more inclusive society.
The EDI Unit in partnership with the DCU Ireland India Institute collaborated on a special event marking Gandhi Jayanti and the International Day of Non-Violence, with Former Indian Ambassador Rahul Chhabra. Ambassador Chhabra delivered a talk on ‘India and the World – Multialignment and Geopolitics’, examining Indian foreign policy and the enduring influence of non-violence and Gandhian philosophy on India’s global outlook and engagement.