EDI | Athena Swan Quarterly Report - Q1 2025

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Planned Actions (Q1 2025)

Q1 2025 Update 

1.2.1

Monitor the existing timeframe for remaining academic depts engaging with the self-assessment process to ensure full engagement by 2026. Continue to provide adequate institutional support to depts carrying out self-assessment processes.

In progress - on track: 

One departmental award was attained in Q1 2025 (Faculty of Engineering & Computing). This brings the total number of school-level awards to twelve. 

Eleven schools are currently conducting a self-assessment process to apply for a first-time Bronze award, and four schools are working towards a Bronze-renewal award. 

Conduct an Athena Swan/EDI survey with all staff every two years. Leverage other University-wide surveys (such as DCU HR Engagement Survey) to gather EDI-related feedback from staff, where appropriate. 

The Our DCU Engagement Survey was carried out in April 2025, and a section of the survey focused on Athena Swan. This data will be used to track progress and monitor trends.

3.3.1

Include AS/EDI as a standing agenda item at all FMB meetings to allow for the Faculty EDI to provide progress reports.

In progress.

Put a mechanism in place to allow AS Chairs/Convenors to present key findings from their self-assessment process and AP to the Gender Equality WG.

In progress - awaiting a new Gender Equality Working Group to be established (Q1 2025). 

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Planned Actions (Q1 2025)

Q1 2025 Update 

2.2.1

Embed the flexible cascade model through positive action measures to ensure that female applicants are shortlisted for interviews, where they meet the minimum essential criteria, for all recruitment calls to Professor and Full Professor grade, and for calls to Research Fellow/Senior Research Fellow.

In progress. 

2.3.1

Embed the flexible cascade model by introducing positive action measures to ensure that male applicants are shortlisted for interviews, where they meet the minimum essential criteria, particularly for recruitment calls to P2 to P5A grades.

In progress.

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Planned Actions (Q1 2025)

Q1 2025 Update 

2.2.4

Develop an informational sheet showcasing all the promotional routes in DCU; with explainers of each route and links to policies and detailed procedures. Distribute this via email, through Faculty Management, and via website.

In progress. 

Emphasis the marking scheme (including the three domains and sets of dimensions under each domain) for those reviewing APC promotion applications to ensure full utilisation.

Complete.

Update the APC policy and all related promotion documentation and criteria to explicitly reference how periods of approved long-term leave are considered in the scoring system. This will also be included in the FAQ section on the HR website.

Complete.

2.2.8

Investigate as to why participation in training and development opportunities from male staff is less than female staff.

In progress.

2.2.9

Review the existing WiL lecture series and explore opportunities to enhance the diversity of backgrounds and experience represented by speakers. 

In progress.

2.2.14

Implement the full rollout of the PRD scheme to all units within DCU, with senior management across the University championing the scheme.

Complete, and ongoing.

Provide targeted training to Reviewers to ensure that they are confident in their ability to conduct PRD meetings effectively. Training will also be provided to Reviewees.

Complete, and ongoing.

2.3.2

Develop and implement an approach to effectively capturing internal progression among PMSS. 

In progress.

Develop a toolkit on the new HR website to compile detailed information on the practical steps and advice needed on applying for internal vacancies and/or secondments to ensure internal candidates are aware of the process.

In progress. 

2.3.3

Commit to the new Technician Commitment (TC) Initiative being supported by the HEA to allow the University to carry out a more detailed analysis of the issues/barriers facing technical staff.

In progress.

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Planned Actions (Q1 2025)

Q1 2025 Update 

1.2.2

In line with new proposed governance/operational structures for EDI (Figure 1.3), establish an EDI Steering Committee, ensuring representation from stakeholders involved in the management and implementation of EDI initiatives from staff and student perspectives. Develop new Terms of Reference (ToR) for the committee.

New EDI Steering Committee established and in operation, with clear ToR in place. 

Develop key Working Groups (WGs) to lead on the implementation of relevant frameworks, including an Athena Swan WG, ensuring representation from across the University. This WG will lead on implementation of this action plan. Develop specific ToRs for these groups. Other groups proposed are Race Equality WG, Dignity, Respect & Sexual Violence Prevention WG, Disability WG.

Race Equality WG established in 2024, and other WGs will be created in Q2 2025. 

Ensure that the role of EDI Lead in each Faculty is maintained, and that there is adequate resourcing of EDI activity locally.

In progress - the newly established EDI Steering Committee will determine the next steps to progress this in June 2025.

Develop an approach to identifying AS/EDI Leads within PMS departments to ensure the formalisation of EDI/AS structures locally (in line with HEA 2nd national review recommendations).

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Planned Actions (Q1 2025)

Q1 2025 Update

1.2.3

Develop an ‘I Am’ campaign to showcase diversity within the DCU Community. 

Postponed - this campaign has been postponed to Q4 2025 due to capacity challenges. 

Update the new employees ‘Starter Letter’ template to include information and instructions on updating personal information to help ensure all new staff are disclosing upon commencement of employment.

Complete. 

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Planned Actions (Q1 2025)

Q1 2025 Update 

2.1.1

Develop DCU’s new Disability Policy and Toolkit in collaboration with a Disability Working Group.

In progress - open consultation with Trade Unions and all staff took place in Q1 2025, and the final version of the policy will be sent to University Executive for approval in June 2025. 

2.2.3

Review the sources in which we advertise our positions, and proactively identify diverse talent pools.

In progress.

2.2.10

Review content of all L&OD training to ensure EDI and DCU values are embedded throughout.

In progress.

Update all leadership programmes (including Explore, PRSL) to incorporate a specific module on EDI.

In progress.

Develop and introduce a specific ‘Inclusive Leadership’ module to be incorporated as part of DCU’s Essential eLearning suite of trainings.

In progress.

2.4.3

As part of upcoming work on a DCU Anti Racism Action Plan, investigate the unique issues experienced by women with an ethnic minority background and provide a safe space to explore actions that would address gaps which have been highlighted through our AS survey 2023.

Race Equality Working Group held several staff and student focus groups in Q1 2025 to support in developing the Race Equality Action Plan.