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Planned Actions

Q1 2026 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.

Four further Athena Swan departmental applications were submitted to Athena Swan Ireland for awarding. These were: 

• Institute of Education (first Bronze award application),
• School of Theology, Philosophy & Music (first Bronze award application),
• Business School (bronze renewal application)
• School of Communications (bronze renewal application). 

The outcome of these awards is expected in April 2026. We expect to reach the target of 100% of academic schools engaging with Athena Swan by the end of 2026. 

Create a decision-making matrix to support PMS units in identifying their eligibility/benefit to apply for an AS award. Through this, identify key PMS units and create similar plans and timeframes to support these units through the process.

Student Support & Development (SS&D) is the first professional unit in DCU to engage with the Athena Swan process. They will submit for a bronze award in the November 2026 round. 

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Planned Actions

Q1 2026 Update 

2.1.2

Conduct an EDI audit on the ten identified University Committees within this application bi-annually to monitor representation from across the nine protected grounds, using 2024 findings as baseline. Benchmark against university-wide data as it is captured (linked to SAP 1.2.3).

An EDI audit of the ten identified university committees was conducted in Q1 2026. A report will be presented to the EDI Steering Committee in June 2026 to showcase updates since the first EDI audit in 2024. 

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Planned Actions

Q1 2026 Update 

2.2.4

Continue to implement a regular timetable of annual calls for promotion to Associate Professor. Where feasible, commit to annual calls related to the other academic grades.

APC 2026 call was launched in February 2026. There are 10 promotions available. 

Following a strategic review and taking on board feedback from stakeholders through a number of different channels, the University has repurposed and expanded the focus of the Academic Promotions Committee (APC). These improvements are designed to ensure the highest standards of transparency, fairness, and consistency, while improving applicant experience. Key enhancements for this cycle include:

• Shorter Timeline: A significantly condensed five-month timeline (February-June) has been introduced to provide a more efficient experience for applicants.
• Shortlisting: To further streamline the process each Faculty Review Panel will now submit a ranked shortlist of a maximum of 5 applicants for consideration at APC.  The APC will review a maximum of 25 shortlisted applicants in total (up to five per Faculty) to produce a final University-wide ranking.
• Earlier Notification of Outcome: To reduce applicant uncertainty and enhance experience, a two-stage notification process is now in place at Faculty and APC stages.
• Feedback at Notification of Outcome: Feedback is now aligned with both outcome stages.  Applicants are encouraged to contact their Executive Dean to discuss the outcome of their application for feedback whether they exit the process at the FRP stage (April) or the APC stage (June).

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Planned Actions

Q1 2026 Update 

1.2.2

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.

Terms of Reference for the Disability Equality Working Group was drafted in Q1 2026, and selection of members commenced. The group aims to be operational by June 2026.

1.2.2

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

In progress. 

Faculty EDI Leads are in place in two faculties: Faculty of Engineering & Computing and Faculty of Science and Health. Other faculties are in development stages. Work continues to identify the most effective way to replicate this in professional departments.  

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 2026 Update 

1.2.3

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

QuID funding application was submitted to support the development of an ‘I Am’ campaign to progress the goal of increasing engagement with the Core diversity screen.  

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Planned Actions

Q1 2026 Update 

2.4.1

Create a communications strategy to support the delivery of key messages regarding the D&R and Sexual Misconduct policies and sets of procedures. Leverage the improved EDI governance structures to ensure that all staff engage with information.

In progress. 

The Dignity, Respect and Ending Sexual Violence Working Group are developing a new webpage on the DCU website dedicated to this topic, and will include promotion of the policies, reporting pathways, and dedicated supports for both staff and students. It is expected to be launched in Q3 2026 as the new academic year commences.  

Develop an ‘outreach programme’ to promote and increase awareness of our newly updated Dignity and Respect Policy and new Sexual Misconduct Policy and implement annually.

Develop and publish short, accessible infographic summaries of the two key policies that include an outline roadmap of reporting procedures.

Incorporate information on Speak Out into all communications relating to D&R and Sexual Misconduct Policies (including roadshow series of events). This will include specific clarity on what the tool is used for, and what alternative structures for formal complaints/reports there are.

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Planned Actions

Q1 2026 Update 

2.4.3

Build on work undertaken to date to implement plans to establish Employee Resource Groups (ERGs), including launching the Employee Resource Groups protocol/guidelines and supporting Leads in creating ERGs related to Cultural Diversity, Disability, and LGBTQ+ (this links with our previous BAP3.4).

A Pride+ Staff Network has been in operation since 2024. An Intercultural Staff Network was developed between Q4 2025 to Q1 2026, with a core working group looking to build what the network will focus on over the coming years. 

Guidelines for networks have been drafted and are going through consultation processes.