EDI | Athena Swan Quarterly Report - Q2 2025

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Planned Actions (Q2 2025)

Q2 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 Q2 2025 (School of Chemical Sciences). This brings the total number of school-level awards to thirteen. 

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 has been incorporated in future plans. 

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Planned Actions (Q2 2025)

Q2 2025 Update 

2.1.2

Launch the University Committee Guidelines document to ensure that there is a consistent approach to how committees at all university levels operate, particularly in terms of membership and rotation of roles. This will include a specific protocol to support them in ensuring broader representation in addition to gender (follow on from BAP 5.15 - 5.16).

In progress, completion expected by Q3 2025.

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Planned Actions (Q2 2025)

Q2 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. 

2.2.1

Conduct systematic reviews and consultations with female researchers at all postdoctoral levels, aligned with plans within the HR Excellence in Research action plan, to identify and understand the specific barriers to their career progression. Develop a targeted action plan to support the increase of women in these roles.

This action is being incorporated to plans relating to the HR Excellence in Research award and the Research Career Framework review. 

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 (Q2 2025)

Q2 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. 

2.2.8

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

In progress as part of wider L&OD strategy plans and Learning Needs Analysis.

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.

2.3.2

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 (Q2 2025)

Q2 2025 Update

2.4.8

Develop additional policies to support employees, including a Fertility Treatment Leave Policy and a Surrogacy Leave Policy.

Policies drafted, awaiting next stage of process. Expected by end of 2025.

2.4.12

Hold annual Caring for an Older Relative training and promote the support workshops on offer via the EAP

Caring for an Older Relative workshop held in May 2025; Family Carers Ireland seminar held in June 2025. 

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Planned Actions (Q2 2025)

Q2 2025 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.

Race Equality WG established in 2024. Gender Equality and Consent WGs to be established by Q3 2025; Disability WG to be established by Q4 2025.  

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Planned Actions (Q2 2025)

Q2 2025 Update 

2.1.1

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

In progress - final policy awaiting approval by University Executive. Expected by end of Q3 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.