Ref.

Planned Actions (Q3 2025)

Q3 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 - on track:

The DCU People Talent Acquisition Team have been briefed on the use of the flexible cascade model in areas where gender disparity is evident, and this will form part of resource planning and recruitment call discussions with hiring managers. 

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.

Ref.

Planned Actions (Q3 2025)

Q3 2025 Update 

2.2.9

Continue to offer places on the Aurora programme annually, identifying high potential, early-career female staff; with a more balanced pool of staff categories represented in the annual participant cohort. A particular focus will be on engaging more researchers and women from underrepresented groups on the programme.

16 female colleagues from across the University were accepted onto the Aurora programme 2025/26: 8 academic staff, 4 professional staff and 4 research staff. Four of these indicated in their applications that they identified as being from an under-represented group. 

Ref.

Planned Actions (Q3 2025)

Q3 2025 Update

2.4.7

Develop a Maternity Leave Support Pack, to complement the Policy Toolkit, that provides additional, more detailed information to staff on the practical steps in availing of this leave, including the additional benefits available to them (KIT days, etc.). This should be provided to them once they have notified HR of their upcoming leave.

In progress: Actions are in the planning phase and are due to be implemented in Q1 2026.

Conduct a review of the additional supports in place for those availing of Maternity Leave (buddy scheme, KIT days, teaching-free period) to assess employees’ experiences. Make relevant changes to the operation of the supports, if required.

Develop a more systematic approach to capturing uptake of the additional maternity benefits centrally and monitor the uptake of additional support within the maternity policy, including the buddy scheme, KIT days and teaching-free period annually (follow on from BAP 5.5 - 5.7).

Ref.

Planned Actions (Q3 2025)

Q3 2025 Update 

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 and Department EDI Leads/Champions are in development with the aim to have these roles in place across the University in Q1 2026. 

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).

Ref.

Planned Actions (Q3 2025)

Q3 2025 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.

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.

In operation. 

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

In progress. Updates to be made to the policy toolkit by the end of Q4 2025. 

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.

In operation. 

Include D&R policy within the required list of policies that all new starters need to read ahead of starting in their roles.

In operation. All new joiners must read and confirm they understand the Dignity and Respect at Work and Study Policy and the Sexual Misconduct Policy (via the Thrive onboarding Hub). 

Continue to roll out targeted D&R-related training, facilitated by the EDI Unit, for schools/departments in DCU. Enhance engagement among and encourage all Heads and Deans with this by ensuring it is included on the agenda for H&Ds meetings not less than once per semester.

In operation. 

Monitor awareness and confidence levels by conducting a specific D&R pulse survey every two years.

Questions about dignity and respect included in the DCU People Employee Engagement Survey in April 2025. 

Ref.

Planned Actions (Q3 2025)

Q3 2025 Update 

2.1.1

Launch Disability Policy for Employees and build an awareness raising approach to ensure employees and managers are aware of their rights and responsibilities under the new Policy and Toolkit to normalise disclosure of a disability.

Disability Policy for Employees launched in Sept 2025, and a Toolkit was also developed to support employees and line managers in understanding the policy and its obligations. There is specific guidance for line managers on how they can effectively undertake their duties within the policy.

Review all HR procedural documents (applications for recruitment, promotion, family leave, etc) and move them to an online application system while ensuring full accessibility of all forms.

In operation. 

Develop and provide training on supporting employees with a disability (including information on reasonable accommodation and how to receive disclosures) to relevant stakeholders such as Line Managers and HR representatives annually.

Disability Awareness training developed in collaboration with AHEAD, and due for rollout to line managers and all staff in Q4 2025.