Ref.

Planned Actions 

Q4 2025 Update 

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.

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.

PRD is now fully in operation, with regular training for reviewers and reviewees in place. 

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Planned Actions

Q4 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.

The Gender Equality Working Group, responsible for monitoring the implementation of the Athena Swan Silver Action Plan was established in Q4. It joins two other working groups currently in operation - the Race Equality Working Group and the Dignity, Respect & Ending Sexual Violence Working Group. 

The Disability Equality Working Group is due to be established in Q1 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 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

Q4 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. 

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.

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. 

Ref.

Planned Actions

Q4 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 was held for all staff and for line management in Q4 2025, in collaboration with AHEAD. 

A new elearning module will be developed by Q3 2026 to provide additional self-directed learning to line managers on their responsibilities under the policy.   

2.2.10

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

Principles of EDI continue to be embedded into all training and development programmes, workshops and elearning modules. 

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

The new Leadership Academy programmes have the principles of EDI, inclusive leadership, and unconscious bias incorporated into their learning objectives and mapped into their modules.