Life | Frequently Asked Questions
DCU has a vibrant community culture, where shared values, aspirations, and collective ambitions come together in a collegial atmosphere.
We encourage all employees to innovate, engage and bring new ideas to all realms of university life. Through ‘OUR DCU’, a programme of DCU People initiatives, we strive to empower our colleagues to avail of all the opportunities at the university.
DCU fosters inclusivity and diversity by celebrating differences and striving to ensure that every member of our community feels valued and respected.
We work to create connections that transcend boundaries and hierarchies, promote collaborations, and drive positive change.
The DCU People, Equality, Diversity and Inclusion team is dedicated to encouraging and fostering a culture of belonging. <link to EDI pages>
The OUR DCU Framework is a strategy, philosophy, and set of actions that emphasises creating a welcoming, diverse, and thriving community where individuals and ideas flourish.
It comprises five pillars - Culture, Connection, Dialogue, Recognition, and Well-being - guiding our efforts to promote staff engagement and satisfaction. Find out more about Our DCU
DCU prioritises the physical, mental, and emotional well-being of its staff.
We provide support services, implement policies promoting work-life balance, and initiate well-being initiatives to help ensure our community members thrive.
Find out about our Wellbeing strategy and events <Link>
Information about DCU's Sick Leave Policy, including roles and responsibilities, can be found in the Sick Leave Toolkit <link>.
DCU provides support for employees before, during, and after maternity leave. The Maternity Leave Toolkit offers full details on the policy, roles, responsibilities, and access to further information and supports. <link>
DCU has a generous Annual Leave policy. Your allocation, however, will depend on your contract and position.
The Annual Leave Toolkit supports managers and staff in calculating, applying for, and approving annual leave. It provides step-by-step instructions on leave-related activities. <Link>
DCU has extended its Remote Working pilot for 2024.
The pilot currently allows for 20% remote working every week. This increases to 40% remote working for 21 weeks of the year. This period of 21 weeks most appropriate for your respective unit is determined by unit heads in conjunction with DCU People. Find out more about the pilot. <link>