I am a staff member
Dublin City University (DCU) is committed to providing an equal, inclusive, and diverse environment where every staff member feels safe, respected, and valued. The University maintains a zero-tolerance stance on all forms of sexual misconduct, bullying, and harassment.
If you have experienced any of these behaviours you have a right to be heard and supported.
DCU Internal Supports
Dublin City University provides several internal pathways for staff to access emotional, professional, and practical support. These services are designed to ensure a safe, inclusive, and diverse environment where all employees are treated with dignity and respect.
The DCU People Team is a primary resource for staff dealing with issues of sexual misconduct, bullying, or harassment. Their responsibilities and services include:
- Emotional Support: Providing a space for staff to discuss distressing experiences.
- Formal Reporting: Acting on and investigating formal reports of misconduct, ensuring they are addressed promptly and impartially.
- Welfare and Wellbeing: Protecting the general wellbeing of staff and providing information on relevant university policies and procedures.
- Sensitive Management: Dealing respectfully with both reporting and responding parties during investigation processes.
The DRSMRM role is available to provide support to any staff member or student at DCU. The role is anchored in DCU People but operates a dotted line to Student Support and Development.
- Subject Matter Expertise: In depth knowledge of relevant policies, procedures and wider legislation
- Policy training: Training for team and individuals on areas related to dignity, respect and ending sexual violence
- Disclosure support: Available for confidential disclosures and to explore further reporting and support options
- Debriefing support: Available to anyone who has received a report of inappropriate behaviour and would like to debrief on their experience
Located within the DCU People department, the EDI & Culture team focuses on fostering a university culture free from discrimination and harassment.
- Expert Guidance: Employees can contact any member of the EDI & Culture team for advice on concerns related to dignity and respect.
- Incident Monitoring: They monitor and analyse anonymised data from reported incidents to identify trends and improve institutional safety.
- Conflict Resolution: Supporting colleagues to manage and facilitate informal resolutions or mediations when it is safe and appropriate to do so.
- Employee Assistance Service (EAS): This service offers confidential professional support to all employees navigating personal or work-related challenges, including the stress of dealing with misconduct.
- Trade Union Representatives: Staff who are members of a recognised trade union can seek support, advice, and representation from their union representatives.
Employees in positions of authority (such as Line Managers, Executive Deans, or Heads of Departments) have specific duties to support their teams:
- Responsive Care: They are required to treat all disclosures and reports sensitively, addressing them promptly and confidentially.
- Safe Environment: Managers must take immediate action if they witness or are advised of inappropriate behaviour to protect the health and safety of staff.
- Mediation: Where appropriate, they facilitate resolution through informal methods to address issues early.
Anonymous Reporting: Speak Out Tool
The Speak Out tool is a secure, online platform that allows students to report incidents of bullying, cyberbullying, harassment, or sexual misconduct without sharing their identity.
- Confidentiality: The tool is completely anonymous; the University cannot identify or contact the person reporting.
- Signposting: It provides immediate information on available supports and formal reporting procedures.
- Data collection: Data collected through the tool helps the University monitor trends and improve national and institutional policies.