EDI | Governance and Operations at DCU
To ensure EDI is embedded throughout the University and is a lived experience for everyone at DCU, formal structures are in place to ensure continuous progress with EDI-related frameworks and initiatives.
Equality, diversity and inclusion in the workplace is underpinned by Irish Equality Legislation, namely the Equal Status Acts 2000 - 2018 and the Employment Equality Acts 1998 - 2015. Both ensure individuals will not face discrimination in relation to the nine protected grounds: age, civil status, disability, ethnicity/race, family status, gender, membership of the Travelling Community, religion, sexual orientation.
The new DCU Strategy 2023-2028: Transformation For An Unscripted Future places 'Inclusivity' as a core value underpinning the University’s organisational purpose. Within this strategy, we are committed to ensuring a truly inclusive university community for all staff and students, where “everyone has a voice, can flourish and feels that they belong.”
Our commitment to equality, diversity and inclusion is also evident in our active engagement with the Higher Education Authority’s EDI frameworks, including the 2nd National Review of Gender Equality in Higher Education Institutions, the Anti Racism Principles for Irish Higher Education Institutions, the Ending Sexual Violence and Harassment Consent Framework and the HEA-supported Athena Swan Charter.
Remit and Responsibilities
EDI Sub-Committee of Governing Authority
The role of the EDI sub-Committee of the Governing Authority is to ensure an appropriate governance structure to guarantee clear, consistent leadership and accountability for equality, diversity, inclusion and human resource matters across the University.
University Executive Team
The role of the UET is to make informed decision-making on recommendations from the EDI Office & Steering Committee, considering data, stakeholder perspectives, and alignment with the institution's commitment to equality, diversity, and inclusion.
Equality, Diversity and Inclusion Steering Committee
Chaired by the VP of Diversity & Equality, the role of this committee is to set the framework for EDI in service provision and employment across the University through development of a university-wide EDI strategic plan and operational work programmes.
Equality, Diversity and Inclusion Unit – DCU People
This office serves as subject matter experts (SMEs) for the EDI Steering Committee and UET, supporting the development and implementation of the EDI strategy, policies, training programmes, and support systems aimed at tackling discrimination, harassment, and equity-related concerns. Its overarching goal is to foster a workplace culture rooted in diversity, inclusion, and mutual respect throughout the organisation.
Student Support and Development Team
The SS&D team collaborates with the EDI Unit to ensure an inclusive and supportive campus environment for all students. Leading the development and implementation of SS&D owned policies and support systems while providing holistic support services to address students' diverse needs and promote equity in education. Together, they work to create a campus community where every student feels valued, empowered, and able to thrive academically and personally.
Working Groups
Working Groups will report to the EDI Steering Committee, and will be formed to address specific areas related to EDI by conducting analyses, formulating recommendations, and overseeing initiative and action plan implementations.
EDI Faculty and Function Leads
The EDI Faculty/Function Leads are responsible for spearheading initiatives and strategies to promote and enhance equality, diversity, and inclusion within their respective departments. This role involves working collaboratively with various stakeholders to create a supportive and inclusive environment for all members of the faculty/function. The EDI Lead will provide leadership and guidance in EDI matters, and will support the implementation of the University’s overall EDI goals and objectives as set out in the University EDI Strategy.
Employee Resource Groups / Staff Networks
Employee Resource Groups (ERGs) or staff networks will collaborate closely with relevant working groups. They will contribute to the successful execution of strategies, fostering a more inclusive workplace and ensuring the effective realisation of diversity and inclusion objectives.
