This policy articulates UCD’s commitment to a minimum gender balance of 40% women and 40% men on all decision making committees (and among their Chairs).
This policy aims to facilitate the embedding of core meeting hours across the University, as part of a range of actions to support a family-friendly working environment. Core meeting hours are defined as the hours between 9:30am and 4:00pm, Monday to Friday. They do not represent the working day, but rather are a subset of the working day. Meetings include all University, College and School level meetings, seminars, workshops etc. which employees are either required or invited to attend. They d not include timetabled teaching or assessment.
Gender Identity and Expression Policy
A University Management Team Working Group was established in September 2016 to draft a UCD Gender Identity Policy and supporting Guidelines. The Working Group met on a number of occasions and after reviewing best practice, is now in a position to consult with the University Community on a draft Gender Identity and Expression Policy and Guidelines. The purpose of this consultation process is to enhance the draft policy documents and to advance understanding of gender identity. We would therefore like to encourage you to participate in this consultation process as your opinion matters. Find out more about this policy here.
This policy sets out the framework within which the University will work to eliminate unfair discrimination where such exists, redress imbalances, and foster an ethos of equality. This policy is currently being reviewed as part of the work activities of the EDI Group
This policy sets out the framework for dealing with complaints of bullying and harassment, including sexual harassment. It includes information for dealing with complaints informally as well as information on the formal procedure. It also contains information on the supports available for staff and students.
The purpose of this Code of Practice is to provide a statement of policy and guidance in relation to the employment of people with disabilities.
Mediation is a framework for resolving conflict in an informal manner which is impartial and objective, and aims to resolve conflict at the earliest opportunity.
The Employment Equality Acts 1998 and 2004:
- Promote Equality
- Prohibit discrimination (with some exemptions) across nine grounds
- Prohibit sexual harassment and harassment
- Prohibit victimisation
- Require appropriate measures for people with disabilities in relation to access, participation and training in employment
- Allow positive action measures to ensure full equality in practice across the nine grounds
Aspects of employment that are covered include:
- Equal pay
- Access to employment
- Vocational training and work experience
- Terms and conditions of employment
- Promotion or re-grading
- Classification of posts
- Collective agreements
The Acts apply to:
- Full-time, part-time and temporary employees
- Public and private sector employment
- Vocational training bodies
- Employment agencies
- Trade unions, professional and trade bodies
The Acts also extend to:
- The self-employed
- People employed in another person’s home