Gender at UCD
UCD is committed to supporting gender diversity, equality and inclusion in our university. Find out how UCD is making strides in gender equality and how you can support UCD contribute to positive change for everyone.
Athena SWAN at UCD
University College Dublin was awarded the Athena SWAN Bronze Institutional Award on 15th March 2017. The Athena SWAN Award was established to promote the advancement of women’s careers in higher education and research. Receiving this Award is a welcome recognition of UCD’s commitment to our community to enhance gender equality in the university and is a significant milestone for UCD.
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The Gender Equality Action Group (including Athena SWAN) will be chaired by the UMT Sponsor, Professor Orla Feely, VP for Research, Innovation and Impact. The Chair may appoint a Deputy Chair, to fulfil specific tasks including representation on the UMT Equality, Diversity and Inclusion Group.
Terms of Reference
The Gender Equality Action Group will:
- Lead on the progression of the University on gender initiatives such as membership of the Athena SWAN Charter;
- Oversee the Implementation of UCD’s Gender Equality Action Plan (GEAP) and support project leads;
- Conduct a gap analysis to identify areas for further consideration which are not covered by the GEAP but are necessary to respond to emerging policy changes on gender equality;
- Report to UMT (through the UMT Sponsor);
- Liaise with the UMT Equality, Diversity and Inclusion Group;
- Support Schools to apply for Athena SWAN applications, including:
- Agree with Schools the timing of submissions for Departmental Awards,
- Support School Self-Assessment Teams, and
- Participate in relevant quality assurance processes (e.g. peer review);
- Specifically act as the Self-Assessment Team (SAT) for the Athena SWAN awards, and prepare a submission on behalf of the University for subsequent Athena SWAN awards;
- Promote the GEAP and all gender initiatives within the university community;
- Liaise with UCD representatives on relevant UCD and national committees.
Membership and Term of Office
The membership of the Group will include standing members and those appointed to the group for a 3 year term. At that point the membership and terms of reference will be reviewed. Membership of the Group will be representative of the University Community including: gender balance and diversity; disciplines and grades; faculty, staff and students; relevant committees and networks; and expertise in areas such as equality and organisational development/ cultural change.
It is anticipated that there will be approximately 4 meetings per year.
|Professor Orla Feely (Chair)||Research, Innovation and Impact||Vprii@ucd.ie|
|Professor Kathleen James-Chakraborty||School of Art History and Cultural Policy – Arts & Humanitiesemail@example.com|
|Professor Dolores Cahill||School of Medicine - Health and Agricultural Sciencesfirstname.lastname@example.org|
|Rory Carey||Culture and Engagement, UCD HRemail@example.com|
|Professor Joe Carthy||College of Sciencefirstname.lastname@example.org|
|Dr Simon Kelly||School of Electrical and Electronic Engineeringemail@example.com|
|Associate Professor Donal Finn||School of Mechanical & Materials Engineeringfirstname.lastname@example.org|
|Professor Jason Last||Office of Registraremail@example.com|
|Marcellina Fogarty||Equality, Diversity and Inclusion, UCD HR||Marcellina.firstname.lastname@example.org|
|Professor Catherine Godson||School of Medicine - Health and Agricultural Sciencesemail@example.com|
|Dr Aoife Gowen||School of Biosystems & Food Engineering – Engineering & Architecturefirstname.lastname@example.org|
|Melissa Plunkett||SU Welfare Officeremail@example.com|
|Dr Meriel McClatchie||School of Archaeology - Social Sciences & Law||Meriel.firstname.lastname@example.org|
|Maura McGinn||Director of Institutional Researchemail@example.com|
|Dr Jennifer Mitchell||School of Biomolecular and Biomedical Science - Sciencefirstname.lastname@example.org|
|Dr Marie Luce Paris||School of Law – Social Sciences & Law||Marieluce.email@example.com|
|Professor Denis Shields||School of Medicine - Health & Agricultural Sciences||Denis.firstname.lastname@example.org|
|Mark Simpson||Culture and Engagement, UCD HR||Mark.email@example.com|
|Dr Emma Sokell||School of Physics - Science||Emma.firstname.lastname@example.org|
|Dr Saoirse Tracy||School of Agriculture & Food Sciences - Health & Agricultural Sciences||Saoirse.email@example.com|
|Dr Gavin Stewart||School of Biology & Environmental Science -||Gavin.firstname.lastname@example.org|
|Judy Walsh||Social Policy, Social Work & Social Justice – Social Sciences & Lawemail@example.com|
Athena SWAN in action
Diversity is highlighted in the university’s strategic plan as one of the core values of UCD, and one of our strategic objectives is the attraction and retention of an excellent and diverse cohort of students, faculty and staff. The Athena SWAN Gender Equality Action Plan will be central to our ability to deliver on this objective.
We have already put in place a number of actions including:
- The appointment of a Vice-President for Equality, Diversity and Inclusion
- The establishment of an Equality, Diversity and Inclusion Group reporting to the University Management Team
- A new HR Strategy and faculty development processes integrating gender equality
- The development of an Equality Impact Assessment Tool, which will enable and require all policy developers to ensure that UCD policies are inclusive and promote equality and diversity
- The introduction of a social levy, to distribute the costs of leave
Further detailed steps are identified in the UCD Gender Equality Action Plan, including
- Gender balance targets for committee membership
- Broad roll-out of unconscious bias training
- Introduction of meeting hours
- Gender targets for promotions, based on the cascade model
- Mainstreaming gender equality across all university processes, including data collection.
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Athena SWAN comes to Ireland
In April 2014, it was announced that the Athena SWAN would be extended to Ireland. The extension of the Athena SWAN Charter is supported by the Higher Education Authority.
UCD is proud to have been among the Higher Education Institutions (HEI's) who helped bring Athena SWAN to Ireland and continues to support the process through participation on the National Coordination Committee (NCC). Since 2014, UCD has been working with the UK Equality Challenge Unit (ECU), the Higher Education Authority (HEA), Irish Universities Association (IUA) and the NCC to adapt the UK model for the Irish context. The goal for the initial three year period is for all Irish HEIs to join the Charter and successfully secure the entry level Athena SWAN Bronze Award.
Athena SWAN was formally launched in Ireland on 5th February by the Minister for Education and Science, Jan O’Sullivan TD. Speaking at the launch, UCD’s President and current IUA President, Professor Andrew Deeks welcomed the initiative.
While Athena SWAN currently focuses on academic and research staff in STEMM areas, in the UK this is being broadened out to include staff across all disciplines. In line with the Athena SWAN framework, from the outset, UCD has included all disciplines, STEMM and AHSS. It also developed an incremental approach, seeking ultimately to include all employees in gender equality initiatives, noting also the relevance of certain initiatives for students.
Athena SWAN in UCD
UCD recognises the contribution that women have made to our progress. However, it is widely acknowledged including at a European level - that proactive steps need to be taken to ensure sustainable and equal participation of women in higher education and research roles throughout their careers. While initiatives have been taken at a European level, UCD equally is seeking to ensure that we have an environment that supports and enables equality for women in this area.
UCD has established a number of equality related initiatives across the University. In 2014, in line with our commitment to gender equality, UCD developed a specific gender project to enhance women’s participation and equality, including through engaging in gender equality action planning and developing frameworks to encourage relevant stakeholders to develop actions to support gender equality. UCD strives to support a culture of commitment to equality, beyond compliance with legal requirements.
UCD’s Strategic Plan for 2015-2020 names diversity as a key value and one of our ten priority objectives is to attract and retain an excellent and diverse cohort of students, faculty and staff. The Strategic Plan commits UCD to promoting gender balance and equality of opportunity among students and employees and to engaging in national and international cutting edge diversity programmes to ensure that UCD achieves the benefits of diversity at all leadership levels.
UCD applied for the Athena SWAN Bronze Institutional Award at the first opportunity and attained an Athena Swan Bronze Institution award in 2017
There are six guiding principles underpinning Athena SWAN, namely:
- To address gender inequalities requires commitment and action from everyone, at all levels of the organisation
- To tackle the unequal representation of women in science requires changing cultures and attitudes across the organisation
- The absence of diversity at management and policy-making levels has broad implications which the organisation will examine
- The high loss rate of women in science is an urgent concern which the organisation will address
- The system of short-term contracts has particularly negative consequences for the retention and progression of women in science, which the organisation recognises
- There are both personal and structural obstacles to women making the transition from PhD into a sustainable academic career in science, which require the active consideration of the organisation
While Athena SWAN currently focuses on academic and research staff in STEMM areas, this is being broadened out to include staff across all disciplines.
Further information on Athena SWAN
The Equality Challenge Unit (ECU) UK had developed a range of resources to support universities. The Handbook (to be adapted for Ireland) is a very practical resource. Equally of interest is the impact assessment which was published in May this year and is also available online as summary report.