Workplace Policies
UCD has supports in place to enhance equality, diversity and inclusion throughout the university. Here we provide details of some of these supports available to staff and students. All UCD’s employment-related policies are available at (opens in a new window)UCD HR.
Equality, Diversity and Inclusion Supports
UCD believes in equality, diversity and inclusion and embeds these fairness principles into all aspects of University life. UCD’s vision for EDI is to be a leader and role model in equality and diversity in the higher education sector nationally and internationally, and for EDI to be at the heart of all we do.
For more, please visit: https://www.ucd.ie/equality/
Dignity and Respect Supports
UCD’s Dignity and Respect 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.
You can learn more at https://www.ucd.ie/equality/support/dignityrespect/
Gender Identity and Expression Supports
Gender identity and expression is a positive, core part, of being human and experiencing wellbeing and fulfilment. UCD celebrates its diverse community of employees and students and their diverse gender identities and expression. Fundamental equality and inclusion in UCD’s community is central to our University’s ethos of academic excellence and integrity and our aspiration to be leaders in our society.
For more, please see Gender Identity & Expression Policy
Code of Practice for the Employment of People with Disabilities
UCD's Code of Practice for the Employment of People with Disabilities sets out to provide a statement of policy and guidance in relation to the employment of people with disabilities. It states that UCD is committed to ensuring that people with disabilities are not disadvantaged by reason of having a disability.
Gender Balance on Committees
UCD's (opens in a new window)Gender Balance on Committees 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).
Unconscious Bias Awareness
Unconscious bias refers to a bias that we are unaware of and which happens outside of our control. It is a bias that happens automatically and is triggered by our brain making quick judgements and assessments of people and situations, influenced by our background, cultural environment and personal experiences. See here for UCD’s resource page:
https://www.ucd.ie/equality/support/unconsciousbiassupports/
Family Friendly Supports
UCD has a range of family friendly supports to support those with caring responsibilities.
The (opens in a new window)Support for Employees taking Family-Related Leave Policy and Guidelines aims to provide support for managers and employees to navigate the period before, during and after family-related leave.
The following is a list of supports that employees may avail of to support them in their work and family life:
- Support for Carers during Covid 19
- (opens in a new window)Support for Employees Taking Family-Related Leave Policy
- (opens in a new window)Adoptive Leave
- (opens in a new window)Maternity Leave
- (opens in a new window)Paternity Leave
- (opens in a new window)Career Break
- (opens in a new window)Carers Leave
- (opens in a new window)Parental Leave
- Shorter Working Year
- (opens in a new window)Job Sharing
Further details on these supports can be found on the UCD HR website at https://www.ucd.ie/hr/leave/
Core Meeting Hours Policy
The University’s (opens in a new window)Core Meeting Hours 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.
Out of Hours Email Policy
The purpose of the policy is to make it clear to employees that they are not expected to read or reply to emails outside of their normal working hours, except in exceptional situations. For more, please see: (opens in a new window)Out of Hours Email Policy
Recruitment
The University’s Recruitment and Selection Policy ensures that our resourcing of staff is fair, rigorous and transparent. It is the Policy of University College Dublin to ensure that the best candidate for the job is selected. All decisions relating to recruitment and selection must be consistent with the criteria outlined for the post. Commitment to this principle of appointment on merit reflects the University's Policy on Equal Opportunities. More details can be found at on UCD HR website at https://www.ucd.ie/hr/resourcing/
Promotions
As set out in its strategy, UCD values excellence and understands that excellent performance requires excellent people working in a supportive environment. The strategy states that:
“UCD will continue to attract excellent and diverse students, faculty and staff from around Ireland and around the world, and will put in place appropriate support measures to develop and retain the members of our community”.
UCD HR details the relevant information on their website at https://www.ucd.ie/hr/promotionsgrading/
Employee Relations
The University employs an Employee Relations and Policy Manager who works with colleagues from across the university to enhance a progressive and collaborative Employee Relations culture. They provide supportive, solution-focused practices for managers and employees, aiming to make UCD an employer of choice.
Protected Disclosures Policy
The purpose of the (opens in a new window)Protected Disclosures Policy is to encourage an employee within the University to make a disclosure of any potential wrongdoing of which they become aware and for the University to provide protection for the person making the disclosure. This policy provides guidelines as to how and to whom a Protected Disclosure should be made.
Mediation
UCD is committed to the promotion of an environment which fosters mutual respect and understanding between individuals and its constituent communities. 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.
More information at http://www.ucd.ie/equality/support/mediation/
Training and Development
Performance for Growth
Performance for Growth (P4G) is the UCD framework that provides the opportunity for all employees to have at least one annual conversation with their line manager, Head of School or alternate reviewer, within which: achievements and challenges of the previous year are reflected on and feedback is provided; goals and objectives for the coming year are agreed; a development plan, if required, is discussed and agreed; career aspirations are explored and supported where possible. The Performance for Growth Policy can be found at https://www.ucd.ie/peopledevelopment/p4g/
Training and Development Policy
The University recognises that lifelong learning is essential for developing individual careers and for dealing with demands of an increasingly complex and changing work and societal environment. Our aim is to support individuals and groups to address some of these challenges through the provision of a comprehensive development portfolio. More information (opens in a new window)here on the HR Training and Development Policy.