Equality and Diversity in DCU Policy and Procedure Presentation for HR 20th September 2010 Paul Smith Equality Director CG67 Henry Grattan Phone: 6300

Diversity Mix at DCU What do we measure? Staff Gender 51.6% Female to 48.4% Male Age Students – Gender, Religion, Nationality, Disability 52% Male to 48% Female 14.8% non Irish students Non Traditional students 18.3% 2.4% Disability 8.5% Mature 7.4% Access

Code of Conduct Appropriate behaviour in DCU is one which recognises the right to dignity and imposes a duty of respect on all members of the DCU community All members of the University have a responsibility to contribute towards an environment of courtesy and respect In all interactions members of the DCU community need to be sensitive to variations in interpretation of acceptable behaviour resulting from different backgrounds and cultures.

Legislative Compliance Equal Status Acts 2000 to 2004. Employment Equality Acts 1998 and 2004 Gender Equal Treatment Framework Framework Employment Directive Race Directive Disability Act 2005 Acquired disability is a significant issue in DCU Specific Learning Difficulties largest group registered with Health, Safety and Welfare at work Act 2005 Covers the impact of bullying

Policy Equality and Access Policy - 2000 Policy to Promote Respect and To Protect Dignity - 2003 No Work life balance policy but there is a range of 22 WLB supports available Computer Usage Policy - 2004

The Legislation Employment Equality Acts 1998 – 2004 Equal Status Acts 2000 – 2004 Gender Family Status Marital Status Sexual Orientation Religion Age Disability Race Membership of the Traveller Community

Direct and Indirect Discrimination Where a person is less favourably treated than another is, has been or would be treated in a comparable situation on one of the nine grounds Indirect Where apparently neutral provision not based on any of the nine grounds. However, the provision is more difficult to meet by one of the nine grounds

Unseen Aspects of Diversity Personality Ambition Values Thinking Style Address Accent Workstyle Background

Resolution Process STEP 1 - Determine whether harassment or bullying has taken place STEP 2 - Request that the behaviour stop Step 3 - Attempt a resolution through facilitation or mediation Step 4 - Formal DCU Resolution Process Staff

CODE OF PRACTICE FOR EMPLOYERS AND EMPLOYEES ON THE PREVENTION AND RESOLUTION OF BULLYING AT WORK (2007) http://publications.hsa.ie/index.asp?locID=12&docID=222 8(b) managing and conducting work activities in such a way as to prevent, so far as is reasonably practicable, any improper conduct or behaviour likely to put the safety, health or welfare at work of his or her employees at risk

Employee Responsibility 13(e) not engage in improper conduct or other behaviour that is likely to endanger his or her own safety, health and welfare at work or that of any other person

Confidentiality All complaints will be taken in good faith Confidentiality will be maintained as much as possible during the process During the process full information will need to be provided to all concerned in the process If any of the activities outlined at any stage in the process are viewed as illegal or violent then confidentiality may need to be breached

Types of Bullying in DCU Group think Exclusion, not giving information required to do the job, undermining the individual publicly 75% of people seeking advice are female 6% of these had issues relating to their managers 11% related to more than one colleagues behaviour toward them Following discussion with the contacts only 4% believed the issue was bullying or harassment

Child Protection Policy A child is anyone under 18 years of age Student Visitor School Liaison CTYI Open campus