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

2. 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

3. 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.

4. 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

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

6. 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

7. 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

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

9. 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

10. CODE OF PRACTICE FOR EMPLOYERS AND EMPLOYEES ON THE PREVENTION AND RESOLUTION OF BULLYING AT WORK (2007)
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

11. 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

12. 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

13. 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

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