www.ucd.ie/hr

UCD Human Resources 2018 Impact Report

1Transforming Service

& Partnership

2Enhancing a

Performance Culture

3Developing Our Talent

4Becoming an Employer & University of Choice

4KEY

STRANDS

82% Strategic projects complete (31 out of 38)

2 CIPD award short-listings (HR / L&D Team of the Year & Diversity and Inclusion)

HR COLLABORATIONS

6Colleges/

5VP areas

36Schools

All Support Units/Research

Institutes/Academic Centres

Committees & groups

e.g. Equality, Diversity & Inclusion UMT Group, Faculty Promotion Committee, Job Grading

Committee, Healthy UCD, Academic Council Committee on Quality, Agile Steering Committee, University Business Planning Group, Employee

Engagement Network, Smarter Travel

HR PARTNERS TEAM SUPPORT:

Consultations, workshops & reviews

Quality reviews in Schools & Units

Staff planning

Mentoring programmes

Strategic appointments

Organisational Design Framework

implementation

2018 Culture & Engagement Survey

action planning

Leaders & people managers through coaching & advice

Strategy development

P4G support

RetirementsTransfers

AVCsLeavers

New Recruits

Other

€4.8m Paid out in retirement gratuities

€200,000 Refund of pension contributions (left within 2 years)

3,949 Hourly paid set-ups (+19% on 2017)

3,044 Appointment transactions

1,764 Medical certificates

8,041Changes to

salary under Public Service Stability

Agreement 2018-2020

169 Cycle to Work applications

318 Travel Pass applications

PENSIONS

4,011 Cases opened & closed

300+ 1 to 1 meetings

68 Retirements

14,500 Queries processed by HR Helpdesk

HR OPERATIONS

906 Employees Garda vetted

1 HR Quality Review Self-Assessment Report

8 Focus groups

12 1to1 meetings with UMT members

1 New hires survey

RESOURCING

Applicants(+2.8% on 2017)

15,724

Interviewed4,486

Posts filled(+7.3% on 2017)

1,695

28%

20%

52%

AcademicResearchProfessional

902Additional

contracts processed

200 Online hiring forms created each month since launch of new system

Transactions

894 Leave requests

227 Ad-hoc reports

Transforming Service & Partnership1

17%

19%

3%

7%

24%

7%

Enhancing a Performance Culture2

Consultation process successfully concluded 600

Reviewers training course & pack developed

3,500 Reviewees eLearning Module developed

UMT Reviewer Training Design Workshop

Online system

developed

P4G launched

9 Job Families established

12 Core Competencies & 9 sets of Functional Competencies developed

80+ AnchorRole Profiles identified

500 rolesmapped to

Anchor Role Profiles

1,400 Individual communications issued

Career & Development Planning Tool launched

PROMOTIONS, GRADING & REWARD

63Applications

Faculty Promotions

2nd Report to GA

145 Professional posts graded

372 Non-Contractual appointments processed (adjunct, visiting & clinical

pathways)

65Applications for Award of

Tenure approved

185Staff promoted through internal mobility scheme

EXCELLENCE IN ORGANISATION DESIGN

1 School & 6 Units Consistent & structured approach

4 Colleges University wide Student & Academic Services Review (SASR)

Developing Our Talent3

NEWLY APPOINTED ASSISTANT PROFESSOR PILOT DEVELOPMENT PROGRAMME

1 Interim review

88% Believe should be rolled-out university wide

103 Participants

9 Development events

PEOPLE DEVELOPMENT

591 Employees attended 35 development courses & seminars

7 Pension & pre-retirement programmes

5 new employee

orientation programmes

Of those seminars

23 Development courses to support core competencies

DEVELOPING OUR LEADERS & PEOPLE MANAGERS

34 Core module sessions

12 Elective modules

2 Programmes Leadership

People Managers

18 Coaching and continue-

the-learning events

188 Participants

160 Participants

134 Participants

POSTDOC PROFESSIONAL & CAREER DEVELOPMENT

47 Courses/events

550+ Participants

4 Postdoc orientation events

6 Employer Roundtables

19 Employers

5 funding agencies

Annual Postdoc/Phd Recruiter Network event

Supporting 328 active postdocs

115 New starters in 2018

DEVELOPING WOMEN LEADERS

21 Women completed

4 Day leadership programme

1 Action learning set

+ Mentoring

Becoming an Employer & University of Choice4

700+ Attended UCD Engagement Day

42135 Zones

Seminars

Stands

EQUALITY, DIVERSITY & INCLUSION (EDI) PROGRAMME

3rd EDI Annual Report

5 Schools applied for school level Athena SWAN award in

November 2018

1 EDI Strategy approved

1 EDI Policy approved

4 College Vice-Principals for EDI appointed

1 EDI Multiculturalsub-group established

100+ People Managers trained

in Dignity & Respect

4 Performances by

the 200+ member UCD Community

Choir

1st University to join OUTstanding network supporting LGBTI staff

7 EDI events

3 Staff networks launched

International Staff Network

Women@Stemm Network

Women@CompSci Network

10 Schools working on Athena SWAN applications for April 2019

ENGAGEMENT & EMPLOYEE RELATIONS ACTIVITIES

2nd UCD Culture & Engagement Survey

Employee Engagement Network

23 Staff E-zines

250+ piloted UCD Discount Scheme

2 Employee Forum meetings

5 Pan-universityprojects delivered

Issued to

5,200+people

Featuring 321news items

145437

Long Service Awards presented

- 40 year- 25 year

- 10 year

500+ Participated in Healthy UCD activities:

1,952 Responses (51%)

100+ Reports generated

Bootcamp

Desk to 5K

Tai Chi

Annual Report 2016 - 2017

Contents

1. Foreword

4

2. Equality, Diversity and Inclusion by numbers - Overview

5

2.1 Employee population

5

2.2 Student population

7

3. Key Equality, Diversity and Inclusion Activities

10

3.1 Supportin

g the University in its mission and vision

to be an equitable, diverse and inclusive community 10

3.2 Enhancing the student and employee experience

at UCD to attract and support th

ose from all

backgrounds to excel at study and work

12

3.3 Promoting a culture of Dignity & Respect and wellbeing

for all, and the elimination of all fo

rms of discrimination 16

3.4 Developing a framework to capture robust and reliable

Equality and Diversity data for students and employees 17

3.5 Raising awareness amongst th

e University community

by promoting greater understanding and engagement

with EDI issues

17

3.6 Collaborating with external bodies on EDI related

matters with a view to being the leading third-level

institution in Ireland to advance equality,

diversity and inclusion

22

4. Legislative and Policy Background

22

5. University Equality, Diversity and Inclusion Structure

23

5.1 University Management Team (UMT) Equality,

Diversity and Inclusion Group

23

5.2 Gender Equality Action Group

23

5.3 Other key Roles/Units that support E

DI in the University 24

6. Appendices

25

6.1 Equality, Diversity and Inclusion Group Terms

of Reference

25

6.2 Equality, Diversity and Inclusion Group

Membership 2016 - 2017

26

6.3 Gender Equality Action Group Terms of Reference

27

6.4 Gender Equality Action Group Membership

27

6.5 Work Programme of Equality, Diversity and Inclusion

Group 2017/18

28

6.6 Work Programme of Equality, Diversity and Inclusion

Sub-Groups 2017/18

28

3

Equality, Diversity and Inclusion Annual Report 2

016 - 2017

Annual Report 2017 - 2018

University College Dublin

Equality, Diversity

and Inclusion

Annual Report 2017 - 2018

University College Dublin

Equality, Diversity and Inclusion Strategy and Action Plan 2018-2020-2025

duties is necessary but insufficient to deliver on our

objectives. This new Strategy draws on and develops

both the things we have done and the wide range of

planned actions addressing equality, diversity and

inclusion challenges. No one thing will make us a truly

equal, diverse and inclusive place to learn and to work.

Rather we will progress through implementing a great

many smaller actions, each of which points in the same

direction, mainstreaming our commitments in the lived

life and culture of our great University.

This Equality, Diversity and Inclusion Strategy and

Action Plan sets down at a high level the initiatives

we are taking across a set of six EDI objectives. Sitting

behind this is a more detailed statement indicating who

is taking a lead and expected timelines. I am grateful

to all who have been involved in building our capacity

for equality, diversity and inclusion generally and for

supporting the development of this Strategy and Action

Plan in particular. The publication and implementation

of this document is a significant step towards further

enhancing UCD as an equal, diverse and inclusive place

of employment and learning. We are not complacent

about the challenges we face in implementing this

strategy and acknowledge that the real measure of

success for this strategy will be a sense of wellbeing,

equality and inclusion for all our students, staff and

wider community.

Professor Colin Scott, Vice-President for Equality, Diversity and Inclusion

UCD’s 2015-2020 Strategy speaks of a

mission ‘to contribute to the flourishing

of Dublin, Ireland, Europe and the world’

and ‘providing a supportive community in

which every member of the University is

enabled to achieve their full potential.’ UCD

has a long tradition of using its capacity to

promote equality, diversity and inclusion.

Our two mottos from 1911, Ad Astra (‘To

the Stars’) and Cothrom na Féinne (‘levelling

the playing field), reflect aspirations to both

excellence and inclusiveness. As part of the

implementation of UCD’s 2015-20 Strategy,

the University established the University

Management Team Equality, Diversity and

Inclusion Group and, through a number of

sub-groups, has sought to enhance UCD’s

capacity and activity in developing and

implementing policies which seek to remove

barriers to equality, celebrate diversity and

promote a positive sense of inclusion. In 2018

the UMT adopted a new Equality, Diversity

and Inclusion Policy for the University which

renews UCD’s commitments to EDI.

The renewed focus on EDI enables us to say what has

been done and what is the impact of our policies and

actions but also to raise awareness of the challenges

we face across all ten of the University grounds, which

are drawn from the Equal Status Acts 2000 and 2004,

the Higher Education Act 1997 and Bunreacht na

hÉireann, the Constitution of Ireland. We recognise,

in particular, that formal compliance with legislative

UCD EDIStrategy

Introduction

3

University College Dublin Equality, Diversity and Inclusion (EDI)Strategy and Action Plan2018 - 2020 - 2025

University College Dublin

325 Attended wellness

seminars

Values in Action Awards

49 nominations 6 awards

University College DublinBelfield, Dublin 4, Ireland.