ACTION PLAN - University College Dublin
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8. ACTION PLAN
The action plan should present prioritised actions to address the issues identified in this application.
Please present the action plan in the form of a table. For each action define an appropriate success/outcome measure, identify the
person/position(s) responsible for the action, and timescales for completion.
The plan should cover current initiatives and your aspirations for the next four years. Actions, and their measures of success, should be Specific,
Measurable, Achievable, Relevant and Time-bound (SMART).
See the awards handbook for an example template for an action plan.
This guide was published in May 2015. ©Equality Challenge Unit May 2015.
Athena SWAN is a community trademark registered to Equality Challenge Unit: 011132057.
Information contained in this publication is for the use of Athena SWAN Charter member
institutions only. Use of this publication and its contents for any other purpose, including copying
information in whole or in part, is prohibited. Alternative formats are available: pubs@ecu.ac.uk
84SPHPSS - Gender Equality Action Plan 2021 to 2025
The Self-Assessment Process
AP No. Action Rationale Responsibility Start date End date Success measure
3.1 Recruit 2 UG (1 M, 1 F) SAT membership to AD for EDI, HoS, June 2021 December 2 UG (1 M, 1 F) and 2 PGT (1
and 2 PGT (1 M, 1 F) be renewed. Director of School 2021 M, 1 F) representatives on
student and 2 Associate Office the School EDI Committee
Professor (1 F, 1 M) Baseline: (September 2021).
representatives to the F 50%, M 50%
School EDI Committee. 1 male and 1 female
Associate Professor
representatives on the
School EDI Committee
(December 2021).
Target Committee
Membership:
F 50%, M 50%
3.2 Increase UG and PGT 13% of taught School SAT and AD October 2023 November Target:
student response rate to students for EDI, AD for T&L, 2024 Response rate on taught
at least 50% at mid-point completed the AS School Educational student surveys ≥ 50% (F
(~ January 2023) of action survey. Technologist, 60% M 40% response rate
plan through a pulse Student Advisor, ratio).
survey to assess impact of Baseline: Programme
actions implemented in response rate ratio Directors, Sub targets:
2021 and 2022. To F 60% M 40% Programme a) New questions about AS
support these actions, we response rate. Administrators and EDI awareness in course
will: experience survey from
a) Incorporate a SPHPSS students 2022 to measure and set
subsample of report moderate targets.
(awareness raising) level of AS and EDI b) Increase in median
Athena SWAN awareness. representing EDI awareness
85questions within the among male and female
annual School Course students
Experience c) 6 UG (3 M, 3 F) peer
Questionnaire with mentors (September 2021).
the aim of assessing d) PowerPoint slide deck for
progress on specific March 2022
actions. e) VLE banner promoting
b) Enhance student survey during Spring
body awareness of Trimester (~March 2022)
the UCD GEAP, AS f) One4All voucher
and EDI concepts, sponsored by the HoS
and supports by
embedding an EDI
Awareness talk from
the AD for EDI within
the School Welcome
segment of the
Student Orientation.
c) Recruit UG and PGT
peer mentors and
class reps to act as
student-level Athena
SWAN champions to
promote engagement
in the course
experience and pulse
surveys.
d) Create a PowerPoint
slide for lecturers to
incorporate into their
slide decks during the
time that the student
surveys are live.
e) Collaborate with UCD
IT Services to embed
messaging and
86reminders about the
student survey on
their Virtual Learning
Environment,
Brightspace.
f) Utilise incentives -
prize draw to win
vouchers.
3.3 Increase PGR student 26% of PGR SAT and AD for EDI, October 2023 November Minimum response rate of
response rate to at least students AD for PGR 2024 50% on PGR student
50% in next survey for AS completed the AS Education, surveys.
renewal 2023 . Both survey. Research
actions will be facilitated Programme Target:
by: Baseline: Administrator maintain ratio F 60% M 40%
a) Using incentives to response rate ratio response rate ratio.
increase response F 60% M 40%
rates (e.g., prize draw response rate. Sub targets
to win vouchers). a) One4All voucher
b) Embedding data sponsored by the HoS
collection mechanism b) and c) 1 core module per
into taught UG and PGT programme
components of identified for paper-and-
degrees (i.e. pencil survey distribution
lectures). (time to complete survey
c) Paper and pencil data agreed with Programme
collection (which is Director and Module
known by research to Coordinator)
increase survey
response rates).
3.4 Increase student Student survey AD for EDI, Heads September 2021 Annual. Embed EDI Awareness talk
awareness of the indicated that male of Subject, Student Three years of from the AD for EDI within
University and SPHPSS’ and female Advisor, data for AS Student Orientation.
GEAPs, AS and EDI students had only Programme resubmission Increase in median
concepts, and supports. moderate level of Administrators will be collated representing EDI awareness.
awareness, and by June 2024. A change by 1 unit for both
female students males and females.
87perceived EDI Increase in median
awareness to be representing EDI
more important importance. A change by 1
than males did. unit for males.
Baseline: on a scale
from 1 (‘very
aware’) to 5
(‘unaware’) median
level of awareness
of 3 for both
females and males.
3.5 In the new School Celebrate good School Newsletter May 2020. Three years of 12 School Newsletters
Newsletter, ‘SPHPSS in practice, outreach, Team data for AS published between 2021
Focus’, provide quarterly and to increase resubmission and AS resubmission in
updates on EDI, to share awareness of EDI will be collated 2025.
news, showcase events and gender by June 2024.
and resources, and equality related Questions in staff and
celebrate SPHPSS EDI- activities across the student surveys about EDI
related activities and School. and GEAP awareness will be
achievements. used to track impact.
3.6 Increase staff response 42% of staff AD for EDI, AD for January 2023 November A minimum response rate of
rate to 75% in next completed the staff RII, HoS, Director of 2023 75%. GEAP KPIs related to
survey (2023). To survey. School Office, SEM, staff/student responses to
support this action, the Heads of Subject, survey reported to EDI
School will recommend Research PIs, Committee and actions
to all: Senior Programme developed as required.
- Permanent academic Administrators Progress reported to SEM.
staff, that EDI
objectives should be New questions on:
embedded into their - degree to which EDI
‘Performance for activities and
Growth’ review opportunities are
conversations and communicated widely
development plan and clearly in the
School;
88(e.g., as an example - degree to which
of service to School); School values
- Research staff, that engagement in EDI
EDI objectives should activities;
be embedded into - time spent doing EDI
their ‘Research Skills activities;
and Career - encouragement to
Development Plan’ engage in EDI
(e.g., as an indicator activities
of personal and will be included in next AS
professional survey in 2023 to measure
excellence). and set target.
3.7 Review SPHPSS’ responses Provide further School SAT, AD for June 2021 December Progress reported to
to the University EDI insights on SPHPSS EDI, HoS 2021 SPHPSS EDI Committee
survey (June 2021) staff awareness (September 2021) and
and perceptions of whole-School Town Hall
EDI and gender meeting (December 2021).
equality since the Benchmark staff awareness
establishment of and perceptions of gender
the School’s EDI equality and EDI. Develop
Committee. actions as required.
3.8 Increase participation of Focus group AD for EDI, HoS, March 2022 April 2024 Student cohorts: Promote
staff and student in AS participation is Director of School via peer mentors and class
focus groups in 2023. comparable to Office, Heads of representatives, student
majority of UCD Subject, AD for orientation, VLE programme
School T&L, Student modules, School
applications. Advisor, communications, School
Increase of Programme website.
attendees. Directors, Senior Target: minimum of 10
Programme participants to be recruited
Administrators per cohort.
Staff: A 'World Cafe'
methodology will be used at
the annual School Strategy
Away Day to elicit
89participation and
perspectives from all staff.
Target: All staff
3.9 Articulate the expected To support the HoS, Workload Workload Working January 2022 Target:
time to be spent on EDI recognition of the Working Group Group formed in % FTE representing AD for
activities by both AD for SAT and EDI- May 2021. EDI role and EDI committee
EDI and EDI committee related work within membership.
members within the the School
School Workload Allocatio Workload
n Model. Allocation Model.
3.10.1 Circulate expression of Associate HoS, Director of Calls for Recruitment of Newly appointed AD for EDI
interest among School Deanships held for School Office, PA expressions of new AD for EDI in place by April 2023.
faculty for the role of a period of three to HoS, interest circulated completed by Rotated role from male to
Associate Dean for EDI in years at a time. An in September 2022. December female member of staff.
September 2022. Allow a appropriate lead-in 2022.
3 to 6 month lead time for time is needed to
facilitating the transition facilitate a smooth
and handover between transition and to
outgoing and incoming AD maximise the
for EDI This incoming AD retention of
for EDI will be appointed institutional
to the committee as Vice knowledge.
Chair for the 3 to 6 month
period to facilitate a
smooth transition and
handover period.
3.10.2 Collect gender To ensure fairness HoS, Director of September 2022 February 2023 Progress reported to School
disaggregated data on in the distribution School Office, AD EDI Committee, HoS, and
expressions of interest for of key roles within for EDI, PA to HoS, SEM. Data to be presented
AD for EDI to facilitate the School, and to in section 5.6.iii
tracking over time and facilitate tracking (‘Representation of men
reporting in AS Bronze over time and data and women on
Award renewal in 2025. reporting for the committees’) in AS renewal
AS renewal in in 2025.
2025.
90Student Data
4.1.1 Collaborate with CHAS Gender AD for EDI, School September 2021 Annual data Number of females and
College EDI Committee, disaggregated Widening collected and males enrolling to SPHPSS
the Admissions Office and enrolment data for Participation collated for AS view access routes reported
‘University for All’ to Access routes is Representative, AD renewal by to School T&L and EDI
advocate for the not currently for T&L, SAT June 2024 Committee, HoS, and SEM.
collection of anonymised provided to Student Data Three years worth of data
School-level data on the School’s through Working Group, to be presented in section
proportions of women Admissions Director of School 4.1.i (‘Numbers of men and
and men enrolling on reporting. Office, Senior women on access or
Access routes. Programme foundation courses’) in AS
Administrators renewal in 2025. Tailored
student recruitment actions
to address gender
disparities.
4.1.2 Collaborate with the Enrolment data AD for EDI, School September 2022 June 2024 All promotions material
Director of the Open collected for the Widening provided to Open Learning
Learning Programme to first time in 2020 Participation reps conducting outreach in
ensure that promotions (though small in Representative, AD School fully updated and
material for modules absolute terms) for T&L, Heads of gender-balanced by
offered by the School are show that the Subjects, September 2022.
gender-balanced and proportion ratio of Programme At least 1 testimonial from a
highlight, in particular, females to females Directors, female student who has
female testimonials of enrolling on Open Programme taken an Open Learning
experiences learning on Learning Modules Administrators module in SPHPSS for the
School modules. is F 17%, M 83%. 2021/2022 UCD Prospectus.
At least 1 School outreach
talk by a member of SPHPSS
by the Spring 2022/2023
Trimester.
Target: 40% female
students on Open Learning
Programme by 2025.
91Sub targets
Ensuring gender balance on
all promotional material
associated with School
Open Learning modules (F
50%, M 50%);
Showcase female faculty
members as role models at
School recruitment
outreach activities (e.g.,
presentations in local
secondary schools);
Inclusion of a testimonial
from women enrolled on
the School’s Open Learning
modules.
Monitor gender data
annually and evaluate
impact of actions against
target and overall gender
balance in June 2023.
4.1.3 Establish partnership and To ensure that the Head of Subject for September 2022 September A minimum of 25% females
engage in consultation proportion of OSH, OSH 2024 enrolled on these courses
with external IOSH female UG PT Programme by 2024. Future targets to
stakeholders to students enrolled Directors, Senior be based on the success of
incentivise employers to on IOSH courses Programme year 1 where a baseline will
sponsor female applicants meets the national Administrator be established.
for PT UG places. Increase benchmark.
annual female enrolment
on PT UG courses to~ 25%
by the next AS submission
in 2024.
4.1.4 Increase female UG enrolment on Associate Dean for Started in August November Progress reported to School
enrolment on BSc Sport BSc Sport & Sport and 2019 2023 EDI Committee and Sport
and Exercise Management Exercise Performance, Head and Performance subject
by 20% by the next AS Management falls of Subject for Sport group.
92submission in 2024. This short of the Management,
will be achieved by: benchmark (30%). Programme Target: 35% female
a) Ensuring gender Director for BSc enrolment on the BSc Sport
balance on all Sport & Exercise & Exercise Management by
promotional material Management, September 2024.
(50% F/ 50% M); Senior Programme
b) Inclusion of Administrator, SAT Sub targets
testimonial from Student Data a) and b) monitor student
female graduates in Working Group awareness of female role
the UCD Prospectus; models in next AS survey in
c) Representation of 2023. Target 90% of
female staff members students agree that School
at UCD Open Day has female role models.
talks; (Current awareness levels in
d) Providing real life School as a whole F 77%, M
case studies and 80%)
success stories of c) F 50%, M 50%
'Women in Sport' to representation (Current
secondary school gender ratio in subject area
career guidance F 50%, M 50%).
teachers attending d) 3 case studies
UCD Open Days. e) Survey during Student
e) Survey female and Orientation, Annually, from
male students on why September 2023. Survey
they chose Health findings reported to Sport
and Performance and Performance subject
Science and Sport and group, and integrated into
Exercise enrolment campaign.
Management. Use Efficacy of campaign on
findings to inform enrolment monitored.
enrolment campaign?
4.1.5 Achieve and maintain Physiotherapy is a Associate Dean for September 2021 November Target: Annual enrolment of
enrolment of male primarily female- Physiotherapy, 2023 40% male onto BSc
students on BSc oriented Programme Physiotherapy between
Physiotherapy at 40% profession. The Directors and Stage September 2021 and
from 2020/21 to the enrolment of males Coordinators on September 2024.
93round of student in September 2020 BSc Physiotherapy,
enrolment prior to AS was at a high level Senior Programme Sub targets
submission in 2024 (i.e., for the School, at Administrator a) and b) monitor student
September 2023/24 40%. Maintaining awareness of female role
enrolment). This will be this level of male models in next AS survey in
achieved by: enrolment will lead 2023. Target 90% of
a) Ensuring gender to an increase in students agree that School
balance on all the proportions of has female role models.
promotional material males completing (Current awareness levels in
(50% F/ 50% M); the BSc School as a whole F 77%, M
b) Retaining the Physiotherapy 80%).
testimonial from degree from 2024 c) F 60%, M 40%
male graduates in the onwards. representation (Current
UCD Prospectus, and gender ratio in subject area
updating annually; F 60%, M 40%).
c) Providing d) 3 case studies
representation of
newly-hired male
staff members (i.e.,
the new ‘Ad Astra’
Assistant Professor
hires in
Physiotherapy) at
UCD Open Day talks;
d) Providing a diverse
set of case studies
showcasing a wider
range of (clinical and
non-clinical) careers
in Physiotherapy to
secondary school
career guidance
teachers attending
UCD Open Days.
944.1.6 Initiate a broader sectoral To spearhead HoS, Dean of a) and b) January a) and b) Targets:
partnership to explore the sector-level change Physiotherapy, 2022 (in line with December a) and b) Defined targets to
issue of male careers in in the profile of Associate Dean for 2022/23 UG 2022 establish partnership and to
physiotherapy. This will Physiotherapy Physiotherapy, applications) c) December address gender balance to
be achieved by: graduates. Directo of Clinical c) November 2020 2021 be articulated in the duties
a) Formally contact the Education, Senior d) September 2021 d) November and roles of new Director of
Irish Society of Related baseline: Programme 2022 Clinical Education.
Chartered The School does Administrators c) Showcase male faculty
Physiotherapists and not currently have members as role models at
initiate a a senior academic School recruitment (e.g.,
collaborative member of faculty Open Day Talks, F 50%a, M
partnership to with responsibility 50% faculty representation)
address gender for clinical and outreach activities (e.g.,
balance in the education. presentations in local
recruitment of males secondary schools).
to undergraduate The School’s d) 2 case studies of SPHPSS
programmes in YouTube channel male Ad Astra staff in
physiotherapy in currently Physiotherapy on their
Ireland. showcases career journey across the
b) Collaborate with The professionally- academic pipeline (from
Society on the gender edited staff profiles School-leaving, through UG
balancing of their in Physiotherapy (F and PhD study, and
promotional material. 86%, M 14%) transitioning into
c) Male Physiotherapy academic).
faculty to engage in
School recruitment Related targets:
and secondary school Director of Clinical
outreach activities to Education role to be to be
promote proposed during College
physiotherapy budget negotiations in
careers for males; March 2022.
d) Educate secondary
school career Increase the number of
guidance teachers professionally-edited staff
about the career profiles in Physiotherapy by
paths that exist for
95both males and n=3, resulting in F 60%, M
female physiotherapy 40% gender representation.
graduates and
provide them with
material to promote
physiotherapy to
male students.
4.1.7 Collate and analyse The proportions of AD for EDI, in January 2022 December Report from the School EDI
historical data in SPHPSS females achieving collaboration with 2022 Committee to the SEM
on the extent to which distinctions on AD for T&L, Committee If and where
course preference, Bachelor’s degree Director of School gender-differences are
attendance, and courses within Office, Programme observed, actions will be
assessment type affect SPHPSS is Administrators put in place to address
the rank ordering of consistently higher these.
degree award than the
classification between the proportion for
genders. males.
4.1.8 Increase female GT awards to Associate Dean for September 2022 January 2024 Progress reported to School
enrolment on MSc Sport females in Sports Sport and EDI Committee and Sport
Management and MSc Science falls short Performance, Head and Performance subject
Coaching Science in Sport of the benchmark of Subject for Sport group.
by 20% by the next AS (30%). and Performance,
submission in 2024. This Programme Target: 35% female
will be achieved by: Director for MSc enrolment on the MSc Sport
a) Ensuring gender Sport Management Management and MSc
balance on all and MSc Coaching Coaching Science in Sport.
promotional material Science in Sport,
(50% F/ 50% M); Senior Programme Sub targets
b) Inclusion of Administrators, a) and b) monitor student
testimonial from Programme awareness of female role
female graduates in Administrators, models in next AS survey in
the UCD Prospectus; SAT Student Data 2023. Target 95% of
c) Representation of Working Group students agree that School
female staff members has female role models.
at UCD Open Day (Current awareness levels in
talks;
96d) Providing real life School as a whole F 86%, M
case studies and 92%)
success stories of c) F 50%, M 50%
‘Women in Sport’ to representation (Current
UG alumni networks gender ratio in subject area
to promote return to F 50%, M 50%).
UCD for PGT study. d) 3 case studies
e) Survey female and e) Survey during Student
male students on why Orientation, Annually, from
they chose the MSc September 2023. Survey
Sport Management findings reported to Sport
and MSc Coaching and Performance subject
Science in Sport. group, and integrated into
enrolment campaign.
Efficacy of campaign on
enrolment monitored.
4.1.9 Associate Dean for PGR Three years of AD for PGR Started in September Three years of data to
Education to continue to baseline data is Education, September 2020 2024 inform action planning in
monitor student needed to facilitate Research Athena SWAN resubmission
applications, offers, evidence-based Programme in April 2025.
acceptances, and entrants action planning Administrator
to the SPHPSS PGR and reporting in AS
programme. submission.
4.1.10 Annual report of PGR Communicate AD for PGR November 2021 December Progress reported to School
student pipeline to be gender equality Education, with 2021, and EDI Committee and SEM
made of the Associate data, tracking, and support from the annual and presentation for
Dean for PGR Education achievements to AD for EDI, reporting delivery at Town Hall.
(at School Townhall whole-School Research thereafter
Committee Meeting) community. Programme
Administrator
4.1.11 Associate Dean for PGR Three years of AD for PGR Started September Annual, three Three years of data to
Education to continue to baseline data is Education, with 2020 years of data inform action planning in
monitor student needed to facilitate support from the by September Athena SWAN renewal in
withdrawals and reasons evidence-based AD for EDI, 2024 2025.
for leaving the SPHPSS action planning Research
PGR programme. To Targets:
97facilitate this process, the and reporting in AS Programme Exit interview template by
Associate Deans for PGR submission. Administrator June 2022
Education and ED will 100% of PGR leavers to
collaborate to: complete the exit interview
a) Develop an exit form.
interview template Future targets to be based
for use by individual on the data from leavers
PGR supervisors for forms
ease of reporting
student reasons for
leaving.
Academic and Research Staff Data
4.2.1 To promote academic Two apparent HoS, Associate June 2022 April 2025 1 male Assistant Professor
progression and to progression Deans for Subjects, to apply for promotion to
address gender bottlenecks in the Heads of Subjects, Associate Professor
underrepresentation School: 1. male P4G Reviewers 1 female Assistant Professor
across the academic Assistant Professor to apply for promotion to
career pipeline in SPHPSS: and 2. female Associated Professor by
Objective: Associate Professor April 2025.
- Minimum of two level.
successful male 1 female Associate
promotions to Baseline: Professor to apply for
Associate Professor promotion to Professor by
(increase from M 33% n=4 (3 F, 1 M) April 2025.
to M 44% Associate members of staff
Professors; strongly disagreed Sub targets
- Minimum of n=1 with the a) Achieve 0% of staff
successful female statement: reporting strongly
promotions to: “I receive disagreeing with the
- Professor (n=1) encouragement statement: “I receive
to achieve a from my School to encouragement from my
minimum apply for School to apply for
target of F 60%; promotion” promotion” (in survey
- Associate 2023).
Professor (n=1)
98to maintain a 74% of academic a) 100% of staff agree that
balance of F staff (F 62%, they “…receive
67%. M82%) reported encouragement from my
Supports: that they School to apply for
a) Head of School in understand the promotion” (in survey
collaboration with promotions 2023).
Associate Deans and process.
Heads of Subject will b) 100% of staff agree that
ensure that there is a 44% (F 43%, M “People are promoted on
direct discussion and 44%) of academic merit, irrespective of
evaluation of staff reported that gender” (in survey 2023).
academic progression allocation of
against the UCD workload was b) 100% of academic staff
Development mapped to report that they understand
Framework for promotions the promotions process (in
Faculty during criteria. survey 2023).
‘Performance for
Growth’ (P4G) > One third of c) >75% of staff reporting
conversations. respondents to that allocation of workload
b) Where the case for staff survey (F 37%, is mapped to promotions
promotion has been M 33%) reported criteria (in survey 2023).
mutually agreed by that they felt a lack
the reviewee and the of c) < 10% staff reported that
reviewer at the P4G mentoring/coachin a lack of
meeting, in the g/feedback mentoring/coaching/
meeting report, the inhibited their past feedback inhibited their
P4G reviewer will career success past career success (next AS
recommend that the Survey 2023).
candidate attend the Only 13% of
next available academic staff c) 100% of academic staff
promotions workshop agreed that agree that issues raise
for academic staff. “Issue[s] I raise concerning their workload
This P4G meeting regarding my will be dealt with.
report (which is also workload will be
reviewed by the Head dealt with”. (F 15%, c) 0% of academic staff
of School) will also ‘Strongly Disagree’ that
99signal the Head of or n=2 of 13, M issues raised concerning
School to directly 10%, or n=1 of 10) their workload will be dealt
approach the with.
reviewee to make a
plan about ensuring Of staff (n=16) who c) Cross referencing
preparedness for reported in the questions in the staff survey
promotion. survey that they to show that staff who have
c) Promotions planning have not sought not sought promotion in the
and preparedness promotion, only past few years did so
activities to be 38% (F 13%, M because they wanted to
identified and or 63%) reported develop skills to strengthen
designed to target wanted to do so to their CV. Target >50%
the staff member’s strengthen their CV females and >75% males
ability to attain reporting wanting to
promotions relevant strengthen their CV first.
achievements (e.g.,
reallocation of some New questions on
workload to fill in satisfaction with College
gaps in teaching and promotions workshops and
learning, research training will be included in
and or outreach and next AS survey in 2023 to
engagement measure and set target.
experiences that can
support promotions New questions on
readiness). satisfaction with P4G
process and developmental
conversations and planning
to support promotions will
be included in next AS
survey in 2023 to measure
and set target.
4.2.2 Explore the career Currently no formal AD for EDI, in Started in Focus group in Focus group in January
aspirations and career mapping of collaboration with November 2019, January 2023 2023, data analysed and
development of teaching teaching only staff Heads of Subject post initial AS to lead into action upon leading into
only staff. career aspirations submission action planning September 2023 (i.e.
2023/2024 academic year).
100is conducted at a for AS
School level resubmission.
4.2.3 Submit Application for Females are AD for EDI, Started in January 2022 SALI application for a Full
Senior Academic significantly Associate Dean for December 2019. Professorship in Sport and
Leadership Initiative post underrepresented Sport and Two iterations of Exercise Physiology to be
in Sport and Exercise within the subject Performance, Head feedback received submitted in January 2022.
Physiology at UCD to the area of Sport of Subject for Sport to support
Higher Education Science in general, Management, HoS resubmission
Authority in January 2022. with a clear
absence of female
leadership
4.2.4 Promote permanent Fixed term School Office November 2019 April 2025 Target: To have all internal
positions as they arise in members of staff Administration SPHPSS posts circulated to
SPHPSS to all staff can benefit for Team all staff view the School
regular updates Office Administration email
about job account. This represents a
opportunities continuation of regular
within the School – practice.
i.e., to facilitate
planning and a Targets:
timely application.
100% of fixed term staff
Baseline: respondents to the survey
answer the questions aboutrespondents to the ‘Agree’ that new job
survey reported opportunities are clearly
that new job communicated.
opportunities are
widely
communicated.
New questions on
Only n=3 of 10 perceptions about whether
fixed term staff and how satisfied faculty
respondents to the are that new job
survey reported opportunities are
that new job communicated to them will
opportunities are be included in next AS
clearly survey in 2023 to measure
communicated. and set target.
4.2.5 Annual conversations will External AD for EDI, in December 2021 June 2024 Termly conversations
be held by Programme contributors to collaboration with conducted. Staff satisfaction
Director or Head of SPHPSS academic Heads of Subject logged and actions set.
Subject with external programmes are
contributors to explore hourly paid with Annual review and report of
their career aspirations. rolling contracts subject level use of
that span a single occasional staff at the
semester of study. School Townhall meeting.
Meetings at the
end of academic Three years of data collated
term required to by June 2024 for AS renewal
promote (in 2025).
development.
4.2.6 Conduct a School-wide There are many HoS, SEM, Heads of June 2020 December Annual review and report of
review of the use of external Subjects, Director 2021 subject level use of
occasional lecturing staff contributors to of the School occasional staff at the
to achieve a better SPHPSS academic Office, Senior School Townhall meeting.
understand of whether programmes. Programme
and how the School can These occasional Administrators
move away from such lecturers are hourly
paid with rolling
102long-term dependence on contracts that span
hourly-paid contracts a single semester
of study.
4.2.7 SPHPSS will offer face-to- Anecdotally known HoS, Research September 2021 December Electronic record of exit
face exit interview with all that staff leave to Grant PIs, Heads of 2024 interview, which, from
staff leaving the School. take up a better Subjects, Director January 2022, can be
Here, the HoS or line post elsewhere, of the School collated on the College-level
manager (e.g., Head of exit interviews can Office, Senior exit interview pro-forma
Subject, research grant help the School Programme template that is currently
PI)* will seek to gain identify systemic or Administrators under agreement at the
better understanding of gender issues that College-level EDI
the reasons for leaving leading to a lack of Committee.
and will record these data progression.
in a gender disaggregated Three years of data collated
format for future by June 2024 for AS renewal
reporting. A formal record (in 2025)
of meetings will be
maintained and will be
monitored annually for
common themes
including any gender and
EDI related reasons for
leaving SPHPSS.
Key Career Transition Points: Academic Staff
5.1.1 Utilise the recently- Prior to March AD for EDI, School March 2021 First report of Publication of School, EDI,
launched SPHPSS EDI 2021, the School EDI Committee, three year GEAP, and Widening
webpage to promote currently did not School Website bank of data Participation Statements
SPHPSS commitment to have a ‘live’ EDI, Committee, School for Athena online in March 2021. At
EDI and link prospective GEAP, and Educational SWAN least monthly updates of
and current staff to Widening Technologist resubmission the School website. New
University EDI policies, Participation page. will be EDI, GEAP, and or Widening
SPHPSS EDI resources and available from Participation content each
initiatives. Baseline Students: January 2024. month.
103SPHPSS students Student Target:
report only Increase in median
moderate level of representing EDI awareness.
awareness, and A change by 1 unit for both
female students males and females.
perceived EDI Increase in median
awareness to be representing EDI
more important importance. A change by 1
than males did. unit for males.
Baseline awareness Target awareness of policy:
of policy: - Equal Opportunities (F
- Equal 100%, M 100%)
Opportunities - Dignity and Respect (F
(F 56%, M 100%, M 100%)
67%) - Gender Identity and
- Dignity and Expression (F 50%, M
Respect (F 50%)
69%, M 80%) - Core Meeting Hours (F
- Gender 100%, M 100%)
Identity and - Maternity (F 70%, M
Expression (F 50%)
34%, M 33%) - Adoptive (F 50%, M
- Core Meeting 50%)
Hours (F 41%, - Parental (F 50%, M
M 33%) 50%)
- Maternity (F - Paternity (F 50%, M
53%, M 40%) 50%)
- Adoptive (F - Carer’s (F 50%, M 50%)
31%, M 20%)
- Parental (F
38%, M 33%)
- Paternity (F
28%, M 53%)
- Carer’s (F 16%,
M 27%)
1045.1.2 Critically review the To bring Director of the January 2020 December Full suite of job specification
School’s existing job recruitment School Office, 2021 template and resources
specification to ensure procedures in line Senior Programme with up-to-date EDI
that job postings and with UCD’s Administrators statements and alignment
recruitment templates recently published to UCD GEAP.
adequately address EDI GEAP, 2020 - 2024
awareness, principles, and All job specification and
best practice. All job recruitment materials will
specification and be audited to ensure that
recruitment materials will they clearly articulate
be audited to ensure that commitment to EDI. This
they clearly articulate audit will be undertaken
commitment to EDI. This using UCD’s Inclusive
audit will be undertaken Recruitment Practices
using UCD’s Inclusive Guide.
Recruitment Practices
Guide.
5.1.3 Record data on interview Data not currently Individual Chairs of January 2020 December First report of three year
Board of Assessor panels collated (even Boards of 2021 bank of data for Athena
to achieve compliance though compliance Assessors, Director SWAN resubmission will be
with UCD GEAP with Board of of the School available from January
recommendations (i.e., Assessor Office, Senior 2023.
panel made up of at least recommendations Programme
40% male or female). are anecdotally Administrators All Board of Assessors to
well-known and have 40% male or female
put into practice by representation (on a comply
SPHPSS staff). or explain basis).
5.1.4 Implement UCD EDI Hiring To bring HoS, Director of January 2022 First report of By December 2023, all
Guidelines and promote recruitment the School Office, three year assessment panel members
to all hiring managers. procedures in line Senior Programme bank of data must have completed
Links to UCD unconscious with UCD’s Administrators, for Athena unconscious bias awareness
bias resources to be recently published Interview panel SWAN raising to sit on an SPHPSS
incorporated into the GEAP 2020 – 2024 chair. resubmission recruitment panel.
School’s interview panel (particularly action will be
preparations pack. 5.1.4) available from
Engagement of panel January 2024.
105members with
unconscious bias
resources to be
monitored by interview
panel chair.
5.1.5 Promote and monitor To bring HoS, Deputy HoS, January 2022 First report of By December 2023, all
uptake of University recruitment Director of the three year assessment panel members
unconscious bias training procedures in line School Office, bank of data must have completed
by members of interview with UCD’s Interview panel for Athena unconscious bias awareness
panels in line with UCD’s recently published chair. SWAN raising to sit on an SPHPSS
GEAP 2020-2024. GEAP 2020 – 2024 resubmission recruitment panel.
(particularly action will be
5.1.4) available from
January 2024.
5.1.6 Collaborate with EDI Unit To bring HoS, SEM, AD for September to January 2022 Targets set for each
to set targets at recruitment EDI, AD for RII, December 2021 academic grade within each
shortlisting stage in line procedures in line Director of the subject area.
with the UCD GEAP AP with UCD’s School Office
5.1.4. The University has recently published
committed to a consistent GEAP 2020 – 2024
and structured approach (particularly action
to developing targets for 5.1.4)
all UCD Schools in Q3
2021.
5.1.7 When targets for SPHPSS To bring HoS, SEM, Director January 2022 January 2022 Targets and picture of
are agreed with the recruitment of the School and again at SPHPSS’ current gender
University, communicate procedures in line Office, AD for EDI, Town Hall breakdown of staff by grade
these to staff with with UCD’s AD for RII presentation in communicated to all staff:
recruitment recently published May 2022 - Whole School email;
responsibilities. Include GEAP 2020 – 2024 - School EDI website
these targets and picture (particularly action - School Newsletter
of SPHPSS’ current gender 5.1.4) - Town Hall Presentation
breakdown of staff by - Report to SEM
grade in advance of all job
competition. EDI
Committee to report
106progress against targets
annually to SEM.
5.1.8 Establish Search To bring HoS, SEM, Heads of September 2022 December Future targets to be based
Committees with a gender recruitment Subject, Research 2024 on recruitment data
focus when posts arise to procedures in line PIs (two years of between September 2022
address gender with UCD’s data available and December 2024. Data
underrepresentation recently published for review in reported in AS renewal
across academic grades GEAP 2020 – 2024 AS renewal application in April 2025.
and to support the (particularly action 2025).
achievement of University 5.1.4)
shortlisting targets.
5.1.9 The following SPHPSS To bring HoS, SEM, Heads of September 2022 December Target
staff to be provided with recruitment Subject, Research 2024 100% of SPHPSS staff (with
annual SPHPSS academic procedures in line PIs (two years of hiring responsibilities)
pipeline data by gender with UCD’s data available having completed the
and to complete the EDI recently published for review in online training between
recruitment section of the GEAP 2020 – 2024 AS renewal September 2022 and
newly launched (particularly action 2025). December 2024.
intervarsity EDI online 5.1.4)
training programme:
- Chairs and Members
of Search Committee
- Chairs and Members
of Interview panels
- All Hiring managers
- Principal Investigators
hiring Research Only
Staff
5.1.10 Evaluate impact of To bring AD for EDI, SAT January 2022 December Targets
recruitment actions: recruitment 2024 a) review progress against
a) Review whether procedures in line (two years of targets set in AP 5.1.6
SPHPSS recruitment with UCD’s data available b) ~100% increase in
actions […] attracts recently published for review in applicants specifying their
an increase in GEAP 2020 – 2024 AS renewal gender (i.e., up to 75%)
applicants of the (particularly action 2025).
5.1.4)
107underrepresented
gender; Baseline
b) Review whether
recruitment actions b) on average
result in an increase across the review
in applicants period, 39% of
specifying their applicants to posts
gender at application did not specify
stage which will their gender.
support enhanced
data analysis.
5.1.11 Increase engagement in Effective and early HoS, Associate June 2021 First report of Annual InfoHub reporting of
general UCD Orientation induction is a Deans for Subject, three year staff attendance at General
to 100%. Track necessary part of Heads of Subjects, bank of data Induction and cross-
participation in general transitioning to a Director of the for Athena referencing with new hire
UCD Orientation new role in an School Office, SWAN data. Report to Head of
workshop by line organisation. Senior Programme resubmission School and Director of the
manager/PIs for all new Administrators, will be School Office. Promotion of
staff appointed to new Programme available from Orientation to be
contracts. This data Administrators June 2024. emphasised by line
should distinguish managers and research PIs.
between existing staff
transitioning to a new Target:
contract and new staff 100% of new hires (i.e., new
actually initiating work at to UCD) to attend general
UCD (i.e., persons will not UCD Orientation.
be expected to attend
general Orientation in Future targets to be based
moving between posts on the data from actual
within UCD). attendance between June
2021 and June 2024.
5.1.12 Directly advertise and To build on past HoS, Associate January 2020 December 2 additional female faculty
promote the Aurora successes of School Deans for Subject, 2024. completing the Aurora
scheme to incoming members Heads of Subject, scheme (up to a total of 6
newly-appointed female completing this Director of the from the current number of
faculty and administrative scheme and to School Office 4).
108and support staff to continue to 2 case studies for SPHPSS
enhance women’s promote it to EDI website of female staff
leadership skills newly appointed who have completed the
development within the staff - whether Aurora programme and
School. Application to early career or have used this experience
Aurora to be discussed at otherwise. to go on an successfully
newly-appointed staff apply for and secure a
member’s first P4G Baseline: promotion (or large grant, if
meeting. n=4 of 15 female that is what the leadership
faculty responses the successful leadership
to staff survey experience was).
‘Disagreed’ that
they had a clear Targets in 2023 survey:
sense of career 100% of female faculty
pathway. ‘Agree’ that they have a
clear sense of career
n=3 of 13 female pathway in staff survey.
faculty responses
to staff survey >50% female faculty
reported that role responses to staff survey
models were a reporting that role models
factor in were a factor in
contributing to contributing to their career
their career success.
success.
>50% female faculty
n=4 of 13 female responses to staff survey
faculty responses reporting that coaching and
to staff survey mentoring was a factor in
reported that contributing to their career
coaching and success.
mentoring was a
factor in >80% of female faculty
contributing to report understanding the
their career promotions process.
success.
1090% of female faculty report
Difference in the being not encouraged to
proportions of apply for promotion.
female and male
academics who 100% of female faculty
reported reporting that leadership is
understanding the valued in the School.
promotions
process (F 62%, New questions on
n=8 of 13 perceptions about whether
responses, M 82%, and how satisfied faculty
n=9 of 11 are with how leadership
responses). opportunities are
communicated to them will
n=1 female faculty be included in next AS
response to survey survey in 2023 to measure
indicated that they and set target.
did not apply for
promotion because
they were not
encouraged to.
n=7 of 14 female
faculty reported
that the ‘Don’t
know’ whether
leadership is
valued in the
School.
5.1.13 Develop and implement a The School has a Director of the January 2020 September An increase in the
clear School Induction Welcome Pack for School Office, 2021 proportion of staff reporting
mechanism for staff by new staff; Senior Programme receiving a clear local
June 2021. however, the SAT Administrators induction, as reported by
data collection and the next AS staff survey
analyses indicate Target: 100% of new hires
that it could be (i.e., new to UCD) to report
110more consistently having had induction. 0% of
implemented. staff reporting that their
induction was ‘not
Baseline: satisfactory’.
Only 29% (F25%, M
35%) of staff
reported having a
formal induction
when commencing
employment at
UCD.
n=6 of staff
reported that their
induction was ‘not
satisfactory’.
5.1.14 Establish and implement The location of AD for Research, March 2020 a) Spring Bank of data on staff
School wide activities to SPHPSS staff across Innovation and 2022 engagement in these
foster engagement and different buildings Impact, HoS, b) Sept 2021 culture and engagement
collaboration at all across campus has School Social c) Data activities for reporting and
academic levels. To this resulted in newer Committee, AD for collection action planning ahead of AS
end, the School will: staff reporting that EDI, SAT Career started in resubmission
a) Features lectures there is a lack of a Development and December
from newly sense of whole- Academic Staff 2020 New questions on specific
appointed staff in the School community, Working Group, d) Sept 2014 career success factors in
School’s research and that more SAT Organisation 2021 School, such as team
seminar series - to regular whole- and Culture collaboration and
can discuss their work School cross- Working Group networking, coaching and
and possible building and cross- mentoring will be included
collaborations that disciplinary in next AS survey in 2023 to
they would like to activities could measure and set target.
pursue with others in encourage
the School; engagement. Existing questions about
b) Establish School-wide sense of community and
interdisciplinary Baseline: belonging in School, and
working groups under Only 46% (F 45%, attendance at School-based
a Community of M 47%) of staff events.
111Practice Framework reported feeling
to encourage part of a whole- Target:
engagement and School community Increase sense of
participation in community to >70%.
research activities 90% (F 92%, Maintain high levels of
across the School’s M87%) of staff attendance at School
different subject respondents to events, >90%.
areas. survey reported
c) Collect gender attending
disaggregated data organised events.
on participation in
seminar series from
attendees at all levels
of the research and
academic pipeline.
d) Collect gender
disaggregated data
on participation in
interdisciplinary
working groups at all
levels of the research
and academic
pipeline.
5.1.15 Publish the new School Raise awareness of School Newsletter Started, May 2020 April 2025 A minimum of 12 School
Newsletter once per whole-School Committee, house First issue Published Newsletters published
trimester to showcase activities, within the School published in May Quarterly between May 2021 and AS
research, teaching and celebrating EDI Committee, AD 2021. resubmission in April 2025.
other activities, celebrate achievements and for EDI, SAT
achievements, highlight signposting staff to Organisation and
publications, grant events, training, Culture Working
success, training and other Group
opportunities, comings resources and
and goings, and any opportunities.
further School news.
Collate gender
disaggregated data on
112submissions to the
Newsletter and ensure
gender balance in the
reporting of such School
success stories.
5.1.16 As a part of P4G Despite an increase HoS, Associate To commence Annual Every staff member to
development plans […] in the uptake of Deans for Subject, again in line with First report of attend a minimum of one
staff engagement in training in the Heads of Subject, launch of P4G two year bank training, development, or
training, development, review period Director of the process in June of data for networking event per
and networking activities research by the School Office, 2022 Athena SWAN annum and report of same
and events across the SAT reveals that Senior Programme resubmission in P4G meeting.
university will be awareness of Administrators will be Annual InfoHub reporting of
monitored on an annual training can still be available from staff attendance at events.
basis. improved within June 2024. Report to Head of School
SPHPSS. and Director of the School
Office. Promotion of
training and events to be
emphasised by line
managers and research PIs.
Target:
All staff to attend 1 event.
5.1.17 a) Where shortfalls are SPHPSS needs to HoS, Associate To commence Annual Targets:
identified in relation provide an Deans for Subject, again in line with First report of In the next AS survey
to the Development individualised Heads of Subject launch of P4G two year bank (2023),
Framework that can assessment of process in June of data for a) >75% of academic staff
be addressed through training and 2022 Athena SWAN being encouraged to take
training, during professional resubmission part in training (facilitated
annual P4G development will be through P4G meetings and
conversations, the needs on a regular available from planning)
P4G reviewer and basis. June 2024. a) Staff reporting having
reviewee will make a benefitted from
plan for such training Baseline: developmental coaching
into the upcoming Only ~50% (53%, F and guidance increased by
academic year. 47%, M 67%) of 100% to F 60%, M 60%.
respondents to the
113b) Where shortfalls are SPHPSS staff survey b) defined % FTE allocated
identified that cannot reported being to staff training in new
be directly addressed aware of training Workload Allocation Model
through training, P4G opportunities on (by January 2022).
reviewers will request offer. b) 100% of academic staff
that, where feasible, agree that issues raise
the HoS realign the Only 29% (F 29%, concerning their workload
reviewee’s School M 30%) of staff will be dealt with.
roles facilitate report having b) 0% of academic staff
academic progression experienced career ‘Strongly Disagree’ that
through skills success based on issues raised concerning
development in the developmental their workload will be dealt
form of direct coaching. with.
contribution to the c) >75% of staff reporting
School. 44% (F 43%, M that allocation of workload
c) Collect data on 44%) of academic is mapped to promotions
promotions across staff reported that criteria.
SPHPSS disciplines to allocation of c) 100% of staff agree that
ensure workload was “People are promoted on
underrepresented mapped to merit, irrespective of
genders in each of promotions gender”.
the disciplines are criteria. c) Achieve 0% of staff
also and achieving reporting strongly
promotions in these Only 13% of disagreeing with the
areas. Where gaps academic staff statement: “I receive
occur, leverage agreed that encouragement from my
promotions actions to “Issue[s] I raise School to apply for
specifically target regarding my promotion”.
these groups. workload will be c) 0% of faculty report being
Monitor data dealt with”. (F 15%, not encouraged to apply for
annually and evaluate or n=2 of 13, M promotion.
impact of actions. 10%, or n=1 of 10).
n=4 (3 F, 1 M)
members of staff
strongly disagreed
114with the
statement:
“I receive
encouragement
from my School to
apply for
promotion”.
n=1 female faculty
response to survey
indicated that they
did not apply for
promotion because
they were not
encouraged to.
5.1.18 Continue to collaborate Delivery of annual College VP for EDI, August 2020 September 1 successful promotions
on and contribute to the support for AD for EDI, 2021, and presentation from a
design and delivery of the promotions Associate Deans for annually member of SPHPSS staff at
now annual College-level preparations and Subject, Heads of thereafter annual College workshops.
faculty promotions applications is Subject Progress reported to School
workshops. Where a needed to support EDI Committee and Sport
successful promotions faculty to make and Performance subject
case is available within career transitions. group.
the School, this person A report on this School-level
will be encouraged by the Baseline: contribution to College
Head of School and 1 F and 1 M faculty faculty promotions
facilitated by their Head member presented workshops to be uploaded
of Subject to share their at College to the School’s EDI webpage
promotions success story promotions and the Autumn edition of
with the wider college. workshops in 2020. the School Newsletter.
5.1.19 To enhance faculty Consistent and HoS, Heads of August 2021, in January 2023 Promotions process and
understanding of the readily available Subject, Director of line with the next FAQs page on website by
promotions process and supports for staff the School Office, iteration of December 2021;
reduce uncertainty about making a Senior Programme College-level Identification of successful
readiness for making a promotions Administrators applicants and sharing of
115promotion application, a application are promotions applications by June 2022;
bank of resources is needed. workshops peer review panel set up in
needed at a School level. School by June 2023;
Support resources Baseline: available bank of successful
include: < 50% of staff (F applications December
a) Launch and regularly 39%, M 59%) 2023.
update the School’s respondents to
website with a survey answered Targets:
promotions process questions about Increase in the proportion
and FAQ page; promotion. of staff respondents to
b) Identify successful survey who answer
applicants at different 70% (F 62%, M questions about promotion
academic grades who 80%) of these staff (both genders to 75%)
would consent to respondents
sharing their reported Increase in the proportion
successful understanding the of staff respondents to
application; promotions survey who answer
c) Establish a peer process questions about promotion
review process which reporting that they
can bring together a n=4 (3 F, 1 M) understand the process (to
panel of ‘critical members of staff >90%)
friends’ that have strongly disagreed
been involved in with the An increase in satisfaction
promotions statement: with promotions supports
applications (as “I receive (as assessed in the staff
applicant and or encouragement survey – new baseline data
reviewer) to support from my School to to be established in June
applicants at a School apply for 2021).
level; promotion”
d) Create a bank of such Achieve 0% of staff
sample applications, reporting strongly
ensuring gender disagreeing with the
representation, statement: “I receive
applications with encouragement from my
difference career School to apply for
trajectories, and
116caring promotion” (in survey
responsibilities. 2023).
New questions on
satisfaction with College
promotions workshops and
training will be included in
next AS survey in 2023 to
measure and set target.
5.1.20 Staff unsuccessful in Unsuccessful HoS, Heads of September 2019 First report of All unsuccessful staff have
application for promotion applicants for Subject three year had a meeting and a
will all receive direct and promotion require bank of data development plan has been
targeted support from the targeted support for Athena put in place as measured in
HoS, their line- for development SWAN next AS survey (2023)
manager/Head of Subject planning to enable resubmission A minimum of 70% of staff
to work towards the next them to progress will be will re-apply within one
application. To this end, in towards a available from year; female:male ratio of
the month immediately resubmission of December staff re-applying is similar to
after application decision, the promotions 2023. gender ratio in staff
applicants will: application. unsuccessful in application
a) Meet with their HoS, for promotion (measured
line-manager/Head of Baseline: over duration of the coming
Subject to discuss the Only 29% (F 29%, AS review period).
feedback; M 30%) of
b) Agree a development academic staff Sub target:
plan aimed at the report having Staff report having
achievement of key experienced career benefitted from
promotions criteria success based on developmental coaching
milestones, for which developmental and guidance increased by
training and coaching. 100% to F 60%, M 60%.
development
opportunities will be
and workload
allocation will be
adjusted, where
necessary.
117Career Development: Academic Staff
5.3.1 P4G process to include Training HoS, Associate In conjunction with December Targets:
review of training needs opportunities on Deans for Subject, P4G process June 2023 and a) and b)Opportunities as
against the UCD offer: 86% of Heads of Subject, to September 2021 thereafter measured in next AS survey
Development Framework female researchers Director of the annually (2023)
for Faculty and for other and 40% of males School Office >75% of staff being
staff specific to employee answered being encouraged to take part in
grade that would help encouraged, 37% training (facilitated through
staff progress their of academics and P4G meetings and planning)
careers 73% of professional c) defined % FTE allocated
a) Include individual support staff. to staff training in new
review of training Workload Allocation Model
needs that would (January 2022)
help staff progress
their careers.
b) Every staff member
to attend a minimum
of one training,
development, or
networking event per
annum and report of
same in P4G meeting.
c) Head of School and
line manager to
enable training via
workload allocation.
5.3.2 Include a link to the ~50% (53%, F 47%, Grant managers January 2022 June 2022 A minimum of 70% (both
Postdoctoral researcher M 67%) survey and research genders, no less than 60%
development plan in the responses by PDR project PIs for either gender) of
Induction pack and as an reported being postdoctoral research staff
item on the Induction aware of training report being aware of
checklist by June 2021 opportunities on training as measured in next
(See AP 5.1.2): offer. AS survey (2023).
Induction checklist to be
completed and
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