Athena Swan
Athena Swan at NCAD
.jpg)
NCAD is working towards obtaining an Athena Swan institutional award. A Self-Assessment Team (SAT) was appointed in 2021 to conduct a thorough assessment of our progress towards gender equality.
Athena Swan Ireland Principles
The charter principles are the commitments that underpin Athena Swan Ireland and articulate the shared goals that all charter participants agree to upholding. The principles act as the foundation for the Ireland charter, with all other elements of the framework – including criteria, application and assessment – aligned to these commitments and the values enshrined within them.
In committing to the principles of the Athena Swan Ireland charter, we recognise that we join a global community with a shared goal of addressing systemic inequalities and embedding inclusive cultures in higher education.
We acknowledge that equality, diversity and inclusion strengthens higher education communities—the quality, relevance and impact of teaching and research, and the talent pool of potential staff and students.
By participating in the Ireland charter framework, we strive for impactful and sustainable gender equality work in higher education institutions and seek to build capacity in evidence-based equality interventions across the equality grounds enshrined in Irish legislation.
We recognise that each institution, department, and professional unit has different equality challenges and development priorities, and that these priorities should be developed based on an understanding of the local evidence-base and national and global equality challenges in higher education.
In determining our priorities and interventions, we commit to:
1. adopting robust, transparent, and accountable processes for Athena Swan work, including:
a. embedding equality, diversity, and inclusion in our culture, decision-making and partnerships, and holding ourselves and others in our institution/department/professional unit accountable.
b. ensuring active leadership from senior staff, with those in senior roles at the forefront of taking action, and inspiring and fostering dedication and involvement from staff at all levels.
c. collecting equality monitoring data to measure, understand and publicly report on challenges and progress, taking steps when necessary to support and encourage disclosure.
d. undertaking transparent self-assessment processes to ensure priorities, interventions and actions are evidenced-based and inform our continuous development.
e. distributing tasks appropriately, formally recognising and rewarding work and ensuring there is not a disproportionate burden on underrepresented groups.
2. making and mainstreaming sustainable structural and cultural changes to remedy the effects of structural inequalities and social injustices, which manifest as differential experiences and outcomes for staff and students.
3. tackling behaviours and cultures that detract from the creation of an institutional campus culture that is safe, respectful and supportive, including condemning sexual violence and harassment, bullying, discrimination, unfair treatment, or exploitation of staff, students or partners.
4. addressing unequal gender representation across academic disciplines and professional, managerial and support functions, including examining gendered occupational segregation, and elevating the status, voice, and career opportunities of under-valued and at-risk groups.
5. fostering collective understanding that intersectional inequalities must be accounted for in the development of effective equality analysis and actions.
6. mitigating the equality impacts of short-term and casual contracts for staff seeking sustainable careers.
7. supporting flexibility and the maintenance of a healthy ‘whole life balance’ and mitigating the equality impact of career breaks and caring responsibilities.
8. fostering collective understanding that individuals have the right to determine and affirm their gender, and to implementing inclusive and effective policies and practices that are cognisant of the lived experiences and needs of trans and non-binary people.
Contact: rooneyl@staff.ncad.ie
