Athena SWAN Ireland Charter

The Athena Swan charter launched in the Republic of Ireland in early 2015. The extension of the charter to Ireland was made possible through funding from the(opens in a new window)Higher Education Authority (HEA), which covers applications to the charter from 26 higher education institutions. Engagement with the charter is a key pillar of Ireland’s national strategy for gender equality with progress linked to institutional eligibility for funding from Ireland’s major research agencies. All of Ireland’s universities and institutes of technology and several colleges participate in Athena Swan Ireland and there are currently (opens in a new window)112 award holders (19 institutions, 68 departments) as of December 2022.

A revised Athena SWAN Ireland charter was introduced in 2022 following a consultation and review process and whilst the main emphasis continues to be on gender equality, the scope has extended to encompass the broader EDI structures and to allow for other equality grounds to be considered as well as intersectionality where viable. This charter is also more comprehensive and inclusive where students and professional, managerial and technical staff in Colleges and Vice-President areas are included in a much more prominent way.

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:
   • embedding equality, diversity, and inclusion in our culture, decision-making and partnerships, and holding ourselves and others in our institution/department/professional unit accountable.
   • 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.
   • collecting equality monitoring data to measure, understand and publicly report on challenges and progress, taking steps when necessary to support and encourage disclosure.
   • undertaking transparent self-assessment processes to ensure priorities, interventions and actions are evidenced-based and inform our continuous development.
   • 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.

Please click (opens in a new window)here for more information

UCD's commitment to the Athena Swan Ireland Principles can be found here.