UCC EQUAL OPPORTUNITIES AND DIVERSITY POLICY
EQUAL OPPORTUNITIES
Policy Statement:
University College Cork is committed to working towards equality of opportunity in all aspects of
its business for staff and students.
Equality of opportunity is the right of all persons to receive fair, equal, and non-discriminatory
consideration in access to and the processes of education and employment, irrespective of
characteristics including, but not limited to, gender, marital status, family status, sexual
orientation, religion, age, disability, race or membership of the Traveller community.
The University believes that commitment to principles of fairness and respect for all helps create a
climate that is favourable to the free and open exchange of ideas, the betterment of the University
and society at large, and the welfare of staff and students. UCC endeavours to ensure that all of its
activities are governed by principles of equality of opportunity, and that all staff and students are
encouraged to achieve their full potential.
UCC is committed to promoting equal opportunities in education and employment in recognition of
the principles of equity and social justice and in conformity with the spirit and intent of equality
and anti-discrimination legislation. The University accepts its responsibility in relation to these
rights for people while they are engaged in activities undertaken as part of their study or their
employment with the University.
The University recognises the rights of individuals and groups to be free from discrimination and
harassment on the grounds of gender, marital status, family status, sexual orientation, religion,
age, disability, race or membership of the Traveller community. Discriminating against or
harassing a person on these grounds, or due to personal association with a person who could be
discriminated against on one of these grounds, will not be tolerated by the University.
University College Cork affirms the right of all staff and students to work and study in an
environment free from harassment and bullying. The University's Staff Harassment and Bullying
Procedures as set out in the Duty of Respect and Right to Dignity Policy or the appropriate student
procedures will be applied to any reported instances of harassment or bullying.
STATEMENT ON DIVERSITY AND COMMUNITY
University College Cork is a community devoted to learning. UCC actively seeks students and staff
of exceptional ability and potential who shares in the commitment to excellence in teaching and
scholarship, and who will bring a diversity of viewpoints and cultures. By incorporating a broad
range of human experiences and a rich variety of human
perspectives, the University community enlarges its capacity for learning, enriches the quality and
texture of campus life, and better prepares students for life and leadership in a pluralistic society.
As a community, UCC respects the dignity, individuality, and freedom of each member. At the
same time, the University strives to be a place where individuals and groups learn with and from
each other. UCC aims to foster a sense of shared experience and common purpose, along with a
collective responsibility for each person’s well-being and for the well-being of the University as a
whole.
Although acknowledging the difficulties inherent in creating a community of individuals who are
different from each other, UCC remains committed to both diversity and community in a context of
excellence. UCC seeks to enable all members of this community to pursue their educational,
scholarly, and career interests in an environment that recognises both the distinctiveness of each
person's experience and the common humanity that unites us all, and permits us to take full
educational advantage of the variety of talents, backgrounds, and perspective of those who study
and work in the University.
This policy forms the basis for a range of specific equal opportunities policies, procedures and
statements. These include the Code of Practice on the Employment of People with Disabilities, the
Duty of Respect and Right to Dignity Policy, the Gender Representation on Interview Boards Policy,
The Equality Aspects of Interview Policy, the Guideline on Non-discriminatory Interview Practices,
the Access Programme Policy, the Equal Opportunities Policy for Students with Disabilities, Student
Rules, and further policies as they are developed.
GENERAL AIMS:
In its responsibility for all members of the University community, the University aims to:

Ensure that there is no discrimination against any individual or group of students or staff,
in access to University facilities

Implement policies, procedures and programmes that ensure opportunities are available
equitably to all

Take all reasonable steps to identify and eliminate unlawful direct, indirect and systematic
discrimination from its structures and practices

Establish and maintain mechanisms within the University to deal with complaints
concerning discrimination and harassment

Educate the University community on the general goals and philosophy of equal
opportunities together with the rationale for policies and practices which are adopted

Provide the University community with information about the University's condemnation of
harassment and to provide assistance and support to those who have experienced
harassment

Continue to work towards the provision of child care to meet the needs of its members

Ensure that all University policies, procedures and official documentation and publications
accord with equal opportunities principles and are amended as necessary to this end

Eliminate sexist and other discriminatory language from all University publications and
discourage the use of such language in published and unpublished material

Encourage staff and students to adopt an inclusive language and presentation style which
positively reflects and supports the cultural diversity of the University community

Build a multidimensional, diversified workforce reflective of the wider community

Foster leadership that promotes an accountable, highly participatory, effective institution
of higher learning at all levels

Make information accessible to all students and staff members by communicating it in a
variety of formats as necessary

Provide appropriate training programmes to support this policy
Implementation of this policy will use education and conciliation as the principle means to
eliminate discrimination and in the resolution of complaints. An essential element in the
implementation of this policy is raising the awareness of all members of the University about
principles of equity and social justice.
EMPLOYMENT
As a matter of legislation and as a matter of University policy, UCC provides equal opportunities to
all employees and applicants for employment in access to employment, conditions of employment,
training or experience for or in relation to employment, promotion or re-grading, or classification
of job, and in other employment decisions without discrimination on grounds of gender, marital
status, family status, sexual orientation, religion, age, disability, race or membership of the
Traveller community.
The University reserves the right to implement positive action programmes in accordance with the
Employment Equality Acts 1998 and 2004 and to invoke exemptions allowed for under these Acts,
including, but not limited to, taking action to comply with the Employment Permits Acts 2003 ands
2003 ands 2003 and 2006, the Protection of Young Persons (Employment) Act 1996, the National
Minimum Wage Act 2000 and the Redundancy Payments Acts 1967 - 2003.
In employment, the University aims to:

Ensure that all applicants for employment at the University are treated fairly on the basis
of their merits, abilities, qualifications and suitability for appointment and that
appointment procedures do not discriminate on the basis of criteria which cannot be
justified by the demands of the post

Ensure that all employees of the University are trained, appraised, given access to relevant
work experience, promoted and otherwise treated on the basis of their relevant merits,
qualifications, abilities and experience

Establish and maintain appropriate mechanisms whereby staff or job applicants who feel
that they have been unfairly treated can have their complaints investigated

Integrate principles of equal opportunities and practical examples of their application into
all training programmes for staff with managerial responsibilities

Maintain and develop programmes to accommodate disadvantaged staff or staff with
disabilities, adjusting the work environment and procedures where necessary

Identify, develop, and support positive action measures to ensure that all members of staff
have equal opportunities, and, where appropriate, encouragement, to obtain employment,
promotion, and further education and training for personal and career development

Consult with staff and representative associations, where appropriate and practicable, on
issues relating to equal opportunities and to encourage both the involvement of the
University community in, and the commitment to, the promotion of equal opportunities

Ensure that this policy is made known to all employees.
EDUCATION
UCC seeks to admit students of the highest academic potential. Except in relation to positive action
programmes admissible under legislation, students are selected for admission without
discrimination on the grounds of gender, marital status, family status, sexual orientation, religion,
age, disability, race or membership of the Traveller community.
It is the policy of the University, as far as practicable, to admit all applicants who fulfil the
minimum academic requirements for its courses and programmes. Recognising, however, that the
resources available to the University may limit the number of places available in each programme,
the University will allocate the places available in a fair manner, in accordance with published
regulations, procedures and criteria and, in the case of admission to the first year of undergraduate programmes, in accordance with such agreements as are for the time being in place
between the University and the Central Applications Office.
The University supports government policy and commitments to removing barriers to the full
participation of disadvantaged groups in higher education. Recognising that educational
disadvantage is linked to factors such as ethnic or social or economic circumstance, gender,
disability, age or residence in a rural or isolated area, the University undertakes to act so as to
enable people disadvantaged in this way to overcome these
barriers. Such access programmes will be instituted in accordance with positive actions and
exemptions allowable under the Equal Status Acts 2000 - 2004.
The University will, as far as practicable, extend equality of treatment to citizens of all member
states of the European Union and will recognise the official examinations of all member states for
the purpose of assessing the educational attainment of applicants. The University will, as far as
possible, extend equality of treatment to applicants who are not citizens of a member state of the
European Union, but, recognising the substantial contribution of the Irish exchequer to the funding
of the University, may charge additional fees to such applicants if they are admitted to the
University as allowed under the Equal Status Acts 2000 – 2004. The University may also reserve
places for international students who are attending the University under a student exchange
programme and award sponsorships, scholarships, bursaries and other awards which have been
established through history and tradition as it sees fit.
In its responsibility for education, the University aims to:

Ensure that principles of equal opportunities apply to admissions, to the curriculum,
teaching and assessment, to welfare and support services, and to staff development and
training

Provide equal opportunities to all students in regard to student activities and facilities

Continue, develop and extend programmes for the admission of disadvantaged groups

Take positive steps to provide support for members of disadvantaged groups once they are
admitted to the University

Provide student welfare services with adequate numbers of staff who are qualified to
provide professional advice and support for students in difficulty, in so far as resources
permit

Provide an environment where all disciplines at under-graduate and post-graduate level
are accessible to both women and men

Maintain and develop programmes to accommodate students with disabilities, adjusting
where necessary the learning environment or procedures. Details of supports available to
students with disabilities are available from the Disability Support Office

Ensure that the University, through its courses, develops an awareness and acceptance of
the principles of equal opportunities in graduates and members of the University so as to
promote the elimination of inequality of opportunity in society

Encourage faculties to acknowledge that gender and ethnicity enter into the construction of
knowledge and to take account of this in the process of curriculum planning

Develop and maintain a code of behaviour for students and for the maintenance of
discipline and good order, and ensure that the code is observed and that disciplinary
procedures are implemented with fairness and in accordance with the principles of natural
justice

Ensure that membership of all student clubs and societies is open to all students and that
clubs and societies conduct their activities in accordance with student rules, University
policy and procedures, and equality legislation

Allocate resources to student clubs and societies fairly and in accordance with the
principles of this policy.
COMPLAINTS
Violation of this policy can result in serious disciplinary action up to and including expulsion for
students or dismissal for employees.
Retaliation that is conduct constituting any interference, coercion, restraint or reprisal against a
person complaining of discrimination or participating in the resolution of a complaint of
discrimination, is considered a violation of this policy and a disciplinary offence.
Prevailing upon management, trade unions, colleagues or students to practise unfair discrimination
or to act in a way which is contrary to the spirit of this policy is considered a violation of the policy.
Violation of this policy is a disciplinary offence and staff or student disciplinary procedures may be
applied as appropriate.
Any individual with a concern, grievance, or complaint of discrimination or retaliation under this
policy should utilise the appropriate procedure from those available:

Campus Watch Committee;

Student Discipline Committee;

Student Ombudsperson;

Staff Policy on Duty of Respect and Right to Dignity or;

Staff Grievance Procedure.
Advice on which procedure is appropriate may be sought from the Equality and Welfare Officer,
Department of Human Resources (telephone 021-4903409) or from the Student Welfare Officer in
the UCC Students Union (telephone 021-4902128).
RESPONSIBILITIES AND RESOURCES
All staff and students are responsible for ensuring that they are familiar with and comply with the
UCC Equal Opportunities and Diversity Policy and that equal opportunities principle are respected.
Officers and members of the Students Union are responsible for ensuring that the policies and
practices of the Union comply with the provisions of the 1997 Universities Act and
equality legislation, and for ensuring that in elections to representative positions in the Union and
on University bodies, all students have an equal right to vote and to stand as candidates.
Officers and members of student clubs and societies are responsible for ensuring that the policies
and practices of the clubs and societies comply with the provisions of the Universities Act 1997 and
equality legislation, and do not discriminate unfairly against individual students or particular
groups of students. They also have responsibility for ensuring that posters and other publications
of the clubs and societies do not contain words or images which are intimidatory or offensive to
other members of the University community and that they conform to the norms of good taste.
Each Head of College, supervisor and Head of department, centre or unit is responsible for
familiarising themselves with this policy and ensuring that educational and employment decisions
are made and implemented in accordance with the University's equal opportunities policy. All
persons involved in decision-making, including members of Colleges, boards and committees, shall
act in a non-discriminatory manner. Heads of College, departments, sections and units are
accountable for ensuring that the workplace and study environment are safe and free from
discrimination on the grounds covered by this policy.
The Department of Human Resources is responsible for developing, co-ordinating, and
implementing policies and procedures for ensuring that the institution complies with all applicable
national legislation and regulations in relation to equal opportunities in employment, and for
monitoring that compliance.
By order of the President, the University maintains the Committee on Equality of Opportunity,
charged with the following remit: 'to advise on the formulation, implementation and monitoring of
a programme of positive action in pursuit of equality of opportunity within the College, and to
make an annual report to the Governing Body'.
The University will maintain the post of Equality Officer, the duties of which will include the
facilitation of the implementation of the University's policy in regard to staff and support for the
Committee on Equality of Opportunity in its role of monitoring the implementation of the policy
and compliance with relevant legislation.
The University will maintain the post of Disability Support Officer, the duties of which will include
the development and maintenance of supports for students with disabilities.
The University will maintain the post of Access Officer, and other such posts as may be necessary
for the implementation of its access policies and support programmes, as resources permit.
University College Cork will produce, and periodically review, guidelines and codes of practice on
specific activities in order to ensure that practices throughout the University reflect the principles
of this policy.
The Committee on Equality of Opportunity shall review the University's Equal Opportunities policy
annually as part of its annual report to the Governing Body.
This policy will be available to staff and students via the usual distribution mechanisms.
For further information on Equality and Diversity in UCC, please log onto the Equality web pages
on http://www.ucc.ie/en/hr/equality/equality/
Updated February 2008