Embedding Inclusive Gender Equality in an Academic Institution Over Time: A Case Study

Abstract

This case study outlines and explores how we have leveraged a gender equality charter framework (Athena Swan) to progress and sustain culture and organisational change within a university context in Ireland. Addressing and progressing gender equality (GE) in higher education institutions (HEIs) and research performing organisations has been a focus at European Commission and Union levels and manifests through a range of reports, research funding eligibility requirements and awards. At a national or European Union Member State level a range of stimulants and requirements have been instigated to further develop this agenda, and state targets have been put in place that all Irish HEIs must meet, including, for example, a target of 40% female full professors by 2024, gender balance on key decision-making committees, and obligations to report annually on our Gender Pay Gap. This case study on Trinity College Dublin, an inaugural European Commission Sustainable Gender Equality Award recipient (2023) and an Athena Swan Institutional Silver Award holder (2023), outlines the experiences, results, challenges and impacts of implementing our Gender Equality Plan (GEP) at both institutional level and across our distributed university (3 Faculties, 24 Schools, and across all professional services). It adopts a national and European policy into practice approach where the macro-level drivers are unpacked at local/university level to clarify the operationalisation approach required and implemented and the subsequent ramifications, both positive and negative. We emphasise how alignment of school-level Athena Swan work with institutional strategies is key to progress (e.g. moving from 12% female full professors in 2008 to 37% in 2024, and the election of the first female Provost and President in 2021). This is explored alongside the adoption of internal review processes to further support quality control, involving the Equality, Diversity and Inclusion (EDI) Office, Human Resources (HR) and external reviewers, as part of the charter award application process. We introduce the Trinity Athena Swan Champions Network, which serves as a critical peer learning and support source and a community of practice with multiplier effects across the university. In addition, intersectional considerations and changing legislative and funder requirements during this time have required dynamic and creative responses to addressing gender equality within the university.