University of Galway: Open for Business/IUA request/Office of the Vice-President of Equality Diversity and Inclusion
The Office of the Vice President for Equality, Diversity, and Inclusion (EDI Office) was developed in 2016 with a focused remit on monitoring and developing equality practices within the University of Galway. Our journey began as a response to significant issues of inequality and discrimination in tandem with a clear need articulated by our staff and students to progress equality within our campus community. The concept of openness is a proactive, institution-wide commitment to equality, diversity, and inclusion (EDI) across all facets of university life. Openness is an enshrined value in our University of Galway Strategy, in addition to values of Respect and Belonging. This encompasses not only equitable access to education and employment but also the cultivation of an environment in which all individuals, irrespective of identity, can engage fully with respect for our differences and experience a genuine sense of belonging.
The EDI Office’s progression towards openness has undergone considerable evolution in the 10 years since its development. Our work is informed by national and international best practice across Irish higher education and reflects our understanding that embracing the diversity of our people, perspectives and lived experiences is fundamental to distinctive research, exceptional education and transformative student experiences. Anchored in Ireland’s legislative framework, including the Employment Equality Acts (1998-2015), the Equal Status Acts (2000-2018), and the Public Sector Equality and Human Rights Duty (2014), the University recognises its responsibility not only to prevent discrimination, but to proactively promote equality, protect human rights and foster meaningful inclusion across all areas of university life. This development has necessarily been shaped by wider societal and governmental imperatives, including heightened recognition of systemic inequality, particularly in relation to gender, race and ethnicity and increasing legal requirements regarding universal design and accessibility within higher education.
University of Galway sits at the heart of Ireland's most diverse city in a unique bilingual region. The University community reflects the increasing diversity of our society and our profile as a globally connected and research-intense university. Furthermore, the diversification of the university community within Ireland has underscored the necessity for robust, inclusive structures. Competitive dynamics within higher education, particularly with regard to attracting and sustaining international talent, have further incentivised the University to be both inclusive and progressive.
Actions Taken
Since the creation of the EDI Office in 2016, the University has taken a data-driven, positive action approach to uncovering and addressing issues of equality and inclusion. The EDI agenda has broadened considerably, moving from a primary focus on gender equality to a more complex and comprehensive strategic and operational infrastructure in line with legislation, policy and best practice. EDI programmes of work are now supported by dedicated leadership, resources, and internal and external accountability mechanisms. The EDI Office now operationalises its remit through five principal programmes: gender equality, race equality, universal design and accessibility, sexual violence and harassment prevention and response, and university of sanctuary including student scholarships. These programmes are all underpinned by an awareness of intersectional inequality.
Through the gender equality programme, the University has implemented structured action plans since 2016, focusing on enhancing representation in decision making bodies and leadership roles, supporting leadership development, and addressing systemic barriers to career progression, including focus on caring responsibilities. The race equality programme is guided by a dedicated framework and action plan, emphasising anti-racist practices across similar domains to our gender equality plan in addition to awareness-raising initiatives, and curricular reform to foster inclusive teaching and learning environments. Accessibility initiatives are underpinned by the principles of universal design, moving towards a campus and community where learning, physical and digital infrastructure, and institutional services are accessible to all, particularly informed by people with disabilities. The programme addressing sexual violence and harassment prioritises prevention, awareness, and provision of support, underpinned by a comprehensive policy infrastructure.
These programmes are complemented by enabling initiatives. A comprehensive staff training portfolio includes modules on unconscious bias, equality legislation, and inclusive pedagogical practices, equipping staff and students with the knowledge and competencies necessary to enact EDI in their professional roles.
The EDI Project Fund further reinforces these objectives by providing financial support to enable staff- and student-led initiatives. Projects supported through this fund often focus on inclusive curriculum development, engagement with underrepresented groups, and amplifying marginalised voices. This bottom-up approach ensures that EDI practices are not only policy-driven but also informed by community perspectives.
Structural and cultural reforms have also been prioritised. Governance mechanisms, including dedicated committees, oversee EDI implementation, and equality considerations are increasingly embedded within strategic planning and decision-making processes. Engagement is additionally promoted through collaboration with staff networks, student groups, and academic units, supplemented by events and awareness campaigns.
Impact and Outcomes
The Office’s initiatives have yielded measurable impact across multiple domains. Specific outcomes include positive changes in the gender profile of our academic staff cohort with more women in senior lecturer and professorial positions. Our grants for research have supported academic career progression and the establishment of the Researcher Development Centre has made a notable difference to research staff. Our gender pay gap has decreased substantially since we began measuring in 2018. Within the campus and workplace culture, there has been a discernible increase in awareness, engagement, and dialogue informing practice on issues of equality and inclusion.
Beyond the institution, the EDI Office’s work contributes to broader societal objectives. Initiatives such as targeted support for underrepresented groups and anti-racism campaigns extend the university’s impact into the wider community, reinforcing its role as a socially responsible entity.
Lessons Learned
The University of Galway’s experience over the past 10 years has allowed us to learn and move forward from both our challenges and our successes. We have gained several key insights that might be useful for others starting on this journey.
First, meaningful change requires appointing leaders and allocating dedicated resources to drive sustained, long-term commitment; cultural transformation cannot be achieved through isolated initiatives and must be embedded across all organisational strata. Second, adopting an intersectional lens is essential. Recognition of overlapping forms of disadvantage allows for more nuanced and effective interventions. Third, engagement is critical. Success depends upon active participation from your organisation and your leadership, alongside clear communication and shared accountability for EDI outcomes.
Fourth, having comprehensive evidence base informed by quantitative and qualitative data is a core requirement. This is critical to identifying the specific issues and barriers, developing appropriate and targeted responses, tracking and reporting on progress, measuring impact and outcomes.
Our challenges have included achieving consistent implementation across our diverse internal units and navigating complex and sensitive issues, such as racism and harassment. Nonetheless, these challenges have catalysed innovation and deeper engagement. Notable successes include robust participation in training initiatives, heightened awareness of EDI issues, and the integration of inclusive principles into institutional governance and strategy. In addition to securing a Silver Athena Swan Award, alongside the Race Equality Mid-Term Report demonstrating that 85% of actions are either complete or progressing as planned, represents an important milestone in our ongoing commitment to advancing equality and fostering an inclusive culture.
Future Commitments
Looking forward, the EDI Office is committed to further embedding EDI across all institutional functions and this work is supported by our EDI Strategy 2026-2030. Continued priorities include strengthening intersectional approaches, enhancing data-driven decision-making, and sustaining investment in training and capacity-building, and we have outlined five key Goals for the next five years.
There is a continued focus on advancing race equality and universal design, alongside the expansion of support for inclusive pedagogical practices. Initiatives such as the EDI Project Fund will continue to stimulate innovation and community engagement.
These efforts contribute to Ireland’s broader aspiration to be recognised as an open and welcoming society. By demonstrating best practice within higher education, the University of Galway plays a pivotal role in shaping national progress in this domain.
Looking Beyond the Institution
At a moment when the global landscape for human rights is increasingly unstable and contested, the University of Galway recognises equality, diversity and inclusion as foundational to its mission and values. Universities play a vital role as spaces of critical inquiry, ethical leadership and social imagination. A strong EDI strategy signals a commitment not only to safeguarding the rights, dignity and wellbeing of all members of our community, but also to cultivating a culture of belonging where difference is respected and valued. By embedding EDI across our academic, professional and civic activities, the University of Galway affirms its role as a progressive public institution committed to social justice, democratic principles and a more equitable future.
The University of Galway approach exemplifies how organisations can counter divisive narratives and reinforce social cohesion. Through education, research, and public engagement, the University fosters evidence-based understanding and inclusive dialogue. Inclusion and openness is being fostered through leadership excellence and embedding inclusion by design across strategy, policy, and practice. We also strive to cultivate meaningful representation and engagement in decision-making and governance, aspiring to be a participatory institution that reflects and responds to the diversity of the communities it serves. The University works to foster an equitable campus culture where all people feel safe, valued, empowered and able to thrive – which impacts our staff and students as they progress in their work and studies.
Embedding EDI within strategic frameworks, supporting underrepresented groups, and promoting transparency and accountability in decision making are key objectives for any organisation wishing to develop an open and inclusive environment. The EDI Office at the University of Galway demonstrates how such practices can be operationalised and resourced at a strategic level, contributing not only to institutional success but also to Ireland’s reputation as a diverse, inclusive, and forward-looking society.