After your name in your email signature, include your pronouns [she/her, he/him, they, them]. For example:

• Dr J. Bloggs [she/her] (opens in a new window)what's this?
• Associate Professor, School of Medicine, 
• University College Dublin

The policy and guidelines affirm diverse gender identities and provides resources and guidance for employees to provide trans students and staff should they require your support.

Read more about gender identity and expression (opens new window).

Request UCD’s LGBTI Initiatives and Policies, LGBTI Staff Network, LGBT Student Society are included on your School/Unit’s website.

It is against the law to discriminate directly or indirectly against a person on the grounds of sexual orientation and gender identity.  

The Employment Equality Acts (2015) outlaw discrimination on the ground of sexual orientation and gender identity.  

Gender Identity Act 2015 provides a process enabling trans people achieve full legal recognition of their preferred gender and allows for the acquisition of a new birth certificate that reflects that change.  

An inclusive culture requires us to not be bystanders.  Respond to anti-LGBTI or biased comments, so-called banter or innuendo when you encounter it.

This might mean providing an alternative and more inclusive viewpoint or querying a negative comment in a conversation and challenging biased opinions or perceptions of LGBTI people. In some instances, it may mean talking to the person  one-to-one rather than in a group.

It could be highlighting UCD’s commitment to LGBTI inclusion in the Equality, Diversity & Inclusion Strategy, UCD’s Gender Identity and Expression Policy, UCD's Dignity & Respect Policy or the laws that protect LGBTI people in Ireland. Foster an inclusive culture by having a zero tolerance for anti -LGBTI language and biases. Everyone has a responsibility to foster and maintain a welcoming, affirmative and inclusive culture for all staff.

UCD is a diverse community of colleagues and students. Don't assume everyone is heterosexual or that their gender identity corresponds with their birth sex.  

Consider using neutral language.  Asking about a partner rather than a wife/husband girlfriend/boyfriend. Catch yourself if you find you are reverting to stereotypes or biases about LGBTI people. Take a moment to enhance your knowledge of inclusive terminology. (opens in a new window)Explore this glossary of terms.

• Join the LGBTI Staff Network (The network is open to both LGBTI employees and colleagues who are not LGBTI and are often referred to as ‘straight allies’ and want to show their support for LGBTI inclusion.  The network holds a mixture of initiatives, some of which are open to all staff and some which are intended for LGBTI employees.
• Visibly Celebrate a LGBTI awareness day (E.g. LGBTI History Month (February), IDAHOBIT (May), Pride Month (June), Intersex Awareness Day (October) Transgender Awareness Week (November
• Attend University LGBTI Inclusion webinars and events published in UCD’s Ezine

If a colleague or student ‘comes out’/ discloses their sexual orientation, gender identity or sex to you, thank them for sharing this with you. Don’t share this information with anyone else unless you have checked with the person that it is okay with them.

Whether you are a senior leader or an early career colleague, you can lead by example and   positively influence UCD’s culture. Don’t be afraid to make mistakes or ask for support. 

No one person has all the answers or can drive LGBTI inclusion alone. Ask for help, connect with your College/School/Unit Equality, Diversity and Inclusion Committee and the University EDI Unit for further support.