asked the Taoiseach if he is aware of the comments made by the General Secretary of the Irish Bank Officials' Association that the banks were operating a policy of discrimination against women employees and women customers; if it is intended to make any representations to the banks on this matter; if it is intended to take any other measures on these allegations; and if he will make a statement on the matter.
Ceisteanna—Questions. Oral Answers. - Banks' Women Employees.
2.
Under the Employment Equality Act, 1977, it is unlawful to discriminate on grounds of sex or marital status in relation to terms and conditions of employment including access to associated benefits, or in the provision of opportunities for promotion. It is open to a trade union or to any employee to refer complaints of sex discrimination in this regard to the Labour Court for investigation under the 1977 Act. In addition, the Employment Equality Agency advise on the preparation of such references and may, where necessary, provide assistance in the actual preparation of the reference. I would strongly recommend anybody who feels aggrieved at what they believe may be discriminatory policies, rules and practices in their employment, to have recourse to this enforcement machinery if they have not themselves been able to secure redress.
I appreciate, however, that the existence of anti-discrimination legislation is not enough in itself to achieve equal opportunity in employment. The legislation must be complemented by positive steps to redress the effects of past discrimination and to achieve changes in behaviour. Past discrimination endures in outmoded attitudes — such as the view that women do not want careers — or stereotypical assumptions about customer preference which, if allowed to go unchallenged, can work to the detriment of female staff.
I would urge the IBOA and the main banks to enter into consultations together on the development of a comprehensive equal opportunities programme in each bank. A commitment to positive action should be a central element in such a programme, which should also include arrangements for the continuing review of the different rates of promotion of men and women and a close study of the extent to which hazards to fairness may arise in the promotion process, particularly in regard to mobility requirements.
I am not aware of any reference in the statement attributed to the General Secretary of the Irish Bank Officials' Association to discrimination against women customers although I note it is in the Deputy's question. However, I am happy to inform the Deputy that, following upon Ireland's accession to the United Nations Convention on the Elimination of All Forms of Discrimination against Women last December, my office is at present in the process of drafting legislation which will inter alia, address the issues raised in the Deputy's question. The broad purpose of the legislation is to build upon the existing provisions in Irish law regarding equality in the employment field by addressing discrimination against women in economic and social life generally, with particular reference to the right to bank loans, mortgages and other forms of financial credit. The legislation will enable women who consider themselves to have been discriminated against in these areas to seek legal redress through the courts.
I thank the Minister for that detailed reply. Incidentally my question is incorrectly worded. It should refer to women employees as customers, rather than women customers. Apparently the banks discriminate against women employees in the context of the length of time over which they may borrow from their employer. Has the Minister made any representations to the banks on that aspect of discrimination and also on a statement made by a spokesperson for the Bank of Ireland who said there is an unquantifiable amount of customer resistance to having women handle financial affairs? This is an extraordinary statement by a spokesperson for a bank in view of the fact that 60 per cent of his staff are women. Does the Minister propose to make direct representations to the bank concerned in relation to the report produced by the IBOA? If so, will she let us know the response?
I would suggest that this does not arise in this instance. The Employment Equality Act, 1977, makes it unlawful to discriminate on grounds of marital status or sex in relation to terms and conditions of employment. The Employment Equality Agency are there to advise on the preparation of such references and to help any employee in need of this assistance.
In the light of the experience we have already had that anti-discrimination legislation does not go far enough in regard to changing attitudes, would the Government consider a positive affirmative action programme which would be essential in business, financial and industrial agencies where women are employed?
I will reply in similar vein to my main reply. We have the legislation in place and we have the Employment Equality Agency to which a number of these cases have been referred. Ideally we would need to encourage the IBOA and the banks to come together and agree to a programme of equality for women.
With affirmative action?
This would be the ideal solution.