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Dáil Éireann debate -
Thursday, 2 May 1996

Vol. 464 No. 8

Ceisteanna—Questions. Oral Answers. - Family-Friendly Working Environment.

Michael Woods

Question:

1 Dr. Woods asked the Minister for Equality and Law Reform his views on whether the greatest impediment to women achieving their potential in the workplace is the absence of a family-friendly environment in workplaces; and the plans, if any, he has to implement the recommendations of the Employment Equality Agency in its recent report in this regard. [8728/96]

The absence of workplace policies which facilitate the reconciling of family and working life is a major consideration for parents who wish to have a career outside the home as well as fulfil family responsibilities. A number of Irish employers have implemented policies to help reconcile family and working life and I welcome the Employment Equality Agency's booklet as a means of encouraging more employers and employees to adopt some of the best national and international practices in the area. The agency's booklet shows that family friendly policies can help reduce costs and boost a company's economic performance.

These policies are best put in place by agreement at the level of the enterprise in response to the particular needs of the employer and employees. The imposition of one model across enterprises generally is not considered appropriate. The agency will continue to support such initiatives through its information services.

All employees are entitled to time off work under the Maternity Protection Act in the period immediately around the birth of a child and recent legislation has also afforded a similar entitlement to adopting mothers. In the recently agreed EU Directive on Parental Leave, which I supported, an individual right to working parents to parental leave will also be introduced. Recognition of the need to reconcile family and working life is also a consideration in the context of the current review of holiday legislation.

However, as the Employment Equality Agency points out, formal legislation is only one factor in creating a family friendly work environment. Child care is also a key measure in this area. I welcome the involvement of more employers in developing and supporting such initiatives. My own Department's pilot child care project to support development of child care facilities in disadvantaged areas for working parents and parents seeking work seeks to prompt greater child care capacity through local employer and community partnership.

The reconciliation of work and family responsibilities encourages job loyalty, retains skilled employees and results in better motivated and more productive staff. The agency's action plan for the development of family friendly workplaces is aimed primarily at individual employers and their workers.

Undoubtedly, such policies will particularly benefit women as they continue to shoulder the major share of family responsibilities. In launching the booklet the agency's chairperson, Ms Kate Hayes, urged provision of family friendly measures in an equal opportunities context. Forthcoming legislation will strengthen the application of equality principles in employment and it will also provide further support for women to access and participate to their full potential in the workplace. Side by side family friendly policies and improved statutory provisions will significantly improve the position of women in employment.

Will the Minister agree that the workplace is changing rapidly and that there has been an increase in flexitime, part-time working, job sharing and various other measures to suit present needs? Will he also agree it is important for women to have an opportunity to work outside the home and that these schemes should be developed for them? Is the Minister aware that the rate for women working outside the home, at 35 per cent, is the lowest in the OECD? We must develop these systems urgently. I ask the Minister, in the context of the new national plan drawn up with the social partners, to press for the inclusion of family friendly initiatives in the workplace.

I agree with Deputy Woods. The workplace has changed and continues to change rapidly. Women's participation in the labour force is now at 35 per cent, but it was only 28 per cent in 1971. Some 50 per cent of all women in employment are married. The booklet published by the Employment Equality Agency is excellent and I urge employers to study it and to work out ways to make the workplace more family friendly. That will be to their advantage as much as to the advantage of the women who may work there. Two examples of where the child care provisions are supported are Dublin Corporation in the public sector and Elan Pharmaceuticals in Athlone in the private sector. We welcome these improvements. I will draw to the attention of the negotiating partners the need to progress a family friendly environment in the workplace in the context of a future plan.

It is an excellent report which pinpoints the need to provide family friendly initiatives in the workplace. I congratulate the Minister on his initial step in providing measures for disadvantaged areas in particular. However, I urge him to go further because the situation is changing rapidly. While the numbers have increased to 35 per cent since 1971, there will be a more rapid increase over the next five to ten years. It is important to make preparations for that. I appeal to the Minister not to leave this report on the shelf but to act on it by organising seminars, etc. to get this message across.

I thank Deputy Woods for his comments, which I appreciate. The Employment Equality Agency has my full support and encouragement in its work in this regard. I will discuss with it the possibility of holding seminars to expand our knowledge on this subject. This will be a matter for ongoing discussion between the social partners in the context of a new national plan when negotiations begin.

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