I propose to take Questions Nos. 4 and 23 together.
I have received a copy of the report entitled "Quality Through Equality in Dublin Corporation" and I welcome its contribution to furthering equality of opportunity in the workplace. The report, which presents the findings of an analysis of employment equality in Dublin Corporation, received the full co-operation of the management and staff of Dublin Corporation and of the main trade union, IMPACT.
The study was promoted by the Employment Equality Agency and cofunded by the European Social Fund with a view to establishing a model of best practice with regard to equal opportunities for Dublin Corporation, which would also be relevant and adaptable for use in other similar public sector employments.
While this report is first and foremost the work of Dublin Corporation and IMPACT I have brought the report to the attention of the Minister for the Environment and the Local Appointments Commission.
I understand from the Employment Equality Agency that the dissemination of the report among other local authorities is under way and it is expected that it will provide a valuable model for best practice as regards equal opportunities in this sector.
I am aware from my Department's contacts with the Department of the Environment that concerted efforts are being made across local authorities to pursue equal opportunities policies and plans. I am hopeful that progress in this area will be confirmed when a further survey of equal opportunities in this sector, planned for 1997, is undertaken.
The report is one of a number that deals with the subject of equal opportunities in the public sector. When I published the report on a survey of equal opportunities in the public sector in 1993, I indicated that I considered the level of inequality in public service employments to be unacceptable and I urged all public sector employers to adopt equal opportunities policies and practices. I am pleased that many local authorities and particularly Dublin Corporation, the country's largest local authority, are actively pursuing an equal opportunities agenda. More recently the Joint Committee on Women's Rights published a report on women in management in local administration in the local authority sector. I welcome the interest and commitment of the Oireachtas Joint Committee in this regard.
Of course there comes a point where action is needed to follow analysis. I am particularly impressed in the case of this most recent report that it was a joint report of management and staff interests. I understand from the Employment Equality Agency, which operates under the aegis of my Department, that there is a significant depth of commitment by both sides to progress the matters raised in the report.
In relation to the gender composition of interview boards specifically referred to by Deputy Woods, I am informed by the Local Appointments Commission that, to date in 1996, of 99 interview boards convened for managerial and professional appointments in local authorities, both sexes were represented on 86 boards. Furthermore, every in-house interview board in Dublin Corporation in the last year contained female representation. This is a major improvement on previous years and provides real evidence that the question of equal opportunities in local authority employment is receiving increasing attention.
While the report suggests that a direct correlation exists between the gender of interview board members and that of successful applicants, other variables involved such as the gender composition of the candidate pool to be interviewed can also affect the decisions of interview boards. However, in so far as the composition of the boards may affect such results, I am glad to note that Dublin Corporation and the Local Appointments Commission are committed to ensuring the participation by women on future selection interview boards.
