Written Answers. - Departmental Staff.
Jim Higgins
Question:
138
Mr. Higgins (Mayo)
asked the
Minister for Justice, Equality and Law Reform
the reason that very few upper or middle management positions are filled by people with physical disabilities; and if he will make a statement on the matter.
[28051/00]
The evidence is that, like most public service employers, my Department has a strong record of facilitating the retention of existing employees who acquire a disability during their working life. These employees are as likely to be in upper or middle management positions as in any other grade. However, people with physical disabilities form a relatively small proportion of the working population generally and this fact is reflected in their relatively small representation in the public service.
The Government is committed to implementation of the 3% target for the employment of people with disabilities in the public service. The commitment is part of the Programme for Prosperity and Fairness and must be achieved during the term of the programme, no later than December 2002. A monitoring committee chaired by my Department meets regularly to advance issues and to encourage and guide the take-up of the 3% target for the employment of people with disabilities. In the autumn, a series of initiatives were launched, on the advice of the committee and in partnership with the Equality Authority, as part of the drive to achieve the 3% target by 2002.
Existing employees with disabilities count towards the 3% target. The remainder of the target numbers must come from the recruitment of employees with a disability into the employment, either through the general recruitment process or through specific positive action initiatives geared to attract people with disabilities into the public service.
Steps have also been taken through recent legislation to ensure that disabled persons are not discriminated against in relation to employment opportunities generally. The Employment Equality Act, 1998, outlaws discrimination against people with disabilities and on eight other grounds, in relation to employment, training, work experience, conditions of employment and promotion. Indeed since the Act came into operation on 18 October 1999, employers must ensure that their practices and procedures prohibit less favourable treatment for persons with disabilities.
In order to come within the scope of the Employment Equality Act, a person with a disability must be fully competent, capable and available to do the particular job and where necessary doing it with the assistance of special treatment or facilities. The Act places an obligation on employers to do all that is reasonable to accommodate the needs of a person with a disability, unless the employer can show that there is a cost to him/her other than a nominal cost. The Act also allows positive action measures specifically geared towards the integration into employment of people with disabilities.
The Equality Authority, which was set up under the Act, works towards the elimination of discrimination and the promotion of equal opportunities on the nine grounds covered by the Act. It also provides information and advice to the public in relation to the provisions of the Act. Anyone who considers that s/he has been discriminated against on grounds of disability, contrary to the provisions of the Act, may seek redress by referring the matter to the Office of Director of Equality Investigations or the Labour Court in dismissal cases.
