Michael D'Arcy
Question:119 Mr. D'Arcy asked the Tánaiste and Minister for Enterprise, Trade and Employment if she will report on the success to date of the dignity at work charter among employers. [28608/01]
Written Answers. - Dignity in the Workplace Charter.
Frances Fitzgerald
Question:171 Ms Fitzgerald asked the Tánaiste and Minister for Enterprise, Trade and Employment the Government initiatives on workplace bullying; and if she will make a statement on the matter. [28903/01]
I propose to take Question Nos. 119 and 171 together.
The dignity in the workplace charter, which I publicly launched on 23 October 2001, originates from a recommendation of the task force on the prevention of workplace bullying. The charter has been endorsed by the Irish Congress of Trade Unions, the Irish Business and Employers Confederation and the Construction Industry Federation. Each of these organisations is supporting the charter by promoting its adoption by their constituent members and by facilitating its distribution amongst their members. This endorsement gives the charter much impact and credibility not least because of the wide spectrum of interests which they collectively represent. The charter is also available for, and equally applicable to, enterprises which are not associated with any of the above organisations.
The adoption of the dignity in the workplace charter is not a statutory requirement on an employer. There is, therefore, no system in place whereby employers "register" for the charter. I have, however, been informed by the Health and Safety Authority, which is the central co-ordinating State agency overseeing the implementation of the task force recommendations, that, to date, it has distributed over 3,000 copies of the charter. The authority anticipates that a high level of demand for copies of the charter will continue for the foreseeable future.
The purpose of the dignity in the workplace charter is to facilitate the management and the staff of any and every employment in the country to make a public commitment to provide a workplace free of bullying and to develop policies and procedures which underpin the principles and objectives of this charter. The real value of this charter is that it is as relevant to the large multinational company as it is to the micro-enterprise. The charter is only one element of the strategy to prevent workplace bullying. The task force report recommended a series of actions that should be taken at both the level of the State and of the individual enterprise.
The principal recommendations requiring State action include the designation of the Health and Safety Authority as the central co-ordinating State agency, the introduction of three codes of practice on workplace bullying and harassment under the Safety, Health and Welfare at Work Act, 1989, the Industrial Relations Act, 1990, and the Employment Equality Act, 1998 and the establishment of an advisory committee on workplace bullying within the HSA.
The advisory committee, which has already been established, has a key role in co-ordinating and overseeing the implementation of the recommendations relating to the State's role in responding to workplace bullying, including the three codes of practice. The committee has representation from the main State agencies and bodies dealing with workplace equality, welfare and labour relations issues, as well as IBEC and the ICTU. In addition, the Health and Safety Authority has set up a bullying response unit to deal with queries from businesses, interested groups and members of the public.
While the adoption of the charter is an important public commitment by an enterprise to prevent and address workplace bullying, enterprises must also have in place appropriate anti-bullying policies to deal with allegations of workplace bullying. The codes of practice on bullying and harassment which are at present being finalised by the Health and Safety Authority, the Labour Relations Commission and the Equality Authority will greatly assist employers and managers by providing guidance on putting in place such policies. The codes will also be a valuable reference point for the State agencies charged with offering advice and assistance. I expect to be in a position to make a public announcement on these codes before the end of the year.
Workplace bullying will, ultimately, be most effectively prevented by actions taken at enterprise level. With the designation of the Health and Safety Authority as the central co-ordinating State agency, the establishment of the bullying response unit within the authority and the development of the three codes of practice, the State will have put in place an appropriate framework and structures to assist enterprises in both preventing and addressing the problem.
Question No. 120 answered with Question No. 97.
Question No. 121 answered with Question No. 83.