Written Answers. - Defence Forces Review.
Aengus Ó Snodaigh
Question:
67
Aengus Ó Snodaigh
asked the
Minister for Defence
his plans, apart from the introduction of the Ombudsman (Defence Forces) Bill, 2002, to implement the recommendations of the Doyle report; the recommendations which have and have not been implemented to date; and the projected timeframes for implementation in each case where a recommendation has not been implemented.
[20449/02]
Jim O'Keeffe
Question:
79
Mr. J. O'Keeffe
asked the
Minister for Defence
if his attention has been drawn to criticism of alleged sexism within the Defence Forces; and his views on such criticism.
[20452/02]
Jan O'Sullivan
Question:
100
Ms O'Sullivan
asked the
Minister for Defence
the progress made to date by the independent monitoring group recommended in the Report of the External Advisory Committee on the Defence Forces dealing with allegations of bullying and sexual harassment within the Defence Forces; when it is expected that the implementation plan on the recommended reforms will be put in place; and if he will make a statement on the matter.
[20511/02]
I propose to take Questions Nos. 67, 79 and 100 together.
In August 2001, the Minister for Defence invited Dr. Eileen Doyle, who chaired the Government's task force on the prevention of workplace bullying, to chair an external advisory committee to determine the nature and extent of sexual harassment, harassment, bullying and discrimination, to review existing policies and procedures and to make recommendations on strategies and programmes relating to awareness and education in this area. Dr. Doyle was joined by two civilian experts and senior military personnel. Dr. Doyle and the external advisory committee presented a final report to the Minister in March 2002. The Minister accepted the report in full, along with its recommendations. The results of the survey indicate that a significant number of respondents perceived themselves as experiencing unacceptable levels of harassment, bullying, discrimination and sexual harassment.
The key recommendations of the report are the introduction of a comprehensive set of policies around issues of harassment, bullying, discrimination and sexual harassment in the workplace, with the active support of the representative associations; a thorough, continuing and multi-faceted education and training programme; the establishment of a Defence Forces equality steering group with a Labour Court chairperson; comprehensive exit interviews to examine personnel turnover issues to be conducted by an outside independent body; and a further review and survey in 2004.
The report notes that external civilian expertise will be needed during the implementation of the various recommendations. On the evidence of the research findings, there is a need for immediate action on a number of fronts. The report emphasises the need for continuous external review, including a further external survey in the spring of 2004, involving a thorough revisiting of the aspects covered in the present report. The second review process in 2004 will also be undertaken for official publication.
On foot of the report, an independent monitoring group chaired by Dr. Eileen Doyle has been established to oversee the implementation of the fundamental reforms recommended. The monitoring group meets regularly to formulate proposals on how best to proceed with implementation of the recommendations. The most significant development is the genuine and growing collaboration between the military authorities, the two representative associations and the Department of Defence in relation to implementing the recommendations. The first stage of disseminating the findings of the report has taken place and focus groups have been set up by the group to identify appropriate ways of enriching training at all levels of the Defence Forces. The members of the monitoring group are Dr. Doyle, a deputy chief of staff, an Assistant Secretary of the Department and the general secretaries of the representative associations.
An equality steering group has been established and has just commenced its deliberations. It will ensure that progress is made in relation to legislative requirements and best working practice. The equality steering group consists of a chairperson, Mr. Patrick Pierce of the Labour Court, departmental and military representatives and representatives from PDFORRA and RACO. A confidential help line was made available to members of the Defence Forces from 5 April 2002. Tenders have recently been invited to set up a confidential, professionally supported help line and counselling service, available to both serving and former military personnel. It is proposed to launch this service in the next couple of months. The Department is currently in the process of engaging an independent consultant to design, administer, distribute and analyse an exit interview questionnaire for Defence Forces personnel.
The chief of staff has strongly supported a partnership approach to this issue. He has repeatedly emphasised his acceptance of the problem and has recognised the necessity to tackle it in a fundamental way at all levels of the Defence Forces. The chief of staff has demonstrated a very active and genuine commitment to change and has emphasised that it is incumbent on all commanders to ensure that best practice in personnel management is fostered at all levels to eliminate the problems identified in the Doyle report. The Defence Forces complies with and promotes equality legislation.
Question No. 68 answered with Question No. 66.
