Vol. 559 No. 1
90 Ms B. Moynihan-Cronin asked the Minister for Finance the progress made to date in the implementation of the recently launched Civil Service gender equality policy; the steps being taken to implement the objectives of the policy within his Department and the public service generally; and if he will make a statement on the matter. [25546/02]
The new gender equality policy for the Civil Service sets out the Government's commitment in this key area of human resource management. Under the policy, Departments are required to set strategic objectives and equality goals which will secure equality of opportunity for all employees. The equality objectives must be included in Departmental strategy statements.
Equality of opportunity is central to the development and implementation by Departments of effective human resource management policies. Departments strategic equality objectives must be supported by a detailed programme of action in key human resource management areas such as recruitment, promotion and the implementation of flexible working arrangements, in order to address any obstacles which may hinder the achievement of equality.
A particular focus of the new policy is to address the serious under representation of women at senior management levels. In order to tackle this imbalance, the Government set a target for the key assistant principal grade with the aim of increasing the number of women in the pool of potential candidates available for promotion to the more senior levels. Under the Government target, Departments must work to ensure that, by 2005, 33% of assistant principal posts are filled by women.
As part of their strategic planning, Departments have now drawn up equality objectives and goals and are implementing them. I can report that progress is being made on the Government's target for women in AP posts: in June 2000, the percentage was 27%; figures from March 2002 show that women fill 30% of these posts.
Earlier this year, the equality unit in the Department of Finance held a series of meetings with Departments and offices on the policy. The aim was to exchange ideas on how best to implement the policy, with particular emphasis on the need to tackle the imbalance at the higher management levels. Following further contacts with Departments and offices during the year, the Unit is finalising a report which summarises initiatives being taken by Departments and makes proposals about what more could be done. The report will be circulated to all Departments shortly.
