Skip to main content
Normal View

Dáil Éireann debate -
Wednesday, 19 Feb 2003

Vol. 561 No. 5

Written Answers. - External Advisory Committee Report.

Liz McManus

Question:

144 Ms McManus 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 reforms recommended will be put in place; and if he will make a statement on the matter. [4677/03]

Dr. Doyle and the external advisory committee group presented their completed report to me in March 2002. I accepted the report in full together with all of its recommendations. The action taken on foot of the recommendations of the report follows.

An independent monitoring group chaired by Dr. Eileen Doyle has been established to oversee the implementation of the fundamental reforms which the report has 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. A number of focus groups have been set up by the group to identify appropriate ways of enriching training at all levels in the Defence Forces.

An equality steering group has been established and has been meeting regularly. Since its first meeting in September 2002 the equality steering group has been engaged in an equality audit of various Defence Forces regulations and instructions. The group is examining a range of matters including the legislation, regulations and administrative instructions, practices and procedures under which the Defence Forces operate. This examination is to take into account the current legislative requirements, best practice in employment in Ireland, the particular requirements of the military environment and the Challenge of the Workplace report. The equality steering group will ensure that progress is made both in relation to legislative requirements and best working practice.

The monitoring group has recently appointed a private specialist body to provide the recommended independent confidential helpline and counselling service. This body will provide a 24 hour freephone care line to all serving members of the Defence Forces. A counsellor will be available to answer the care line 24 hours a day and for 365 days of the year. Where a caller wants telephone help only, this will be provided. More structured help from a counsellor is provided as necessary and at a time and venue to suit the user. The monitoring group plans to review the service after six months.
The monitoring group has also recently appointed an independent body to design, distribute, administer and analyse an exit interview questionnaire for Defence Forces personnel. A questionnaire will be tested in a pilot phase before being administered to some 300 personnel leaving the Defence Forces. Exit interviews will be part of the process and a comprehensive report will be presented to the monitoring group. Total confidentiality is assured in relation to any individual member of the Defence Forces who participates in the work of the project.
Agreement was reached in January 2003 on a new administrative instruction – A7, Interpersonal Relationships in the Defence Forces – which sets out policy and procedures regarding interpersonal relationships in the Defence Forces including negative workplace behaviours such as bullying, harassment, discrimination and sexual harassment. This new administrative instruction has been brought in line with workplace legislation. However, no document will of itself promote trust in the organisation and the need for a parallel structure remains.
The monitoring group agreed on the importance of training for those who will implement the revised procedures and within the associations who have a crucial role in representation of their members. The success of the new administrative instruction as a formal structure for dealing with complaints, will depend on the people who interpret and implement it. Training in human resource management is crucial. The military authorities have engaged an associate of IBEC to provide initial training on a pilot basis for commanders and senior NCOs. The focus of the training is to be the prevention and resolution of interpersonal conflict aspects that the monitoring group had previously identified as important in organisational change and development. The monitoring group will review this pilot work.
The monitoring group has agreed that the informal approach to dealing with bullying issues should include contact persons with appropriate support skills. The most appropriate way of identifying and training the contact persons is yet to be considered.
Top
Share