Vol. 564 No. 2
63 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. [8935/03]
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 following action has been taken on foot of the recommendations of the report. An independent monitoring group chaired by Dr. Eileen Doyle has been established to oversee the implementation of the fundamental reforms which the report recommended. The monitoring group is meeting 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 is 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 help line 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 for 365 days of the year. If a caller wants telephone help only, that is 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 approximately 300 personnel who are 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 on interpersonal relationships in the Defence Forces, which sets out policy and procedures regarding interpersonal relationships, including negative workplace behaviours such as bullying, harassment, discrimination and sexual harassment. This new administrative instruction has been brought into line with workplace legislation. However, no document will of itself promote trust in the organisation and the need for a parallel structure remains.
Additional informationThe monitoring group agreed on the importance of training for those who will implement the revised procedures, and within the associations which 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 now being considered.
Will the Minister say how many complaints of bullying and sexual harassment have been made?
We do not make that information available. Suffice to say that we regarded the complaints as a significant warning of something fundamentally wrong which needed to be addressed. There is no place for bullying in training or anywhere else in the country. We have taken very serious steps to address the issue. Dr. Doyle has had co-operation from the military hierarchy and support from my Department. It is heartening to see the reaction of the Defence Forces as a whole to this problem.
I was delighted that my Department was approached by another organisation who wished to know the steps that had been taken because we seemed to be leaders in our approach to this problem. I am not anxious to be leading in this area; I like to see the Department taking a lead in finding remedies for problems but not necessarily as a leader in the area of high numbers of cases of bullying and harassment. I do not wish to see people leave the Defence Forces or be subject to that kind of treatment in their daily work. We will do our best to eliminate it.
I agree with the Minister that it is very important to have an attractive working environment for all workers. I welcome the establishment of the monitoring committees in the Defence Forces and the efforts of Dr. Doyle to ensure that there is no discrimination of any kind. Is it still the Minister's intention to establish an office of ombudsman for the Defence Forces and what is the likely timescale for same?
I will allow a brief question because time is limited.
In his reply to Deputy Sherlock the Minister said that he does not divulge the number of incidents of sexual harassment or bullying. Why is it the practice not to give out those figures?
What method of redress and compensation exists for people who may have been wronged?
The proposed legislation to institute an office of ombudsman for the Defence Forces will be passed through both Houses of the Oireachtas by the summer. We are addressing some problems of agreement with the association and that is well advanced at this stage and I am anxious to see that through.
The Challenge of the Workplace report produced by Dr. Doyle and her colleagues stated the percentages and numbers. A genuine effort has been made to make the system as confidential as possible in order to encourage people to give as much information as possible about the problems they were facing without the worry of being identifiable. The number of people working together in barracks, for instance, could cause people to be inhibited. I will make the statistics in the report available to the Deputy.
The existing system for the redress of wrongs still stands and is always an option. Personnel may report to the chief of staff, to their commanding officer, to a chaplain or a medical officer. There are many options available. Direct access by telephone to Dr. Doyle is also available because she opened up her office and facilities on a confidential basis to people troubled in this way. A variety of ways of upward communication have been provided.
What about compensation?
As far as I am aware and I want to inform the Deputy of the position exactly as I know it, the question of compensation never arose. People felt they wanted to change the system but as far as I am aware there has been no claim so far for financial compensation. It indicates that people genuinely want change but they are not anxious to go down the road of compensation. I will let the Deputy know if I become aware of anyone seeking compensation. However, one is talking about infinitesimal numbers as against the percentage of original complaints.
