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Departmental Policy Functions

Dáil Éireann Debate, Tuesday - 23 June 2020

Tuesday, 23 June 2020

Questions (366)

Carol Nolan

Question:

366. Deputy Carol Nolan asked the Minister for Business, Enterprise and Innovation if her Department has a diversity and inclusion policy in place; the measures taken to promote diversity and inclusion from 1 January 2019 to date; and if she will make a statement on the matter. [11818/20]

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Written answers

As a Civil Service employer, my Department is committed to diversity and inclusion, with equality of opportunity in all its employment practices, with staff equality of participation in the Department, regardless of gender, civil or family status, sexual orientation, religious belief, age, disability, race or membership of the Traveller Community.

My Department’s HR policies and practices are governed by Circulars and guidance set centrally by the Department of Public Expenditure & Reform, including the overarching public sector values of honesty, impartiality and integrity, which are set out in The Civil Service Code of Standards and Behaviour, and also include the Dignity at Work Policy, the Civil Service Code of Practice for the Employment of People with Disabilities, Circular 42 of 2001 the Gender Equality Policy for the Civil Service, and Circular 24 of 2002 Diversity in the Civil Service a Policy on Equality of Opportunity.

The Civil Service Renewal Plan which launched in 2014 further enshrined the principles of diversity and inclusion in the Civil Service People Strategy 2017-2020 and my Department is committed to a workplace of dignity and respect for all staff.

In line with our obligations under the Irish Human Rights and Equality Commission Act, 2014, the Department is committed to proofing its policies, procedures and services across its business areas to ensure we comply with our requirements in the area of human rights and equality. Diversity and equality considerations are stated business priorities in workforce planning within my Department.My Department’s Statement of Strategy 2018-2021 sets out the Department commitment to work with the Civil Service Management Board to seek to remove any barriers that may exist which may stop people from competing for and participating in senior management and leadership positions both within the Department and across our Agencies.

In appointing staff to my Department, the HR Unit liaises directly with the Public Appointments Service (PAS) and Top-Level Appointments Committee (TLAC) in relation to the filling of posts in line with these policies. Staffing resources are an ongoing priority to ensure my Department’s continued ability to facilitate the wide mission and volume of work in a range of challenging policy areas and a best fit for the job policy with equality of access is integral to the assignment of staff within my Department. The Secretary General of my Department is one of four Secretaries General leading the delivery of Action 8.5 of the Civil Service Renewal Plan – “To improve gender balance at each level by reviewing supports and policies to ensure these measures are impactful and measurable”. The Civil Service has set an ambitious target to achieve 50/50 gender balance in appointments at senior levels. This is essential to ensure that the Civil Service is reflective of society.

The Learning and Development Unit within my Department provides access to training initiatives including targeted leadership programmes for women such as ‘Taking the Lead - Women in Leadership’ and the 30% Club ‘Cross Company Mentoring Programme’ as well as promoting female participation in leadership programmes. ‘Recognising unconscious bias’ training is provided for interview board members, and coaching and mentoring programmes are offered which facilitate a positive work environment where all talent is continually nurtured and developed.

An LGBTI+ Network called ‘Pride in Business’ has been formed by staff within my Department, and holds a number of events to raise awareness and to support members and allies of the LGBTI+ community.

My Department’s Disability Liaison Officer acts as a proactive contact for staff with disabilities, to assist and support them, and to assist in the implementation of best Human Resource practices in line with equality legislation. This role also includes the organisation of work placements in my Department for people with disabilities, specifically for the Willing and Mentoring (WAM) project.

In 2018 my Department established a Disability Consultative Committee (DCC), in line with the Government’s ‘National Disability Inclusion Strategy 2017-21’. The purpose of the DCC is to provide a focus for disability inclusion in respect of the policy work, schemes and initiatives of the Department. Membership of the Group includes nominated representatives of disability groups along with Departmental officials and representatives from the Department’s Offices and Agencies.

My Department leads the Government’s Corporate Social Responsibility (CSR) agenda and works with business through the “Towards Responsible Business Ireland’s National Plan on Corporate Social Responsibility 2017-2020” which was developed through collaboration with major business stakeholders. This National Plan includes a sub action to “Encourage business to develop strategies to integrate diversity and to promote gender equality at all levels in the workplace and for the employment of people with disabilities’.

The National Plan on CSR is implemented through a business led voluntary CSR Stakeholder Forum with the secretariat provided by my Department. Diversity and Inclusion is a principal theme of the Forum’s work programme since 2018. In the delivery of its work programme, the Forum has focused on the identification of good practice in the area of diversity and inclusion. The Forum uses its stakeholder meetings and communications channels including csrhub.ie, to highlight good practice through expert presentations and case studies to deepen peer learning amongst business. Additionally, the Forum has contributed to and raised awareness of various Government led strategies including the LGBT+ Inclusion Strategy.

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