Dáil Éireann Debate, Tuesday - 8 December 2020
102. Deputy Gary Gannon asked the Tánaiste and Minister for Enterprise, Trade and Employment the percentage or number of staff working with a disability within his Department and the agencies under his aegis in 2018, 2019 and 2020; and the actions being undertaken by his Department to actively recruit and retain persons with disabilities. [42141/20]
View answerData on the number and percentage of persons employed in my Department who have declared a disability is currently being collated for end of 2020. This data is being prepared for submission to the Department of Public Expenditure and Reform's Monitoring Committee by the 31st March 2021. This data is based on self-declaration of disability, so can only be compiled through an all-staff census which takes place at the end of each year.
The latest data available on the percentage of employees with disabilities in my Department and its agencies over 2018 and 2019, is set out below in tabular form:
|
Name of Body |
% of employees with a disability 2018 |
% of employees with a disability 2019 |
|
Department of Enterprise, Trade and Employment |
5.02% |
5.07% |
|
Competition and Consumer Protection Commission |
7.84% |
7.41% |
|
Enterprise Ireland |
4.33% |
4.06% |
|
Health & Safety Authority |
2.23% |
2.76% |
|
IDA Ireland |
5.37% |
4.7% |
|
InterTrade Ireland |
4.26% |
3.85% |
|
National Standards Authority of Ireland (NSAI) |
4.11% |
3.14% |
|
Personal Injuries Assessment Board |
2.56% |
3.95% |
|
Science Foundation Ireland |
3.39% |
3.57% |
My Department as a public service employer has a legal obligation under the Disability Act 2005 to, insofar as practicable, take all reasonable measures to promote and support the employment of people with disabilities.
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. The DCC also reviews my Department’s actions under the 'Comprehensive Employment Strategy for People with a Disability 2015-24'.
My Department has in place a dedicated Disability Liaison Officer who 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. This project provides the opportunity for people with disabilities to gain experience in different workplaces through coaching and mentoring, as well as building the capacity of employers to integrate disability into the workplace.
Also in place is a Disability Monitoring Committee, which serves to monitor the number of employees within my Department and Agencies who have declared a disability, ensure compliance with Part 5 of the Disability Act 2005 and share best practice to support those with disabilities in our workplaces.
