During the years 2015 to 2020 inclusive, my Department satisfied the 3% target of employing staff with disabilities. My Department is aware of the increase in the target to 6% and is committed to achieving this revised target by 2024. The following table sets out the percentage of employees with a disability for the years 2015 to 2020. The 2020 figure was taken from a census survey conducted in March 2021 and is deemed the current percentage figure for my Department.
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Year
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2015
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2016
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2017
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2018
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2019
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2020
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Percentage
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4.9%
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3.0%
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4.1%
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4.1%
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5.14%
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4.38%
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All recruitment into my Department from outside the Civil Service is conducted through the Public Appointments Service (PAS). As such, my Department does not directly determine the level of access to employment for persons with disabilities. Where my Department recruits internally or through the Civil Service Mobility Scheme, this is conducted in accordance with the Code of Practice published by the Commission for Public Service Appointments (CPSA). The Code of Practice reflects the following core principles:
- Probity
- Appointments are made on merit
- An appointments process in line with best practice
- A fair appointments process applied with consistency
- Appointments are made in an open, accountable and transparent manner
Furthermore, my Department has recently rolled out Diversity 3.0 Workshops to all staff and has aimed to ensure all staff have undertaken this programme. During 2016 and 2017, a major refurbishment project was undertaken by the Office of Public Works in my Department in Government Buildings on Merrion Street. As part of that project, electronic doors were installed to assist the movement of staff across the campus. In 2019, an external lift was installed in the main block to allow staff with mobility difficulties to access the building more easily.
My Department adheres to its requirements as set out by the Disability Act of 2005. It has a Disability Liaison Officer (DLO) who works closely with the National Disability Authority (NDA) to ensure that the Department is fully compliant with its obligations under the Act. Bi-monthly DLO Network meetings are held to share knowledge and assist other DLOs across the Civil Service, as well as engaging with staff in accessing training and learning events. My Department has also held awareness presentations in the areas of Autism and Dyslexia in the Workplace and has marked International Day of People with Disabilities and it is proposed to continue to do so.
My Department’s website, intranet and Build to Share programmes all have software to aid the visually impaired. A ‘loop system’ is in place in my Department’s main conference room for staff and visitors with hearing loss.
The position in relation to bodies under the aegis of my Department with direct employees is set out below.
The Central Bank of Ireland is committed to attracting and retaining people with disabilities and has various actions in place to support this. It gathers data on disability in the workplace via an annual employee survey; 2.7% of respondents to end-2020 disclosed that they had a disability. This equates to 1.45% of the total workforce at that time. The Central Bank is considering ways in which it can increase disclosure rates to build a more accurate profile. In addition, the Bank is currently considering, via a cross-functional Disability Taskforce, what further actions are needed to increase the number of employees with disabilities taking into account the legislative target of 3% and the 6% target outlined in the Comprehensive Employment Strategy for People with Disabilities. The Bank has participated in recent years in work experience programmes designed specifically for people with disabilities including the Willing Able Mentoring (WAM) work placement programme run by the Association for Higher Education Access and Disability (AHEAD) and placements via the National Council for the Blind of Ireland. Working with WAM, the Central Bank ring-fences roles, typically two, in its annual Graduate Programme for graduates with disabilities. The Bank also attends AHEAD’s Annual Careers Fair. Across all of its recruitment campaigns, the Central Bank highlights that it welcomes diverse candidates and is an equal opportunities employer. It provides reasonable accommodations throughout every stage of the recruitment process. The Bank aims to provide an accessible physical environment which supports the attraction and retention of people with disabilities. Its headquarters in North Wall Quay has won national and international awards for its universal design and accessibility. Over one hundred specific recommendations were integrated into the design, from large “smart” lifts with good signage, clear controls, light floor finishes, and contrasting handrails to half-height mirrors. A variety of supports are provided to colleagues with disabilities as required, including ergonomic and accessibility assessments, personal emergency evacuation planning, ‘buddy’ training, assistive technologies such as voice activated software and other equipment or awareness training. The Central Bank has an Access Officer to provide a central point of contact for staff and the public, as well as to promote awareness across all activities and services. It has an active employee led network (Bankability Network), the aim of which is to ensure a strong and supportive network for colleagues impacted by disability and to raise awareness among all staff. Amongst other activities, the network hosts regular events which are open to all staff to attend with inspiring speakers on various topics relating to disability in the workplace. Disability awareness training is also provided to frontline staff and to those providing services to the public. The Central Bank provides staffing to the Investor Compensation Company DAC which is also a body under my Department’s remit.
The Financial Services and Pensions Ombudsman (FSPO) fully recognises its obligations and responsibilities with regard to the Employment Equality Acts 1998-2015 and Disability Act 2005, and is committed to enabling access to employment for persons with disabilities. The FSPO operates its recruitment campaigns in compliance with the Codes of Practice for Appointment to Positions in the Civil Service and Public Service and is committed to a policy of equal opportunity for prospective candidates. It encourages applications under all nine grounds of the Employment Equality Acts and offers reasonable accommodation to current and prospective employees with disabilities, in accordance with the Acts. A staff census undertaken in 2020 indicated that, at 8.23%, the FSPO exceeded the minimum requirement set out in the Disability Act 2005 in relation to the level of employment of people with disabilities, which demonstrates that its recruitment policies have been effective in reaching the targets set out in the Comprehensive Employment Strategy for Persons with Disabilities. The FSPO continues to enhance practices in this area and has emphasised the requirement to achieve an inclusive and diverse workplace over the course of the next strategic period.
The National Treasury Management Agency (NTMA), is aware of and engaged in achieving the targets to increase employment of persons with a disability. The NTMA is exceeding the target of 3% with a current disability workforce of 4.28%. The NTMA is working towards the target of 6% by 2024 by engaging with specialist recruiters and attending specialist recruitment fairs. The Disability Awareness Team works with business units to recruit roles for persons with a disability. The NTMA partners with organisations in order to expand and advance its objectives and continues engagement with Down Syndrome Ireland, the National Council for the Blind of Ireland, AHEAD, Trinity College, and Specialisterne Ireland. Under the terms of a Service Level Agreement, the NTMA provides staffing services to Home Building Finance Ireland, the National Asset Management Agency and the Strategic Banking Corporation of Ireland, all of which are also bodies under the aegis of my Department.
The Office of the Comptroller and Auditor General takes all reasonable measures to promote and support the employment of persons with disabilities. The Disability Act 2005 requires public service employers to report each year on the number and percentage of employees with disabilities according to the legal definition of a disability. Each employee fills out this form as part of their induction process in the Office. All employees are given access to this form on the Office intranet and may also submit this at any time during employment should a disability develop or come to light. There is a DLO in place to support staff with disabilities employed by the Office. Currently just under 8% of staff of the Office have self-declared a disability. The Office has a range of items available to assist staff with a disability, including sit-stand desks and scanner pens which read text aloud once scanned over an electronic document. Hearing aids are also available and can be linked to staff telephone extension numbers. Other items such as larger monitors for the visually impaired or specialised chairs for back conditions are purchased by the Office on a case by case basis. The Office is also fully wheelchair accessible. The Office also ensures that all vacancies are advertised on its website; the website is enabled with software, Recite me, which reads the site, translates and/or increases the size of text to provide information to visually or audibly impaired persons who may wish to apply for vacancies.
I am advised by the Office of the Revenue Commissioners that there is a strong culture of acceptance and equality among Revenue staff and towards taxpayers, ensuring that human rights and diversity are embraced and accepted. As an Equal Opportunities employer, Revenue operates in compliance with the relevant legislative framework to promote the inclusion of people with disabilities at work, including the Employment Equality Act 1998, the Equal Status Acts 2000, the Employment Equality Act 2004 and the Disability Act 2005. Revenue has two DLOs, who provide information to support new entrants and serving employees with disabilities, as well as those requiring workplace accommodations which may include the provision of assistive technology and certain office equipment. Most Revenue offices countrywide are adapted for use by staff with physical disabilities. In compliance with its reporting obligations under Part 5 of the Disability Act 2005, Revenue provides information on its employment of people with disabilities to the NDA annually. In 2020, the proportion of Revenue employees with a declared disability was 4.1%. Revenue staff are trained in Equality and Diversity as part of their induction training. In 2019, Revenue established a Partnership Intensive Group to review and update its Equality and Diversity Strategy and Public Sector Duty Action Plan. In 2020, the group drafted an Equality, Diversity and Inclusion (EDI) policy document and associated Action Plan. This work is being further developed in 2021, in the context of Revenue’s Statement of Strategy and Workforce Plan for the period 2021-2026. The policy provides a future EDI framework, ensuring that Revenue is following best practice, promoting a culture of dignity and respect for all employees, and eliminating all forms of discrimination. Revenue’s recruitment competitions are subject to the Code of Practice of the Commission for Public Service Appointments, which has a statutory role to ensure that appointments in the organisations subject to its remit are made on merit and as the result of fair and transparent appointment processes. Revenue actively participates in Disability Programmes such as the WAM Initiative, which serves to widen access to employment for those with disabilities and create attitudinal change and opportunities for further employment and is committed to continue taking all reasonable measures to promote and support the recruitment and employment of people with disabilities and enrich the culture of inclusivity and diversity in its workforce.
The Tax Appeals Commission conducts all its recruitment campaigns through the PAS and any request for staff does not differentiate between persons from minority or disadvantaged communities or anyone who may have a disability. As of August 2021, the percentage of staff employed by the Commission with a disability is just under 6%.
The Irish Fiscal Advisory Council is committed to supporting and promoting the employment of people with disabilities and is an equal opportunities employer. Currently, none of the Fiscal Council’s staff members have declared a disability.
