Colm Burke
Question:102. Deputy Colm Burke asked the Minister for Defence the status of the work to address gender-based issues and concerns within the Defence Forces; and if he will make a statement on the matter. [13358/22]
View answerWednesday, 9 March 2022
Questions (102)
Written answers
As the Deputy will be aware, following Government approval on 25 January last, an Independent Review Group, under the Chair of retired High Court Judge, Bronagh O’Hanlon, has been established to examine issues relating to bullying, harassment, discrimination and sexual misconducty, as well as workplace culture, in the Defence Forces.
On foot of engagements both I and my officials have had in recent months, with a number of stakeholders, including both serving and former members, I have publicly acknowledged that the systems, policies and pervading culture in the Defence Forces, have not, and are not serving all Defence Forces personnel well.
The Independent Review Group will, in particular:-
- Advise on whether the current legislative frameworks, policies, procedures and practices for addressing incidents of unacceptable behaviour in the workplace are effective.
- Independently assess whether the pervading culture in the workplace is fully aligned with the principles of dignity, equality, mutual respect, and duty of care for every member of the Defence Forces.
- Provide recommendations and guidance on measures and strategies required to underpin a workplace based on dignity, equality, mutual respect, and duty of care for every member of the Defence Forces.
While the Independent Review has the support of stakeholders, including serving members of the Defence Forces and a separate group representing former members, the Men and Women of Honour Group, I acknowledge the disappointment expressed by the Women of Honour group, who have been seeking the establishment of a Tribunal of Inquiry.
However, I am strongly aware of the need for immediate action to ensure that serving members of the Defence Forces are able to undertake their duties in a work place that is safe, and underpinned by core principles of dignity and equality, and where there is zero tolerance of unacceptable behaviour.
This Independent Review is seen as a critical and vital step in this endeavour.
The Terms of Reference for the Review are wide-ranging and provide that Government may consider further work on receipt of the Independent Review findings. I wish to be very clear therefore, that the Government is not ruling out further work or an Inquiry in the future, regarding allegations of a historical nature.
I sincerely hope that all former and serving members of the Defence Forces and other stakeholders will engage with the Independent Review Group, as their contribution will be critically important in taking this work forward. In addition, the Terms of the Review provide that submissions can be made to the Review Group.
As the Deputy will be aware, I have set out an ambitious timetable for the Group and I have requested an interim report within 6 months with a final report within 12 months, which I intend to bring to Government.
In addition, I wish to re-assure the Deputy that the Defence Forces are committed to promoting gender equality and to ensuring that the principles of equality are reflected in employment policies, procedures and instructions.
These commitments are exemplified in the 2016 Defence Forces Equality Policy and in the Defence Forces Diversity and Inclusion Strategy Statement and Action Plan. Furthermore, the organisation has published its third Action Plan for the Implementation of UN Security Council Resolution 1325 and related resolutions (2020-2024), which sets out the Defence Forces commitment to promoting gender equality as well as strengthening women’s participation and protection across a range of settings, including conflict settings.
Separately and following a WRC ruling of December 2020, the Defence Forces have carried out a comprehensive review of training and information materials, instructions and local practices with the intention of ensuring that they are in line with Irish anti-discrimination legislation. This review is now complete and is currently under consideration. Any required follow-actions will be progressed in line with the timelines set out in the ruling.