I can assure the Deputy that supporting staff and managers in this important field is a key priority for the Irish Prison Service.
I am advised by the Director General of the Prison Service that Department of Public Expenditure and Reform’s Dignity at Work Policy is the mechanism by which complaints received from staff where bullying, harassment or sexual harassment is alleged against a colleague are managed.
The Irish Prison Service have confirmed that in 2019 there was one complaint of sexual harassment received, investigated and brought to conclusion under the Policy. Since then, there have been no complaints received under this policy alleging sexual harassment. The Policy provides for the resolution of matters through local resolution, mediation, investigation or a combination of all three.
All Recruit Prison Officers receive training on the Policy which outlines the right to work in an environment free from sexual harassment and the options available in the event that they feel they have been sexually harassed. This training also forms part of Continuing Professional Development.
Information for staff on the Policy, the process and the supports available can be accessed on the Prison Service intranet system and can, of course, be accessed on a strictly confidential basis from the HR Directorate.
I can further advised the Deputy that in 2019 the Prison Service engaged with the Dublin Rape Crisis Centre to assist in appropriately addressing sexual harassment and sexual assault of staff in the workplace, to ensure the proper support systems are in place.
Workshops were run from late 2019 into March 2020 and all Governors, Directors, Staff Support Officers, Employee Assistance Officers and some HQ staff attended in order to equip them with the tools necessary to support affected staff.
In 2021, a Guidelines and FAQ document was circulated to all staff which brought together in one publication, the measures to take in the event of a staff member witnessing, or becoming aware of an alleged case of sexual harassment and/or assault.
This area of work will continue to be the subject of ongoing attention and development within the IPS.
I am further advised that, while the question from the Deputy refers to protected disclosures training, the procedures outlined in the Protected Disclosures Policy of the Irish Prison Service, in keeping with the relevant legislation, are not intended to act as a substitute for normal day to day operational reporting or other internal employment procedures. The Policy further outlines that personal complaints should generally be dealt with under the Irish Prison Service’s Grievance or Dignity at Work Procedures, as referred to above.
