Dáil Éireann Debate, Wednesday - 13 July 2022
220. Deputy Carol Nolan asked the Minister for Tourism, Culture, Arts, Gaeltacht, Sport and Media the actions that her Department and bodies under the aegis of her Department are taking to increase recruitment of members of the LGBTQIA+ communities; and if she will make a statement on the matter. [38418/22]
View answerAs per the Public Sector Equality and Human Rights Duty (‘the Duty’), public service organisations have a statutory obligation to eliminate discrimination, promote equality of opportunity, and protect the human rights of staff and those to whom they provide services.
As a civil service employer, my Department operates within a legislative framework that recognises the importance of diversity and inclusion in the workforce and work environment. Recruitment of the vast majority of staff in my Department is via the Public Appointments Service (PAS). My Department is supportive of current PAS recruitment initiatives that seek to appoint persons from diverse backgrounds to posts in the civil service.
In relation to the State Bodies under my Department's remit, the requested information is displayed in tabular form below:
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State Bodies |
Actions being taken to increase recruitment of members of the LGBTQIA+ communities |
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Arts Council |
Key policies of the Arts Council include its Equality, Human Rights and Diversity (EHRD) Policy and Strategy. This policy has been incorporated into its programmes, schemes and awards. The Council also has Paying the Artist policy on the fair and equitable remuneration and contracting of artists. Earlier this year, the Council published its Equality, Diversity and Inclusion (EDI) Toolkit, which supports organisations in implementing positive policy measures to promote equality of opportunity, access and outcomes for everyone living in Ireland. Each year, the Council publish statistical information on individuals applying for and receiving Arts Council funding, broken down by gender, disability and ethnicity. The latest annual report can be accessed here: Equality Data and Arts Council Awards: www.artscouncil.ie/about/Equality,-Diversity-and-Inclusion/Equality-Data-and-Arts-Council-Awards/ |
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Chester Beatty |
One of four strategic priorities in Chester Beatty’s current Strategic Plan 2021-2024 is ‘Strategic Priority 3: Foster Diversity and Inclusion’: www.chesterbeatty.ie/assets/uploads/2018/10/2021-2024_Strategic_Plan_Chester_Beatty_English.pdf |
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Crawford Art Gallery |
Acquisition of artworks by LGBTQIA+ artists or LGBTQIA+ themed works (e.g. Stephen Doyle’s Dylan Is Ainm Dom…and Meditating Tongqui; Kevin Gaffney’s Expulsion; Amanda Dunsmore’s Senator David Norris) for the National Collection;Implementation of LGBTQ+ Gallery Trail (2021) and free Guided Tours (2018-2022) for visitors;Participation in OUTing the Past 2022 festival and hosting an ‘In Conversation’ event with artists Audrey Gillespie and Pádraig Spillane;EDI is active part of all recruitment for the Gallery. |
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Fáilte Ireland (National Tourism Development Authority) |
At present, we are reviewing our recruitment policies and procedures in relation to diversity and inclusion. Additionally, Fáilte Ireland joined a workshop with LGBTQ+ charity ShoutOut to mark Pride. It was a very engaging and informative session with lots of take aways around LGBTQ+ identity and terminology and some simple steps we can all take as allies of the LGBTQ+ community. It also gave Fáilte Ireland insights offering important considerations when it comes to collecting data on people’s gender and what we should be aware of in relation to creating forms. |
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Foras na Gaeilge |
All of Foras na Gaeilge’s employment and funding opportunities to promote Irish language are emphatically open to all. Foras na Gaeilge does not knowingly fund any exclusively LGBTQIA+ specific project/schemes and as a general rule we do not seek to collect or hold ‘special category data’ on employees, funding applicants or recipients without a basis under GDPR.A listing of Foras na Gaeilge’s grant schemes is available at the link here: www.forasnagaeilge.ie/funding-schemes/?lang=enHowever, we work very closely with members of the LGBTQIA+ communities to ensure the correct and most suitable terminology is available for them in the Irish language.The Recruitment Code of An Foras Teanga / The Language Body (which is comprised of both Foras na Gaeilge and Tha Boord o Ulster Scotch) ratified a revised Recruitment Code in September 2016. The following statement appears at the bottom of all advertisements for posts:“Tá Foras na Gaeilge tiomanta don chomhionannas deise agus cuirimid fáilte roimh iarratas ó iarrthóirí a bhfuil na cáilíochtaí cuí acu gan bheann ar chreideamh, ar inscne, ar mhíchumas, ar chine, ar dhearcadh polaitíochta, ar aois, ar stádas pósta, ar chlaonadh gnéis nó cé acu atá nó nach bhfuil cleithiúnaithe acu. De réir fiúntais amháin a mheasfar gach iarratas.”Proficiency in the Irish language, both written and oral is an essential requirement for all posts. As is obvious, there is an Irish Language requirement for all roles in Foras na Gaeilge. The founding legislation states:The functions of the Body in relation to the Irish language will be exercised by an Irish language agency of the Body. The working language of the agency will be Irish, subject to the provisions of the Financial Memorandum. This essential requirement means that we are automatically drawing on a reduced pool of possible candidates.’ |
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Irish Museum of Modern Art (IMMA) |
IMMA runs a very inclusive arts programme that includes bespoke workshops that explore the personal histories, narratives and activism of LGBTQIA+ people in Ireland. All job advertisements state that IMMA is an Equal Opportunities advocate.IMMA’s Human Resources staff recently participated in training on the subject of ‘Hiring for Diversity’. |
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National Concert Hall |
The National Concert Hall undertakes to treat all employees and job applicants fairly and to guard against discrimination on the following grounds:Gender: this means man, woman or transsexual;Civil status: includes single, married, separated, divorced, widowed people, civil partners and former civil partner;Family status: this refers to the parent of a person under 18 years or the resident primary carer or parent of a person with a disability;Sexual orientation: includes gay, lesbian, bisexual and heterosexual;Religion: means religious belief, background, outlook or none;Age: this does not apply to a person aged under 16;Disability: includes people with physical, intellectual, learning, cognitive or emotional disabilities and a range of medical conditions Race: includes race, skin colour, nationality or ethnic origin;Membership of the Traveller community.The National Concert Hall agrees under the terms of the Employment Equality Act 1998-2016 to meet its legal obligations in this regard and to promote equal opportunity throughout the organisation. The legislation also makes it an offence to penalise an employee for exercising their right to equal treatment and the National Concert Hall further acknowledges the rights of dignity and respect and will ensure that merit is the only differential criterion used.Recruitment and Selection - the National Concert Hall will strive for recruitment, employment, training and promotion practices and policies that are free of barriers, both systemic and deliberate, that directly or indirectly discriminate against people. This includes those with disabilities, members of racial minorities, sexual orientation , women and all other protected groups. All positions in the company are opened to suitably qualified people. Applicants will be given details of job requirements to enable them determine their suitability for positions. Job requirements will relate to the actual duties of the post. Both internal and external recruitment and promotional material will indicate the organisations commitment to equal opportunity. Individuals will be selected, promoted and treated on the basis of merit, qualifications and abilities along with the essential requirements of the job.Equality in Practice - All employees have a role to play in ensuring the effective implementation of the equality policy. Management accepts ultimate responsibility in this regard. Management will ensure that all staff reporting to them are aware of the policy and of their responsibilities under this policy. |
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National Gallery of Ireland |
The National Gallery of Ireland (‘Gallery’) is an equal opportunities employer. This is stated on every job advertisement. The Gallery values equity, diversity and inclusion and recognises the benefits it brings to staff and visitor interactions.The Gallery strives to embed an inclusive work culture. Staff are required to participate in Dignity at Work and Equality Diversity and Inclusion training. This is highlighted at recruitment stage and these are aligned to the Gallery’s organisational values. This training underpins the implementation of the Public Sector Equality and Human Rights Duty.There is a Recruitment Procedure and Employee Handbook in place that outlines the Gallery’s support of diversity and inclusion in the workplace.All job specifications are widely advertised via a multiple of avenues such as the Gallery’s website, professional networks and social media. This inclusive approach ensures that the Gallery is attracting potential applicants from a broad and diverse background, both nationally and internationally.Staff at the Gallery had the opportunity to attend a series of workshops titled the ABCs of LGBTQIA+ which were facilitated by ShoutOut. These learning sessions offered a comprehensive overview of LGBTQIA+ identity, terminology, and allyship. |
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National Library of Ireland |
To underpin our strategy, mission and values, we are conscious about, for example, monitoring for non-exclusive language in recruitment; and in supporting our ‘welcoming’ value through use of pronoun preferences and staff training to build an environment of allyship. Recent high-profile acquisitions and programming by the NLI have highlighted our commitment to recording and making available perspectives and lived experience of the LGBTQIA+ communities. The NLI has actively engaged with Shout Out, BelongTo and TENI, amongst others in both collecting and exhibitions programming and as part of our dedicated EDI work. While largely these are not active or specific recruitment foci, it is our intention that our visible engagement and welcome ensure that the NLI is viewed as an inclusive place to work, build a career and contribute. |
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National Museum of Ireland |
The NMI is committed to the principles of equality and diversity and is an equal opportunities employer. All members of staff involved in recruitment and selection must be aware of the requirements of equality legislation and its implications. The Employment Equality Act 1998-2015 promote equality and prohibit discrimination (with no exemptions) across nine grounds, which are gender, age, race, religion, sexual orientation, marital status, family status, disability and membership of the travelling community. All external competitions are additionally advertised by the Public Appointments Service who plays a central role in recruiting diverse talent through inclusive recruitment practices in conjunction with their Equality, Diversity and Inclusion Strategy 2021 – 2023. The NMI will continue to be vigilant in our recruitment and promotion processes to ensure discrimination is prevented and diversity is welcomed.The NMI Diversity & Equality working group was established in 2018 whose aim is to promote and support equality, diversity, and inclusion, to organise training opportunities for staff and to devise policies including the Gender Identity and Expression Policy and the Policy on Employing People with Disabilities which have received approval.The NMI holds a monthly LGBTQIA+ virtual coffee morning where we welcome external speakers to join us on topics including the promotion of LGBTQIA+ + inclusion in schools, LGBTQIA+ inclusive education, 'Gay and Lesbian Activism in the Republic of Ireland, 1973-93' and Sexuality in the 19th century male convict depot on Spike Island.The Director of the NMI has committed to engaging external expertise in the area of Equality, Diversity & Inclusion (EDI) to support updating NMI policies relating to this. |
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Screen Ireland |
All our recruitment processes are open to all communities and we welcome all applications from all under-represented groups. |
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Sport Ireland |
Inclusive job adverts advising we are an equal opportunities employer;Hold Diversity and Inclusion workshops - last one dated 15th June 2022;A publicly launched diversity and inclusion policy which expresses its vision for a sport sector that celebrates diversity, promotes inclusion, and is pro-active in providing opportunities for lifelong participation for everyone - launched on 19th May 2022;Logo Adaption on all media outlets to show support for the LGBTQIA+ community during pride month;Sport Ireland and Sporting Pride launch #LetsGetVisible Campaign in support of the LGBTI+ community on 20th June 2022 to give the sports sector the opportunity to show our support for the LGBTQI+ community and to promote sport as a welcoming and inclusive space for the community. |
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Tha Boord o Ulster Scotch |
The Ulster-Scots Agency is committed to equality of opportunity and welcomes applications from suitably qualified candidates irrespective of religious belief, gender, disability, race, political opinion, age, marital status, sexual orientation, or whether or not they have dependants. All applications are considered strictly on the basis of merit. |
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Tourism Ireland |
Tourism Ireland has a robust Equal Opportunities Policy, which ensures that we do not discriminate against any community |
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Údarás na Gaeltachta |
Is fostaitheoir comhionannais é Údarás na Gaeltachta. Údarás na Gaeltachta is an equal opportunities employer.Déanann Údarás na Gaeltachta ceiliúradh ar Bród/ Pride. Údarás na Gaeltachta celebrates Pride.Beartais um Shaoire Tuismitheora caighdeánaithe – Gach duine ábalta saoire tuismitheora a ghlacadh. Standardised Parental Leave Policy – everyone is entitled to take parental leave. |
In relation to the following public bodies (Broadcasting Authority of Ireland, RTÉ and TG4), this is an operational matter for these bodies concerned. Section 24 and Section 98 of the Broadcasting Act 2009 provides for the independence in the performance of their functions. I have accordingly referred the Deputy's question for direct reply. I ask the Deputy to inform my office if a reply is not received within 10 days.
