Dáil Éireann Debate, Tuesday - 26 July 2022
503. Deputy Holly Cairns asked the Minister for Public Expenditure and Reform the way that his Department and public bodies and agencies under his remit met their obligations under section 42 of the Irish Human Rights and Equality Commission Act 2014 in 2021, including the way that relevant policies and actions are monitored and the way that the obligation is reflected in their annual reports. [41375/22]
View answerMy Department’s Annual Report for 2021 is available on the gov.ie website and sets out a broad range of information about the Department’s activities in 2021, including the Public Sector Equality and Human Rights Duty obligations and the vehicles which the Department uses to fulfil those obligations. Given the nature of the Department’s role, it does not generally provide services directly to the general public or businesses. Nonetheless, the Public Sector Duty obligations impact on the Department’s functions in many ways. The key vehicles used by the Department in addressing this Duty are the Equality Budgeting initiative; Health and Well-being, and Training; Our Public Service (OPS) and Civil Service Renewal 2024.
The implementation of all policies led by the Department is monitored as part of the day to day work of the relevant Divisions of the Department. More specifically, the following mechanisms are used to drive and monitor the progress of each of the Department’s key actions used to address its Public Sector Duty obligations.
Equality Budgeting
Since 2018, when it was first piloted, significant work has been undertaken to develop the Equality Budgeting initiative. With an initial focus on gender, due to the availability of data, Equality Budgeting has since been expanded across multiple dimensions of equality including gender, socio-economic, disability and minority groups.
An Equality Budgeting Expert Advisory Group (EBEAG) has been established to guide the development of Equality Budgeting policy. Representing key stakeholders such as the Irish Human Rights and Equality Commission, the National Women’s Council and the National Disability Authority, this group is chaired by my Department and has met regularly since 2018.
Health and Well-being, and Training
My Department developed and launched, in 2021, a Civil Service Health and Well-being Framework, which includes guidance for Departments and Offices on creating and sustaining a fair and inclusive working environment where staff members feel valued and respected. OneLearning is currently developing a number of standalone training courses to promote equality, diversity, inclusion within the Civil Service, in addition to content across all courses where relevant. OneLearning also hosts an eLearning module ‘Equality and Human Rights in the Public Service’ on the Civil Service Learning Management System produced by the Irish Human Rights and Equality Commission (IHREC), which supports and enables staff within the Civil Service to understand and meet their obligations under the Public Sector Equality and Human Rights Duty (Public Sector Duty). My Department’s own Health and Well-being Strategy “Your PERsonal Well-being” launched in November 2020 and regular updates on the Strategy’s progress are provided to my Department’s Management Board.
Our Public Service and Civil Service Renewal 2024
My Department has responsibility for Public Service Transformation programmes for the Civil and wider Public Service. Civil Service Renewal 2030 is a ten-year strategy for the Civil Service building on three core themes – Digital First and Embedding Innovation; Evidence-Informed Policy and Services; and Workforce, Workplace and Organisation of the Future. Among the strategic priorities for the Workforce, Workplace and Organisation of the Future theme are to review and deliver organisational structures that foster greater agility and collaboration and to promote a positive inclusive workplace culture that aligns with Civil Service values and supports employee well-being. The strategic priorities of CSR2030 will be achieved through a series of three-year Action Plans, the first of which is Civil Service Renewal 2024.
The position in relation to the bodies under the aegis of my Department is set out below.
Office of Public Works (OPW)
In the performance of its functions, and in accordance with the requirements of section 42 of the Irish Human Rights and Equality Act 2014, the OPW continued in 2021 to have regard to the need to eliminate discrimination, to promote equality of opportunity and treatment, and to protect the human rights of its staff, clients and visitors. The measures used by the Office for meeting its public sector duty of care in these matters included:
- Implementation of the requirements for equality of access in accordance with the Disability Act 2005;
- Implementation of a bespoke Quality Customer Service Charter and Action Plan designed in consultation with our service users;
- Implementation of a Dignity at Work anti-bullying, harassment and sexual harassment policy for the Irish Civil Service and for State Industrial Employees working in the Civil Service;
- Implementation of best practice procedures for recruitment and selection in accordance with Employment Equality laws, to ensure that the Office acts as an equal opportunities employer; and
- Inclusion of staff representatives in collaborative discussions about policies and practices affecting them using mechanisms of Partnership, Departmental Council and Joint Industrial Council.
These measures include complaint resolution mechanisms for staff, clients and visitors. Complaints are monitored to identify any emerging issues that might require strategic action and public reporting on the part of the OPW in order to continue fulfilling its section 42 public sector duty of care. Having regard to its functions and purpose, and in the absence of any emerging issues related to human rights, inequality or discrimination, the Office of Public Works does not believe it had any specific issues requiring strategic action and associated annual reporting in 2021.
National Shared Services Office (NSSO)
The NSSO is committed to providing a service to all clients that respects human rights and the right to equal treatment and has adopted a proactive approach to implementing this duty. The Office’s approach is underlined by its core organisational values of People First, Process and Digital Innovation Next and Service Excellence Always.
The NSSO have commenced working on its ED&I workplace strategy to ensure all staff feel valued as individuals, creating an inclusive environment where everyone feels able to participate and achieve their potential, and developing an effective strategy that goes beyond legal compliance and seeks to add value to the business, contributing to enhanced employee well-being and engagement.
The NSSO is an active supporter of the WAM (Willing Able Mentoring) programme. WAM is a paid mentored work experience programme which offers graduates with disabilities six months’ work experience, with this year providing these graduates an opportunity to apply for a permanent pathway into the civil service. The NSSO has received 3 WAM Leader Award’s to date. The NSSO is also supporting the Oireachtas Work and Learn (OWL) programme which is a placement for staff with intellectual disabilities.
Public Appointments Service (PAS)
The issues that require to be addressed under section 42 of the Irish Human Rights and Equality Commission Act 2014 are covered in the PAS Equality, Diversity and Inclusion Strategy. The relevant policies and actions (including the delivery of our Equality, Diversity and Inclusion Strategy) is monitored through the Equality, Diversity and Inclusion Project Board (which has an external Chairperson). The obligation is included in the PAS Annual Report under the Equality, Diversity and Inclusion section.
Office of the Ombudsman
The Office of the Ombudsman is committed to providing a service to all clients that respects human rights and their right to equal treatment and have adopted a proactive approach to implementing this duty. In 2018, the Office established a Public Sector Duty Working Group to assess the human rights and equality issues which arise in relation to its functions, and to produce and implement an action plan. During 2018-2020, most of the phase 1 actions were completed. The key phase 2 action will be the development of a human rights based model to use in the Ombudsman’s complaints handling work. As required under the Act the office will report on developments and achievements in relation to their Public Sector Duty in the annual report.
State Laboratory
The State Laboratory does not deal with the public. The majority of its staff are recruited through the Public Appointments Service who have an Equality, Diversity and Inclusion (ED&I) Strategy which recognises their statutory obligation to implement the Public Sector Equality and Human Rights Duty set out under Section 42 of the Irish Human Rights and Equality Commission Act 2014. A small number of staff are recruited using a listed recruitment agency under license from the Commission for Public Service Appointments. The State Laboratory People and Culture Strategy addresses the obligations under the Act for staff working in the laboratory.
Office of the National Lottery Regulator (ORNL)
The ORNL has assessed the human rights and equality issues it believes to be relevant to the functions and purpose of the body and identified the policies, plans and actions in place or proposed to be put in place. The ORNL has published its Statement of Strategy 2022-2024, identifying a schedule of actions to be taken in the three-year period of the Strategy, including in fulfilment of its public body obligations under Section 42 of the Human Rights and Equality Act 2014. In addition, the published ORNL annual reports address the obligations in these matters annually.
