Dáil Éireann Debate, Tuesday - 16 May 2023
293. Deputy Holly Cairns asked the Minister for Public Expenditure, National Development Plan Delivery and Reform how his Department and public bodies and agencies that operate under his remit meet their obligations for reasonable accommodation under the Employment Equality Acts 1998-2015. [23053/23]
View answerCivil Service employers must and do consider their obligations under the Employment Equality Acts 1998 to 2015 to provide reasonable accommodation. Reasonable accommodation is about meeting the needs of people with disabilities so that they can have access to and can participate and advance in employment. The intention of the provisions dealing with reasonable accommodation is to create a level playing field between individuals with and without a disability.
The Civil Service is strongly committed to equality of opportunity for all in terms of its recruitment and employment practices. The provision of reasonable accommodations is a key element in supporting new staff with a disability and existing staff who acquire a disability. In my Department, the provision of reasonable accommodations required to support a staff member with a disability is managed primarily through my Department’s HR Unit and Disability Liaison Officers (DLO). Reasonable accommodations are provided on a case-by-case basis and, depending on the nature of the accommodation and relevant medical advice, may require further input and support from a number of areas and individuals including Health and Safety, facilities management, ICT support, and the individual’s Line Manager.
Where practicable, reasonable accommodations are provided within four weeks of receipt of a request. The provision of a reasonable accommodation typically comprises a number of stages: submission of the request; evaluation of the request; implementation of the reasonable accommodation; ongoing monitoring of the reasonable accommodation. My Department will continue to provide reasonable accommodations to staff who have a disability so they can fully participate and advance in their employment.
There are a range of supports available to staff and employers that can help with reasonable accommodation.
• Disability Liaison Officers (DLOs) are appointed across government departments. A key part of the DLO role is to support staff with disabilities. The DLO can work in conjunction with other sections, e.g. Human Resources (HR), and Information and Communications Technology (ICT) Division to assist staff with disabilities.
• The Civil Service Employee Assistance Service provides a wide range of free and confidential supports to all staff and management of the Irish Civil Servic
• My own Department has increased training and support aimed at ensuring civil service employers are aware of their duty of care as an employer. For example, DPER has provided:
• Training on Reasonable Accommodation for over 150 people who work with staff with disabilities.
• Guidelines on the provision of reasonable accommodation.
Going forward we want to ensure we continue supporting staff who have disabilities. ‘Better Public Services: A transformation strategy to deliver for the public and build trust 2030’ has 3 core themes, one of these is ‘Workforce and Organisation of the Future’. This strategy will deliver an inclusive, high quality and integrated Public Service provision that meets the needs and improves the lives of the people of Ireland. We are want to ensure we are harnessing the full potential of our staff and that our organisations provide the environment to support this. Diversity – of background, of life experience – brings different insights, creates challenge and encourages change and innovation. We want diverse staff and to have progressive policies and inclusive workplace cultures. Access to different pathways to careers in the Public Service and growing skills within organisations will help attract and retain staff.
My department will contact the deputy directly regarding the position with regard to the bodies under the aegis of my Department.
