Dáil Éireann Debate, Wednesday - 20 September 2023
122. Deputy Carol Nolan asked the Minister for Transport to provide details on the measures his Department has taken to implement specific action points (details supplied) of the action plan to support the National LGBTI+ Inclusion Strategy 2019-2021. [40242/23]
View answerMy Department is fully committed to promoting and supporting diversity and inclusion for all people.
I recently published my department’s refreshed Statement of Strategy 2023-2025. This Strategy recognises the importance of respect for diversity and inclusion in providing a workplace where people make a difference and where people want to work. To assist with the delivery of our commitments in this area, the department’s Human Resources Division is currently developing a Wellbeing and Equality Diversity and Inclusion Strategy to provide staff with targeted supports and interventions to 2030, while strengthening the overall employee experience within the Department.
My Department recently revised its Public Sector Duty Assessment and Action Plan 2023-2025 which has recently been published in line with the Department’s Statement of Strategy 2023-2025. It recognises the importance of close collaboration and ongoing engagement with areas of the Department and networks (including employee networks) which are progressing the broader equality, diversity, and inclusion agenda. Progress on the Public Sector Duty Assessment and Action Plan 2023-2025 will be reported in the Department’s annual reports.
To further support the Public Sector Duty Action Plan, my Department provides a range of diversity and inclusion training, including training developed by the Irish Human Rights and Equality Commission (IHREC), to all employees. The IHREC has developed an eLearning module and an online classroom training course, available through OneLearning, the shared services training centre for the civil service, to support and enable staff within public bodies to understand and meet their obligations under the Public Sector Equality and Human Rights Duty (Public Sector Duty).
Furthermore, my department provides interview board training comprising of awareness of the Commission for Public Service Appointments’ (CPSA) Code of Practice for civil service recruitment and promotion processes and the nine grounds for discrimination.
Pride@Transport is a staff-led network within my Department which aims to support LGBTQIA+ colleagues, raise awareness among staff of issues faced by LGBT+ colleagues. The network facilitates training/awareness raising for allies, holds educational and social events for all staff and facilitates professional/social networking. Support and funding is provided from my Department to this active network to underpin its valuable work within the organisation.
My Department has marked Pride month since 2019 through Pride@Transport as one of many initiatives to provide an inclusive and supportive workplace. This year a series of information and social events took place at Department offices across the country. Relevant training webinars provided by OneLearning on LGBT+ issues were also promoted. In addition, my Department worked with Pride@Transport to encourage attendance at the Dublin Pride March under the banner "Proud to Work for Ireland", along with 1,100+ other civil and public servants. My department has promoted Pride Month on its social media accounts and the headquarters building was lit with rainbow colours for the month of June.
My department continues to work closely with networks in other Government Departments on a range of initiatives, including supporting the process of establishing a Civil and Public Service LGBT+ Network.
