Dáil Éireann Debate, Wednesday - 20 September 2023
163. Deputy Carol Nolan asked the Minister for Finance 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. [40231/23]
View answerI wish to inform the Deputy that my Department has taken a series of measures to implement the specific action points referenced of the National LGBTI+ Inclusion Strategy 2019-2021.
My Department is supportive of the Government Departments leading on the Strategy actions across wider society, and also implements actions within my Department as an employer to promote equality, diversity and inclusion in the workplace.
In relation to Action Point 1.2 'Identify key large-scale events each year to promote LGBTI+ visibility' and 1.4 'Coordinate a series of events and communications to support positive messaging around Pride and festivals nationwide and more broadly to promote LGBTI+ visibility, awareness and expertise'.
The Department has taken positive steps in this regard to promote LGBTI+ community visibility within the Department. The Department has an active PRIDE Network and supports events during PRIDE week including providing pride colour pins and lanyards to staff, coffee mornings and Departmental participation in Dublin PRIDE parade. In addition, staff have attended a series of PRIDE focused events including an interactive Pronouns Workshop in June 2022 which focused on how to respect a colleagues’ gender identity.
Other initiatives to increase awareness of EDI include a series of webinars hosted in June 2023 by OneLearning (the Civil Service wide training provider) during PRIDE month and distribution of information leaflets entitled “The ABCs of LGBT+ ” to all staff members which focused on terminologies of gender.
For Action Point 2.2 'Ensure that equality, diversity and inclusion is a core feature of organisational and HR strategy and subject to ongoing review.'
Equality, Diversity and Inclusion is a key theme of the 'Civil Service Renewal Strategy 2030', which commits to nurturing a workforce for the future by bringing equality and inclusivity to the fore of its organisational design. By placing a focus on Equality, Diversity, and Inclusion (EDI), the Department is committed to recognising and supporting all employees’ gender identity and gender expression to further develop a positive, accepting and supportive work environment, where every employee is treated with dignity and respect. This forms a core part of our HR Strategy and organisation values. A new Gender Equity Network has recently been established within my Department which I will launch formally later this month.
For Action Point 2.4 ‘Develop a Civil and Public Service wide LGBT+ Employee and Ally Network’.
The Department is a member of the cross Departmental LGBTI+ Inclusion Strategy Committee, chaired by Dept. of Children, Equality, Disability, Integration and Youth which actively monitors the implementation of the Strategy actions. The Network cited in 2.4 has not yet been established but work is underway in Dept. of Children, Equality, Disability, Integration and Youth to progress this action, which my Department will then support once established.
For Action Point 3.2 - 'Coordinate the roll out of a public recognition marker denoting LGBTI+ friendly service provision, particularly in rural and other hard to reach communities'.
The Department does not have a role in front line service provision as the Department is a central Department with a policy focused remit. We do not engage directly with the public in respect of events nonetheless we are cognisant of the need to respect gender identity and gender expression and are supportive of a public recognition marker denoting LGBTI+ friendly service provision.
For Action Point 5.1 - 'Utilise the Equality and Human Rights Public Sector Duty to take account of LGBTI+ considerations in the development or review of public sector policy, to be informed by targeted consultation where necessary'.
As a central Department with a policy focused remit, my Department does not generally provide services directly to the general public or businesses. Nonetheless, the Public Sector Equality and Human Rights Duty obligations impact on the Department’s functions. Specifically, this is evident in our strategic planning processes, annual review of our Governance Framework, ongoing training offered by the Human Resources Unit and in assessing impacts as part of our policy development. The provisions of the Equality and Human Rights Public Sector Duty will also form part of the context of my Department's Equality, Diversity and Inclusion Strategy, work on this Strategy will commence later this year.
For Action Point 12.2 - Ensure that each relevant Department/Government body examines how, once a Gender Recognition Certificate is obtained, administrative processes can be streamlined, improving interconnection between Departments, and reducing costs for replacement of official documents, while maintaining a person’s privacy.
The Department does not provide official documents to the public and does not have a remit in regard to this action.
For Action Point 24.2 - 'Informed by the findings of the above research, develop an appropriate package of measures for implementation in response'.
Progress on this measure to date has been provided by the LGBTI+ Inclusion Strategy Committee who has advised that the Government is developing a legislative response to prohibit conversion practices in Ireland. Given the potential complex and sensitive nature of the proposed legislation, the Government is carefully considering the underpinning policy matters to ensure that vulnerable members of society are protected from these harmful practices. Work on the plan to draft legislation is ongoing. Progress will then be determined by the proposals passage through the legislative process. At this point in time there is no action form my Department in respect of this action.
