Dáil Éireann Debate, Wednesday - 20 September 2023
29. Deputy Carol Nolan asked the Tánaiste and Minister for Foreign Affairs 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. [40232/23]
View answerThe National LGBTI+ Inclusion Strategy 2019-2021 is an all of Government strategy and the Department of Foreign Affairs is committed to its implementation. The Department works on an ongoing basis to deliver many of the actions, including those relating to the integration of LGBTI+ rights across our foreign policy. The Department, including through the Embassy and Consulate network, is committed to engaging with LGBTI+ diaspora communities, delivering consular services to LGBTI+ persons, and supporting those promoting and defending LGBTI+ rights internationally.
The Department is also committed to creating a diverse and inclusive workplace where all colleagues feel respected, valued and included. In that context, a Gender, Equality, Diversity and Inclusion (GEDI) Action Plan was launched in my Department during mid-2022 to further develop systems, policies and practices to embed diversity and inclusion. Additionally, the DFA Statement of Strategy 2023-2025, commits the Department to further embed a culture of dignity and respect in the workplace. Embedding principles of respect and inclusion also applies to how services are delivered to members of the public, and our Customer Service Charter makes a firm commitment to treat everyone fairly and impartially.
The Department is committed to equality of opportunity for all in terms of its recruitment and employment practices. All competitions are conducted in line with the CPSA Code of Practice for Appointment to Positions in the Civil and Public Service, and training is provided, including unconscious bias awareness training, to officers who sit on competition boards, to ensure applicants are assessed equitably and without discrimination in our processes.
Over the past year, officials have been engaging with the Irish Centre for Diversity’s (ICD) 'Investors in Diversity' programme to help guide the Department’s next steps on GEDI. This engagement resulted in the Department becoming the first in the Civil Service to be awarded the ICD’s Bronze Accreditation. A re-assessment, conducted in July this year, led to our categorisation as ‘an organisation that shows a commitment to D&I that is indicative of a high level of maturity’.
In terms of the specific actions from the National LGBTI+ Inclusion Strategy raised, the Department has recently launched a number of policies to support gender equality, including a Guide to Supporting Transgender Colleagues in March of this year. Further short updates on measures taken to implement the specific actions are set out below.
|
Action Number |
Outcome |
Action |
Progress made |
|
1.2 |
LGBTI+ People are made positively visible across all sectors of society |
Identify key large-scale events each year to promote LGBTI+ visibility |
Embassies and Consulates engage with LGBTI+ members of the diaspora in outreach to LGBTI+ organisations and societies across the globe, by participating in Pride Parades and similar events, and by promoting LGBTI+ members of the diaspora's participation in events. |
|
1.4 |
LGBTI+ People are made positively visible across all sectors of society |
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 |
DFA's LGBTI+ Working Group and LGBTI+ Network coordinate events regularly to promote LGBTI+ visibility, awareness and expertise. |
|
2.2 |
Irish workplaces are inclusive of LGBTI+ people and support them in bringing their authentic selves’ to work |
Ensure that equality, diversity and inclusion is a core feature of organisational and HR strategy and subject to ongoing review. |
DFA’s Gender, Equality, Diversity & InclusionAction Plan 2022—2025 has been developed in consultation with key stakeholders across the Department and is subject to ongoing review. |
|
2.4 |
Irish workplaces are inclusive of LGBTI+ people and support them in bringing their authentic selves’ to work |
Develop a Civil and Public Service wide LGBTI+ Employee and Ally Network |
LGBTI+ network in place in DFA. |
|
3.2 |
Public spaces are safe and welcoming of LGBTI+ people |
Coordinate the roll out of a public recognition marker denoting LGBTI+ friendly service provision, particularly in rural and other hard to reach communities |
DFA promotes the use of welcome stickers denoting LGBT-friendly service provision. |
|
5.1 |
Public policy is inclusive of LGBTI+ perspectives and avoids heteronormative assumptions |
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 public sector organisation, DFA complies with its obligations under all aspects of GEDI. |
|
12.2 |
Transgender people are supported and administrative processes are streamlined while maintaining a person’s privacy |
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. |
DFA's website provides information on the mechanisms to complete the administrative process, while protecting the confidentiality of the citizen concerned. |
|
24.2 |
The practice of conversion therapy in Ireland is investigated and followed up with appropriate counter measures. |
Informed by the findings of the above research, develop an appropriate package of measures for implementation in response. |
DCEDIY is leading on draft legislation and my Department will follow up in terms of actions to support the Strategy. |
