Dáil Éireann Debate, Wednesday - 20 September 2023
60. Deputy Carol Nolan asked the Tánaiste and Minister for Defence 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. [40227/23]
View answerThe 'Civil Service Renewal Strategy 2030' 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), this 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. In relation to the specific action points of the strategy identified by the Deputy, details are as follows:
1.2 Identify key large-scale events each year to promote LGBTI+ visibility. All staff in my Department were invited to attend PRIDE in June 2023 under the Civil and Public Service banner of Proud to Work for Ireland. Other initiatives in the area of gender inclusiveness include attendance by Department staff at a series of webinars hosted in June 2023 by OneLearning regarding PRIDE month.
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.
It is not within my Department’s remit to coordinate public events.
2.2 Ensure that equality, diversity and inclusion is a core feature of organisational and HR strategy and subject to ongoing review.
My Department operates in line with the legislation in Ireland that protects people from inequitable treatment including the Employment Equality Acts 1998-2015 which prohibits discrimination in employment on a number of grounds including gender.
2.4 Develop a Civil and Public Service wide LGBT+ Employee and Ally Network. My Department has taken positive steps in this regard and is represented on the National LGBTI+ Inclusion Strategy Committee.
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. My Department is not a public facing body.
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.
My Department operates in line with legislation that protects people from inequitable treatment including the Employment Equality Acts 1998-2015 which prohibits discrimination in employment on a number of grounds including gender.
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.
Not a relevant Department for the purposes of this action point.
24.2 Informed by the findings of the above research, develop an appropriate package of measures for implementation in response. Will apply as appropriate and in line with Government policy.
