Vol. 418 No. 9
7 Mr. O'Shea asked the Minister for Labour his views on whether there is a need to strengthen the existing equality legislation to ensure equality of opportunity in the work-place for women, with particular reference to promotion, training, placement and mobility; and if he will make a statement on the matter.
39 Mr. R. Bruton asked the Minister for Labour if he will outline the action his Department take to ensure full participation of both sexes in all employments, both in the public and private sectors; and if he will make a statement on the matter.
43 Miss Flaherty asked the Minister for Labour if he will outline the proposals his Department have to bridge the difference between the average industrial wage for men and women in this country; and if he will make a statement on the matter.
49 Mr. G. O'Sullivan asked the Minister for Labour when he expects to be in a position to strengthen the Anti-Discrimination Pay Act, 1974, and the Employment Equality Act, 1977, in view of the fact that recent figures show that women earn 60 per cent less than the average industrial male wage; and if he will make a statement on the matter.
I propose to take Question Nos. 7, 39, 43 and 49 together.
The Minister hopes to get the approval of the Government shortly to enable the drafting of a comprehensive Bill which will replace the Anti-Discrimination (Pay) Act, 1974, and the Employment Equality Act, 1977. Ireland has a good record in relation to implementing our EC equality obligations and the machinery devised under our equality legislation has provided an effective means to obtain legal redress in instances of discrimination in employment. However, it is necessary to keep pace with EC developments and the changing nature of European Community law. The proposals to amend the legislation are intended to update and increase the effectiveness of the basic legislative provisions and to ensure that all statute law on employment equality can be found quickly and conveniently in the one Act.
The average industrial earnings of women are lower than those of men. A significant imbalance exists between male and female industrial earings, with women earning 68 per cent of the hourly male rate in June 1991. Deputy O'Sullivan's question was wrong in fact in that regard. This represents a major problem which requires our attention.
Some of the reasons for the persistence of sizeable male-female earnings differentials are well known. Women tend to occupy low profile, low paid jobs, are under-represented at supervisory and managerial level and in the highly technical professions. The Minister, in association with the Employment Equality Agency, has commissioned the ESRI to undertake a research study to determine more precisely the reasons for these differentials. The aim is to identify those factors which account for the wage gap, such as differences in education and experience and to isolate any residual factors which may be attributable to discrimination. It is hoped that this research will provide direction for future policy in this area.
While the Minister's plans to upgrade employment equality legislation and make it more effective are important, he attaches equal importance to improving access for women to a wider range of jobs and in creating the environment to make this possible.
In this regard several steps are being taken, particularly in the area of improved training and access to employment and positive action. The Minister is particularly anxious that positive action programmes are implemented in both the public and private sectors. To motivate employers to take action in this regard additional funding has been allocated to the Employment Equality Agency to undertake the equality focus award scheme in 1992.
The Minister is also monitoring positive action in public sector bodies and many organisations are implementing programmes of positive action based on organisational needs.
The Employment Equality Agency are actively continuing their work in the area of promoting positive action and earlier this month the Minister launched the agency's model equal opportunities policy, which is designed to assist employers and equal opportunities officers to develop and implement equal opportunities policies and programmes.
Will the Minister specifically tell us what measures he envisages to improve the position of women with regard to promotion in the private sector? Platitudes are fine, but because of the failure in the private sector in this area of equality there is need to harden the legislation. Will the Minister indicate what measures are envisaged?
My reply covered that area. There was the question of the awareness of both employees and employers. I mentioned how important positive action programmes were in this regard. In many cases, in some areas of which the Deputy will be aware, at times positions were not applied for by people who had very fine qualifications for filling them.
Will the Government ensure that the model equal opportunities policy produced by the Employment Equality Agency will be the policy model in all semi-State bodies? What steps will the Minister take to encourage employers to use this as an equal opportunities model?
The idea is that it be used across the board. In my reply I indicated that this was not targeted at private employers only but also at public bodies.
I welcome the Minister's commitment to a positive action programme. I fear the financial allocation to the EEA will not be sufficient to deal with this. Will the Minister accept that there is a need to appoint in each company a senior employee of the company with sole responsibility for equality of opportunity within the firm? This person could be called an equality opportunities officer. It is important to give this the priority it needs and that type of recommendation should come from the Department of the Minister.
I agree with the general thrust of the Deputy's suggestion that the more widespread the information the better. That in itself will be effective. In firms, trade unionists, shop stewards and people who have representative roles in trade unions on the factory floor will become increasingly aware of the necessity to make sure that there is equal opportunity in both employment and promotion.
Promotional programmes are all very well, but where employers are failing in terms of equality in the workplace, does the Minister envisage that sanctions will be part of the new legislation?
I do not understand what the Deputy means by sanctions. There will be other factors to be taken into consideration if that occurred. I would favour bringing the information to bear, so that everybody would be aware of the possibilities and this would bring efforts to fruition in many cases.
