Dáil Éireann díospóireacht -
Thursday, 12 Dec 2002

Vol. 559 No. 3

Written Answers. - Report on Bullying.

Jan O'Sullivan

Ceist:

45 Ms O'Sullivan asked the Minister for Defence the progress made to date by the independent monitoring group recommended in the report of the external advisory committee on the Defence Forces dealing with allegations of bullying and sexual harassment within the Defence Forces; when it is expected that the implementation plan on the reforms recommended will be put in place; and if he will make a statement on the matter. [26074/02]

Minister for Defence (Mr. M. Smith)

In August 2001, I invited Dr. Eileen Doyle, who chaired the Government's task force on the prevention of workplace bullying, to chair an external advisory committee to determine the nature and extent of sexual harassment, harassment, bullying and discrimination and to review existing policies and procedures, and to make recommendations on strategies and programmes relating to awareness and education in this whole area. Dr. Doyle was joined by two other civilian experts and by senior military personnel. Dr. Doyle and the external advisory committee group presented their completed report to me in March, 2002. I accepted the report in full together with all of its recommendations.

The results of the survey indicated that a significant number of respondents perceived themselves as experiencing unacceptable levels of harassment, bullying, discrimination and sexual harassment.

The key recommendations of the Doyle report are as follows: the introduction of a comprehensive set of policies around issues of harassment, bullying, discrimination and sexual harassment in the workplace, with the active support of the representative associations; a thorough, continuing and multi-faceted education and training programme; a Defence Forces equality steering group should be established, with a Labour Court chairperson; comprehensive exit interviews to examine personnel turnover issues, these interviews to be conducted by an outside independent body; further review and survey in 2004.

The report noted that it would be essential that external civilian expertise be involved throughout the implementation process for the various recommendations. On the evidence of the research findings, there is a need for immediate action on a number of fronts. The report emphasises the need for continuous external review, including a further external survey in spring 2004, which will involve a thorough revisiting of all the aspects covered in the present report. That second review process in 2004 will also be undertaken for official publication.

The following action has been taken on foot of the recommendations of the report.

First, an independent monitoring group chaired by Dr. Eileen Doyle has been established to oversee the implementation of the fundamental reforms which the report has recommended. The monitoring group is meeting regularly to formulate proposals on how best to proceed with implementation of the recommendations. The most significant development is the genuine and growing collaboration between the military authorities, the two representative associations and the Department of Defence in relation to implementing the recommendations. The first stage of disseminating the findings of the report has taken place. A number of focus groups have been set up by the group to identify appropriate ways of enriching training at all levels in the Defence Forces. The members of the monitoring group are Dr. Eileen Doyle (chairperson), the deputy chief of staff (support), an assistant secretary of the Department and the general secretaries of the representative associations.

Second, an equality steering group has recently been established and has just begun its deliberations. The equality steering group will ensure that progress is made both in relation to legislative requirements and best working practice. The membership of the equality steering group comprises: Chairperson Patrick Pierce of the Labour Court, chairperson, a departmental and a military representative and representatives from RACO and PDFORRA.

Third, procedures are being put in place to set up a confidential, professionally supported help line and counselling service which would be available to military personnel. It is proposed to launch this service in the next couple of months.

Fourth, the Department has currently engaged an independent consultant to design, administer, distribute and analyse an exit interview questionnaire for Defence Forces personnel.

The chief of staff has strongly supported a partnership approach to addressing this issue. He has repeatedly emphasised his acceptance of the problem and has recognised the necessity to tackle this matter in a fundamental way at all levels of the Defence Forces. The chief of staff has demonstrated a very active and genuine commitment to change and has emphasised that it is incumbent on all commanders to ensure that best practice in management of personnel is fostered at all levels to eliminate the problems identified in the Doyle report. I emphasise that bullying is not training for anything. I fully realise that the project of bringing about necessary fundamental changes in attitudes and culture will not be quick or easy. However, with substantial and vigorous leadership, I have every confidence that the proper environment will be firmly established and maintained throughout the Defence Forces.