Dáil Éireann Debate, Tuesday - 24 July 2018
747. Deputy Mattie McGrath asked the Minister for Justice and Equality the policy matters being examined by the gender equality division within his Department; the number of staff assigned to the division; and if he will make a statement on the matter. [32904/18]
Amharc ar fhreagraThe Gender Equality Division in my Department has a coordinating role in the implementation of the National Strategy for Women and Girls 2017-2020 and is responsible for a number of the actions under that Strategy. It also deals with gender equality issues that arise at EU, Council of Europe and UN levels and in other international forums.
Eight staff (6.8 full-time equivalent staff) are assigned to the Division.
The specific policy action in the National Strategy for Women and Girls that the Division is responsible for are to:
- Promote initiatives to support women returning to work from maternity leave. (Action 1.3)
- Consider an action specifically directed at increasing the employment rate of women, having regard to the different needs of different groups (e.g. lone parents) (Action 1.13).
- Consider the feasibility and benefits of an “Equality, Diversity and Inclusion mark” for business (Action 1.18).
- Undertake a package of measures to tackle the gender pay gap. Initiate dialogue between union and employer stakeholders to address the gender pay gap. Develop and promote practical information resources to explain and increase understanding of the multifaceted aspects of the gender pay gap and its causes. Develop practical tools to assist employers to calculate the gender pay gap within their organisations and to consider its aspects and causes, mindful of obligations regarding privacy and data protection. Promote wage transparency by requiring companies of 50 or more employees to complete a wage survey periodically and report the results. (Actions 1.21, 1.22 and 1.23)
- Hold a referendum on Article 41.2.1 of Bunreacht na hÉireann regarding a “woman’s life within the home”. (Action 3.1)
- Establish a programme of activity, including research, awareness-raising and cultural activities, to promote positive gender norms and to challenge negative gender norms. (Action 3.3)
- Support initiatives to encourage men and boys to be champions of gender equality, drawing on the Men Advocating Real Change, HeForShe, MAN Up and White Ribbon initiatives. (Action 3.4)
- Commission an independent review of the situation of women in the governance and senior management of companies in Ireland and of measures to promote and to increase women’s representation, such as targets for business. Informed by the recommendations of the independent review, develop and implement a package of measures to promote greater representation of women on corporate boards and in the senior management of companies. (Actions 4.1 and 4.2)
- Conduct a mapping exercise on gender balance in senior positions in the public service and assess possible barriers to achieving greater representation of women in senior positions. Based on the outcomes of actions to increase gender balance at senior level in the Civil Service and related learning in the public service, evaluate and prioritise actions which could increase the representation of women in senior positions in the public service. (Action 4.10)
- Support women’s community organisations to identify relevant local structures for participation, and support the participation and progression of women within these structures locally, regionally and nationally. (Action 4.14)
Some of this work is under way and all Actions will be addressed over the lifetime of the Strategy.
In addition to the above, the Division has a role in a number of other Actions which apply also to other Divisions, Departments and bodies.
