I propose to take Questions Nos. 486 and 487 together.
Under the Disability Act 2005 and the National Disability Inclusion Strategy there is no obligation on Public Bodies to collate information on the type of disability that a staff member has chosen to disclose. Under the General Data Protection Regulation (GDPR) an Employee’s medical history, including a disability, is classified as “sensitive personal data”, this allows it additional protections under GDPR. In the interest of complying with the terms of GDPR, and protecting an individual’s anonymity, the numbers of staff members who disclose intellectual disabilities are not specifically tracked by the Department and there are no plans to do so.
The Department actively promotes opportunities and support for individuals with disclosed disabilities. This includes participation in the Willing Able Mentoring Programme (WAM), which is a work placement graduate programme for individuals with disabilities, and the appointment of a designated Disability Liaison Officer who provides advice and support to staff members who have disclosed a disability and to line managers of staff members who have disclosed a disability.
Under the Comprehensive Employment Strategy for People with Disabilities for 2015 – 2024, the Government has committed to progressively increasing the statutory target for the employment of people with disabilities from 3% to a minimum of 6% in the public sector by 2024. The National Disability Authority’s (NDA) most recently published report confirms that 3.9% of staff within this Department have a disclosed disability.
I have asked the State Agencies under the aegis of my Department to provide the Deputy with a statement on the information requested. If you do not receive a reply from the agencies within 10 working days please advise my private office.