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Gender Balance

Dáil Éireann Debate, Wednesday - 13 May 2020

Wednesday, 13 May 2020

Ceisteanna (149)

Cian O'Callaghan

Ceist:

149. Deputy Cian O'Callaghan asked the Minister for Public Expenditure and Reform if his attention has been drawn to the impact longer working hours and the restricting of flexible working patterns under the Haddington Road agreement is having on childcare costs and the promotion of women in the public service in view of persisting gender imbalance in the public service; and if he will make a statement on the matter. [5223/20]

Amharc ar fhreagra

Freagraí scríofa

The Public Service Stability Agreement 2013-2016 ('Haddington Road Agreement’) provided for a series of reforms as agreed with unions in relation to the work hours, rostering, redeployment and performance management of public servants. There have been 2 public service pay agreements since Haddington Road (The Landsdowne Road Agreement and the Public Services Stability Agreement 2018-2020) and there has been no decision to revoke the provisions of the Haddington Road Agreement, in relation to working hours.

The Civil Service is a leading employer in Ireland in respect of work life balance and flexible working arrangements for employees. We provide a range of family friendly initiatives including work-sharing, a shorter working year scheme and flexible working hour arrangements which can be availed of, having due regard to the business needs of the organisation. These arrangements provide staff at all levels, with opportunities to find a good work life balance.

In terms of gender balance, we have made significant progress in relation to gender equality in the Civil Service, my own area of direct responsibility. Trends in the gender breakdown by grade are as follows:

Grade (Female)

End August 2019

End August 2015

End August 2012

Sec Gen

8 (24%)

6 (20%)

7 (23%)

Dep Sec

7 (37%)

4 (22%)

5 (36%)

A/Sec

88 (37%)

67 (31%)

49 (23%)

Principal

690 (44%)

469 (37%)

394 (34%)

Assistant Principal

2,477 (51%)

1,666 (46%)

1,432 (42%)

HEO

3,095 (58%)

2,589 (57%)

2,522 (55%)

AO

1,242 (47%)

996 (47%)

852 (45%)

EO

5,824 (63%)

3,764 (61%)

3,760 (61%)

CO

8,975 (71%)

8,464 (76%)

8,617 (76%)

Figures from HR Databank on 14th Jan 2020

We have made good progress over the last number of years, particularly at Principal Officer and Assistant Principal level.

- We have moved from 34% female POs in 2012 to 44% female POs in 2019.

- We are now at 51% female APs.

- We have also made progress at Assistant Secretary level moving from 23% in 2012 to 37% in 2019.

- We are committed to building on this and further reducing differences between the genders in the civil service.

We have taken steps to increase female participation, particularly at senior levels.

The Civil Service Management Board (CSMB), which comprises of the Secretaries General in Departments, has identified a range of actions aimed at improving gender balance at senior levels of the Civil Service. The CSMB also monitors actions across departments and offices aimed at increasing the number of women in senior positions.

The CSMB has asked all Departments to consider a range of actions including:

- Training for Management Boards in unconscious bias

- Development supports such as mentoring

- Gender balance as a stated business priority

- Leadership training courses to encompass gender focussed knowledge and supports

- Assigning responsibility for Gender and Diversity to a member of the Management Board

Following a report by the ESRI the CSMB have initiated some key actions centrally which are aimed at improving the representation of women at senior level these include:

- Develop actions to support women on maternity leave to remain connected and to be supported on return to progress their career.

- Explore flexible working arrangements to facilitate staff at senior levels.

- Explore the feasibility of introducing job-sharing at senior levels for particular posts.

The CSMB will continue to monitor progress on gender diversity.

In relation to childcare costs, the National Childcare Scheme is a landmark scheme which was launched by the Minister for Children and Youth Affairs in 2019, providing financial supports to families for childcare. It establishes an equitable and progressive system of universal and income-related subsidies for children up to the age of 15, and provides an innovative and user-friendly online application process to access those subsidies. The Scheme provides 2 types of childcare subsidy for children over 6 months of age - a universal subsidy for children under 3 which is not means tested and an income assessed subsidy for children up to 15 which is means-tested.

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