Dáil Éireann Debate, Wednesday - 3 June 2020
83. Deputy Cian O'Callaghan asked the Minister for Finance if human rights and equality training will be provided for the directors of the Central Bank and the State-appointed directors of other banks in line with the recommendation from the A Lost Decade - Study on Mortgage Possession Court Lists in Ireland report; and if he will make a statement on the matter. [8965/20]
Amharc ar fhreagraI am advised by the Central Bank, and by the relevant commercial banks, that the following arrangements are in place for the training of their directors (in the case of the Central Bank, the members of the Central Bank Commission), relevant to the Deputy’s question:
Central Bank of Ireland
The Central Bank is conscious of its responsibility in ensuring that the principles of human rights and equality are embedded across its work.
The Central Bank provides ongoing training to the members of the Central Bank Commission, primarily through seminars relating to the work of the Bank and its mandate. Commission members are also offered training in governance as and when suitable external courses and programmes are available.
The Central Bank is committed to being a socially responsible and sustainable organisation in how it delivers on its mandate and mission. As a public service organisation, the Central Bank’s obligation to meet its public sector duty is a key part of this wider commitment. In preparing the Central Bank’s Strategic Plan, an assessment of the human rights and equality issues, relevant to the functions of the Central Bank, was carried out.
The Strategic Plan sets out that the Central Bank will ensure:
- Engagement with the public through communications and outreach strategies as part of its commitment to corporate and social responsibility.
- All members of the public who receive services from the Central Bank are provided a professional, efficient and courteous service as set out in the Customer Charter.
- The implementation of its People Strategy promotes and supports the equality and human rights of staff.
- The public is consulted on Central Bank policy developments and the obligations under the Irish Human Rights and Equality Commission 2014 Act will be considered by the Central Bank, where relevant, in the development of such policies.
The Central Bank plays a role in promoting sound governance and culture across its regulated entities through the publication of reports on key Diversity and Inclusion data.
AIB
The Nomination & Corporate Governance Committee, on behalf of the AIB Board, has identified a number of key skills required of its directors, including retail and commercial banking, risk management, strategy development, stakeholder management, digital focus, customer focus, culture, leadership and governance. Diversity is also an important factor in succession planning both at Board and Executive level and has resulted in both the Board and Executive Committee reaching the highest levels of gender balance in the Group’s history. The current culture across the Group and its cultural ambitions were front and centre of the Board’s mind in 2019. The Board is committed to creating and nurturing the right culture in AIB and is fully engaged in the bank’s culture programme, dedicating significant agenda time for discussion, debate and providing overall direction to the development of the programme.
Bank of Ireland
Each Bank of Ireland director receives an induction plan tailored to his or her specific requirements. The continuous development requirements of the Board and individual directors, as required, are met through the provision of Group Board training, presentations, site visits and individual bespoke training sessions as required.
In addition to collective education and development programmes in 2019, individual Directors actively engaged in one to one focus sessions with Management on topics such as vulnerable customers, SMEs, the Irish Mortgage Market, technology transformation and the Irish Economy.
The Board oversees the Group’s cultural transformation which continues to strengthen, with colleague engagement and positive culture indicators continuing to improve. The Board sets the tone from the top and, with executive management, is focused on ensuring that the Bank conducts its business responsibly and ethically at all times.
Permanent TSB
The PTSB Board training programme is applicable to all Directors and is reviewed on an ongoing basis. Diversity and Inclusion workshops formed part of the training programme for Directors in 2019, is an ongoing topic at Board and Board Committee meetings, and will form part of future Board training programmes. The Board is the owner of the Bank’s Diversity and Inclusion Strategy.
