Dáil Éireann Debate, Tuesday - 15 September 2020
300. Deputy Ged Nash asked the Minister for Public Expenditure and Reform his views on the proposed new ground for discrimination based on socio-economic disadvantage status as set out in the programme for Government; his plans to update the People@PER HR strategy to lead on this proposed new ground to protect against discrimination based on socio-economic disadvantage in the public service; and if he will make a statement on the matter. [23750/20]
Amharc ar fhreagraThe People@PER HR Strategy is a local HR strategy within my department. The People Strategy for the Civil Service 2017-2020 is a wider Civil Service strategy and I believe the Deputy is referring to the latter.
The Civil Service is strongly committed to equality of opportunity for all individuals, in all of its recruitment and employment practices. Our commitment is demonstrated and documented with key actions in the People Strategy for the Civil Service 2017-2020, Our Public Service 2020 and the Public Appointment Service Corporate Strategic Business Plan 2019.
In the Civil Service, in line with Action 18 of the People Strategy for the Civil Service 2017-2020, my department has established a working group to review the Civil Service Equality, Diversity and Inclusion policy. Public sector employers are also working together to establish a proactive approach to equality, diversity and inclusion. The Civil Service is currently working with the wider public service as part of ‘Our Public Service 2020’ Action 16, to ‘Promote equality, diversity and inclusion’ which will provide some key insights in reviewing our Civil Service HR policies and initiatives.
The Public Appointments Service (PAS) is also actively committed to ensuring there is a focus on attracting a diverse range of talented people from all backgrounds, to take up employment opportunities across roles in the Civil and Public Service. PAS has set up a Diversity and Inclusion Advisory Committee with internal and external expertise including members from the Civil and Public Service and external experts in diversity and inclusion and are collaborating with my department in this regard.
Any new Civil Service HR policies/strategies related to Equality, Diversity and Inclusion will be developed in light of any associated commitments made in the Programme for Government.
