Dáil Éireann Debate, Tuesday - 8 December 2020
868. Deputy Gary Gannon asked the Minister for Agriculture, Food and the Marine the percentage or number of staff with a disability working in his Department and the agencies under his aegis in 2018, 2019 and 2020; and the actions being undertaken by his Department to actively recruit and retain persons with disabilities. [42137/20]
Amharc ar fhreagraIn accordance with Section 47(4) of the Disability Act 2005, my Department surveys all employees annually to establish the number of employees who have a disability. Disclosure by individuals of their disability status is voluntary, as is the disclosure of the nature of any disability disclosed.
As required under Section 5 of the Disability Act 2005, my Department makes an annual report to the Department of Public Expenditure and Reform outlining the Department’s compliance with Section 47(4) of the Act.
I would like to point out that my Department has exceeded the 3% minimum requirement for employment of people with disabilities under Section 47(4) of the Act in each of the last 10 years.
The figures on staff within my Department for the years in question are shown in the following table.
|
Year |
Total Number of Staff |
Number of staff disclosing a Disability |
Percentage |
|
2018 |
3,369 |
128 |
3.8% |
|
2019 |
3,430 |
138 |
4% |
|
2020* |
3,740 |
141 |
3.8% |
*current figures for 2020.
It should be noted that the 2020 figure will be finalised by year end and reported to the Department of Public Expenditure and Reform in March 2020.
My Department has a Disability Liaison Officer who fosters awareness of equality and disability issues among staff. The Disability Liaison Officer provides support, advice and guidance to staff and managers in ensuring staff with a disability have equal opportunities throughout their career in my Department.
My Department is a long time supporter of providing employment opportunities for persons with disabilities and has participated for many years in the Willing Able Mentoring (WAM) Programme. This programme provides a six month paid and mentored work placement for graduates with a disability. In the last few years, my Department has, as a matter of policy increased the number of placements it has made available under the WAM programme. Many former participants of the programme have gone on to secure permanent employment in the Civil Service.
My Department has participated in the Job Shadow Initiative on a continuous basis since 2009. Job Shadow Day is a national project, bringing people with disabilities and local employers together for one day to promote equal employment opportunities
In accordance with my Department’s Diversity, Equality and Inclusion policy, my Department explores initiatives with a view to increasing workplace opportunities for persons with disabilities. One very successful initiative has been collaboration with the Oireachtas on the Oireachtas Work Learning programme (OWL), a learning, development and socialisation programme for young adults with an intellectual disability. The programme aims to provide a real and applied learning experience to the participants in a safe and secure work environment, to support them in developing the skills which will lead them to access paid employment in the open labour market.
On the question of retention, if an employee acquires a disability, or an employee’s existing disability becomes more severe, my Department offers assistance on request and will provide reasonable accommodations to support and facilitate these staff members remaining in employment and having access to training programmes and opportunities for career progression.
The question of employee numbers and disability initiatives in the State Bodies under the aegis of my Department is a matter for the Agencies themselves. This information has been requested from the State Bodies in question and the information will be forwarded to the Deputy directly.
