The information requested by the Deputy is set out in the table below.
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Name of Body
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Is the body covered by the Irish Human Rights and Equality Commission Act 2014?
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Is there a Public Sector Equality and Human Rights Duty Implementation Plan in place?
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The stage the three step approach for implementing the Public Sector Equality and Human Rights Plan is currently at?
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Department of Public Expenditure and Reform
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Yes
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Yes. Details of the implementation of the Public Sector Equality and Human Rights Duty by the Department are set out on the gov.ie website at this link: www.gov.ie/en/organisation-information/5df24-public-sector-equality-and-human-rights-duty/
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Stage 3
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National Shared Services Office (NSSO)
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Yes
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Not as yet, but the NSSO has had initial discussions with the IHREC in relation to its obligations under the 2014 Act and how to develop a Plan.
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The NSSO is hoping to commence Stage 1 in Q1, 2022
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Public Appointments Service (PAS)
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Yes
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Yes. The issues that arise are covered in the PAS Equality, Diversity and Inclusion Strategy.
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Stage 2
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Office of Public Works (OPW)
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Yes
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Having regard to its functions and purpose, the Office of Public Works does not believe it has any issues in relation to human rights and equality that need assessment, implementation or reporting. Accordingly, there is no implementation plan required or in place.
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Not applicable
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Office of the Ombudsman
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Yes
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Yes. The Office of the Ombudsman is committed to providing a service to all clients that respects human rights and the right to equal treatment and has adopted a proactive approach to implementing this duty. The Office’s approach is underlined by its core organisational values of independence, customer focus and fairness, which are evident in both the culture of the Office and our internal policies and procedures.
In 2018, the Office established a working group on its public sector duty. The group considered the human rights and equality issues relevant to the Office’s functions and identified the policies, plans and actions needed to address these. On foot of this, a Public Sector Duty Committee was established and an Equality Officer appointed. The Committee has made a considerable amount of progress since 2018. It oversaw the introduction of an e-learning module on human rights and equality for new staff members, carried out a review of all communications in the Office, introduced a revised internal communications strategy focusing on the availability of needs assessments and assistive technologies and enhanced the accessibility of the Office for staff and visitors
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Stage 2/3
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State Laboratory
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Yes
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No. The State Laboratory does not deal with the public. The majority of its staff are recruited through the Public Appointments Service who have an Equality, Diversity and Inclusion (ED&I) Strategy which recognises their statutory obligation to implement the Public Sector Equality and Human Rights Duty set out under Section 42 of the Irish Human Rights and Equality Commission Act 2014. A small number of staff are recruited using a listed recruitment agency under license from the Commission for Public Service Appointments.
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Not Applicable
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Office of the Regulator of the National Lottery (ORNL)
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Yes
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Yes. The ORNL has assessed the human rights and equality issues it believes to be relevant to the functions and purpose of the body and identified the policies, plans and actions in place or proposed to be put in place. The Office has already begun to implement these and will be incorporating them in the next Strategic Plan (2022-2024)
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Institute of Public Administration (IPA)
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No
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The IPA is a company limited by guarantee. However, the principles espoused in the Act are reflected in the Institute’s corporate policies and values. In accordance with the Irish Human Rights and Equality Act 2014, the IPA is cognisant that in the performance of its duties that it has regard to the elimination of discrimination and the promotion of equality of opportunity and the protection of the human rights of all staff and clients availing of its services. The IPA has a number of policies and codes in place to ensure this implementation. These include Code of conduct, Dignity at work and Equal Opportunity Policy. The principles espoused in the Act underpin IPA corporate policy and values. The IPA is fully committed to eliminating discrimination, promoting equality and protecting human rights at all times.
As the IPA will be launching its new strategic plan in Jan 2022, it will be carrying out a review of its commitments under the Act. Any findings will be incorporated into the next IPA statement of strategy. The IPA values of integrity, client-centred and responsive, openness and accountability, trust and respect support the implementation of its public sector duties under the Act.
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See across
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Economic and Social Research Institute (ESRI)
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No
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The ESRI is a company limited by guarantee. Whilst not subject to the Act, the ESRI adheres to all relevant equality legislation and the Institute’s policies are consistent with the Act. The ESRI strategic plan states that values of collegiality, equality of opportunity and respect will define its work environment. An Employment Equality Policy and a Dignity at Work Policy are in place. The ESRI has commenced working on an implementation plan to ensure consistency with the Act.
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Stage 1
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Special EU Programmes Body (SEUPB)
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No
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The SEUPB operates under the policy direction of the North South Ministerial Council. It is headquartered in Belfast, with smaller offices in Omagh and Monaghan.
The SEUPB is fully committed to carrying out all its functions with regard to the need to promote equality of opportunity as mandated in Section 75 of the Northern Ireland Act (1998). It undertakes audits of inequalities and prepares a Section 75 Action Plan (as set out in the Northern Ireland Act 1998) to cover the period of the Body’s corporate plan, as a means of ensuring effective implementation of its duties through the internal reporting systems.
In addition, the SEUPB is committed to carrying out its employment duties and responsibilities as outlined in the Fair Employment and Treatment Order 1998. The SEUPB also has a Disability Action Plan which it reports on annually to the Equality Commission (NI).
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Not Applicable
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