Dáil Éireann Debate, Tuesday - 17 May 2022
254. Deputy Holly Cairns asked the Minister for Finance the way that his Department and public bodies and agencies that operate under his remit meet their obligations for reasonable accommodation under the Employment Equality Acts 1998-2015. [24306/22]
Amharc ar fhreagraI wish to inform the Deputy that my Department adheres fully to its requirements as set out by the Disability Act of 2005. The Department has an appointed Disability Liaison Officer (DLO) who works closely with the National Disability Authority to ensure that the Department is fully compliant with its obligations under the Act. All reasonable accommodation requests by staff with disabilities have been expedited fully and promptly.
In addition in 2016-17, a major refurbishment project was undertaken in Government Buildings on Merrion Street. As part of that project, for example, electronic doors were installed to assist the movement of staff across the campus. In 2019, an external lift was installed to South Block to allow staff and visitors with mobility difficulties to access the building easier, to ensure compliance in respect of accessibility.
The Department’s website (www.gov.ie/finance.ie), internal intranet and the Build to Share programmes, such as ePQ, eSubmission, and eCorrespondence, which are used by staff in the course of their work, all have software to aid the visually impaired. A ‘loop’ system’ is in place in the Department’s main Conference Room for the hearing impaired.
The Department regularly holds “Power Hours”, which are awareness presentations for staff in the areas of Autism and Dyslexia in the Workplace and supports the annual International Day of People with Disabilities.
I am advised by the bodies under the aegis of my Department as follows:
The Central Bank of Ireland is committed to meeting its obligations under the Employment Equality Acts. One of the five focus areas of the Bank’s three-year disability action plan is on its approach to providing reasonable accommodations and practical supports. Colleagues at any time can seek referral to the Bank’s occupational health specialist via their manager where accommodations can be requested. Similarly, a manager can request additional support for an employee if they feel it will be helpful or important to do so. The Bank works in partnership with its employee-led networks, and in particular the BankAbility Network, to help create an environment where employees will feel comfortable to disclose their disability in order to provide the support and/or accommodations they may require.
The Central Bank assesses ergonomic requirements/reasonable accommodations, some direct to Health and Safety and others through occupational health assessment. Any reasonable accommodations advised to the Bank during pre-employment screening, or following a medical absence, or at any time, are considered and supported. These are communicated to the individual and their manager and are monitored through regular engagement. The Bank communicates in all job adverts and on its careers website that it is an equal opportunities employer and that it will make any reasonable accommodations necessary throughout each stage of the recruitment process. The Bank launched a bespoke Diversity & Inclusion Learning Offering in 2022 for all staff, with a focus on core concepts such as equality, equity and unconscious bias, actionable tips for working and managing inclusively including creating awareness around its approach for making reasonable accommodations. The Bank’s headquarters on North Wall Quay has won national and international awards for its accessibility. Embedding universal design has created a better environment for all employees and visitors. This approach has reduced the need to facilitate reasonable accommodations retrospectively on a more expensive case-by-case basis.
Some examples of accommodations within the last twelve months include (i) Sign language Interpreting services for job interviews and meetings, (ii) Additional ergonomic assessment and equipment to enhance the physical workspace in the office or while working from home, (iii) Adaptations or modifications of work tasks, management styles, instruction and communication of information, and (iv) Assistive Technology e.g. screen reading software, screen magnification and voice activated software. The Bank continues to provide support for employees in high risk categories to work from home over the course of the pandemic. It also supported those with additional needs by providing extra IT and office equipment and furniture and accommodating specific work needs. For those in these categories who may now be preparing to return to the office, there is engagement with managers to understand what supports may be required, with specialist advice for occupational health being provided to ensure the right support and accommodations can be provided.
The Central Bank assigns staff to the Investor Compensation Company DAC, which is also a body under my Department's remit.
The Financial Services and Pensions Ombudsman (FSPO) fully recognises its obligations and responsibilities with regards to the Employment Equality Acts 1998-2015 and the Disability Act 2005, and is committed to enabling access to employment for persons from minority and/or disadvantaged communities, including persons with disabilities. The FSPO operates its recruitment campaigns in compliance with the Codes of Practice for Appointment to Positions in the Civil Service and Public Service and is committed to a policy of equal opportunity for prospective candidates. We encourage applications under all nine grounds of the Employment Equality Acts and offer reasonable accommodation to current and prospective employees with disabilities, in accordance with the Acts. The FSPO has an appointed Access Officer who is responsible for ensuring appropriate measures are put in place to enable employees with a disability to carry out their work on an equal footing with other employees. In addition, a staff census undertaken in 2021 indicated that at 6.45%, the FSPO exceeded the minimum requirement set out in the Disability Act 2005 in relation to the level of employment of people with disabilities, which demonstrates that its policies have been effective in reaching and maintaining the targets set out in the Comprehensive Employment Strategy for Persons with Disabilities. The FSPO continues to enhance practices in this area and has emphasised the requirement to achieve an inclusive and diverse workplace over the course of the next strategic period.
The Irish Fiscal Advisory Council is an equal opportunities employer. Its Recruitment Policy and Procedures outline equality of opportunity at the Fiscal Council, articulating that rights under the Employment Equality Acts are guaranteed and that no one will receive less favourable treatment and can be assured of equality of participation in the workplace and that all employees have a responsibility to create a working environment in which differences are respected. The Fiscal Council is aware of obligations for reasonable accommodation under the Employment Equality Acts 1998-2015. This is achieved by affording an individual with a disability equal participation in the recruitment process. Reasonable accommodations will be implemented which may be required in respect of changes to the tasks and structure of a position, or to make changes to the workplace environment to enable an individual with disabilities to commence employment or to return to employment having acquired a disability to ensure that they can enjoy benefits and privileges accorded to other employees.
The National Treasury Management Agency (NTMA) has been proactive in making reasonable accommodations to the specific needs of individuals through a number of means including, but not limited to, purchasing of additional software, hardware and modifications to work stations, modifications to roles, duties and working hours, as well as ensuring our policies, processes, initiatives and facilities provide and support an inclusive working environment. The NTMA assesses the above needs when disclosed upon joining and throughout an individual’s employment.
In line with a Service Level Agreement, the NTMA assigns staff to three further bodies under my Department’s aegis; these are Home Building Finance Ireland, the National Asset Management Agency and the Strategic Banking Corporation of Ireland.
The Office of the Comptroller and Auditor General takes all reasonable measures to promote and support the employment of persons with disabilities and to meet its obligations for reasonable accommodations under the Employment Equality Acts 1998-2015. Each employee is asked to complete a Disability Status form as part of their induction into the Office. All employees are given access to this form via the Office intranet and may also submit this form at any time during employment should a disability develop or come to light. A DLO is in place to support staff with a disability employed by the Office. Staff with a disability requiring a reasonable accommodation will contact the disability liaison officer who will arrange to put the accommodation in place. In addition to specific individual requests for reasonable accommodations, the Office has a range of items available to assist staff with a disability. These include sit-stand desks and scanner pens which read text aloud once scanned over an electronic document. Aids are also available for the hearing-impaired which can be linked to telephone extension numbers. Other items, such as larger monitors for the visually impaired or specialised chairs for back conditions are purchased by the Office on a case by case basis. The Office is also fully wheelchair accessible.
The Office of the Revenue Commissioners, as an equal opportunities employer, is strongly committed to the development and implementation of measures to promote and support the employment of individuals with disabilities. They observe and promote the “Code of Practice for the Employment of People with Disability in the Civil Service” which applies to the employment of people with a disability across the Civil Service. During the recruitment process and via regular communications thereafter, staff are encouraged to indicate if they have any needs for reasonable accommodation related to a disability. Revenue has three DLOs who provide assistance and information to support employees who may require workplace accommodations. All Revenue employees are regularly kept informed of supports available. Consultations with the DLOs are strictly confidential, and personal or medical information is not shared. Revenue is committed to providing workplace accommodations to staff with disabilities on an individual needs basis, including assistive technology, office equipment, interpretation services, mentoring, training, facilitating attendance at medical appointments, flexible working hours, work sharing arrangements and shorter working hours. These measures are put in place in consultation with the staff member. In some instances, in particular with non-visible disabilities, medical advice is sought from the CMO. The vast majority of Revenue buildings countrywide are adapted for use by those with physical disabilities, and access audits are available on request in any Revenue location. Revenue public offices are accessible and adapted for use by the public and in particular by those with a disability.
All Revenue employees are treated equally with training and promotion opportunities available to all staff. Furthermore, Revenue offers paid internships for persons with disabilities such as the Specialisterne Ireland and the Association for Higher Education Access & Disability (AHEAD) Willing Able and Mentoring (WAM) Programmes. Specialisterne Ireland is a not-for-profit company and a registered Charity that promotes employment opportunities for people with autism and similar challenges. Specialisterne Ireland, through its employer partnerships, arranges for its candidates to be recruited through an autism friendly process. The WAM Programme serves to widen access to employment for those with disabilities and create attitudinal change and opportunities for further employment. I am advised by Revenue that in recognition of their significant contribution to the WAM programme, they received a ‘Leader’ award at the Building for the Future/Willing Able Mentoring (WAM) Awards in 2017 and they continue to actively participate in this initiative. Finally, in line with Revenue’s mission to ensure an accessible, respectful and fair environment for its staff, Revenue conducted a staff survey in May 2021 which included the collection of information on the diverse composition of their workforce. This survey included questions relating to gender, including binary and transgender, sexual orientation, disability, ethnic/cultural background and citizenship. Revenue notes that responses from this survey will enable them to better understand, anticipate and respond to the needs of their staff.
The Tax Appeals Commission currently has no staff that require reasonable accommodation but is aware of its obligations under the Employment Equality Acts 1998-2015. However, if the Commission was notified by the Government’s Public Appointments Service that an additional staff member was joining the organisation with reasonable accommodation requirements, it would gather all the necessary information and contact the individual in advance of their commencement to ensure the most reasonable working conditions were acceptable by all parties involved.
