My Department employees are supported in working in a safe, inclusive environment through a Dignity at Work policy. The Policy is provided to all new staff joining my Department and is posted on the Department's Intranet as well as being communicated directly to all staff on an annual basis. This policy applies equally to the civil servants and the civilian employees of my Department.
This policy sets out the guidelines for both employer and employee in relation to reporting instances of sexual harassment or assault involving other employees. There are also additional supports available through the Civil Service Employee Assistance Service (for civil servants)and Inspire Wellbeing and Occupational Social Workers for Civilian Employees.
My Department does not have public offices involving regular interface with members of the public. However, where an employee is subject to an incident of sexual harassment or assault involving a member of the public they will seek the support of their line manager and if necessary, the relevant support service. If the nature of the incident is unlawful, An Garda Siochána can be contacted directly by the employee affected.
The only State body under the aegis of my Department is the Army Pensions Board and the only staff post is the secretary to the Board, which is provided from the staff of the Department.
Separately, the Deputy will be aware that I have met with both serving and former members of the Defence Forces and listened with grave concern to their experiences of bullying, sexual harassment, discrimination and sexual misconduct.
I, along with the Secretary General and Chief of Staff, are fully committed to ensuring that every member of the Defence Forces has the right to undertake their duties in a safe environment underpinned by dignity and equality. Any form of such unacceptable behavior will not be tolerated.
While there has been some progress in the Defence Forces in recent years with the establishment of systems, policies and procedures for dealing with unacceptable behavior, it is clear that these systems, policies and procedures, as well as the pervading workplace culture, have not, and are not, serving all Defence Forces personnel well.
The Judge-led Independent Review Group, established by me last January, following Government approval, is examining those very systems, policies and procedures for dealing with workplace issues relating to bullying, discrimination, harassment, sexual harassment and sexual misconduct in the Defence Forces.
This review is a necessary and critical first step to address the need for a safe work environment for serving members with zero-tolerance for such unacceptable behaviour. The serving members of the Defence Forces expect nothing less.
I wish to add also that the Terms of Reference for the Review are wide-ranging and provide that Government may consider further work on receipt of the Independent Review findings.
The Deputy may also be aware that I also announced last October, interim support measures for members of the Defence Forces impacted by unacceptable behaviour in the workplace.
The appointment of a Confidential Contact Person (CCP) within Raisecaconcern, is available to assist both serving and former members of the Defence Forces and provides a safe place, external to the Defence Forces chain of command, to support the reporting of alleged wrongdoing in the workplace.
Furthermore, I am advised by the military authorities that where a complaint of unacceptable behaviour is made by a civilian against a member of the Defence Forces or where an allegation is made by a member of the Defence Forces against a civilian, the Military Police will automatically refer the case to An Garda Siochana.
