Dáil Éireann Debate, Tuesday - 13 June 2023
371. Deputy Holly Cairns asked the Minister for Finance if his Department, and public bodies and agencies under his remit, have an anti-racism policy which can be accessed by the public; and if he will make a statement on the matter. [27673/23]
Amharc ar fhreagraMy Department and the bodies under its aegis do not have stand-alone anti-racism policies which can be accessed by the public.
My Department operates under the ‘Dignity at Work - an Anti-Bullying, Harassment and Sexual Harassment Policy for the Civil Service’, which was developed in partnership between the Civil Service Management and Staff Unions, and is publicly available. This policy, which applies to staff of my Department, aims to promote respect, dignity, safety and equality in the workplace. Along with the Civil Service Code of Standards and Behaviour, all new entrants to my Department are provided with a copy of the Dignity at Work Policy and it is also brought to the attention of staff during the induction programme.
My Department held Diversity 3.0 training for staff in 2021 and in 2022 as part of a follow up to Unconscious Bias Training held in 2019. The Diversity 3.0 is a training programme to assist staff in recognising their biases and assist in the promotion of equality, it was attended by the majority of staff. OneLearning, the Civil Service’s Learning and Development platform, offers two courses in contribution to Unconscious Bias training; these are Equality and Human Rights: Understanding your Role (Level 1) and Equality and Human Rights in the Public Service.
In line with the National Action Plan against Racism 2023-2027, my Department will review further training in this regard in due course. In addition, my Department fully adheres to its obligations under relevant legislation including the Employment Equality Acts 1998-2015 and the Irish Human Rights and Equality Commission Act 2014.
The Central Bank of Ireland is committed to creating a diverse and inclusive workplace where all the Bank’s people are respected, valued and can thrive to reach their full potential. The Bank has a well-established commitment to diversity and inclusion (D&I) that includes a D&I vision and a published D&I Strategy 2022-2026, aligned with the Bank’s organisational strategy and delivered via annual action plans. All key diversity and inclusion documentation can be accessed by the public at: /www.centralbank.ie/careers/diversity-inclusion. Furthermore, the Bank’s Dignity at Work Policy and active commitment to and reporting on its responsibility to promote equality, prevent discrimination and protect human rights under Public Sector Equality and Human Rights Duty are reflective of the Bank’s commitment to creating an inclusive environment which is free from discrimination including racism.
The Central Bank provides support services, including staffing, to the Investor Compensation Company (ICC) DAC. It shares the Bank’s office space, and therefore the Bank’s policies, are applicable to the ICC.
Staff at the Credit Review Office (CRO) are seconded from Enterprise Ireland (EI) and the CRO is based in an EI building. As such, EI policies are directly applicable to CRO staff.
The Financial Services and Pensions Ombudsman (FSPO) operates a Customer Charter and Customer Action Plan, which sets out the standards of service that customers can expect when engaging with its services. In addition, the FSPO has adopted the Civil Service ‘Dignity at Work’ Policy. It’s People Strategy 2022-2025, Developing our People, Building our Capability , places an emphasis on creating a positive, engaging and inclusive employee experience and commits to establishing a Diversity, Equality and Inclusion Policy and working group to develop programmes to cultivate inclusivity over the lifetime of the strategy. Training is also provided to all team members on equality and diversity matters, as part of its fulfilment of the Public Sector Equality and Human Rights Duty.
The Irish Fiscal Advisory Council is cognisant of the requirement of equal opportunities, equality of participation and adherence to the Irish Civil Service ‘Dignity at Work - an Anti-Bullying, Harassment and Sexual Harassment Policy for the Civil Service’ . An Employee Handbook and HR Manual is in place and adheres to the ‘Dignity at Work’ Policy. Its Recruitment Policy and Procedures outlines equality of opportunity at the Fiscal Council.
Training on Unconscious Bias, Inclusion and Diversity is available to all members of the Irish Financial Services Appeals Tribunal.
The National Treasury Management Agency (NTMA) has a Workplace Equality Policy and a Dignity and Respect Policy in place. In 2017, the NTMA designed and delivered Unconscious Bias training for all of its employees, and since 2018, all new employees attend Unconscious Bias training as part of their new joiner Induction Programme. Home Building Finance Ireland, the Strategic Banking Corporation of Ireland and the National Asset Management Agency are also under the remit of my Department. As the NTMA staff assigns staff to these bodies, staff-related policies in place in the NTMA are directly applicable to those organisations.
The Office of the Comptroller and Auditor General operates under the framework of civil service policies and procedures including a ‘Dignity at Work’ Policy which is an anti-bullying, harassment and sexual harassment policy for the Irish civil service, and as indicated above, is publicly accessible.
The Office of the Revenue operates a ‘Dignity at Work’ policy in line with its obligations under the Employment Equality Legislation. Revenue is cognisant of its responsibilities in line with its Public Sector Equality and Human Rights Duty , its statutory obligation to eliminate discrimination, promote equality, and protect the human rights of staff and customers. These policies are set out in Revenue’s Customer Service Charter and Revenue’s Employee Engagement Charter. Revenue also has a steadfast commitment to the principles of Equality, Diversity and Inclusivity that reflects the cultural and demographic complexity of those it serves and in ensuring a progressive and fair workplace for all its staff.
The assurance of equality is incorporated in the Quality Customer Service policy of the Tax Appeals Commission, which is accessible to members of the public through its website. The Commission adheres to the Constitution of Ireland and the Charter of Fundamental Rights of the European Union, which ensures that everyone is equal before the law. It also adheres to the ‘Dignity at Work - an Anti-Bullying, Harassment and Sexual Harassment Policy for the Civil Service’ . In addition, in accordance with Article 5.5 of the National Action Plan Against Racism, staff at the Tax Appeals Commission have attended compulsory training courses in relation to unconscious bias.
The Credit Union Advisory Committee is an advisory committee set up to advise the Minister for Finance in relation to credit union matters. It meets on a monthly basis in my Department, with Department officials providing a secretariat function. The Credit Union Restructuring Board concluded its restructuring work on 31 March 2017. It was operationally wound down on 31 July 2017 and is awaiting final dissolution.
