Ms Eimear Cusack:

Mr. Mulvey made a number of recommendations in his report, some of which were easier to implement immediately than others. One of the issues he raised was the complexity of the grading structure within RTÉ. As it took 56 years to get to this lovely state, it will take us a bit of time to get out of it. We have started reviewing all grades in detail. In total, there are 167, including grades within grades. Our idea is to move to more of a job family model. The grades do not allow for as much mobility or flexibility for employees across the organisation as we would like. The purpose of the grade review is to simplify career paths for them and give opportunities for greater mobility.

Mr. Mulvey's report referred to diversity. The gender balance in RTÉ is more or less 50:50, but we have more work to do in terms of diversity outside gender. This morning we launched our diversity and inclusion strategy, which will take us to 2022 and beyond. It incorporates a detailed action plan for what we intend to do on and off the air and will address issues beyond gender, for example, perspective, thinking, background, etc. We are carrying out an in-depth employee survey to understand what

As for women in decision-making roles, Mr. Mulvey's report outlined that the ratio last year was 68:32 male to female. One year later, it is 61:39. It has primarily been done through internal competition. We continue to work on improving the balance where opportunities arise. Not unlike many other organisations, RTÉ has areas in which there is a preponderance of one gender over another. Administrative employees were mentioned. The same applies to engineering, an area which involves considerable shift work. It will take us longer to address, as we are not doing much recruitment. The majority of recruitment is internal. As part of our diversity and inclusion strategy, we hope in the medium to long term to open up our policies to make them even more inclusive, which should change the position a little.