Mr. Robert Morton:

There are three points, the first of which is overarching improvement. We actively promote at the point of induction the values and actions programme from the HSE. We make it clear to everybody what standards of behaviour are expected. Thankfully, about 25% of our middle management structure are female, about 22% of our senior management structure are female and about 50% of all student intakes are female. There is a balance change taking place, which will drive other changes. The first point is about people coming into the organisation.

The second is about making sure that people are aware of the HSE's expectations in relation to dignity in the workplace. On HSeLanD, which is our internal learning system, there are programmes that people are expected to complete. Those are mandatory. That is the second point in terms of engagement and training.

Third, where there are disclosures, allegations or complaints, they are dealt with robustly using the HSE's policies and procedures. In the past three years, we had 41 dignity at work complaints. A total of 17 of those met the threshold for further investigation. Of those 17 complaints, three of them related to sexual harassment. We are dealing with a case right now, which I obviously will not go into. Of those three cases, there has been one dismissal and two others have been sanctioned. We take the matter seriously. On top of all of that, we have reminded all our colleagues across the National Ambulance Service that such behaviour has no place in our service. We will not tolerate it. There is a strong line management structure in place where people can go and speak up. They will get support. We have designated contact persons in place. We are actively monitoring the situation and we will continue to act whenever anybody brings any matters to our attention.