Paul Kehoe (Wexford, Fine Gael) | Oireachtas source

I propose to take Questions Nos. 8, 24 and 25 together.

The Government is committed to a policy of equal opportunity for men and women throughout the Defence Forces and to the full participation by women in all aspects of Defence Forces activities.

A number of specific initiatives have been implemented to increase female participation in the Defence Forces including visits by the Defence Forces to many female schools to promote a career in the Defence Forces to women. The Defence Forces also have targeted female sports clubs to heighten awareness of the opportunities for women in the Defence Forces, female websites have been targeted as part of the recruitment campaigns, special consideration is paid to women as a target group for recruitment, there is a representative composition between men and women on recruitment and selection boards and a gender adviser operates to promote gender equality policies and training within the Defence Forces.

The 2016 general service campaign specifically targeted female applications through a number of new initiatives including the use of a campaign video which was shown across all social media platforms and in cinemas. Additionally, all female candidates were invited to their local barracks for a female fitness and information evening.

Some 680 or 15% of the applications received during the 2016 general service recruitment campaign were from female applicants. A total of 47 female recruits were inducted into the Defence Forces in 2016, representing 6.81% of the overall intake. These initiatives will continue for the ongoing 2017 recruitment campaigns.

Unlike many other national armed forces, the Defence Forces have no restrictions with regard to the assignment of men or women to the full range of operational and administrative duties. Women, therefore, play a full and meaningful role in all aspects of Defence Forces operations at home and overseas.

Notwithstanding these recent proactive initiatives, I believe there is a need to continue to develop and promote strategies over the life span of the White Paper that support increased female participation in the Defence Forces. The Government is committed to maintaining the stabilised strength of the Permanent Defence Force at 9,500 personnel as stated in the 2015 White Paper on Defence.

The overall personnel requirement of the Defence Forces is monitored on an ongoing basis in accordance with the operational requirements of each of the three services. As there is significant turnover of personnel in the Permanent Defence Force, targeted recruitment takes place so as to maintain personnel numbers at or near the agreed strength levels.

All efforts are currently being directed at recruitment in order to return the Defence Forces to the stabilised number of 9,500. I am advised by the military authorities that in 2016, 690 new entrants were inducted. Their planned target is to induct approximately 850 to 900 new entrants to the Defence Forces across all services and competition streams in 2017. Vacancies are also being filled by means of ongoing promotions.

The purpose of the recent Defence Forces climate survey published in 2016 was to inform consideration of the ongoing human resource and strategic needs of the Defence Forces. The survey findings point to challenges for the Defence Forces, particularly in the areas of leadership, communication, organisational culture, the working environment and active management of personnel expectations. However, many positives also emanated from the survey especially regarding the commitment of personnel to the values and mission of the organisation, high levels of work satisfaction, pride in the organisation and positive views on culture and work support. The responses to the issues raised in the climate survey resulted in the formulation of an action plan which is being led by the Chief of Staff and involves engagement by all levels of management within the Defence Forces.

The initiatives in the action plan included the conducting of additional focus group surveys in order to provide further information on conditions within the Defence Forces, the implementation of White Paper projects relating to human resource issues, the continuation and improvement of exit surveys, the improvement of the Defence Forces internal communications plan and the adoption of an integrated competency framework. The conduct of focus groups will provide for the collection and analysis of qualitative data to complement and further inform the quantitative nature of the climate survey findings.

A total of 73 focus groups have recently been conducted throughout the Defence Forces. The focus groups were grouped by rank based on the findings of the climate survey research and were held at every permanently occupied post and barracks in the Defence Forces and in UNDOF on the Golan Heights. A very significant volume of raw data has been gathered for analysis. Researchers from the University of Limerick have indicated that the focus group analysis will be provided in quarters 2 and 3 of 2017.

Despite the challenges facing the organisation, I believe that we now have the structures in place to continue to provide equal opportunities for Defence Forces personnel regardless of gender, to address morale issues and to deliver a more effective, energetic and sustainable organisation where both men and women will play a full and meaningful role in all aspects of the Defence Forces into the future. Additionally, in terms of remuneration, the new public service pay commission has been tasked with providing objective analysis and advice on the most appropriate pay levels for the public service, including the Defence Forces.

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