Heather Humphreys (Cavan-Monaghan, Fine Gael) | Oireachtas source

I will answer the question the Deputy submitted which was to ask me about the review of records and engagements by my Department. That is the question the Deputy raised with me, so I will answer it first. A review has recently been carried out by my Department of all relevant records and engagements between the Department and the board, management and staff of the National Museum of Ireland and any third parties regarding certain issues that have arisen in recent years. The review is published on my Department's website and contains recommendations which I have accepted.

The review proposes that the Department should continue to support the chair and board of the museum in the introduction and implementation of measures to provide for enhanced HR capacity in the National Museum of Ireland, and in addressing issues raised in the recent staff well-being survey; and continue to be satisfied that the NMI is meeting the requirements set out in the code of practice for the governance of State bodies on risk management, internal control, internal audit, and audit and risk committees.

Regarding the first recommendation, my Department has already sanctioned three specific HR positions and two temporary positions for the corporate services area of the National Museum.

Everyone is entitled to be treated with dignity, respect, fairness and equality in the workplace be it in the National Museum or anywhere else. In recent times, there have been a number of alarming allegations and reports of sexual harassment and bullying in the workplace relating to the arts community. While all workplaces are obliged to comply with employment legislation, I have identified a number of actions that I can take as Minister regarding the bodies reporting to my Department. I commend the women who have come out in recent weeks and told their stories. It is very brave of them and I am glad they did so.

I intend to help boards under the aegis of my Department fulfil their functions more effectively, and to support them in ensuring that policies regarding equality and respect in the workforce operate effectively in line with best practice. These actions include: arranging separate dedicated governance workshops for board members and senior staff with a particular emphasis on issues relating to bullying, abuse of power and sexual harassment in the workplace; working on a collaborative basis with the Arts Council to make similar training available to other cultural organisations and arts centres around the country at a series of regional information days; highlighting once again to bodies reporting to the Department the nature of their legal obligations by seeking assurances of their compliance with obligations under employment legislation; and accelerating a planned review of compliance by bodies reporting to the Department with the requirements of the code of practice for the governance of State bodies.

I am confident that these support measures will contribute to the further enhancement of existing governance structures in bodies reporting to my Department.

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