Paul Kehoe (Wexford, Fine Gael) | Oireachtas source

Several specific initiatives have been implemented to increase female participation in the Defence Forces. These include the introduction of best practices in recruitment, such as the adjustment of physical standards for female applicants; special consideration is paid to women as a target group for recruitment; a balanced composition between men and women on recruitment and selection boards; all promotions and career courses are open to both sexes on merit; a gender adviser has been appointed to promote gender equality policies and training within the Defence Forces.

As in the White Paper, the Department of Defence recognised the requirement to develop a diversity and inclusion strategy. This, together with the associate action plan, has been achieved. We target specific organisations, such as camogie and ladies football teams, to get women into the organisation.

There used to be recruitment once a year. Last year, I brought in two phases for recruitment in the first part and then the second part of the year. It was unfair for people to apply to join the Defence Forces in February only to be left on a list for 14 months and then, by the time they were reached on the panel, they had moved on to further employment. Now, we have recruitment in two months of the year.

I am seriously examining over-recruitment to ensure there is a cushion available.

During Storm Ophelia and Storm Emma, we were able to get members of the Defence Forces on the streets quickly and they were able to do an outstanding job at short notice.

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