Dáil debates

Tuesday, 12 October 2004

Priority Questions.

Bullying in the Workplace.

2:30 pm

Photo of Dinny McGinleyDinny McGinley (Donegal South West, Fine Gael)
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Question 1: To ask the Minister for Defence the measures he plans to adopt to address the incidence of bullying, discrimination and all forms of harassment within the Defence Forces, according to the recently published report, Response to the Challenge of a Workplace, which identified harassment as a serious cause for concern in the forces; and if he will make a statement on the matter. [24514/04]

Photo of Willie O'DeaWillie O'Dea (Limerick East, Fianna Fail)
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In March 2002, Dr. Eileen Doyle and the external advisory committee group presented their report, The Challenge of a Workplace, to my predecessor, Deputy Michael Smith. The contents and recommendations of the Doyle report were accepted in full.

Action to implement the recommendations of the report has been a priority since that time. The follow-up action was driven by an independent monitoring group established in May 2002 to oversee the implementation of recommendations arising from the report. This group met regularly to oversee the implementation of the report's recommendations.

The independent monitoring group's progress report, Response to the Challenge of a Workplace, was launched by my predecessor, Deputy Michael Smith, on Friday, 24 September 2004. This describes the progress achieved to date since the publication of the original Doyle report in 2002.

The monitoring group has overseen the conduct of a major educational awareness programme throughout the Defence Forces. Considerable progress has been made in the past two years. Firm guiding principles had already been set out in the Defence Forces dignity in the workplace charter.

A new administrative instruction on interpersonal relationships was introduced in March 2003 and a user's guide was distributed to every member of the Defence Forces. The new instruction describes the six key relevant domains of interpersonal relationship within the Defence Forces. It sets out contemporary best practice for policy and procedures in dealing with negative workplace behaviours. It lists the full set of formal and informal complaint procedures that may be utilised by any party wishing to institute a complaint. Some 200 trained designated contact persons are being put in place throughout the organisation to facilitate the operation of these procedures.

An independent and external confidential free telephone helpline and counselling service has been set up by expert consultants from Northern Ireland staff care services. Each serving member of the Permanent Defence Force was informed of this service. A pilot project to record the experiences and views of outgoing members of the Defence Forces was conducted by the Dublin Institute of Technology research centre.

The particular challenges of the military training environment were identified in the Doyle report. This area has been given particular attention in the past two years, especially the key pivotal roles of non-commissioned officers in leadership and training within brigade formations. The monitoring group has made a series of important recommendations concerning the ranking, selection, training and reward systems for officer and NCO instructors in the cadet school. An immediate change in the training regime for cadets will have a vital demonstration effect.

Additional information

It has been decided therefore that the process of introducing these changes will begin with the 2004 cadet intake. Some of the changes will take longer to implement and will be addressed through the conciliation and arbitration process or the overall review of Defence Forces organisation.

The equality steering group was established in autumn 2003 and has conducted its own independent study under a Labour Court chairperson of Defence Forces regulations and administrative instructions, policy and procedures. Its comprehensive audit examined policy and procedures in the light of existing civil statutory requirements such as employment equality and equal status and best civil employment practice.

The Ombudsman (Defence Forces) Bill completed all Stages in the Dáil in July and has now been introduced to the Seanad. The Bill should pass all Stages before the end of October. The provision of a statutory ombudsman for the Defence Forces will provide a further significant impetus in support of the major transformation in culture and practice which has been initiated and which is now well under way.

The Defence Forces are in the process of developing an active and strategic human resource management model of personnel management, development and leadership under the new integrated personnel management system. This is an important step that will facilitate and hasten the achievement and consolidation of our shared objectives. The tangible end result will be a modern and contemporary Defence Forces that can serve as an international role model.

Every member of the Defence Forces has a right to be treated with respect and dignity and to work within the Defence Forces free from harassment, sexual harassment, bullying and discrimination. The monitoring group has explicitly recommended that a further independent review and audit of progress within the Defence Forces be carried out no later than 2007 and that the results should be made public.

Photo of Dinny McGinleyDinny McGinley (Donegal South West, Fine Gael)
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I congratulate the Minister on his first official visit to the Dáil in his role as Minister for Defence in answering questions. I hope he has a happy and successful sojourn in that position. I am sure he will understand if I express the hope that it will not be too long and that he may soon be looking at it from this side of the House.

I was delighted the Minister's first official function was last week's PDFORRA conference in Letterkenny, at which I met him briefly. I am sure the Minister is aware of the concerns within PDFORRA at the continuing incidence of bullying and harassment within the Defence Forces. In the context of the response a fortnight ago to the original report which was published two years ago, does the Minister agree there is an ongoing problem when a quarter of all military personnel have experienced bullying and harassment, including almost 70% of the female members of the Defence Forces?

I do not know whether the Minister has yet familiarised himself with the original report, The Challenge of a Workplace, which itemises a litany of serious infringements of individual rights, including some very serious incidents of rape and attempted rape which went unreported; as well as demands for sexual favours, offensive telephone calls, e-mails and text messages; breaking into women's bedrooms, walking into women's shower areas and the display of pornographic material. I do not suggest this has not happened in other areas——

Photo of Rory O'HanlonRory O'Hanlon (Cavan-Monaghan, Ceann Comhairle)
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Does the Deputy have a brief question?

Photo of Dinny McGinleyDinny McGinley (Donegal South West, Fine Gael)
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However, at least the Defence Forces are facing up to this. Does the Minister agree that if this is allowed to continue it will undermine the team spirit which is so necessary for discipline within the Defence Forces? Will he also indicate if the proposed ombudsman for the Defence Forces will be given a meaningful role in counteracting this activity within the services? Will he further outline the responsibilities of the 200 marshals who were announced in recent weeks to deal with this ongoing problem?

Photo of Willie O'DeaWillie O'Dea (Limerick East, Fianna Fail)
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I thank Deputy McGinley for his kind words of congratulations. As to how short or long a time I will be in the Cabinet, I cannot say. However, it is great to have reached this point and, as the former British Chancellor of the Exchequer, Denis Healy, said, "it is always better to be a has-been than a never-was".

I agree with Deputy McGinley that the problem to which he referred is ongoing. A number of improvements have been made since the original administrative instruction in 2002 but the problem continues to dog the Defence Forces. While a lot has been done, to paraphrase a certain election manifesto, a lot more needs to be done. A number of initiatives are in place which will improve the situation considerably.

The direct contact persons are the subject of a question from Deputy Sherlock and I will give details of their specific responsibilities in my reply to him. We will take Committee Stage of the Ombudsman (Defence Forces) Bill 2002 in the Seanad tomorrow. The ombudsman will have a very meaningful role. He or she will replace the Minister for Defence, or the CIO as is the case at present, as the final court of appeal. Individual members of PDFORRA whom I met last week brought to my attention the fear experienced by some members of enlisted personnel about making a complaint. They are worried about whether such a complaint would be held against them and used to punish them at some time in the future. I am anxious to get around that issue. The 200 designated contact persons will have a vital role to play in that regard. In addition, any attempt to punish or penalise any enlisted person who makes a complaint will be an offence which will be subject to military discipline.