Olwyn Enright (Laois-Offaly, Fine Gael)
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Question 107: To ask the Minister for Defence if, in view of the recently published second report of the independent monitoring group, he is satisfied with the progress that has been made by the Defence Forces in the areas of bullying, harassment and sexual harassment; and if he will make a statement on the matter. [3612/09]

Joe Costello (Dublin Central, Labour)
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Question 146: To ask the Minister for Defence if he will make a statement on the recently published second report of the independent monitoring group in regard to human resource management and workplace culture within the Defence Forces; and if he will make a statement on the matter. [3495/09]

Willie O'Dea (Limerick East, Fianna Fail)
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I propose to take Questions Nos. 107 and 146 together.

I was pleased to launch the second report of the Independent Monitoring Group, IMG, on 17 December last. I would like to especially thank Dr. Doyle, the members of the IMG and all the other parties, both within and beyond the Defence Forces, who contributed to the completion of this comprehensive and timely report. The IMG was established in May 2002 by the then Minister for Defence to oversee the implementation of recommendations arising from the Doyle report, the Challenge of a Workplace. The first report of the IMG, Response to the Challenge of a Workplace, was presented in September 2004.

The 2004 recommendations placed emphasis on improving human resource management and workplace culture, including dealing with the issues of bullying, harassment and sexual harassment. Four years later, the second report of the IMG provided a systematic review of progress. The 2008 report highlights the initiatives undertaken by the Defence Forces in the area of human resource management and workplace culture since 2004. The report confirms that the culture of the Defence Forces organisation is evolving positively and notes that the recorded number of incidents of unacceptable behaviour is low.

In 2008, the IMG reported a high level of awareness among military personnel of the centrality and challenges of human dignity in the mission and culture of the Defence Forces. This was particularly evident in the focus group research at home and overseas. The group reported that the message had percolated that bullying or harassment is not tolerated in the Defence Forces. It commented that the contrast between the readiness of personnel to discuss the issue of unacceptable workplace behaviour four years ago and in 2008 was very marked and concluded that leadership at all levels has communicated the message and heightened awareness. Culture change is not a destination, but rather a journey where every member of the Defence Forces has a role to play. It must be ensured this crucial issue is kept to the forefront in the activities and procedures of the Defence Forces. I am committed to regularly reviewing progress and performance and this is reflected in the programme for Government.

The report includes many recommendations to chart the way ahead in continuing to meet the demands for dignity and equality in the military workplace. It contains in excess of 40 specific recommendations. Implementation of these recommendations will require the concerted and combined effort of both the military and the Department. I look forward to being kept informed of progress in this regard. I am satisfied the Defence Forces are on the right path and they are to be commended for the major progress achieved to date. I am confident this process will be carried forward with enthusiasm and will be further advanced and consolidated in the coming years.

Jimmy Deenihan (Kerry North, Fine Gael)
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I welcome the report and I thank Dr. Eileen Doyle and her committee for producing it. It demonstrates clearly the major cultural change in our Defence Forces and we must all acknowledge the progress made. What is the timescale for implementing the various recommendations in the recent report for further improvement? Will another review be conducted in a few years?

There is a distinction between training in a battle theatre environment and training in a barracks. I am sure that balance is being maintained because more robust communication is required in battle conditions than in an enclosed barracks. Will the Minister expand on this? Have complaints been made to Army personnel regarding field exercises other than those that occurred in the past in enclosed circumstances in barracks?

Willie O'Dea (Limerick East, Fianna Fail)
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I agree with the Deputy regarding the major cultural change and I appreciate his acknowledgement of the progress made.

A total of 40 recommendations arise from the 2008 report and, with regard to his question on the timescale, a new report will be made at the end of 2013. I take his point about the difference between the barracks setting and the field setting. There has been controversy about this, which resulted in some communication. The IMG made a number of recommendations to deal with this, which include: new systems aimed at ensuring new entrants understand what constitutes inappropriate behaviour; systems to ensure appropriate and targeted corrective actions are developed and implemented in order that the necessary robust training is completed in an effective manner; and instructors are to be given ongoing support and information to ensure they are sufficiently confident in their knowledge to deal with incidents on the spot. This point has been well made. The IMG has taken it into account and made recommendations to deal with it.

Brian O'Shea (Waterford, Labour)
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The Ombudsman for the Defence Forces recently appeared before the Oireachtas Joint Committee on Justice, Defence, Equality and Women's Rights and I was heartened by what she had to say regarding the complaints being made and the culture in the Defence Forces. I asked her whether the culture in the Army was that one should not let the side down whatever one's complaint and one should keep everything in-house. She indicated there was a healthy culture and people who worked closely together brought their concerns and complaints forward. They must first go through the Army disciplinary system before contacting the ombudsman.

As the Minister said, the culture is "evolving positively" and we should all rejoice in this, as our Defence Forces are performing to a high level in the context of respect for one another. Will the Minister confirm that is his experience since he took up office? Has there been a significant change in that regard? What is the rate of change? A few years ago, there were reports that led one to believe the level of harassment, including sexual harassment, within the Defence Forces was high but the IMG and ombudsman's reports do not seem to bear that out.

Willie O'Dea (Limerick East, Fianna Fail)
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When I took on this job in 2004, it coincided with the first IMG report, Response to the Challenge of a Workplace. The change in attitude and culture since has been significant. There is a recognition and realisation throughout the Defence Forces from top to bottom that bullying, harassment and inappropriate behaviour will not be tolerated.

As the Deputy acknowledged, two systems are in place. If one is not satisfied with the outcome under the redress of wrongs system, one can appeal to the ombudsman. There is also a conciliation process within the Army under which one can make a complaint of unacceptable behaviour. Both systems have worked well. The establishment of the ombudsman's office has made an enormous difference. All the work done to make everyone, and not only new entrants, aware of their rights and on the new training for instructors has made a significant difference. The appointment of an equality officer and various other initiatives taken as a result of the initial IMG report in 2004 have made a huge difference in my experience.

Jimmy Deenihan (Kerry North, Fine Gael)
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If the Minister has the figures to hand he might advise how many complaints of sexual harassment have been made over the past four years. Could he confirm that the Ombudsman has moved into a new office? There was a big issue recently that the office was not suitable for the service she was providing.

Willie O'Dea (Limerick East, Fianna Fail)
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I will let the Deputy have the figures for the past four years. All I have with me are the figures for 2007. I remember asking for the figures for 2008, but they do not seem to have arrived. In 2007 there were seven applications for redress of wrongs. Of these, three were not upheld, one was withdrawn and three cases are ongoing. There were four complaints of unacceptable behaviour, one of which was upheld and three were not upheld. In 2007 the Ombudsman reported that seven complaints were made specifically to her office alleging inappropriate behaviour or bullying.

I understand that the OPW drew the Ombudsman's attention to new premises. I do not believe they proved to be satisfactory. I have again contacted the OPW to facilitate the Ombudsman at the earliest possible opportunity.