Fiona O'Loughlin (Kildare South, Fianna Fail)
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8. To ask the Taoiseach and Minister for Defence the actions that have been taken to address the lack of female applicants to the Defence Forces; the retention policies planned to ensure future female leaders in the forces; and if he will make a statement on the matter. [15422/17]

Clare Daly (Dublin Fingal, Independent)
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24. To ask the Taoiseach and Minister for Defence his views on the recruitment and retention crisis in the Defence Forces, including the fact that low morale and pay in the Defence Forces is causing a large number of members to leave every month; the steps he will take to address these issues; and if he will make a statement on the matter. [15262/17]

Brendan Ryan (Dublin Fingal, Labour)
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25. To ask the Taoiseach and Minister for Defence the level of success the recent recruitment drives have had in attracting female members to the Defence Forces; his views on whether the target of 10% of the Defence Forces being comprised of female members as set out in the 2015 White Paper on Defence will be reached; and if he will make a statement on the matter. [15523/17]

Fiona O'Loughlin (Kildare South, Fianna Fail)
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Before I put my question, I would like to extend my sympathy on the tragic passing of Dara Fitzpatrick, Mark Duffy, Ciarán Smith and Paul Ormsby. I commend the rescue services in Waterford, which helped searched for and find the body of Dave Ryan, who was tragically killed in an air accident and who was my sister-in-law's father.

My question concerns the actions taken to address the lack of female applicants to the Defence Forces and the retention policies planned to ensure future female leaders in the forces.

Paul Kehoe (Wexford, Fine Gael)
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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.

Fiona O'Loughlin (Kildare South, Fianna Fail)
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It would seem the many systems the Minister of State and his predecessor have claimed to have put in place are not working because the female make-up of the Defence Forces remains at 6%. The 2015 White Paper on Defence highlights the importance of the resolution from the Security Council regarding setting out the vital role women can play in conflict prevention, conflict resolution, peace building, post-conflict reconstruction, reform and governance. It is crucial that Ireland plays its part in that regard.

Based on my contacts with female former members, I can say that there is a belief that, as with much else in the Defence Forces, which my colleague has already outlined, strong retention policies are the key because the retention of this personnel, including females, will result in role models and mentors who will attract more females to the forces. I again refer to the White Paper. It was suggested that a survey would be carried out to identify any impediments to the advancement of women in the Defence Forces, including the impact of the requirements of career courses and overseas service on female retention and advancement. Could the Minister of State give us an update on this? Has this survey been carried out and if not, when will it happen?

Clare Daly (Dublin Fingal, Independent)
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There is no point in lauding the record recruitment figures when the problem is that we are not retaining people. As I said in respect of an earlier question, between 50 and 60 personnel are leaving every month. In the past three years, one out of ten officers at lieutenant, captain or commandant grade left the Defence Forces. This is incredible. One of the key reasons for this is the appalling rates of pay for our Defence Forces personnel. New entrants start on just over €21,000. A total of 75% of Defence Forces personnel believe their pay is unfair. There is a examples of people living on eggs and beans, members who cannot get mortgages because their contracts are so poor, members having to live with their parents because they cannot afford rent and men and women separated from their partners for weeks and months with not even the prospect of overtime to make the hardship and loneliness worthwhile. People on international excursions are getting payment rates of €250 extra despite all the extra hardship they face, not to mention issues like Lariam. We need seriously to address the conditions of members of Defence Forces. If not, the Government can have any plan for retention it likes, but it will not be achieved.

Paul Kehoe (Wexford, Fine Gael)
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The new public service pay commission has been tasked with objective analysis and advice on the most appropriate pay levels for the public service. This will include members of the Defence Forces and I welcome that. I also welcome the fact the Permanent Defence Force Other Ranks Representative Association signed up to the Lansdowne Road agreement last week. This will mean benefits for members of the Defence Forces. That they are recognised for their work and commitment to the Defence Forces is something in which I have taken an interest. I will not stand up here and laud it all. I will tell the truth as I see it. When I visit a barracks, I speak to the members to find out their feelings about what is happening.

Deputy O'Loughlin spoke about surveys. A survey was carried out. I am not sure whether it is the specific survey referenced by Deputy O'Loughlin but I will come back to her about it. In respect of a survey that was carried out and UN Security Council Resolution 1235, I attended a conference late last year about women's participation in peacekeeping. Women bring a different perspective to peacekeeping in respect of matters like decision-making capacities. A family-friendly element was introduced to overseas missions to allow members, specifically female members, but also male members on peacekeeping duties to undertake three months instead of six months. I would be the first person to recognise that there are issues regarding female participation. It is and will continue to be a struggle because people see it as a male-dominated organisation.

Fiona O'Loughlin (Kildare South, Fianna Fail)
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The 2012 reorganisation and the abolition of the Western Brigade have further isolated a huge segment of potential female members who could manage a career without long-term commuting being forced on them. The Defence Forces have only one female colonel, Maureen O'Brien, and two female lieutenant colonels, Mary Carroll and Mairéad Murphy. I congratulate these officers on their promotions but will they be in isolation over the next few years? When is the next female promotion in terms of female officers likely to happen?

The Minister of State mentioned the reduction in overseas service from six to three months. It is said that operational requirements, overseas postings, training courses, career courses and the availability of development opportunities will be reviewed to ensure that they do not discriminate on the basis of gender or responsibility to one's family while retaining the integrity of the course and training requirement. Could the Minister of State outline what has been done by the Defence Forces in respect of this?

Clare Daly (Dublin Fingal, Independent)
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The signing up to the Lansdowne Road agreement is welcome, as is the fact that some increases will be paid and arrears for those who earn under €30,000 but it is not enough. It does not level the playing field or restore it back. It does not deal with the excruciating and excessively poor working conditions experienced by many members of the Defence Forces. The Minister of State is beginning to tackle the implications of the failure to have the Organisation of Working Time Act 1997 cover the conditions of the Defence Forces personnel. That, however, had to be dragged out of the Government. Everything is being done after the fashion and after the damage has been done. Part of the Minister of State's job should be to lead more from the front, to anticipate and respond to these problems before they become deep rooted. One of the concerns highlighted is the critical organisational deficit that has resulted in the problems in the Air Corps, the shortage of pilots and the number of vacancies there, as well as the impact this is having on the operation. This is not good enough in respect of how we treat the people who serve the State or indeed the overall service.

Paul Kehoe (Wexford, Fine Gael)
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I do not believe there is any discrimination against women in the Defence Forces and if there is proof of it then I would like to hear about that. I would consider that to be serious. The Defences Forces are an equal opportunities employer for both males and females. It is great to see that Lieutenant Colonel Mary Carroll as the first female officer to command a mission. She has a group of personnel in the UNDOF mission and is the first female officer commanding to take responsibility for an overseas group. Female participation, however, is an issue and I would like to see more women applying to be members of the Defence Forces. A huge number apply but they fall off during the process. I have asked the Chief of Staff to look into the reasons there is such a fall-off of female applicants during the process of recruitment in respect of medical and fitness issues etc.