John Lahart (Dublin South West, Fianna Fail)
Link to this: Individually | In context | Oireachtas source

12. To ask the Taoiseach and Minister for Defence his views on and response to the finding of the Commission on the Defence Forces that it is clear, in relation to the Defence Forces, that there are recurring themes and specific HR-related issues that are a source of considerable frustration and, in some cases, exasperation; and that among the issues raised are those concerning aspects of career progression, career planning, the lack of a modern organisational perspective on work‐life balance, the criteria surrounding pensions and extensions of contractual service, and the lack of flexibility within the current establishment. [13220/22]

John Lahart (Dublin South West, Fianna Fail)
Link to this: Individually | In context | Oireachtas source

Some of the findings and recurring themes in the report of the Commission on the Defence Forces relate to human resources issues that are a source of considerable frustration in terms of career planning and progression, as well as the lack of a modern organisational perspective on work-life balance. Will the Minister accept that this is corrosive to the morale of the Defence Forces, as is the lack of investment? What steps are being taken in the context of the commission? What can he tell the House about how these issues will be addressed in a positive way?

Simon Coveney (Cork South Central, Fine Gael)
Link to this: Individually | In context | Oireachtas source

The report of the Commission on the Defence Forces contains many detailed recommendations. As I outlined earlier, a process is under way to consider these recommendations in consultation with Government colleagues. However, I take this opportunity to assure the Deputy that the Permanent Defence Force continues to offer excellent career opportunities for both serving personnel and new entrants. Of course, we have seen examples of what should not be happening, but there are many good things happening as well.

The military authorities have advised that leadership and career training is provided to ensure that Defence Forces personnel are prepared for exercising command authority across the full range of military functions, both at home and overseas in international operations, and that the organisation has the necessary pool of leaders and commanders at all levels. I understand there were a total of 376 promotions in the Permanent Defence Force across all ranks in 2021, and there have been a further 64 promotions, again across all ranks, in the Permanent Defence Force to date in 2022, that is up to the middle of February.

The Defence Forces recognises the value of the individual to the organisation and has already undertaken a number of measures to enhance the work-life balance of service personnel. A number of family-friendly overseas appointments for personnel have been introduced where the normal six-month tour of duty can be shared with another member of the Defence Forces resulting in a three-month deployment. The Defence Forces have also placed a renewed focus on members whose spouse or partner is also in the organisation, with a view to ascertaining how they can be assisted when their spouse or partner is deployed away from home.

In addition, a range of harmony measures are being explored and implemented, including hot-desking for certain enlisted and commissioned personnel who have been posted away from their home addresses. In certain non-command appointments, such personnel can work several days a month in a military location closer to home. I will come back on the issues that are not yet resolved, but it is important to say there are positive changes.

John Lahart (Dublin South West, Fianna Fail)
Link to this: Individually | In context | Oireachtas source

I want to give the Minister the opportunity to demonstrate that. I was fortunate enough in a previous career to see at first hand some of the work our Defence Forces do, much of which goes unsung. The piece I witnessed was in their UN capacity, redrawing and actually plotting out the border between Ethiopia and Eritrea. One of the issues I have found is that the public has no comprehension of the range of duties and functions the Defence Forces carry out. I have never encountered a finer body of men and women.

The commission suggested there were issues of frustration around career progression, pensions and extension of contractual service. The Minister might speak about the extension of contractual service and the lack of flexibility within the establishment. I will not come back in a second time so he may use all the time for this. Many of us know, as public representatives, that when people retire from the Defence Forces, the roles they take up in the private sector or other services are vital. Clearly, they still have much to give.

Simon Coveney (Cork South Central, Fine Gael)
Link to this: Individually | In context | Oireachtas source

The commission report did not pull any punches in regard to HR management in the Defence Forces. Even though some of the examples that I outlined are very welcome and necessary, in regard to trying to change the culture and approach towards staffing in the Defence Forces, a more fundamental change is needed in terms of culture, particularly towards women and other minorities, in the Defence Forces. Only 7% of our Defence Forces personnel are women. That is not where we need to be. The commission report stated that a target should be set of 35%, or more than one third, of our Defence Forces as women, as well as setting a whole series of recommendations for us in how to achieve that.

Cases of bullying and sexual harassment in the Defence Forces have been exposed very publicly. We need to have zero tolerance of such behaviour, which is totally unacceptable. There is an independent piece of work under way, led by a High Court judge, which will put practical recommendations to me in terms of how we respond to that. Change is happening, which is welcome, but there are problems that need to be addressed in terms of a fundamental cultural change in the Defence Forces. That is also a big part of the commission report. Let us not forget that three chapters of the commission report deal with people and HR. Therefore, it is a significant part of the report and we need to deliver on it.