Finian McGrath (Dublin North Central, Independent)
Link to this: Individually | In context

Question 231: To ask the Minister for Defence the reason for women being under represented in the Defence Forces; the further reason the Defence Forces, five years after a study by a person (details supplied) that uncovered evidence of widespread gender based discrimination, bullying and sexual harassment, have not formulated an equality policy or mission statement or appointed an equality officer. [24064/06]

Willie O'Dea (Limerick East, Fianna Fail)
Link to this: Individually | In context

I am pleased to say that I have recently received from the military authorities their report on the minimum height standards for Defence Forces personnel. This report was prepared in the context of encouraging more women to apply to join the Defence Forces. The report deals comprehensively with the complex issues relating to this matter and as such requires careful consideration. I will be reviewing the height requirement for entry to both the Permanent Defence Force and the Reserve Defence Force, in the light of this report, and would expect to be able to make a decision on this matter shortly. It is also my intention to publish the report in the near future.

I would point out that height is not the only issue in encouraging more women to apply to join the Defence Forces. Accordingly, I have recently initiated more general research in this area. To this end, tenders have been received from companies willing to undertake research into the issues of the recruitment and retention of women in the Defence Forces. It is intended that the research will test women's attitudes to military life and careers in the Defence Forces. I envisage that the research will include interviews with serving female members of both the Permanent Defence Force and the Reserve Defence Force, and also with members of the general public. The contract for the research will be awarded in the very near future.

The Government is committed to a policy of equal opportunity for men and women throughout the Defence Forces, in the Army, Air Corps and Naval Service and including the Reserve Defence Force, and to the full participation by women in all aspects of Defence Forces activities. In effect this means that women are eligible on the same basis as men for participation in operational and ceremonial activities, for assignment to all military appointments and educational and training courses and for promotion. All female personnel undergo the same training and receive the same military education as their male counterparts. All applicants for service in the Defence Forces, both male and female, are interviewed on an equal basis and then placed in order of merit. It is not possible to give one gender priority over another as this would result in an equality issue.

All competition selection boards and general service interview boards are briefed on equality issues and specifically in relation to gender and diversity issues. All new entrants into the Defence Forces receive training during induction on equality and interpersonal relationships and on redress systems. All career courses and leadership seminars contain modules on equality and interpersonal relationships. All instructors are briefed on bullying and discrimination, and there is an instruction guiding instructors and students alike. The Defence Forces have no restrictions or barriers to females serving in any appointment or in any rank. Selection and promotion is based on merit.

Female strength levels in the Permanent Defence Force have increased from 4.4% of overall strength in 2001 to 5% of overall strength in 2005. The Defence Forces have, in the last five years, doubled the percentage intake of female Cadets to an average of 20%. In 2005, 10.4% of enlistments for General Service were by females. This is measurable progress in increasing gender balance in the Defence Forces. Females make up approximately 25% of the Reserve Defence Force personnel. Some 30% of last years Reserve Defence Force recruit intake were female. The percentage of females enlisted for General Service is, in general, in proportion to the number of enlistment applications received from females.

The table shows the percentage of female applications in comparison to male applications to the Permanent Defence Force in 2005.

Elements of the Doctoral thesis of a former member of the Defence Forces received certain publicity in the media approximately five years ago. The elements of the thesis, which received widest publicity, related to alleged incidences of bullying and harassment experienced by members of the Defence Forces. In September 1991, my predecessor established an Independent External Advisory Committee chaired by Dr Eileen Doyle to examine the nature and extent of any inappropriate interpersonal behaviours such as harassment, bullying, sexual harassment or discrimination within the Defence Forces and to make recommendations.

Their report in 2002 "Challenge of a Workplace" was followed up by the report of the subsequent Independent Monitoring Group (IMG). The IMG were charged with giving effect to the recommendations of the 2002 report. The report of the IMG was published in 2004. This latter report "Response to the Challenge of a Workplace" details the extensive range of measures taken to implement the recommendations of the initial 2002 report. The IMG report acknowledged that significant advances had been made. Since then, the majority of recommendations in both reports have been implemented with the remainder under active consideration. I am satisfied that the Defence Forces comply with best practice in the human resources area and that the Defence Forces are leaders in this area.

Contrary to the claim in the Deputy's question, in accordance with the Independent Monitoring Group Report, the Defence Forces appointed an Equality Officer in June 2004; this position has been filled continuously since that date. The Defence Forces have published their Equality and Equal Status Policy, which commits the Defence Forces to embedding equality in all aspects of the Defence Forces working environment. The Defence Forces provide a wide range of support measures such as the Chaplaincy Service, the Personnel Support Services, an independent Confidential Helpline Service, a 'Designated Contact Person' Scheme, Representative Associations, Welfare Committees and Medical Services to support a positive progressive working environment.

The Defence Forces comply fully with all provisions of the Employment Equality Acts applicable to them. Because of the particular requirements and nature of military life, the Defence Forces are exempt from the age and disability grounds of the Employment Equality Acts. Within the Defence Forces, both men and women have 'equality of opportunity' for employment and career advancement on the basis of merit and personal ability. Discrimination is prohibited. It is Defence Forces policy that all members have a right to be treated with respect and dignity and to carry out their duties free from any form of sexual harassment, harassment or bullying. This commitment requires all Defence Forces personnel to treat colleagues with respect and ensure that their own actions and behaviour do not cause offence.

Finian McGrath (Dublin North Central, Independent)
Link to this: Individually | In context

Question 232: To ask the Minister for Defence the reasons for ethnic minorities being under-represented within the Defence Forces; and if he will institute changes to the Defence Forces recruiting policy that might allow for the increased recruitment of ethnic minorities and women. [24065/06]

Willie O'Dea (Limerick East, Fianna Fail)
Link to this: Individually | In context

The question of the recruitment of ethnic minorities is not a new one, Defence Force Regulations have always allowed for the recruitment of ethnic minorities to the Defence Forces. Entry to the Permanent Defence Force is either through the Cadetship Competition, Apprenticeship Competition, General Service Enlistment or Direct Entry Competitions which are held to fill vacancies in specialist appointments. All applicants for each of these entry streams are required to meet qualifying criteria.

I have recently made changes to the Cadet competition to broaden the entry criteria thereby making it easier for qualifying foreign nationals/ethnic minorities to apply for cadetships. In addition, the Defence Forces Equality Policy which was recently produced and formalised underpins equality legislation and states that the Defence Forces:

∙Are committed to the principles of equal opportunities in all its employment policies, procedures and regulations;

∙Will operate in an environment without discrimination in areas as provided by the Equality Acts;

∙Will ensure that the principles of employment equality are employed in recruitment, promotion, training and work experience;

∙All regulations and Administrative Instructions concerning service in the Defence Forces shall be set out in a manner consistent with this policy of equal opportunity; and

∙This policy will be reviewed along with the Defence Force regulations on an ongoing basis by the Deputy Chief of Staff (Support) to ensure compliance with best practice and to maintain a working environment that treats all members of the Defence Forces in a manner consistent with equal opportunities.

The primary focus in recruitment is to attract people with the core competencies required by the Defence Forces. In relation to the recruitment of women into the Defence Forces I am pleased to say that I have recently received a report from the military authorities on the height requirement. I will be reviewing the height requirement for entry to both the Permanent Defence Force and the Reserve Defence Force, in the light of this report, and would expect to be able to make a decision on this matter in the near future.

However as I have mentioned previously I believe that the height requirement is only one element of the overall matter of how more women might be encouraged to enlist in the Defence Forces. In this context I believe it is important that we look at the whole range of possibly contributing factors. To that end I intend shortly to award a contract for research into women's attitudes to military life and a career in the Defence Forces, which will inform our recruitment policy in the future.

The operational requirements of An Garda Síochána and the Defence Forces are not directly comparable. My Department is not specifically targeting the recruitment of ethnic minorities for the Defence Forces at present. Currently my emphasis is on ensuring that there are no barriers to ethnic minorities or foreign nationals joining the Defence Forces.