Ivor Callely (Dublin North Central, Fianna Fail)
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Question 125: To ask the Minister for Defence the nature, extent and level of sexual harassment, harassment, discrimination and bullying within the Defence Forces; the progress regarding implementation of the fundamental reforms recommended; and if he will make a statement on the matter. [8526/07]

Willie O'Dea (Limerick East, Fianna Fail)
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The Military Authorities have advised that the number of complaints of a bullying or harassment nature recorded in each of the past ten years and made by men and women of the Permanent Defence Force is as follows:

Redress of Wrongs — Female

There has been one complaint of a Bullying/Harassment nature made under the Redress of Wrongs Procedures by a female since 1996. This complaint was made in 1996 and was not upheld.

The Defence Forces and the Department have taken a wide variety of initiatives and have devoted extensive resources to this issue, since Dr Eileen Doyle and the External Advisory Committee presented their original report "The Challenge of a Workplace" in March 2002. This independent report addressed the entire range of interpersonal issues within the Defence Forces. Its contents and recommendations were accepted in full.

An Independent Monitoring Group was established in May 2002 to oversee the implementation of the recommendations of the original Doyle Report. The Independent Monitoring Group's own progress report, "Response to the Challenge of a Workplace", which was launched by my predecessor on 24 September, 2004, is available on the Defence Forces website and describes in detail the very significant progress achieved since the publication of the original Doyle Report in 2002.

The ongoing implementation of the recommendations of the Doyle report has been one of the highest priorities for the Defence Forces and the Department since its publication. Policies on equality, dignity and bullying are being constantly communicated to all ranks. I am satisfied that the military authorities are alert and vigilant to this issue and are committed to addressing the matter in a continuing and proactive manner through educational modules on interpersonal relationships which are now embedded in career courses for all ranks.

It is reiterated that bullying is not training for anything. It has always been acknowledged that addressing issues within the realms of interpersonal conduct is a long-term task. However, with substantial and vigorous leadership, there is every confidence that the proper environment will be maintained throughout the Defence Forces. The correct ethos is being incorporated in training at all levels and the resources necessary to assist personnel in tackling difficulties where they may arise are being maintained.

The following steps have been taken:

Firm guiding principles have been set out in the Defence Forces Dignity in the Workplace Charter which commits all ranks to supporting a service environment that encourages and supports the right to dignity at work. The Charter states that bullying, harassment and sexual harassment in any form is not acceptable and will not be tolerated.

A major educational awareness programme is ongoing throughout the Defence Forces.

A new Administrative Instruction on Interpersonal Relationships was introduced in March 2003. The Instruction and a users guide were distributed to every member of the Defence Forces.

Some 232 Designated Contact Persons (DCPs) have been fully trained and are deployed throughout all Defence Forces posts and barracks, both countrywide and overseas. The DCPs will facilitate the operation of the formal and informal procedures that may be used by any party wishing to institute a complaint.

An independent external confidential "Free Phone" Helpline and Counselling Service was set up for members of the Permanent Defence Force in March 2003.

An independent pilot project of Exit Interviews seeking the experiences and views of outgoing members of the Permanent Defence Force was conducted.

Leadership training has been given by external experts and has been the subject of NCO focus groups with an emphasis on "training the trainers"

Changes in Cadet School Instruction have been initiated and issues concerning the ranking, selection and training for Cadet School instructors are being addressed.

Defence Force Regulations, Administrative Instructions, policies and procedures have been reviewed by an Equality Steering Group under a Labour Court chairperson.

An officer within the Defence Forces Human Resources Management Section has been assigned responsibility for Equality matters.

A Training Circular entitled "Military Code of Conduct for Students and Instructors in all Training Environments" was issued in 2004 and was followed by an extensive series of associated workshops for all relevant personnel.

A new "Human Resource Management Strategy (2006-2010)" has been produced by the Defence Forces which sets out the Human Resource Management framework going forward.

A "New Entrants Information Handbook" is issued to all new entrants. It provides detailed information on the Defence Forces Dignity Charter and sets out the Defence Forces Values. It also outlines policies on harassment, sexual harassment, discrimination and bullying.

In addition, the Ombudsman for the Defence Forces has been appointed, and her Office is now well established and functioning.

The Independent Monitoring Group recommended that a professional review of progress within the Defence Forces should take place in 2007 and that it should be published. My Department is currently preparing to initiate this review.