Seán Ó Fearghaíl (Kildare South, Fianna Fail)
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16. To ask the Minister for Defence the way he proposes to improve gender balance in the Defence Forces; and if he will make a statement on the matter. [25803/14]

Enda Kenny (Mayo, Fine Gael)
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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. While some progress has been made by the Military Authorities in addressing gaps between male and female participation in the Defence Forces, it is recognised that more work needs to be done to meet the gender target for recruitment of females of 20% which was set by the Military Authorities in 2007.

As at 30 April 2014, the latest date for which figures are available there were 555 women out of a total strength of 9,110 serving in the Permanent Defence Force (PDF). This represents 6.1% of the overall strength of the Defence Forces.

A number of specific initiatives have been implemented to increase female participation in the Defence Forces including:

- the introduction of best practices in recruitment, such as the adjustment of physical standards for female applicants,

- special consideration is paid to women as a target group for recruitment,

- there is balanced composition between men and women on recruitment and selection boards,

- all promotions and career courses are open to both genders on merit,

- a Gender Adviser has been appointed to promote gender equality policies and training within the Defence Forces.

Unlike many other national armed forces, the Defence Forces have no restrictions as regards 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.

The Defence Forces also prides itself on providing a gender neutral working environment. Policies on equality are being constantly communicated to all ranks. The Military Authorities are alert and vigilant to this issue and are committed to addressing this matter in a continuing and proactive manner when it arises.However, a key impediment in achieving the target gender balance is the lack of female applicants relative to males.

I believe that there is a need to continue to develop and promote strategies that not alone support increased female participation in the Defence Forces but also support increased diversity. The personnel profile of the Defence Forces should reflect the changing demographic and multicultural nature of Irish Society. To this end, as part of the recent recruitment campaign for enlisted personnel and the Reserve, specific efforts were made to increase the number of female applicants. This was part of a wider campaign aimed at improving gender and ethnic representation and diversity in the Defence Forces. In the case of female participation, these efforts included school visits, media engagement including national and local radio, targeting sports clubs and use of social media. At the closing date for this recruitment campaign on 9 April 2014 there were 755 Female applicants or 10.3% out of a total of 7,295 applicants for the Permanent Defence Force and 320 female applicants or 14.9% out of a total of 2,146 applicants for the Reserve Defence Force. On the face of it these figures appear to be disappointing. However, I believe that a key issue in recruiting and retaining female personnel lies in societal perception and attitudes to female soldiers and officers. Much of the solution to this lies outside the control and influence of the Defence Forces.