Bernard Durkan (Kildare North, Fine Gael)
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99. To ask the Minister for Defence to indicate the extent to which gender balance continues to be maintained throughout the Defence Forces at Army, Navy and Air Corps in all ranks; and if he will make a statement on the matter. [43728/14]

Simon Coveney (Cork South Central, Fine Gael)
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The strength of the Permanent Defence Force (PDF) at 30 September 2014, the latest date for which figures are available, was 9,200. This comprises 7,413 Army, 757 Air Corps and 1030 Naval Service. 556 (6.04%) are women. The following tables contain the above mentioned strength broken down into Army, Naval Service and Air Corps by gender and rank groupings. The establishment ceiling of the Permanent Defence Force is 9,500. Recruitment campaigns are under way in order to reach this establishment. Current and future recruitment campaigns have sought to target potential female candidates.

As I outlined in my reply to Question Number 124 of 18 September 2014, 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:

- 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,

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

- All promotions and career courses are open to both sexes on merit,

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

The Defence Forces 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 support increased female participation in the Defence Forces. 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. These efforts included school visits, media engagement including national and local radio, targeting sports clubs and the 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. 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. I am hopeful that through continued engagement and communication, this perception will change over time.

Army (PDF)

Bernard Durkan (Kildare North, Fine Gael)
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100. To ask the Minister for Defence to set out the extent to which the situation has been resolved in regard to members of the Defence Forces due to retire after specified years of service; if they have had their wishes to continue in the Defence Forces accepted; and if he will make a statement on the matter. [43729/14]

Simon Coveney (Cork South Central, Fine Gael)
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As I have outlined previously to the House, a claim has been received from the Permanent Defence Force Other Ranks Representative Association (PDFORRA) in relation to this matter and it is being dealt with under the Conciliation and Arbitration Scheme for members of the Permanent Defence Force. Discussions have been taking place with the Representative Association, with regards to their claim, under a special Subcommittee of Conciliation Council. As discussions under the Scheme are confidential to the parties involved, it would not be appropriate for me to comment on the matter at this time, other than to emphasise that in dealing with this issue the manpower and operational needs of the Defence Forces must be the primary consideration.

As Military life places unique physical and psychological demands on individuals it is necessary that its members be physically and mentally prepared to meet the challenges of all military operations and to undertake their duties on deployment overseas. It is vital the age and health profile of personnel be such as to ensure that operational capability and effectiveness are not compromised. As such, in order to maintain the age profile of the PDF to carry out the operational tasks required by Government, it is necessary to have a constant input of recruits into the PDF. The maximum age for personnel who have enlisted in the PDF post 1 January 1994 provides the mechanism through which a satisfactory age profile can be achieved.

However, while there was significant progress made in discussions between PDFORRA and Civil and Military Management it was not possible to reach full agreement. As a result, the issue is being referred to third party adjudication for a ruling. It is expected that the adjudication hearing will take place in the next few weeks following the exchange of submissions between the parties.

In the meantime work is continuing on measures to support those exiting. A number of military courses are already accredited with various Third Level Institutions. While a comprehensive training course to aid Transition to Civilian Life for these personnel is currently being piloted.