Brendan Ryan (Dublin Fingal, Labour)
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591. To ask the Taoiseach and Minister for Defence for an update on the implementation of the White Paper on the Defence Forces; the measures that have been implemented and the timeline for the implementation of all other measures; and if he will make a statement on the matter. [17300/16]

Enda Kenny (Mayo, Fine Gael)
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Following the publication of the White Paper on Defence a total of 88 projects were identified to be completed over a ten year period. Implementation of the White Paper projects is included in the Programme for a Partnership Government. The Implementation process is being led and overseen by the Minister, the Management Board and the General Staff assisted by a Joint Civil Military White Paper Implementation Facilitation Team (Joint Team).

As the White Paper sets the policy framework for the coming years implementation is of critical importance and is a significant undertaking for the Defence Organisation. In this context, implementation of projects is being phased with the immediate projects to be initiated in the period ending June 2017. Work has already commenced and in some cases is well advanced on a number of projects. These projects include, but are not limited to, the Employment Support Scheme, the Diversity and Inclusion strategy, the formation of the Civil Defence Inter-agency Guidance Team and various equipment procurement projects.

The approach to implementation takes account of the significance of the White Paper, harnesses the civil and military effort on implementation while also recognising the finite resource envelope available and the operational imperative in Defence.

Brendan Ryan (Dublin Fingal, Labour)
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592. To ask the Taoiseach and Minister for Defence the measures he is bringing forward to ensure the enhanced participation of women in the Defence Forces, as was specifically proposed in the White Paper; and if he will make a statement on the matter. [17301/16]

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.

The Defence Forces have no restrictions with regard to the assignment of men or women to the full range of operational and administrative duties , and all promotions and career courses are open to both sexes on merit.

A key impediment in achieving greater numbers of women serving in the Defence Forces is the lack of women recruitment applicants relative to men. This may be as a result of societal perception and attitudes to female soldiers and officers. There have been a number of recent initiatives to encourage greater female participation, such as:

- 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 and,

- Work is well-progressed on a Defence Forces Equality and Diversity Policy, which will be published in the near future.

Over the course of the White Paper 2015 , further initiatives will be developed to encourage more women to apply for the Defence Forces and to increase female participation at all ranks. This will include a survey to identify any impediments to the advancement of women in the PDF, as well as the impact of the requirements of career courses and overseas service on female retention and advancement. The development and active management of a Diversity and an Inclusion Strategy in the Defence Forces, building on existing policies in relation to ethnicity, gender, sexual orientation and equality will also be included.