Willie Penrose (Longford-Westmeath, Labour)
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66. To ask the Minister for Justice and Equality if she will confirm having received correspondence from a person (details supplied); the facilities available to the person under the comprehensive employment strategy for people with disabilities to secure appropriate employment; and if she will make a statement on the matter. [40432/16]

Finian McGrath (Dublin Bay North, Independent)
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The Comprehensive Employment Strategy for People with Disabilities was launched in October 2015. The Strategy sets out a ten-year approach to ensuring that people with disabilities who are able to, and want to, work are supported and enabled to do so. It is a cross-government approach that brings together actions by different Departments and State agencies in a concerted effort to address the barriers and challenges that impact on employment of people with disabilities. In tandem with that, it seeks to ensure there will be joined-up services and supports at local level to support individuals on their journey into and in employment.

The Strategy's six strategic priorities are:

- Build skills, capacity and independence

- Provide bridges and supports into work

- Make work pay

- Promote job retention and re-entry to work

- Provide coordinated and seamless support

- Engage employers.

Given the complex cross-government nature of the strategy, an oversight implementation group was established under the independent chairmanship of Fergus Finlay. This group is tasked with monitoring the progress of the six strategic priorities of the strategy, ensuring that each Government Department is fulfilling its obligations and meeting its targets. It will shortly be publishing its first annual report, which will highlight areas where sufficient progress has not been made, and will also include recommendations in relation to priorities for 2017.

While I cannot comment on individual circumstances, I can confirm that the Strategy includes a range of practical measures to increase employment opportunities for people with disabilities. For example, a national employer help-line was launched in January of this year to provide expert guidance and peer support to employers in relation to the employment of staff with disabilities. Furthermore, there will be an increase in the pubic sector employment quota from 3% to 6% on a phased basis to 2024, and work will begin on this in the new year. Arrangements are also being put in place for dedicated recruitment channels for people with disabilities.