Gary Gannon (Dublin Central, Social Democrats)
Link to this: Individually | In context | Oireachtas source

429. To ask the Minister for Employment Affairs and Social Protection the percentage or number of staff working with a disability within her Department and the agencies under her aegis in 2018, 2019 and 2020; and the actions being undertaken by her Department to actively recruit and retain persons with disabilities. [42151/20]

Heather Humphreys (Cavan-Monaghan, Fine Gael)
Link to this: Individually | In context | Oireachtas source

The Department of Social Protection is in the process of conducting a census to determine the percentage for 2020.  The percentages for 2018 and 2019 for this Department including the agencies under its remit are contained in the table below.

The Department of Social protection is an equal opportunities employer and recruitment is conducted both internally and through the Public Appointments Service and applicants with disabilities are supported throughout the recruitment process.

In line with commitments identified in the People Strategy of the Civil Service 2017/2020, a dedicated Diversity and Inclusion function Unit has been established in the Department's HR Division, incorporating the role of the Disability Liaison Officer.

This Department also seeks to provide a safe and supportive working environment through the work of the Well-Being Unit of the HR Division. 

The Department is actively implementing its HR policies so as to ensure all our staff enjoy a positive working environment through the provision of awareness, education and support for managers and also putting in place the resources and support for staff to attain their maximum career potentials by the provision of equal opportunities in the areas of mobility, learning and development programmes, promotion and staff engagement.

The Department is constantly reviewing internal recruitment and competition processes and their interaction with external processes (in collaboration with the Public Service Appointments Service), to improve its processes and procedures and ensuring equity, fairness, equal opportunity, diversity and Inclusion. 

The Department is also engaging annually with AHEAD’s Willing Able Mentoring (WAM) programme and also holding events through the Equality, Diversity, and Inclusion Unit, and providing accommodations to assist and support officers who require them.

The Department is also adopting a consistent approach to the design and delivery of its learning and development programmes, including accredited learning for front line roles in association with external trainers without discrimination and with a focus on diversity and inclusion.

I trust this clarifies the matter for the Deputy.