Alan Dillon (Mayo, Fine Gael)
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73. To ask the Taoiseach and Minister for Defence if he will provide the details of the protections on coastlines to prevent entry of illegal migrants and the importation of drugs; and if he will make a statement on the matter. [5027/23]

Micheál Martin (Cork South Central, Fianna Fail)
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The Naval Service, as the State's principal sea-going agency, is tasked with a variety of defence and other roles. While the main day to day tasking of the Naval Service is to provide a fishery protection service in accordance with the State's obligations as a member of the European Union, it also carries out a number of other non-fishery related tasks such as search and rescue, diving operations, drugs interdiction as well as many more.

Overall responsibility for the prevention of drug trafficking rests primarily with the Customs Service of the Revenue Commissioners, while responsibility for the prevention of crime rests primarily with An Garda Síochána. The White Paper on Defence (2015) reaffirms the role carried out by the Defence Forces in support of this important work with the Air Corps and the Naval Service providing support to these agencies as the need arises and within their available capabilities.

This ongoing work, which is intelligence led, has been extremely successful in recent years, leading to a number of successful interdictions. For operational and security reasons, it is not appropriate for me to provide further details of this work.

Micheál Martin (Cork South Central, Fianna Fail)
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For 2023, the total allocation provided to Vote 36 – Defence is €915 million, which is an increase of €79 million on 2022, and includes a capital allocation of €176 million. This allocation is the highest capital investment allocation ever received by Defence and represents an annual increase of €35 million or 25% on 2022.

The principal demand drivers of Defence capital funding are the ongoing acquisition, renewal and retention of military equipment along with the development of military infrastructure and ICT capacity, in order to ensure that all the necessary capabilities are in place to meet requirements.

The Equipment Development Plan (EDP) provides a comprehensive list of planned equipment projects to be progressed over a five year period. This plan builds on the intentions set out in the White Paper in relation to equipment acquisition, modernisation and upgrade and has been developed to ensure that our Defence Forces have the major equipment platforms, ancillary equipment and force protection equipment to carry out their important roles both at home and overseas.

Among the projects, across land, sea and air platforms, included in the EDP for progression in 2023 are:

- the ongoing midlife upgrade of the Army's fleet of Mowag Piranha III Armoured Personnel Carriers;

- the acquisition of  Body Armour & Helmets  along with a range of chemical biological, radiological and nuclear suits;

- the acquisition of software defined radio;

- the development of a primary radar capability;

- the continuation of the mid-Life Extension programme works on LÉ Niamh;

- the acquisition of two Inshore Patrol Vessels from the New Zealand Government to replace LÉ Orla and LÉ Ciara;

- the acquisition of two Airbus C295 Maritime Patrol Aircraft;

- the acquisition of a C295 Transport aircraft.

The recently updated 2022-2027 Defence Forces Infrastructure Development Plan (IDP) sets out a programme of anticipated infrastructural projects for delivery. This Plan enables the ongoing modernising and upgrading of a diverse Defence Built infrastructure portfolio and ensures that all Defence Forces installations are fit for purpose taking account of operational, security, and health and safety considerations.

Multiple projects are currently progressing, at different stages of development. Among the projects currently underway are the provision of a new cadet school in the Defence Forces Training Camp at the Curragh, and the development of the university students administrative complement, USAC, student facility in Galway, along with a broad range of facility improvements and accommodation upgrades in military locations across the country.

The primary return on Defence capital investment will be the retention of necessary military capabilities which provide the means by which the Defence Forces contribute to national and international peace and security and fulfil all other roles assigned by Government. These sectoral benefits, will, in turn, deliver wider societal benefits by providing a robust national security infrastructure which aligns and complements related national goals encompassing sustainability, economic recovery, social cohesion and overall societal well-being.

Alan Farrell (Dublin Fingal, Fine Gael)
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76. To ask the Taoiseach and Minister for Defence if he will provide an update on efforts to improve gender diversity and equality within the Defence Forces; and if he will make a statement on the matter. [4093/23]

Micheál Martin (Cork South Central, Fianna Fail)
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The Government remains 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 equality and diversity policy objectives as detailed in the White Paper on Defence, which includes explicit commitment to the principles of equal opportunity in all employment policies, procedures and regulations and equal opportunities irrespective of gender, ethnicity or sexual orientation, remain a priority for the Defence Forces. 

The Defence Forces recognise the need to ensure that the societal changes being witnessed in Ireland would also be reflected in the Defence organisation.  In 2016, the Defence Forces current Diversity and Inclusion Strategy Statement and Action Plan was launched and detailed the Defence Forces approach to diversity and inclusion across the various strands of the organisation’s activities, including recruitment.  

In line with current policies and commitments a number of initiatives have been implemented with a view to increase the level of female participation in the Permanent Defence Force.

For example:

- Special consideration is paid to women as a target group for recruitment within the general recruitment framework, including a Female Recruitment Standing Committee reporting on initiatives for 2022, with dedicated female recruitment teams proposed. 

- The Defence Forces actively engage with schools to conduct career talks and regularly attend events aimed at future career choices for schools. Each of these events is attended by both male and females serving members.

- A Gender Equality and Diversity Officer has been in place for a number of years to promote gender equality policies and training within the Defence Forces. Gender Advisors are available to all Brigades and Services and trained Gender Focal Points are deployed with all overseas units and ships in order to promote a gender perspective in operations.

- A Defence Forces Women's Network was established with the aim of increasing the participation of female personnel at all levels of the organisation.

In addition, a review of recruitment practices and processes in the PDF, tasked under the High Level Implementation Plan arising from the Public Service Pay Commission report, has additionally examined all aspects of the recruitment process, including diversity, as part of its work. 

The Report from the Commission on the Defence Forces contains a number of recommendations relating in particular to gender and diversity and these will be captured in a Implementation Plan which is currently being finalised.  A number of early actions to addressed gender and diversity have been identified and are being progressed.

It is clear from the experiences shared in recent years by former and serving female members however, that despite the reforms that have taken place over the past 20 years and ongoing initiatives, further work is required to ensure that the workplace culture is fully aligned with the principles of dignity, equality, mutual respect, and duty of care for every member of the Defence Forces. I am fully aware that the systems, policies and procedures in place to deal with dignity and equality issues have not, and are not serving all Defence Forces personnel well.

The Judge-led Independent Review Group, established on 25 January 2022  by my colleague former Minister for Defence, Simon Coveney, following Government approval, has been examining those very systems, policies and procedures for dealing with issues relating to bullying, discrimination, harassment, sexual harassment and sexual misconduct in the Defence Forces as well as the prevailing workplace culture. Their work is nearing conclusion and the Final Report expected later next week. 

As I have said before, I will be considering the Report in full, in consultation with the Attorney General, before bringing it to Government and its publication. I have no doubt  that this Report will provide recommendations which will be essential for ensuring a workplace culture underpinned by gender equality and where equal opportunities are the order of the day. While I do not want to pre-empt what will be in the Final Report, I do intend to ensure that all the recommendations are fulfilled.