Barry Heneghan (Dublin Bay North, Independent)
Link to this: Individually | In context | Oireachtas source

1276. To ask the Minister for Housing, Planning, and Local Government if he will provide a breakdown, by Department or office, of the percentage of employees who have disclosed a disability for the past ten years, in tabular form; and if he will make a statement on the matter. [20009/25]

James Browne (Wexford, Fianna Fail)
Link to this: Individually | In context | Oireachtas source

The 2005 Disability Act sets out the legal obligations of public body employers in relation to the employment of people with disabilities. Along with promoting and supporting people with disabilities, public bodies are also obliged to meet a 4.5% target of employees with disabilities. The target increased to 6% in 2025.

The Disability Census Form provided to all new entrants in my Department is voluntary and a self-declaration. Additionally an anonymous survey is carried out each year for staff to declare if they have a disability and the findings are then provided to the National Disability Authority (NDA). This information is available on the NDA website at this link NDA Reports on Compliance.

As requested the percentage of employees who have disclosed a disability in my Department for the past ten years are set out below.

Departments are currently collating their 2024 return.

My Department is strongly committed to equality of opportunity for all in terms of its recruitment and employment practices. My Department has an appointed a Disability Liaison Officer (DLO), whose role is to provide advice and support to any staff member who wishes to disclose their disability. The DLO is also the first point of contact should staff require additional supports or work-place accommodations. The provision of reasonable accommodations is a key element in supporting new staff with a disability and existing staff who acquire a disability.

Other specific measures undertaken within my Department which demonstrate our commitment to supporting staff with disabilities include:

• Involvement with the Willing Able Mentoring (WAM) programme since 2018, offering graduates with disabilities a paid 10 month work placement within the Department. Those who successfully complete the programme then have the opportunity to apply for a restricted competition for fulltime employment within the Civil Service.
• My Department has a Universal Design and Accessibility Policy and Action Plan in place since 2020, which aims to demonstrate the Department’s commitment to accessibility, the principles of Universal Design and reasonable accommodation for people with disabilities.
• My Department runs Disability Awareness Training annually, supporting our commitments under the National Disability Inclusion Strategy.
• A mentoring programme open to all staff.