Good morning.
I am delighted to be here today to welcome you all to the seventh EU Diversity Charters’ Annual Forum which is spearheaded by the European Commission’s Directorate General for Justice and Consumers. I would like to extend a particular welcome to those of you who travelled long distances to be here with us today. To those of you who are in Ireland for the first time, you are especially welcome.
I would particularly like to thank Tiina Astola, Director General for Justice and Consumers in the European Commission, and Cecile Kyenge who is a member of the European Parliament for leading and supporting this initiative.
I would also like to thank Maria Hegarty who helped to organise this conference.
This forum is intended to promote diversity management in the workplace. I support this initiative wholeheartedly and I hope that this conference brings forward some worthwhile and sustainable ideas.
I know that there are approximately 150 representatives from business, civil society, semi-State and the media here today; I would urge you to take as much learning from this opportunity as possible and then to share that learning with your colleagues and with other businesses and organisations both nationally and internationally. I would also urge you to share this learning with your family and friends.
The fact that this conference is being held in Ireland is apt because our civil and public services are currently striving to make themselves more attractive to, and accepting of, diversity. The Department of Public Expenditure and Reform is currently implementing its One Plan, the vision of which is to provide a world-class service to the State and to the people of Ireland.
The overall mission of the One Plan emphasises that citizens and stakeholders will be served efficiently, equally and with respect. Those three words are important. However, on this occasion, I would like to stress the word “equally” and its partner “equality”. Each of us whether we are a colleague or a customer – or indeed a service user – deserves to get equal treatment.
Equality should not just be a word that sits on a poster in a building’s Reception area. Diversity should not merely be an interesting photograph in your Annual Report. Equality and diversity both need to mean something. They need to continue past the Reception area and the Annual Report and permeate the organisation right up to (and including) the top tier of management. Equality and acceptance of diversity need to be at the core of everything we do.
In recent weeks and months, we have seen stark examples of inequality reported in the media and discussed via social media.
We have heard discussion of women in a way that is abusive, misogynistic and patronising and this was rightly criticised. That type of behaviour cannot and should not be tolerated.
Reports have also focussed on the apparent rise of racist-related attacks across Europe in recent times, with a particular focus on migrants. We have seen migrants fleeing for their lives having been persecuted in their war-torn homelands.
We know of countries where women are not allowed to drive, own property in their own right or to travel without an accompanying male.
We know how elderly people, our senior citizens, can be disregarded and their valuable life experience ignored.
We know that there are buildings, services and modes of transport that are inaccessible to the disabled.
We know that there are societies internationally where it is dangerous to be a member of the LGBTI community.
We all know of the societal problems caused by a lack of acceptance of difference in skin colour.
We have all heard the phrase “hate crime”.
We are all aware that intolerance of, and by, religion can cause hatred, cruelty and suffering.
In our own country, we are aware of the difficulties encountered by members of the Traveller community.
Many of these issues and challenges are caused by lack of understanding, by ignorance of the human condition, by people scared by myths, stereotype, innuendo and frightening headlines. As a member of Government, I have a responsibility to do my part in tackling issues which arise from the challenges of diversity. The Government places significant importance on this as evidenced by the fact that my Department is called Justice and Equality. One cannot have true justice without equality. Equally, one cannot have true equality without justice.
You, as employers and employees also have an important role to play in this area. Together, we need to work to bring about true equality in our society and to give good example to those who have yet to learn of the power of acceptance of diversity.
We need to focus on equality, acceptance and understanding. We are all human. We need to the focus to be on humanity and our common needs, hopes, dreams and aspirations. We need to emphasise our similarities but also to enjoy and appreciate our differences.
In order to deal with diversity, we need to learn from one another but first – and crucially - we must have a level of understanding about each other in order to facilitate collaboration and cooperation.
Initiatives such as this conference will help to establish strong foundations for equality and diversity in the workplace in Ireland and across the EU.
By building equality in the workplace, all aspects of society will be positively affected. Workers in those organisations will see the good example led by their managers and colleagues and will bring those ideas home to their families. Children will then learn from their parents and families the importance of understanding and accepting diversity.
Close your eyes for a moment and summon up what images and impressions the word “Irish” brings. We all know the stereotypes that our nationality unfairly attracts. Now think again and switch those stereotypes for words such as “warm”, “friendly”, “articulate”, “engaging”, “creative”, “talented”, “literary” and “educated”. I am sure you can think of many more positive descriptors associated with our nation.
Now think of yourself. What words and images come to mind when your name is mentioned? Try to ensure that you frame it realistically and positively. What can you share with your colleagues that would help them to achieve their working goals? How can you contribute to your company in providing a more open and accepting service by using the special talents, skills and experiences that only you have?
Now finally, think of all of the individuals with whom you work and whom your company serves. Think of the shy person. Or the person from another country who is not yet used to Ireland. Or the person with a disability. Or the person who finds it difficult to communicate. Or the person with problems. Or the person you do not particularly like. How can you be more accepting of diversity? You can do that by reframing how you deal with people. Accentuate the positive, as the old song goes. Try not to think in terms of stereotypes. Focus on ability, capacity and on individuals. In this regard, I am delighted to see that there is an item on unconscious bias available this afternoon in the Master Classes. We all need to remind ourselves of the mental shortcuts which we take every time we meet someone and then turn those mental shortcuts – or biases – into something positive.
Services which are supplied in a more understanding manner can ease the lives of those at the fringes of our society. In fact, we need to consider more systematically who exactly is at the fringes of our society and address how to help them. Irish society, and indeed society across the EU, needs to become more accepting of difference, of diversity, in a positive way. Being different does not mean that you should be left to one side or discounted. Diversity can be really special but it needs to be cultivated and cared for. We need to capture the positivity from diversity and difference and then funnel that positivity into a force for good.
When I was growing up, and actually until quite recently, Irish society was relatively homogenous. To see someone from a faraway land was quite exotic. Nowadays, we have a wonderful array of nationalities, cultures, languages, religions and cuisines readily apparent among us. Just think of the heart-warming ceremonies we have nowadays when people from a myriad of other countries, other walks of life, are awarded Irish citizenship. Think of our children and friends who go abroad to live and work – think of how much we want them to be valued wherever they go. Now think about the fact that there are other people’s children coming to our shores who also want to be valued, who also have a lot to offer our country.
We need to grasp the reality that having such diversity among us is not a problem but a wonderful asset. Naturally, such diversity brings with it challenges such as the need to adapt services to make them more accessible but how fantastic it is to have the advantages and benefits brought with such diversity! Yes, there are barriers to overcome but they are surmountable.
Coming back to my Department’s responsibilities, the Employment Equality Acts 1998 to 2011 in Ireland cover employees in both the public and private sectors as well as applicants for employment and training. These Acts outlaw discrimination in work-related areas such as pay, vocational training, access to employment, work experience and promotion. For example, the publication of discriminatory advertisements and discrimination by employers is outlawed.
As many of you know, the grounds on which discrimination is outlawed by the Employment Equality Acts are as follows:
· Gender
· Sexual orientation
· Civil status
· Family status
· Religious belief
· Age
· Disability
· Race, colour, nationality, ethnic or national origins, and
· Membership of the Traveller community.
The Acts also prohibit victimisation or discrimination against a person on the basis of association with another person, providing support to the person, being named as a comparator, acting as a witness on behalf of that other person, or who has given notice of an intention to take any such actions.
You may be interested to hear that I have arranged for amendments to be made to both the Equal Status Acts and the Employment Equality Acts in the forthcoming Equality/Disability (Miscellaneous Provisions) Bill explicitly to prohibit discrimination against transgender persons, following the enactment of the Gender Recognition Act 2015.
We have in recent years, also established the Irish Human Rights and Equality Commission (IHREC) as an independent entity to buttress and defend human rights, equality and diversity in this country. One of the significant aspects of IHREC’s duties relates to section 42 of the IHREC Act which has put a positive duty on public sector bodies to eliminate discrimination, promote equality of opportunity and treatment and protect human rights. This means that all public bodies have to have regard to human rights and equality when exercising their functions, when providing services and in the way that they deal with their employees.
In reality, both private and public organisations can manage to comply with equality legislation without actually being diverse. What I want to ask you today is to go beyond the bare minimum prescribed by the legislation and stretch yourself. I would like you to consider utilising the positive duty framework in your daily work, in your long-term planning and in your overall vision. I would like to you consider how you can increase diversity when you are doing the following in your organisation:
· recruiting new employees
· offering employment terms and conditions
· considering family friendly initiatives to assist your employees with commuting and caring responsibilities
· providing training, promoting or transferring employees
· responding to employee issues and concerns, and
· creating the overall ethos for how employees are treated in your organisation.
By taking diversity on board in a real and pragmatic way, you will maximise the contribution of all employees. You can do this by nurturing and rewarding talent and by encouraging employees to develop their potential in a workplace committed to equality, diversity and mutual respect. Respecting and valuing differences will help to ensure that your policies and services reflect the needs and experiences of the people you serve. To do this effectively, you need to build and support a workforce with the best possible mix of existing and future talent.
There are many advantages which can flow from promoting equality and diversity in the workplace. Such advantages include creating an environment with high employee morale, building a reputation as a good employer and as a good service provider as well as developing an enhanced ability to recruit and retain talented and dedicated staff. Employees who feel understood and appreciated are more likely to work harder, stay longer in that organisation, to share ideas and to be more highly motivated to perform. Bear in mind that different backgrounds and experiences can bring about innovative ways to approach tasks.
I note this conference will focus on the challenges posed by communication methods (including social media) in terms of diversity. I know all too well how easily one can become distracted by the latest news and celebrity gossip on one’s mobile telephone or tablet.
I am also aware how much easier it is nowadays, with the ready availability of technology, for many people to comment cruelly about other people’s appearance or criticise meanly what individuals have said and done.
The so called “keyboard warriors” tend to hide anonymously behind the wall that technology provides and to write things that no one in their right mind would say in person. We have to try to eradicate that type of inhumane behaviour from our society.
I would like to point out that organisations in the media and social media realms, as well as users of both, have a responsibility to society in terms of equality and diversity. Many such organisations are deeply responsible but may I ask you to think of those that do not regard their corporate social responsibility with any seriousness. Scaremongering may grab headlines and enhance the bottom line profit-wise but consider the societal and individual cost of inaccurate, unfair and biased reporting or commenting.
We need to inculcate in people, particularly but not exclusively young people, the knowledge that they have a civic and social responsibility to others that extends to social media. We need a concerted effort to lessen, or ideally eradicate, sledging and trolling.
In recent months, a number of high profile individuals have highlighted how hurt they have been by comments made publicly about their identity and how those comments damaged their self-esteem and well-being. Such suffering largely emanates from others’ lack of awareness or acceptance of diversity. It took courage for those individuals to stand up to be counted in terms of recounting the cruelty they experienced. They risked further ridicule and isolation by owning up to their hurt. Together, we need to stand up against bullies and defend difference, to value diversity, to accept and understand that we cannot all be clones of perfection.
In closing, I would like to wish all of you a highly enjoyable and beneficial conference in the wonderful surroundings of Dublin Castle.
I look forward to sharing a more diverse, more accepting and more open society with you in future. You are among the leaders in this field – now it is your turn to lead by example.
Thank you.