Michael Mc Dowell T.D., Minister for Justice, Equality and Law Reform will today launch the 2005 Annual Report of the Equality Authority.
During 2005 the Equality Authority assisted the CSO in developing a special survey on equality. This found that for the population aged 18 years and over that 12.5% had experienced discrimination within the last two years – 5.1% had experienced work related discrimination and 9% had experienced discrimination in accessing services. “This makes clear the challenging context within which the Equality Authority seeks to implement its mandate. It provides an important benchmark against which to measure progress in promoting a more equal society and makes the case for an empowered and well resourced equality infrastructure” highlighted Niall Crowley, CEO of the Equality Authority at the launch of the Annual Report.
“Policies procedures and practices in institutions need to adapt to take account of the diversity of their employees and of their customers if institutions are to be effective in preventing discrimination, promoting equality and accommodating diversity. Over the past year we have been able to stimulate and support important initiatives in this regard“, continued Niall Crowley.
During 2005 the Equality Authority reports on significant progress in the development of new systems and practices by a wide range of institutions:-
- A total of 159 small and medium enterprises were supported in developing employment equality policies and equality and diversity training strategies. This was done through the Equal Opportunities Framework Committee which involves the Equality Authority, IBECand Congress. This is double the number of enterprises involved in this scheme in 2004.
- The Health Service Executive, the Department of Health and Children and the Equality Authority published guidelines on the Equal Status Acts for the sector. This set out an agreed approach to the promotion of equality by health service organisations. The Health Service Executive have now established structures and strategies to further develop this equality competence within health organisations.
- Kerry VEC led the way in terms of institutional change in the education sector. During 2005, Kerry VEC became the first educational establishment to be supported to conduct an Equal Status Review. This review is an audit of the level of equality of opportunity that exists in the service provided. An equality action plan is developed and implemented on foot of the review which was carried out in two schools and one adult education establishment.
“These organisations, representing many different aspects of working life and services for the wider community, have demonstrated a leadership in the increased emphasis being placed on equality. They are developing a practice involving institutional change, that will be key if we are to make further inroads into current levels of discrimination“, stated Niall Crowley.
2005 saw increased demand on the services of the Equality Authority. The Information Centre dealt with 11,474 enquiries during the year on the Employment Equality Acts, the Equal Status Acts, the Maternity Protection Acts, the Adoptive Leave Act and the Parental Leave Act. Enquiries on the Employment Equality Acts grew by 18% and on the Equal Status Acts by 6%.
The Equality Authority had 954 casefiles in 2005. 359 casefiles under the Employment Equality Acts, 358 casefiles under the Equal Status Acts and 37 casefiles under the Intoxicating Liquor Act.
- The race ground (32%) remains the largest category of casefiles under the Employment Equality Acts, involving discrimination against migrant workers in accessing employment, working conditions, harassment and dismissal.
- The Traveller ground remains the largest category of casefiles under the Equal Status Acts (29%). These include allegations of discrimination covering access to schools, licensed premises, shops and public sector and private sector accommodation.
- There are high levels of casefiles under both Equality Acts on the disability ground involving allegations of a failure by employers and service providers to make reasonable accommodation to facilitate access by employees and customers with disabilities.
- High levels of casework on the gender ground under the Employment Equality Acts reflect the continuing inequalities experienced by women in the workplace.
- Casefiles under the Intoxicating Liquor Act reflect discrimination by publicans across disability, sexual orientation, age and Traveller grounds.
Commenting on this casework Niall Crowley noted “continuing delays in the Equality Tribunal in the appointment of Equality Officers, the scheduling of hearings and delivery of recommendations. These delays mean that remedies are not effective, proportionate and dissuasive”. He pointed to the need to “prepare statutory procedures for carrying out investigations as allowed for under Section 79(4) of the Employment Equality Acts“.
ENDS