department of social and family affairs annual report 2006 - Welfare.ie

goal 6: the department and its staff
employee welfare generally. The usage of the
Employee Assistance Service during 2006 at over
12% remains high and consistent with average
usage over the preceding years. A positive feature
of the Service is that over 80% of staff who make
contact do so by self-referral. In this regard it
is hoped to develop the Service further by the
availing of technology developments such as an
intranet website providing a wide range of health
and welfare information to staff in a speedy and
easily accessible way.
> Anti-harassment, sexual
harassment and bullying policy
‘A Positive Working Environment’ is the Civil
Service policy for dealing with harassment, sexual
harassment and bullying in the workplace. It
applies to all staff working in departments and
offices, including staff on contract.
The original policy was introduced in July 2000.
A revised version of the Policy was published in
September 2005. The Policy was revised to reflect
subsequent developments at national and EU
level as well as taking on board the experience
gained in the civil service in the operation of the
policy. A copy of the revised policy was issued to
all staff in September 2005. The revised policy
places a greater emphasis on formal mediation
as the preferred means of resolving allegations
of this nature rather than the full investigation
process. A number of mediators are being trained
to assist in this. Information in regard to dealing
with allegations of bullying and harassment
is also given on departmental management
training courses. Seminars to raise awareness
and knowledge of the whole area of bullying and
harassment have been held for staff.
During 2006, a number of awareness raising
information sessions on the subject of the
Positive Working Environment Policy and the
experience of the Department to date of the
policy were delivered. Approximately 600 staff
drawn from across the Department were involved.
The response from the staff regarding these
sessions has been very positive. Further initiatives
in this area are in preparation.
> Health Promotion Programme
During the year the Department developed
and introduced a number of health promotion
initiatives. Following research, a voluntary and
subsidised health screening programme was
developed and implemented. Approximately 1,500
staff participated in the programme. Allied to this
the Department continued to provide information
to staff about health and lifestyle issues. Advice
on the specific area of stress management was
provided through a number of channels; training
programmes, information talks and related
material.
> Promotion of work-life balance for
employees
The continued support of work/life balance
initiatives in the Department, has proven to be a
very positive factor in the overall retention policy.
The Department has a record of promoting
and implementing a range of work-life balance
arrangements which allow people to balance
work and other responsibilities in a way which
suits their circumstances. At the end of 2006 23%
of staff were worksharing and 420 staff availed
of the term time scheme. The Department’s
aim is to operate these arrangements in a fair
and reasonable way and to the greatest extent
possible, taking into account the imperative to
always provide a high standard of service to the
public.
> Equality and diversity policies
In line with the Civil Service Gender and Diversity
Policies and its own published commitments the
Department is developing a range of initiatives
aimed at increasing staff awareness of equality
issues as they apply across the broad HR agenda.
The implementation of the Department’s Gender
Equality Action Plan (based on the Civil Service
Gender Equality Policy) continued during the year.
A review of the implementation of the Plan will
be produced early in 2007.
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