Written Answers Nos. 129-143
129. Deputy Carol Nolan asked the Tánaiste and Minister for Defence if he will support and facilitate a Dáil debate on the independent review group established in 2021 to examine and report on matters relating to recommendations for military medals relating to events at Jadotville; and if he will make a statement on the matter. [42145/24]
View answerThe Independent Review Group (IRG) report was significant in its scope and findings. It made a number of recommendations in respect of the issue of award of medals, honouring the role of families and the support they provided to veterans and in respect of veterans affairs. The Deputy may wish to note that, with one exception, the IRG did not recommend the award of any further medals.
I am satisfied the matter has been comprehensively considered by the IRG and as such there are no plans to commence a process of further engagement.
130. Deputy Carol Nolan asked the Tánaiste and Minister for Defence to provide details of all social enterprise organisations or bodies funded by his Department in each year from 2021 to date in 2024; the amount allocated in funding to each during this time period; and if he will make a statement on the matter. [42267/24]
View answerMy Department has not provided funding to social enterprise organisations or bodies in the period in question.
131. Deputy Jim O'Callaghan asked the Tánaiste and Minister for Defence further to Parliamentary Question No. 113 of 18 September 2024, if his Department has made any projections of its likely required budget out to 2029 especially in the context of reaching LOA2, as set out in the capability framework devised by the Commission on the Defence Forces; and if so, whether he will provide the details of same; if his Department made a submission in relation to the review of the NDP out to 2030; if so, the estimated projected budget for defence contained in that submission; and if he will make a statement on the matter. [42325/24]
View answerThe Government approved the move to ‘Level of Ambition 2’ (LOA2), as set out in the capability framework devised by the Commission on the Defence Forces in July, 2022. This provided for a rise in the Defence budget to €1.5 billion, in 2022 prices, by 2028, as part of the annual Estimates process.
The Estimates process encompass a twelve month funding cycle, and is set within the broad macro financial parameters outlined in the prevailing Summer Economic Statement. The Department does not prepare overall budget projection beyond this established framework and, therefore, has not made budget projections out to 2029.
Separately, and as requested as part of the multi-annual NDP review process undertaken earlier this year, the Department of Defence submitted detailed capital investment proposals for 2025 and 2026 to the Department of Public Expenditure, NDP Delivery & Reform.
These proposals strongly emphasised the need for a significant, incremental increase to Defence capital funding, with an allocation of €245 million for 2025, rising to €290 million for 2026 sought.
After a number of bilaterals with the Department of Public Expenditure, NDP Delivery & Reform, that Department published revised multi-annual capital ceilings for all sectors in April.
This will see capital investment in Defence increase to €215 million in 2025, as confirmed recently in Budget 2025, and further increasing to €220 million in 2026 – the highest level of capital funding provided to date. This will represent a significant increase of €79 million (56%) on the corresponding 2022 Defence capital funding allocation of €141 million.
This is a positive outcome and represents a clear demonstration of this Government’s strong commitment to support the transformation of the Defence Forces into a modern, agile military force while also being capable of responding to increasingly more complex global security threats and events.
132. Deputy Bernard J. Durkan asked the Tánaiste and Minister for Defence the extent to which concerns in respect of pay and conditions affecting the Defence Forces have been resolved or are in the course of being resolved; and if he will make a statement on the matter. [42351/24]
View answerWith its approval of the Report of the Commission on the Defence Forces, the Government committed to a range of actions to address pay and recruitment issues in the Defence Forces. These include a number of projects undertaken to bolster the attractiveness of a career in the Defence Forces, and cover a range of measures which will improve pay and conditions.
It is also worth noting in this regard that the Report observed that much of the commentary surrounding issues of pay in the Defence Forces does not seem to fully reflect the totality of the remuneration package and believes that this needs to be better communicated.
The Commission on the Defence Forces made a number of recommendations concerning pay structures, which the Department has implemented including:
• Removal of the requirement for a Private 3 Star/Able Seaman to ‘mark time’ for the first three years at that rank (as detailed above in terms starting pay rates);
• Payment of the full rate of Military Service Allowance (MSA) applicable to the rank of all Private 3 Star/Able Seaman personnel.
There has been significant progress delivered on pay and conditions for the Defence Forces in recent years. In May 2019, a newly qualified three star private could expect to earn €27,759 gross per annum (including military service allowance but excluding duty allowances). Following the implementation of the Commission on Defence Forces recommendations, and the pay increases under the Building Momentum public service pay agreement and the new Public Service Pay Agreement 2024-2026 (the latest 1% increase came into effect on 1st October 2024), recruits on completion of training (which takes approximately 24 weeks), will start at:
• €40,297 in Year 1
• €41,707 in Year 2 and
• €43,008 in Year 3
In terms of Officers; a school leaver Cadet - on commissioning as an Officer- is paid €44,216. This is a second Lieutenant position. After 2 years they are promoted to Lieutenant and their pay rises to €49,552. Where a graduate joins – the pay rate on commissioning as a Lieutenant begins at €49,552. These rates all include pensionable military service allowance, which is an allowance that is paid to all ranks up to and including the rank of Colonel, for the unpredictable nature of the work encountered by the Defence Forces.
As with enlisted personnel, there is scope for further additional income for officers from duty allowances. There are also opportunities for frequent career advancement to higher ranks & to qualify for additional allowances where members of the Defence Forces acquire technical qualifications and/or fill associated appointments that qualify for technical pay.
In addition to the above, towards the end of 2023 I announced changes to the existing Naval Service allowances, as a means of simplifying current structures, by consolidating the daily allowance and the sea-going commitment scheme into one enhanced allowance. This is in line with the Commission on Defence Forces recommendation to replace existing sea-going allowances with less complex measures. The sea-going commitment scheme was abolished from the end of 2023.
Specifically, the current Patrol Duty Allowance, paid to Naval Service personnel, will be doubled after ten days at sea. This measure took effect from 1 January 2024. This measure is part of our ongoing investment in our Defence Forces, in its people, infrastructure, capabilities and culture.
As well as this consolidation I recently announced that the Sea-going Naval personnel tax credit will be extended for a further five years, as a further retention measure.
In addition, this year I also announced changes to the mandatory retirement age and the maximum recruitment age. The mandatory retirement age for all personnel with a retirement age of less than 62 can now serve to 62, while individuals wishing to join the Defence Forces can do so up to the age of 39.
I am further progressing measures to recognise qualified officer instructors who upskill to meet modern training standards. I am pleased to say that I have agreement in principle with Department of Public Expenditure National Development Plan and Reform to incentivise such qualified officers.
These instructors are critical to providing professional instruction to new and existing personnel and have a key role to play in driving culture change in the organisation.
Finally, Deputy, I would point to the fact that the Commission recommended the commencement of private secondary medical care to all Defence Forces rank, a measure that was initiated in September 2023. Previously, various benefits applied to Commissioned Officers only. It now applies to all personnel. In addition to the comprehensive range of primary care currently provided, this new measure facilitates referrals to private consultants, as well as the costs of any diagnostic tests.
This is a significant enhancement to the overall benefits package for personnel and is unique in the public sector. It continues the significant progress being made by Government in improving the employment conditions of Defence Forces personnel which will also, I believe, act as a recruitment and retention measure, going forward.
133. Deputy Bernard J. Durkan asked the Tánaiste and Minister for Defence the steps in hand to address the issue of the strength of the Defence Forces, with particular reference to the attainment of optimal strength; and if he will make a statement on the matter. [42352/24]
View answerThe military authorities have advised that as of 31 August 2024, the latest date for which such information is available, the strength of the Permanent Defence Force stood at 7,426.
I have acknowledged in the past the recruitment and retention challenges in the Defence Forces. To address these I have introduced a number of measures. These include an increase in recruitment age to 39 years for those roles that had a recruitment age below that, and to 50 years for Direct Entry Specialists. The mandatory retirement age has been increased to 62. Private secondary healthcare has been rolled out to all PDF members. The Patrol Duty allowance payable to Naval Service personnel at sea has been doubled and the Naval Service tax credit has been extended for a further five years.
There has also been significant progress on pay in recent years. Recruits on completion of training now start at €40,297 in Year 1, while school leaver Cadets upon commissioning earn €44,216, whilst in full time education.
I also instructed the military authorities to increase their recruitment targets beyond those originally projected for 2024, and some positive trends are now beginning to emerge. The latest strength figures represent a net month-on-month increase of 105 personnel. As of 30 September 2024, 494 personnel have been inducted and the latest advice from the military authorities indicates that there could be more than 250 further inductions in 2024. There have been 443 discharges as of August 31, 35 fewer than at the same time last year.
Interest in a career in the Defence Forces continues to rise as evidenced by the total of 10,387 applications received across all competitions as of 30 September. This is more than the total number received for all of 2023.
Budget 2025 provided a record allocation of €1.35 billion for the Defence Sector, an increase of €100 million. In relation to specific recruitment targets, this allocation provides for the recruitment of at least a net additional 400 personnel per annum.
Whilst there are still undoubtedly challenges, significant progress has been made on a number of fronts and the allocation of record levels of expenditure to the Defence sector is illustrative of my intent in this regard.
134. Deputy Bernard J. Durkan asked the Tánaiste and Minister for Defence the degree to which health and safety checks are carried out on a regular basis throughout the Defence Forces in respect of all equipment; and if he will make a statement on the matter. [42353/24]
View answerMy priority as Minister for Defence is to ensure that the operational capability of the Army, Air Corps and Naval Service, is maintained to the greatest extent possible so as to enable the Defence Forces to carry out their roles as assigned by Government.
I am advised by the Military Authorities that all equipment is regularly inspected, maintained and tested in line with the Safety, Health and Welfare at Work Act 2005. Defence Forces personnel are trained in the safe use of equipment, with all necessary safety procedures and protective measures in place. The State Claims Agency (SCA) and Health and Safety Authority (HSA) conduct regular audits of Defence Forces locations ensuring the organisation complies with all relevant Health and Safety legislation/regulations in respect of equipment.
I am advised by the Military Authorities that the Defence Forces have the necessary policies and procedures in place in line with best international practice in order to ensure the highest standards of health and safety in respect of the use of equipment to fulfil all roles assigned to them by Government, and that such policies and procedures are kept under continuous review.
135. Deputy Bernard J. Durkan asked the Tánaiste and Minister for Defence the extent to which Air Corps personnel continue to be trained and have their training upgraded in line with best practice throughout the EU; and if he will make a statement on the matter. [42354/24]
View answer136. Deputy Bernard J. Durkan asked the Tánaiste and Minister for Defence the extent to which Army personnel continue to be trained and have their training upgraded in line with best practice throughout the EU; and if he will make a statement on the matter. [42355/24]
View answerI propose to take Questions Nos. 135 and 136 together.
The primary function of training in the Defence Forces is to develop and maintain the capabilities necessary to enable them to fulfil the roles laid down by Government.
The Defence Forces conduct training under four broad categories, namely: Leadership, Skills, Career, and Collective. Leadership Training is the medium through which the Defence Forces ensure that personnel are prepared for exercising command authority across the full range of military functions both at home and overseas in international operations. Skills Training ensures that Defence Forces personnel have the requisite individual, specialist, and crew skills. Career Training, and education, provides the organisation with the necessary pool of leaders and commanders at all levels. Collective Training allows military personnel to use their individual, crew, specialist and career training together, to develop integrated and coherent combat forces.
The scheduling of training in the Defence Forces, including the Reserve, is underpinned by an analysis of training required to meet operational output and capability development requirements.
The Defence Forces seek to constantly benchmark training across all three arms of the organisation against best military and academic practice. Military best practice is ensured by implementing a policy of standardisation that is in line with EU and NATO/Partnership for Peace partners. Academic best practice is ensured by benchmarking courses through accreditation under the National Framework of Qualifications which is validated by Quality and Qualifications Ireland.
The Defence Forces deliver military programmes and modules meeting national and international standards and engage with external educational institutions in order to facilitate organisational learning. This engagement with national and international educational institutions, military and civilian, aims to ensure that the Defence Forces retain currency with regards to best international practice and employ all relevant modern training methods.
I remain committed to ensuring that all personnel of the Defence Forces continue to be trained to appropriate standards.
137. Deputy Bernard J. Durkan asked the Tánaiste and Minister for Defence the current strength of the Reserve Defence Forces, Army, Naval Service and Air Corps; the extent to which their upgraded training has continued in each of the past five years to date; and if he will make a statement on the matter. [42356/24]
View answerThe Table below contains the strength for the Permanent Defence Force (PDF) and Reserve Defence Force (RDF) as of 31 August 2024, the latest date for which such figures are available:
|
|
RDF |
|
|
Army |
5,961 |
1,456 |
|
Naval Service |
745 |
97 |
|
Air Corps |
720 |
N/A |
|
Total |
7,426 |
1,553 |
The primary function of training in the Defence Forces is to develop and maintain the capabilities necessary to enable them to fulfil the roles laid down by Government. In that context, the Defence Forces have a long track record of developing personnel, by building on existing Professional Military Education Concepts and incorporating ‘best practice’ approaches to ensure an effective and progressive approach to the delivery of education and training needs.
The Defence Forces deliver military programmes and modules meeting national and international standards and engage with external educational institutions in order to facilitate organisational learning. This engagement with national and international educational institutions, military and civilian, aims to ensure that the Defence Forces retain currency with regards to best international practice and employ all relevant modern training methods.
The following table highlights the extent of training conducted by the Defence Forces (PDF and RDF) over the last 5 years:
|
2020 |
2021 |
2022 |
2023 |
2024 |
|
|
Courses Conducted |
1654 |
1869 |
1630 |
1910 |
1104* |
|
Students trained |
21879 |
27857 |
19843 |
24658 |
15813* |
*As at 15 October, 2024
The scheduling of training in the Defence Forces, including the Reserve, is underpinned by an analysis of training required to meet operational output and capability development requirements.
138. Deputy Bernard J. Durkan asked the Tánaiste and Minister for Defence the extent to which gender balance is being achieved throughout the Army, Naval Service and Air Corps; and if he will make a statement on the matter. [42357/24]
View answerIt is Government policy to increase female participation rates at all levels of the Defence Forces.
A number of initiatives to both attract females and to retain serving female members are in train. For example:
• Steps being taken to encourage increased female recruitment include engagement with girls schools
• The appointment of a female member of staff to engage with female candidates
• A survey of females in the target audience to determine how to make a career in the Defence Forces (DF) more attractive to them
• The attendance of female personnel at careers events, and the development of female targeted advertising
• The team are actively engaging with organisations such as the Ladies’ Gaelic Football Association, the Camogie Association, Women in STEM events, the Department of Education, Hersport.ie and 30% Club in conjunction with the Defence Forces Gender Equality and Diversity Officer
• A review of recruitment practices is also underway to ensure that DF practices are appropriate and fair to all applicants
• In addition the team will engage with the Defence Forces Marketing and Media partner to highlight the career opportunities available to women, across the three Services
• The Defence Forces are taking a broad approach in terms of fitness testing, with requirements tailored specifically for females
• There has also been an emphasis on Fitness Test Preparation. Videos relating to the Defence Forces Induction Fitness Test are available on its website
• The recruitment of a senior Gender Advisor, at Colonel level, in line with a recommendation in the Commission on the Defence Forces, is now completed and appointed
• Gender, Diversity and Unconscious Bias Training took place across all Formations and Services last year
• Also in 2023, private secondary medical care was extended to enlisted personnel. This is an important development, as it is will include private medical care during pregnancy
• The Military Authorities have also put in place arrangements for participation by female Officers at Defence Forces Board level
• A joint Department of Defence and Defence Forces Women’s Network which was launched in January 2022, has been and continues to be very successful
In addition, there are a number of Work-life balance initiatives including, accessibility of career courses for those with family commitments; family friendly overseas appointments; and a renewed focus on dual-service member families and career breaks.
A number of family friendly overseas appointments for Commissioned and Enlisted Personnel are available, whereby the normal 6-month tour of duty can be ‘shared’ with another member of the Defence Forces, resulting in a 3-month deployment.
The Defence Forces have placed a renewed focus on members whose spouse/partner is also in the organisation, with a view to ascertaining how they can be assisted when their spouse/partner is deployed away from home. This includes no 24-hour duties whilst partners/spouses are deployed overseas, or for 2 years for a mother after the birth of a child.
In addition, a range of ‘harmony’ measures have been implemented including ‘hot-desking’ for certain Enlisted and Commissioned personnel who have been posted away from their home address, and remote working is considered for a limited number of personnel depending on the circumstances.
A revised Maternity and Associated Protected Leave policy was introduced on 1 October 2023.
These are important initiatives which will underpin the commitment to increasing recruitment and moving to a strong representation by women across all ranks of the Defence Forces.
While the recruitment of females has been challenging in the wake of negative PR for the Defence Forces, we remain committed to ensuring that the DF has best practice recruitment processes in place and that the DF increases female recruitment numbers. The Tánaiste is also committed to cultural change within the Defence Forces and the transformation programme supports this.
My Department remains open to consider, in conjunction with Military Management, additional practical arrangements that are amenable to the unique work environment of the Defence Forces having due regard to the operational requirements.
139. Deputy Bernard J. Durkan asked the Tánaiste and Minister for Defence if he is satisfied that sufficient personnel, trained to the appropriate standard, are available for Naval Service missions; and if he will make a statement on the matter. [42358/24]
View answerThe Naval Service is the State's principal sea-going agency and is tasked with a variety of defence and other roles. 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. In relation to fisheries protection, the Naval Service is tasked with patrolling all Irish waters from the shoreline to the outer limits of the Exclusive Economic Zone.
On any given patrol day the Naval Service can carry out a number of taskings on behalf of other State agencies such as the Sea Fisheries Protection Authority, An Garda Síochána and the Customs Service of the Revenue Commissioners.
As the Deputy is aware, as one of the recommendations from the report of the Commission on the Defence Forces, Government approved a move, over a six-year period, to a level of Permanent Defence Force capability equivalent to Level of Ambition 2. This will require an additional 2,000 personnel by 2028, including a civilian component, beyond the 9,500 establishment figure that was in place at the time of the Commission’s report.
While induction numbers fluctuate from year to year, Budget 2025 allocated a record €1.35 billion for the Defence Sector - an increase of €100 million compared to Budget 2024. This included a provision for the recruitment and training of a net additional 400 personnel in 2025. I have fully acknowledged the current staffing challenges in the Defence Forces, which are most acute in the Naval Service, and work is ongoing to counter these. A range of recruitment measures, along with financial and non-financial retention incentives which include significant progress on pay and allowances, have been implemented to address such challenges
The Naval Service has a comprehensive in house system of training across all ranks, delivered through the Naval College. This is supplemented in relation to the training of apprentices and Marine Engineers as required through other academic institutions. This holistic approach to training ensures that personnel have the necessary skill set to deliver the broad range of services that the Naval Service provides to the State and internationally as required.
I am committed to ensuring that the personnel of the Naval Service and the Defence Forces as a whole, continue to be trained to best international standards.
140. Deputy Bernard J. Durkan asked the Tánaiste and Minister for Defence the number of promotions throughout the Army, Navy Service and Air Corps currently awaiting approval at each rank; and if he will make a statement on the matter. [42359/24]
View answerThe Defence Forces continually monitors staffing requirements and vacancies which can arise as a result of factors such as retirements and promotions. All promotions throughout the three Services i.e. the Army, Naval Service and Air Corps are administered promptly and there are no delays currently. To date in 2024, a total of 181 Officers have been promoted to vacancies across the Army, Naval service and Air Corps. A total of 201 Officers were promoted in 2023.
Non-Commissioned Officers (NCOs) posts are filled through the promotion of suitably qualified soldiers and a promotion competition takes place every two years. Earlier this year consultation between civil/military management and the Permanent Defence Force Other Ranks Representative Association (PDFORRA) on a proposal for the 2024 NCO promotions concluded with an agreement and the competition launched in August with interview boards scheduled to commence shortly. A separate consultation on the promotion of the junior NCO ranks of Corporal to Sergeant is almost concluded with an associated agreement expected shortly thereafter. A total of 403 personnel were promoted to Sergeant and Higher NCO rank as a result of the 2022 NCO Promotion Competition.
141. Deputy Bernard J. Durkan asked the Tánaiste and Minister for Defence the extent to which payment has been received in respect of all overseas military deployment in the past ten years to date; and if he will make a statement on the matter. [42360/24]
View answerThere are a range of allowances available to Defence Forces members on overseas deployments, which have been received by personnel over the past ten years where eligible.
The two most common are Overseas Peace Support Allowance (OPSA) and Overseas Armed Peace Support Allowance (OAPSA).
Overseas and Armed Peace Support allowances are paid along with the pay of the members of the Permanent Defence Force serving overseas and payment is commenced following notification from the military authorities that a member has proceeded overseas on a particular mission. Payment of the allowances is then ceased following notification of his/her return from overseas. It is important to note that these aforementioned allowances are paid tax-free, to participating personnel.
Certain other overseas appointments, not of the OPSA or OAPSA nature, attract expense related allowances to ensure that Military Staff are not “out of pocket” as a consequence of necessarily incurred expenses in the discharge of their duties, while living abroad. These expenses include a Cost of Living Allowance (COLA) associated with a higher cost of living index at the post abroad, a Local Post Allowance (LPA) and a rent allowance, where applicable. A full Financial Support Package (FSP) applies to Training Courses of 12 months duration or greater and the criteria for applying these related fees is set out under a Conciliation Council Report under the Conciliation and Arbitration (C&A) Scheme for members of the Permanent Defence Force, the proceedings of which are confidential to the parties concerned.
Personnel on UN missions also receive Per Diem allowance, which is a subsistence rate, in effect, a payment is that is non taxable. At the same time, holiday pay is also payable to personnel, in certain circumstances depending on the duration of the deployment, on return from the overseas mission. This payment is also non taxable.
In addition to the above, military personnel serving overseas can, in certain circumstances, be paid Technical allowances for specific specialist roles they are undertaking, while deployed on overseas missions, to include, for example, cooks, drivers or logistics personnel.
Concerning payment received from the United Nations to Ireland regarding overseas deployments, the United Nations reimburses some personnel and Contingent Owed Equipment costs in respect of contributions to UN led operations. Rates of reimbursement, fixed in accordance with UN categories of equipment and personnel, are agreed in a Memorandum of Understanding between Ireland and the UN for each mission. The timing of the receipt of reimbursements is dependent on the financial situation at the UN. Reimbursements are received in arrears.
The amounts received from the United Nations each year since 2014 are set out in the table below.
|
Year |
Amount Received |
|
2014 |
€6.793m |
|
2015 |
€10.697m |
|
2016 |
€12.940m |
|
2017 |
€12.950m |
|
2018 |
€14.004m |
|
2019 |
€14.919m |
|
2020 |
€13.234m |
|
2021 |
€12.616m |
|
2022 |
€14.026m |
|
2023 |
€14.024m |
|
2024 |
€9.453m (to date) |
142. Deputy Bernard J. Durkan asked the Tánaiste and Minister for Defence the extent to which the Army, Navy Service and Air Corps continue to be prepared for emergency missions such as air, sea rescue or in assistance with the civil authorities in the case of a national disaster; and if he will make a statement on the matter. [42361/24]
View answerThe Defence Forces continue to carry out the roles assigned by Government, including security operations, critical supports to An Garda Síochána and ATCA supports to other Government Departments and Principal Response Agencies.
I am committed to ensuring that the personnel of the Defence Forces continue to be equipped and trained to best international standards and I can confirm that the Defence Forces keep their operational plans and response capabilities for dealing with a wide range of threats and emergencies under constant review. I am satisfied that the Defence Forces are equipped to respond, as appropriate, to any such events were they to occur in this State.
143. Deputy Bernard J. Durkan asked the Tánaiste and Minister for Defence the number of women in senior positions in the Defence Forces; and if he will make a statement on the matter. [42362/24]
View answerI am advised by the military authorities that, as at 31 August 2024, the whole time equivalent strength of female personnel in the Permanent Defence Force was 563. A breakdown of this strength, by Branch and by rank is provided in the attached table.
In line with current policies and commitments, a number of initiatives have been implemented to increase the level of female participation in the Permanent Defence Force. Examples of such initiatives include:
• The establishment of a female specific recruitment team which co-ordinates attendance of tri-service female specific recruiting teams at national and regional level events.
• A gender perspective is incorporated in all advertising. Multiple videos, to be used across various social media platforms to demonstrate what is to be expected on induction day, were recently produced and will emphasis female participation.
• Fitness test requirements are tailored specifically for females. A fitness test preparation video is available on the military website to demonstrate the modified push-up for females.
• The Defence Forces Recruitment Office are actively reaching out to female applicants in the recruitment pipeline in order to support them throughout the application, where appropriate.
• A Defence Forces Women's Network was established with the aim of increasing the participation of female personnel at all levels of the organisation.
• A direct entry competition for a Senior Diversity, Equity, Inclusion and Gender Advisor has concluded with the appointment of a female at Colonel rank.
The Government remains committed to increasing female participation rates at all levels of the Defence Forces in order to increase capability and to better reflect the society from which the Defence Forces are drawn and serve.
SUBSTANTIVE RANK AND STRENGTH OF FEMALES IN THE PERMANENT DEFENCE FORCES (PDF) AS OF 31 AUGUST 2024
|
LT GEN |
MAJ GEN |
BRIG GEN |
COL |
LT COL |
COMDT |
CAPT |
LT |
SM |
BQMS |
CS |
CQMS |
SGTS |
CPLS |
PTES |
CADETS |
TOTAL |
|
|
WTE ARMY |
0 |
0 |
0 |
0 |
5 |
57 |
34 |
40 |
0 |
0 |
4 |
12 |
55 |
72 |
175 |
8 |
462 |
|
WTE AIR CORPS |
0 |
0 |
0 |
0 |
2 |
5 |
2 |
2 |
0 |
0 |
1 |
1 |
5 |
6 |
13 |
2 |
39 |
|
WTE NS |
0 |
0 |
0 |
0 |
1 |
13 |
6 |
1 |
0 |
0 |
1 |
0 |
5 |
5 |
29 |
1 |
62 |
|
WHOLE TIME EQUIVALENT TOTAL PDF |
0 |
0 |
0 |
0 |
8 |
75 |
42 |
43 |
0 |
0 |
6 |
13 |
65 |
83 |
217 |
11 |
563 |
