Dáil Éireann Debate, Thursday - 16 July 2026
196. Deputy Shónagh Ní Raghallaigh asked the Minister for Defence the measures she is taking to address long-standing issues with internal workplace culture in the Defence Forces; and if she will make a statement on the matter. [53937/26]
View answerThe 2023 Independent Review Group (IRG) report signalled the need for fundamental culture change in the Defence Forces and the priority within the transformation effort continues to be culture change above all else. Significant progress has since been made in this journey of transformation which includes:
• An External Oversight Body was established to oversee and monitor the management of human resources by the Defence Forces. The Body is a critical element in driving and achieving the goal of culture change throughout the Defence Forces.
• A judge-led Tribunal of Inquiry has been established to examine the effectiveness of the complaints processes in the Defence Forces concerning workplace issues relating to discrimination, bullying, harassment, sexual harassment and sexual misconduct. The Tribunal commenced its public hearing phase on 3 June 2026.
• The Tribunal also has the power to investigate the response to complaints made regarding the use of hazardous chemicals within Air Corps’ headquarters at Casement Aerodrome, Baldonnel.
• A new civilian Defence Forces Head of Strategic HR was appointed reporting to the Chief of Staff directly. The Head of Strategic HR has, with oversight by the External Oversight Body, led the development of the Defence Forces HR Strategy and an expertly designed and implemented culture change programme.
• The Defence Forces Organisational Culture Standing Committee (OCSC), was established to drive and coordinate the process of cultural change within the Defence Forces.
• A programme of annual surveys to assess morale, command, climate, and underlying culture has been implemented.
• The bullying and harassment prevention campaign, “It Stops Now”, was launched and rolled out by senior leadership across the Defence Forces.
• An information campaign aimed at tackling unacceptable behaviour, fostering psychological safety and encouraging a speak-up culture will be launched by the Defence Forces in 2026 under the slogan “See Something, Say Something”.
• The Defence Forces Inclusion Office which is led by a new Gender Advisor at the rank of Colonel continues to progress the Blended Working Arrangements framework and policies on domestic violence and abuse, dual military families, support frameworks and family friendly overseas appointments.
• A bespoke Sexual Ethics and Respectful Relationships (SERR) training syllabus was developed and this training is mandatory for all Defence Forces personnel, as is Gender, Diversity and Unconscious Bias Training
• New entrants to the Defence Forces, as part of induction training, undergo the Culture and Behaviours table of instruction which includes the Sexual Ethics and Respectful Relationships training, the Defence Forces Dignity Charter, psychological safety and the Defence Forces Zero Tolerance approach to unacceptable behaviour.
• Defence Forces Employee support networks including Defend with Pride and the Defence Forces Women’s Network are actively supported.
• The Defence Act 1954, has been amended to provide that the Garda Síochána have sole jurisdiction within the State to investigate alleged sexual offences committed by persons subject to military law.
• With the assistance of an external legal firm, extensive work is underway to ensure that the Defence Forces are compatible with the provisions of the relevant equality legislation.
• Work has been completed to ensure that the Defence Forces regulations are compatible with the provisions of the relevant maternity legislation, and the Defence Forces have adopted the most up-to-date definitions of bullying, harassment and sexual harassment.
• In April 2025, a new independent Grievance Manager Process was made available to serving members of the Defence Forces (both permanent and reserve), through which complaints of an interpersonal nature such as complaints of bullying, harassment and sexual harassment and victimisation can be examined.
• This new independent grievance manager process is being implemented initially on an interim non-statutory basis for a pilot of 12 months, with a view to implementing a more permanent statutory based complaints scheme. A 12-month review of the process is currently underway.
• Following the Defence Forces analysis of the Redress of Wrong procedures, the Defence Forces are designing a new complaints/grievance management process which will be submitted to me for approval in 2026.
• The proposal of the Working Group established to develop a complaints process for civilian employees and civil servants who work with the Defence Forces has been accepted and is being progressed.
• Work is underway to develop a Retaliation Prevention Policy.
• Legislative amendments will be progressed to provide for the suspension in certain circumstances, of a member of the Defence Forces.
• The Defence Forces continue the process of examining and amending existing policies and developing new policies, where appropriate, on gender, inclusion and diversity.
The transformation of culture in the Defence Forces, is progressing and will continue to be a primary focus for delivery.
