2264. Deputy Pa Daly asked the Minister for Justice, Home Affairs and Migration to report on progress to meet his commitments under the National Human Rights Strategy for disabled people; the measures taken since the strategy was introduced; the key metrics identified to measure progress; and if he will make a statement on the matter [60743/26]

The National Human Rights Strategy for Disabled People 2025-2030 commits Government Departments and public bodies to lead by example in creating meaningful employment opportunities for disabled people. Since the introduction of the Strategy, my Department has implemented a range of measures designed to advance the inclusion, participation and progression of disabled people. Details of my Department's progress under the commitments of the Strategy relevant to the Department's work are outlined below.

Commitment 4: Civil & Public Sector

Under Commitment 4, the Government has committed to maximising opportunities and access for disabled people to obtain meaningful work in the civil and public sector, enhancing disability inclusion policies and practices, supporting career progression, and providing clear pathways to permanent employment for participants in work placement programmes who perform well.

Strengthening Workplace Supports

My Department has appointed a full-time Disability Liaison Officer (DLO) who acts as a central point of contact for staff and managers on disability and accessibility matters. The DLO provides guidance to employees and managers and coordinates reasonable accommodations to support disabled staff in carrying out their roles effectively.

My Department has also committed to implementing the forthcoming cross-Civil Service Reasonable Accommodation Policy once finalised by the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation. This will further strengthen and standardise workplace supports available to disabled employees.

Establishment of a Disability Staff Network

In 2025, my Department established a Disability Staff Network to support disabled employees across the organisation. The network:

• Promotes peer support and connection among disabled staff;

• Provides a structured forum for engagement and feedback;

• Supports the development of a more inclusive workplace culture; and

• Assists the Department in identifying opportunities for continuous improvement in disability inclusion.

This measure directly supports the Strategy's objective of strengthening workplace inclusion and employee engagement.

Inclusive Recruitment and Assignment Practices

My Department continues to ensure that recruitment and onboarding processes are accessible and inclusive.

Measures include:

• Offering reasonable accommodations at all stages of recruitment and selection;

• Providing accommodations throughout onboarding and induction;

• Early engagement by the Disability Liaison Officer with successful candidates who require supports; and

• Assigning staff, where possible, to roles that maximise opportunities for success, development and career progression.

These arrangements are intended to reduce barriers to entry and support long-term retention and advancement.

Supporting Pathways to Employment

My Department continues its participation in the Willing Able Mentoring (WAM) Programme, a national initiative that provides work experience opportunities for disabled graduates and supports progression to employment.

Since 2016, my Department has hosted WAM placements and has continued this commitment following publication of the Strategy. I am informed my Department currently employs two former WAM graduates at Executive Officer level, demonstrating progress in creating routes from placement programmes to permanent employment.

This directly contributes to the strategic objective of providing clear pathways to sustainable employment for disabled people.

Workforce Representation

Percentage of staff who identify as disabled

• 2025 Disability Census result: 15%

• Public sector statutory target: 6%

My Department's disability representation rate significantly exceeds the statutory target and provides strong evidence of success in attracting and retaining disabled employees.

While the National Human Rights Strategy provides that detailed Key Performance Indicators (KPIs) will be set out in subsequent Programme Plans of Action, several measurable indicators are already being used or can be identified to track progress in the Department. The Strategy states that Programme Plans will specify delivery actions, timelines and relevant KPIs for each commitment.

My Department has identified the following metrics as indicators of progress:

Recruitment and Accessibility Metrics

Indicators include:

• Number of applicants requesting reasonable accommodations;

• Number of accommodations provided during recruitment and onboarding;

• Number of disabled candidates recruited;

• Employee retention rates among disabled staff; and

• Participation rates in disability inclusion initiatives.

Career Progression Metrics

Indicators include:

• Promotions achieved by disabled staff;

• Representation of disabled employees at different grades; and

• Employee engagement through the Disability Staff Network.

Employment Pathway Metrics

Indicators include:

• Number of WAM placements offered annually;

• Number of WAM participants progressing to employment;

• Number of former WAM participants retained in the Department; and

• Conversion of placement opportunities into permanent roles.

Assessment of Progress Against Commitment 4

The measures introduced by the Department demonstrate substantial progress towards the objectives of commitment 4.

Achievements include:

• Dedicated disability leadership through the appointment of a full-time DLO;

• Enhanced workplace supports and accommodation processes;

• Creation of a Disability Staff Network;

• Inclusive recruitment and onboarding practices;

• Continued participation in the WAM programme and support for pathways to employment; and

• Exceeding the statutory public sector disability employment target, with 15% of staff identifying as disabled.

Collectively, these actions show that my Department is progressing the Strategy's commitment to lead by example within the civil and public service and is working to ensure that disabled people can access, participate in and progress within employment on an equal basis with others.

Commitment 13: Criminal Justice System

The National Human Rights Strategy for Disabled People 2025-2030 commits to ensuring that disabled people can access justice on an equal basis with others, that they do not unnecessarily enter the criminal justice system, and that disabled people in custody can access appropriate services and supports.

Since the introduction of the Strategy, my Department has been progressing actions under Commitment 13.

Criminal Justice Pathways

In circumstances where a specific need has been identified and ongoing treatment is required on release, I am advised that the Irish Prison Service and in-reach services will take all reasonable steps to ensure that the necessary links are made with community services prior to release.

The Irish Prison Service and Health Service Executive continue to engage in relation to improved care pathways from prison to community across all areas of clinical need, including disability through various fora including ‘Sharing the Vision’ and the ‘High-Level Taskforce on Mental Health and Addiction Challenges of persons interacting with the Criminal Justice System.

Registered Intermediaries

My Department supported the establishment of the Registered Intermediaries Scheme through a pilot programme, which concluded earlier this year. As part of the pilot, the Department funded several cohorts of eligible applicants (registered Speech and Language Therapists, Occupational Therapist or Social Workers) to undertake a Professional Diploma in Intermediary Studies at the University of Limerick in successive academic years from 2022 to 2026. As a result of this Scheme, Registered Intermediaries are available to support vulnerable witnesses with communication difficulties to engage effectively with the criminal justice system. The Registered Intermediaries Register is administered by the Courts Service, and information on the Scheme, including details of registered intermediaries, is available on the Courts Service website.

A review of the pilot programme is currently underway to assess its operation and effectiveness and to inform the future development of the Scheme, including consideration of measures to increase awareness of its availability.