by Equal Opportunities Commission for Northern Ireland in Belfast .
Written in English
|Statement||a report prepared for the Equal Opportunities Commission for Northern Ireland and the Chief Executives" Forum ; by Pamela E. Baird and John Kremer.|
|Contributions||Kremer, John M. D., Equal Opportunities Commission for Northern Ireland., Chief Executives" Forum.|
It provides informative and valuable insights regarding gender equality at executive or senior level of the Northern Ireland (N.I.) public sector. The report’s twelve recommendations are designed to assist delivery of gender equality at executive level across the N.I. public sector. All public authorities in Northern Irel and have a st atutory duty to have due regard to the need to promote equality of opportunity between men and wome n under Section 75 of the Northern Ireland. The presentation will conclude with recommendations to improve gender equality within the NI public sector. The research is timely given the recently published draft Programme for Government Framework , which was surprisingly silent on the issue of gender equality in the workplace. The highly contentious issue of gender equality with regard to executive and non-executive director positions has received considerable attention in the context of the private sector. However, substantially less is known about gender equality issues at the senior levels of the public sector, including that of NI.
Gender Equality in Northern Ireland – in urgent need of a ‘Fresh Start’. June 2, June 2, by Michelle Rouse. Northern Ireland’s Good Friday Agreement contains many references to equality and human rights, and one specific reference to the “full and equal participation of women in public life”. The Equality Commission recommends that the law is amended to prohibit unlawful discrimination and harassment by public authorities on the grounds of sex in the exercise of their public functions. This would mean that men, women and trans people in Northern Ireland would have the right to bring a complaint if they are discriminated against or harassed on grounds of their sex by public bodies. EQUALITY LEGISLATION. Section 75 and Schedule 9 to the Northern Ireland Act came into force on the 1 January and placed a statutory obligation on public authorities in carrying out their various functions relating to Northern Ireland, to have due regard to the need to promote equality of opportunity. The public sector in Ireland, which has traditionally been a key employer of women, has made strong efforts to promote equal opportunities and to address gender imbalance in decision making. Despite this increased focus, figures show that across the EU, with Ireland no exception, the structure is largely pyramidal with relatively few women.
5 These are set out in the Northern Ireland Act , Chap Part VII, Section S imp ses the statutory duty on public authorities in carrying out their duties to: pay due regard to the need to promote equality of opportunity between persons of different religious belief, political opinion, racial. Public authorities in Britain now have a statutory duty to promote racial equality but there is no similar public duty on gender equality. This report, for the Equal Opportunities Commission. valuable insights regarding gender equality at executive or senior level of the Northern Ireland (N.I.) public sector. The report’s twelve recommendations are designed to assist delivery of gender equality. The Department is committed to securing an end to all forms of paramilitarism on the island of Ireland and to supporting the democratic institutions in Northern Ireland.