| Objective | Task | Responsible | Suggested Actions | Status |
| Accessible workplace | 1) Make sure staff are fully aware of the accessible features of our new Office. | Corporate Services/QSEC/ | Publish and keep up to date information on the intranet regarding: | |
| Disability Liaison Officer | Hearing loop | |||
| Disability friendly toilets | ||||
| Assistive technologies available | ||||
| Needs assessments available | ||||
| Access officer and disability liaison officer | ||||
| 2) Ensure relevant staff know how to use the hearing loop and the location of disabled toilets. | Information/training provided to front of house staff and to other staff as required. | |||
| Access officer and disability liaison officer? | ||||
| 3) Make available and promote appropriate services for the use of Irish Sign Language (ISL) | Identify appropriate ISL translation services which can be employed when required | |||
| Scope out additional ISL services available (on-demand interpretation app) | ||||
| Draft internal policies and procedures for use of ISL in the office | ||||
| Publish information on websites on how members of the public can avail of ISL services and train staff as appropriate | ||||
| Accessible communications | 4) Using feedback from the National Disability Authority (NDA)’s review of the Ombudsman’s website, update the website to make it more accessible to users. | Access officer and QSEC | Update websites to ensure a high degree of accessibility in line with NDA’s recommendations. | Ongoing in relation to Office of the Ombudsman website. |
| Reminder to staff re requirements of S27 and inclusion of same in office procurement guidelines | ||||
| Access Officer / Procurement Officer | ||||
| Anonymous survey of service users | ||||
| QSEC | ||||
| Accessible outreach | 8) Develop OIC outreach | QSEC and OIC | ||
| 9) Identify actions that might help to identify sectors of the community the Ombudsman Office may not be reaching | QSEC | Reach out to complainants by email to ask them if they might complete a short anonymous survey. | ||
| Greater engagement with CICs re their own stats/knowledge | ||||
| Gather knowledge from our own staff re the sectors we are/may not be reaching | ||||
| Consider the possibility of engaging a professional market research company to carry out a more in-depth analysis of those we are and aren’t reaching | ||||
| Identify other ways of advertising outreach in order to reach a wider audience (e.g.s Ombudsman workshops with NGOs working with marginalised communities) | ||||
| Decisions which respect human rights and equality | 10) Implement a human rights perspective to cases and promoting the public sector duty as part of good public administration | Senior management / Ombudsman / PSD Committee / sub-Committee | Establish sub-committee of PSD Committee to examine the issues. | Sub group established. |
| Develop guidance and training for Ombudsman staff on examining complaints with a human rights lens | ||||
| A workplace which respect human rights and equality | 11) Review and further define the role of the EDI Officer within the Office. | Equality and Diversity Officer / HR / PSD Committee | Examine EDI role in other offices; agree role with PSD Committee/HR | Complete |
| HR / PSD Committee | ||||
| 12) Up date human rights training for all staff | All office staff to complete the revised IHREC PSD training module through One Learning | |||
| Put together a series of ‘lunch and learn’ events for staff on a variety of human rights and equality related topics | ||||
| Feedback from staff re student experience of transition year programme. | ||||
| HR / PSD Committee | Consider outreach to Deis schools to participate in TY programme | |||
| 13) Review and update transition year policy and programme | Consider partnering with DoJ internship programme which to facilitate work experience for members of the Travelling/ Roma Community | |||
| Consider work placements/internships for other minority communities | ||||
| Consider renewing participation in WAM programme | ||||
| HR / PSD Committee | ||||
| Consider participation in Oireachtas OWL programme | ||||
| 14) Identify internship and other work opportunities towards a more diverse workplace | ||||
| Consider an anonymous online survey of staff. | ||||
| HR / PSD Committee | ||||
| 15) Audit current diversity of Office staff. | ||||
| Workplace wellness | Arrange follow-up support for staff who deal with distressed and suicidal customers | HR | Provide training to designated “guidance officers”. | |
| Re-constitute Health & Wellness and Social Committees | Seek members for both committees | |||
| Executive/HR | ||||
| Ensure awareness of Child Safeguarding Statement for current and new staff?? | ||||
| HR |