Diversity in the Defence Forces

The Defence Forces is like any business organisation when it comes to pursuing diversity objectives, according to Comdt Gillian Collins, gender equality and diversity adviser with the Defence Forces. “In business, the drive for diversity and inclusion originates primarily with the need for improving business outcomes and the Defence Forces is no different, diversity is a force multiplier,” she explains. “For starters we require people to crew our ships, command our troops and fly our planes. Expanding our recruitment strategies allows us to extend our capacity to operate.”

There is also a desire to reflect more closely Ireland’s increasingly diverse population. “Workforce diversity as it pertains to the Defence Forces lends itself to improved learning and an enhanced ability to innovate and problem solve in the context of our work globally,” says Comdt Collins. “This equates to a better and more effective team. There is a way to go, but the Defence Forces is committed to promoting diversity and inclusion in all aspects of its work both at home, on land, at sea, in the air and while deployed on overseas operations.”

The organisation launched its first Diversity and Inclusion Strategy Statement and Action Plan in 2016. This articulated plans to address diversity and inclusion across all areas of the organisation to include human resources, recruitment, communications, clothing and equipment, medical services and so on. Specific initiatives included the launch of the Lesbian, Gay, Bisexual, Transgender and Ally Network (LGBTA) and the Women’s Network, which have been the most notable successes achieved as a result of the strategy.

Gender balance

The Women’s Network was established in 2016 with the objective of leading to greater participation of women at all levels. The LGBTA Defend with Pride Network was officially launched in October 2016. The network aims to support all serving personnel through guidance, information and peer support, be they members of the LGBT community, friends, family or colleagues. “It also provides a platform for LGBTA members to interact through social and networking events and acts as a source of education, expertise and advice,” adds Collins.

She believes this initiative has brought about a shift in organisational culture. “This was evidenced by Defence Forces members for the first time participating in uniform at the Dublin Pride Parade in 2018,” says Collins. “Service personnel were joined on the day by the Army Band and led by the Chief of Staff and the Assistant Chief of Staff. This marked a significant step, led by the organisation’s leadership, not only for the Defence Forces but also for similar organisations to follow suit. Reactions of service personnel to being able to parade in uniform surrounded by their friends and family highlighted how much it meant to them to be supported by their organisation. Participation continued into 2019 with ever growing support for the event as well as online for this year’s virtual parade.”

These initiatives have resulted in the Army being shortlisted for a number of diversity and inclusion awards. It was a finalist in the 2018 CIPD HR Awards for the Women’s Network initiative and again in 2019 for the LGBTA Defend with Pride Network. In 2020 the organisation received a “highly commended” in the very competitive diversity and inclusion category for its work in creating an inclusive organisation through education.

Also, in 2020 the Defence Forces was shortlisted as a finalist in the HR Leadership and Management Awards in the Best Public Sector HR Initiative and Best Workplace Diversity Strategy categories. The finals for those awards are scheduled for November.

The organisation is also taking active steps to increase the number of women in its ranks. “In giving consideration to increased diversity, the Defence Forces is committed to increasing the number of women within the organisation,” says Collins.

The reason for this is quite simple, she points out: women currently represent just 6.9 per cent of the organisation. “Again, from a recruitment perspective this simply makes sense, but more so because the nature of our work simply demands it. From a peacekeeping perspective, the disproportionate impact of conflict on women and children is evident and we are required to address this in the context of our security work. In order to enhance our potential for outreach and situational awareness overseas, we must have women within our ranks. In some countries, you simply cannot engage with women within the local population if you don’t have female soldiers.”

The Irish Defence Forces is not alone in facing this issue. “Recruitment and retention of all personnel are issues facing military organisations more widely, however the Defence Forces is committed to taking steps to address such matters,” she says. “Various initiatives have been explored such as female specific advertising campaigns, targeted research, visits to schools, engaging with sporting bodies, family friendly initiatives and work life balance to name but a few.”