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Harman, Baroness (7)
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Equality (7)
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To ask the Minister of State, Department for Constitutional Affairs whether she will make a statement on the initial activity undertaken by the Department in response to those recommendations in the Prime Minister's Strategy Unit Report Improving the Life Chances of Disabled People where lead responsibility was assigned to all...
To ask the Minister of State, Department for Constitutional Affairs whether she will make a statement on the initial activity undertaken by the Department in response to those recommendations in the Prime Minister's Strategy Unit Report Improving the Life Chances of Disabled People where lead responsibility was assigned to all...
Asked by
Danny Alexander
(Liberal Democrat)
Answered by
Baroness Harman
(Labour)
Answering body
Department for Constitutional Affairs
Type
Written questions
Status
Answered
Tabled on
8 December 2005
For answer on
12 December 2005
Answered on
9 January 2006
This Department has responded positively to the recommendations of the Prime Minister's Strategy Unit Report; for example, work has commenced on the Disability Equality Scheme, which will be completed by the end of December 2006. There was initial input from disabled members of the judiciary, members of staff and users of the Department's services. There will be further reviews of the Scheme by people with disabilities before the final publication. The document will detail the Department's promotion of disability issues internally, accessibility to buildings, communication, procurement, recruitment, and the support to members of the judiciary with disabilities.An annual report will be issued, reporting on the progress of the action plans contained within the Scheme.The Office for Disability Issues (ODI) will also report annually to the Prime Minister on cross-government progress in implementing the Strategy Unit report, ““Improving the Life Chances of Disabled People””. The first report is due to be published by summer 2006. It will contain an assessment of the initial activity undertaken by the ODI to fulfil its specific responsibilities, which require the active involvement of other Government Departments. It will also include an assessment of the initial activity undertaken by the Department for Constitutional Affairs and other Government Departments to fulfil the responsibilities they have outside of the ODI remit.
Subjects
Disability; Department for Work and Pensions; Equality; Government departments
Date
9 January 2006
Reference
37082; 441 c234-5W
House
House of Commons
To ask the Minister of State, Department for Constitutional Affairs what recent consultations have been carried out by her Department with representatives of faith communities; and if she will make a statement.
To ask the Minister of State, Department for Constitutional Affairs what recent consultations have been carried out by her Department with representatives of faith communities; and if she will make a statement.
Asked by
Lord Goodman of Wycombe
(Conservative)
Answered by
Baroness Harman
(Labour)
Answering body
Department for Constitutional Affairs
Type
Written questions
Status
Answered
Tabled on
7 June 2005
For answer on
9 June 2005
Answered on
20 June 2005
Within the last twelve months, there have been six consultations with faith communities by officials of this Department.There were two consultations regarding prospective legislation:"Mental Capacity Act 2005""Gender Recognition (Exception to Offence of Disclosure) Order"One regarding diversity in the judiciary:"Increasing Diversity in the Judiciary"Three regarding children's issues:"Review of looked After Children'""Draft Court Rules Adoption and Children Act 2002""Disclosure of information in family proceedings cases involving children"
Subjects
Equality; Government departments; Religion; Department for Constitutional Affairs
Date
20 June 2005
Reference
3227; 435 c809W;435 c813W
House
House of Commons
To ask the Solicitor General, what progress has been made in her Department and non-departmental public bodies on implementing the requirements of the Race Relations Amendment Act 2000; and if she will publish the results of the monitoring required by the Act. - (Holding answer 20 June 2003).
To ask the Solicitor General, what progress has been made in her Department and non-departmental public bodies on implementing the requirements of the Race Relations Amendment Act 2000; and if she will publish the results of the monitoring required by the Act. - (Holding answer 20 June 2003).
Asked by
Angela Eagle
(Labour)
Answered by
Baroness Harman
(Labour)
Answering body
Solicitor General
Type
Written questions
Status
Answered
Tabled on
3 June 2003
For answer on
8 July 2003
Answered on
8 July 2003
Angela Eagle: To ask the Solicitor-General what progress has been made in her Department and non- departmental public bodies on
implementing the requirements of the Race Relations Amendment Act 2000; and if she will publish the results of the monitoring
required by the Act. [117618]
The Solicitor-General: [holding answer 20 June 2003]:
The Crown Prosecution Service has made considerable progress on the implementation of their Race Equality Scheme to comply with the
Race Relations (Amendment) Act 2000.
The Crown Prosecution Service Race Equality Scheme was published and launched on May 2002. It is a three-year plan, which applies to
all existing and future functions and policies developed by the Crown Prosecution Service. To comply with the Act, and action plans
must be reviewed within three years. However, the Crown Prosecution Service has decided to review and publish updates on its Race
Equality Scheme progress annually. The first update (Year One--Crown Prosecution Service Update 2002-03) is to be published shortly
and will be available on the Crown Prosecution internet and internal intranet.
An impact assessment form has been produced in consultation with the Commission for Racial Equality. The impact assessment form will
be used to evaluate all policies and functions.
The Equality and Diversity Unit has overseen the day-to-day delivery of the scheme, which has been reviewed on a regular basis by
the Senior Managers Advisory Group on Diversity. The Crown Prosecution Service Board has also assessed progress annually.
Training on the Race Equality Scheme for policy makers and key staff is due to be rolled out in July 2003. This will ensure that
staff are aware of the Racial Equality Scheme and their duty under it. Training will also be given in how to complete the impact
assessment forms to ensure that all local policies that do not fall under the banner of national policies comply with the Act and
the Crown Prosecution Service Racial Equality Scheme.
In relation to monitoring as stated by the Act, the Crown Prosecution Service is continuing to monitor employment statistics. These
are available publicly in the Year One review.
With regards to the monitoring of prosecutions, the Crown Prosecution Service has made a good start with a view to extending
monitoring via the forthcoming new IT system. All national policies and functions have been reviewed and new policies have been
written. A Public Policy Statement on Racially and Religiously Aggravated Crime has been written which has set up monitoring
systems. It is due to be launched on 14 July 2003 by the Attorney-General.
The Serious Fraud Office has made significant efforts to meet the requirements of the Race Relations (Amendment) Act 2000,
especially in encouraging a positive approach to diversity issues and other employment practices. Its full Race Equality Scheme has
yet to be published and it is working with the Commission for Racial Equality to complete this task as fully and as quickly as
possible.
HM Crown Prosecution Service Inspectorate attaches considerable importance to the principles of equality and diversity, both in
relation to the inspection process and the management of HM Crown Prosecution Service itself.
Under the Race Relations (Amendment) Act 2000, the Inspectorate has a general duty to promote race equality and the specific duty to
set out and publish a Race Equality Scheme.
In May 2002, the Inspectorate published its Race Equality Scheme drawn up in accordance with the provisions of the Race Relations
(Amendment) Act 2000. The Scheme sets out the steps to be taken to ensure that its functions, policies and employment systems
eliminate unlawful racial discrimination, promote equality of opportunity and promote good relations between persons of different
racial groups.
The Scheme also includes the specific duty in relation to employment issues which require HM Crown Prosecution Service Inspectorate
to monitor the staff in post and applications for employment, promoting and training by their racial group. In fact, the
Inspectorate has gone further by including gender, disability and age.
The statistics are currently being compiled for the period ending 31 March 2003 and will be available shortly.
HM Crown Prosecution Service has worked closely with the Commission for Racial Equality and other inspectorates in developing an
inspection framework to underpin consistent and effective scrutiny of how inspected bodies are discharging their statutory functions
under the Race Relations (Amendment) Act 2000. It has been incorporated with appropriate adaptations into the HM Crown Prosecution
Service Inspectorate methodology.
The Treasury Solicitor's Department, including the Legal Secretariat to the Law Officers, published its Scheme to Promote Racial
Equality in May 2002, in accordance with the requirements of the Race Relations (Amendment) Act 2000. The Scheme is overseen by the
Department's Diversity Group, which ensures equal opportunities good practice is upheld and monitored in the Agency, and which is
currently in the process of carrying out a review of the Scheme one year after its launch, including employment targets.
As a result of the Scheme so far, training in telephone technique has been undertaken by Bona Vacantia Division, to ensure race
equality in dealing with public callers, some of whom do not speak English as a first language or understand English law or customs.
The Diversity Group has also overseen an audit of external administrative recruitment since 2001 and made recommendations on
monitoring. Details of employment monitoring will be published shortly, and thereafter each April and October.
Legislation
Race Relations (Amendment) Act 2000
Subjects
Equality; Government departments; Non-departmental public bodies; Race relations; Solicitor General
Date
8 July 2003
Reference
117618; 408 c696-8W;408 c694-6W
House
House of Commons
To ask the Solicitor General, what progress has been made on completing a pay audit in her Department and its non-departmental public bodies to measure any disadvantage in terms of remuneration for (a) women, (b) ethnic minorities and (c) people with disabilities; and if she will publish the results of...
To ask the Solicitor General, what progress has been made on completing a pay audit in her Department and its non-departmental public bodies to measure any disadvantage in terms of remuneration for (a) women, (b) ethnic minorities and (c) people with disabilities; and if she will publish the results of...
Asked by
Angela Eagle
(Labour)
Answered by
Baroness Harman
(Labour)
Answering body
Solicitor General
Type
Written questions
Status
Answered
Tabled on
3 June 2003
For answer on
19 June 2003
Answered on
19 June 2003
Angela Eagle: To ask the Solicitor-General what progress has been made on completing a pay audit in her Department and its
non-departmental public bodies to measure any disadvantage in terms of remuneration for (a) women, (b) ethnic minorities and (c)
people with disabilities; and if she will publish the results of such an audit. [117434]
The Solicitor-General: [holding answer 10 June 2003]:
The information is as follows:
Crown Prosecution Service:
The Crown Prosecution Service has undertaken an analysis of both its pay structure and the individual pay details of all its
permanent staff. The detailed results are being discussed with the Departmental Trade Unions and a formal action plan will be
available soon.
While the focus of the Crown Prosecution Service's Equal Pay Review Model is on gender equality, the Department's intention is to
apply it to other groups as part of a wider diversity agenda later this year. This we will be able to do more effectively given the
outcomes we obtained from the current exercise.
Serious Fraud Office:
The Serious Fraud Office conducted its equal pay review in April 2003 and is in the process of drafting an action plan. It is
proposed that a copy of the agreed action plan will be placed in the Library of the House in due course.
Treasury Solicitor's Department and Legal Secretariat to the Law Officers:
The Treasury Solicitor's Department has completed the review of its pay systems, encompassing women, ethnic minorities and people
with disabilities. An action plan has been produced and this will be placed in the Library of the House after full consideration has
been given to the issues identified. The Review covers staff in the Legal Secretariat to the Law Officers.
HM Crown Prosecution Service Inspectorate:
Although the pay systems for HM Crown Prosecution Service Inspectorate differ from those of the Treasury Solicitor's Department,
they fall within that budget and HM Crown Prosecution Service Inspectorate was therefore included as a part of the Treasury
Solicitor's Department review of the pay systems encompassing women, ethnic minorities and people with disabilities. HM Crown
Prosecution Service Inspectorate is currently giving consideration to how the recommendations made following the review may impact
upon it.
Subjects
Disability; Women; Equality; Government departments; Ethnic groups; Pay; Non-departmental public bodies; Solicitor General
Date
19 June 2003
Reference
117434; 407 c377W;407 c378-9W
House
House of Commons
To ask the Solicitor General, what steps her Department is taking to address the issue of age discrimination. - (Holding answer 28 April 2003).
To ask the Solicitor General, what steps her Department is taking to address the issue of age discrimination. - (Holding answer 28 April 2003).
Asked by
John Bercow
(Conservative)
Answered by
Baroness Harman
(Labour)
Answering body
Solicitor General
Type
Written questions
Status
Answered
Tabled on
11 April 2003
For answer on
3 June 2003
Answered on
3 June 2003
Mr. Bercow: To ask the Solicitor General what steps her department is taking to address the issue of age discrimination. [109452]
The Solicitor-General :[holding answer 28 April 2003]: The Crown Prosecution Service (CPS) is currently in the process of reviewing
its policy on age. The CPS Board considered and approved a paper in February 2003 that the retirement age to be extended from 60 to
65. All those in grades ranging from administrative assistants to grade six lawyers are now able to continue working up until the
age of 65 should they wish. For those in higher grades, if the Cabinet Office approves the changes, the retirement age for Senior
Civil Service grades will also follow suit and increase from 60 to 65 within the CPS.
The CPS also plans to draw up a new generic equality scheme, which will encompass all aspects of race, sex, disability and age
discrimination. It is hoped that this will be finalised in 2004 and take on board good practice measures in advance of the passage
of legislation on age in 2006.
The CPS ran an awareness campaign in 2001 and 2002 called "Dignity at Work". The document that accompanied the campaign established
standards of behaviour for all staff and included reference to age discrimination with regards to how people are treated at work.
In November 2002 the Serious Fraud Office's (SFO) Management Board agreed changes to the SFO's retirement policy for staff below the
Senior Civil Service (SCS) which, in most cases, previously required individuals to retire at age 60. With effect from 1 January
2003, SFO employees below the SCS now have the option to continue working for any period up until the day prior to their 65th
birthday.
Staff now have more flexibility when determining their retirement plans and the Department will benefit by retaining for longer the
knowledge and experience of its staff.
The Treasury Solicitor's Department's (which for these purposes includes the Legal Secretariat to the Law Officers) published policy
on Race, Equality and Diversity commits it to ensuring equal opportunities irrespective of age. This policy covers recruitment and
all other aspects of Agency life, including advancement and training. The policy also commits the Agency to ensuring that staff are
provided with an inclusive working environment, free from discrimination and harassment based on age, and to having in place
procedures for handling complaints. The Agency's performance is monitored by a Diversity Group.
HM Crown Prosecution Service Inspectorate's Equal Opportunities Policy Statement includes references to the organisation's
commitment to ensure that all eligible job applicants and staff shall have equal opportunity for employment and advancement on the
basis of their suitability for the work, whatever their age.
HMCPSI have also included in the Specific Duty-- Employment section of our Race Equality Scheme (published May 2002) a commitment,
among others, to: Monitor Inspectorate staff by age; Monitor recruitment exercises by age; Commence recording the provision of
training to all staff by age; and Record the percentage of staff through age applying successfully for promotions and postings.
Finally, two members of staff have requested and been granted, permission to extend their employment beyond their 60th birthday. No
application has been refused.
Subjects
Age; Employment; Equality; Government departments; Older workers; Solicitor General
Date
3 June 2003
Reference
109452; 406 c128-9W
House
House of Commons
To ask the Solicitor General, what her Department's policy is towards age discrimination. - Includes figures (Holding answer 14 March 2002).
To ask the Solicitor General, what her Department's policy is towards age discrimination. - Includes figures (Holding answer 14 March 2002).
Asked by
John Bercow
(Conservative)
Answered by
Baroness Harman
(Labour)
Answering body
Solicitor General
Type
Written questions
Status
Answered
Tabled on
7 March 2002
For answer on
25 March 2002
Answered on
25 March 2002
Mr. Bercow: To ask the Solicitor-General what her Department's policy is towards age discrimination. [42564]
The Solicitor-General: [holding answer 14 March 2002]: My own Department, the Legal Secretariat to the Law Officers, is a small
department of less than 35 staff. Staff are seconded to LSLO from other Government Departments and so the age range from which LSLO
draws its staff depends upon the age policy of other Departments. Within that limitation, LSLO does not discriminate on grounds of
age and there is no age bar in relation to recruitment. Currently the ages of staff at LSLO ranges from under 25 to over 60.
In the Departments for which the Attorney-General is responsible, details are as follows:
Crown Prosecution Service
The Crown Prosecution Service is currently in the process of a complete review of Departmental policy on age, with a view to issuing
revised policy later this year. The revised policy will take into account the current need for all employers to adopt a flexible
approach to the recruitment and retention of older workers. Historically the CPS has welcomed all job applications regardless of
age, but has maintained a less flexible policy on age retirement. Guidance issued by the Cabinet Office (based on the non-statutory
Code of Practice published by the former DfEE) encouraged the review of current policies on recruitment, conditions of service based
on age or length of service, and retirement. The CPS review aims to bring all age-related policies in line with the code of
practice.
Treasury Solicitor's Department
The Treasury Solicitor's Department does not discriminate on grounds of age and there is no age bar in relation to recruitment. The
minimum age at which staff can retire and receive an immediate pension payout is 60. The Treasury Solicitor's Department includes
age equality in its diversity programme and allows staff to stay on at work to the age of 65, subject to satisfactory performance
and the business needs of the agency.
Serious Fraud Office
There are no age restrictions placed upon applicants for Serious Fraud Office positions. However, applicants are asked to note that
the Department's normal retirement age for staff at all grades is currently 60.
Subjects
Age; Crown Prosecution Service; Employment; Equality; Government departments; Older workers; Serious Fraud Office; Solicitor General; Treasury Solicitor's Department
Date
25 March 2002
Reference
42564; 382 c547W;382 c545W
House
House of Commons
To ask the Solicitor General, what assessment she has made of the extent of the gender pay gap amongst staff in her Department. - Inc figures. (Holding answer 11 March 2002).
To ask the Solicitor General, what assessment she has made of the extent of the gender pay gap amongst staff in her Department. - Inc figures. (Holding answer 11 March 2002).
Asked by
John Bercow
(Conservative)
Answered by
Baroness Harman
(Labour)
Answering body
Solicitor General
Type
Written questions
Status
Answered
Tabled on
4 March 2002
For answer on
18 March 2002
Answered on
18 March 2002
Mr. Bercow: To ask the Solicitor-General what assessment she has made of the extent of the gender pay gap among staff in her
Department. [41001]
The Solicitor-General: [holding answer 11 March 2002]: My own Department, the Legal Secretariat to the Law Officers, which has less
than 35 permanent staff, is generally staffed by officials on secondment for a period of two to three years from their parent
Departments. Their pay is determined by the particular arrangements of their parent Departments and as such is not susceptible for
review by LSLO. Disparity of pay within LSLO is a reflection of the differing pay scales of parent Departments and so no useful
assessment of gender pay gap could be made.
In the Departments for which the Attorney-General is responsible, details are as follows:
Crown Prosecution Service
In accordance with Government policy, the Crown Prosecution Service is committed to an audit of its pay systems and structure and
the preparation of an action plan to address any equal pay issues, by April 2003. The Crown Prosecution Service is currently engaged
in the trial of a new Equal Pay Audit Model to be published by the Equal Opportunities Commission in due course. This trial will
produce data on the extent of any gender pay gap in the Crown Prosecution Service by the end of May 2002.
Following the Equal Pay Review, the aims of the Crown Prosecution Service are to: Jointly consider whether any reasons the
Department may identify for differences in average basic pay or total earnings for men and women doing equal work provide an
objective justification for that difference; Introduce an equal pay policy for the Crown Prosecution Service; Change the processes,
rules and practices that may give rise to unequal pay; Give equal pay to current and future employees; Set up a system of monitoring
and clear accountability to ensure the pay system is free of sex bias.
Treasury Solicitor's Department
In line with the Government policy enunciated last year by my right hon. Friend the Secretary of State for Culture, Media and Sport,
the Treasury Solicitor's Department is reviewing its pay systems to establish whether any equal pay gaps exist and, if there are
gaps, to prepare an action plan to close them.
Serious Fraud Office
In response to the Government's programme to improve reward management systems, in August 2001 the Serious Fraud Office conducted a
comprehensive review of its pay and grading systems. This resulted in the introduction of a new pay structure for all permanent
staff below the Senior Civil Service, with effect from 1 August 2001. Staff were assimilated into the new structure by reference to
their seniority and performance. The new structure guarantees satisfactory performers progression to 80 per cent. of their pay band
within five years, and to the top of their pay band within a further seven years.
The Serious Fraus Office has not yet conducted an Equal Pay Audit, not least because central "How to" guidance was only issued by
Cabinet Office in mid February 2002.
Subjects
Civil servants; Women; Equality; Gender; Government departments; Equal pay; Pay; Solicitor General
Date
18 March 2002
Reference
41001; 382 c10-1W;382 c9-10W
House
House of Commons