Please identify key policy areas where the department is or will take forward gender equality |
|---|
Policy | Action | By whom | By when | Outcomes expected |
|---|
Making Decisions in Dealing with Reports of Crime and Applications for Bail and Plea Negotiation | We require to assess our existing policies, guidance and practices in relation to gender equality in our decision making processes. We will consider and identify areas of our guidance, policies and practice for investigation and review. We will consider the most appropriate methodologies for conducting an investigation and review. We will evaluate the quality of practice relating to gender/gender identity - by reviewing the existing protocols with Association of Chief Police Officers ( ACPOS) on domestic abuse protocol and family liaison. Publish the outcomes of our review on website and intranet. Deliver revised guidance and training to staff. | Lead by Victim Diversity Policy and Development Division. Implemented by Area Teams and local offices. | Throughout 07/09 | Effective impact assessment of prosecution policies and practice and the auditing of case management, decision-making and outcomes, will eliminate unlawful discrimination. Maintained/ improved public confidence in the investigation and prosecution of crime. |
Review of the Investigation and Prosecution of Sexual Offences in Scotland | We will use the Review of the Investigation and Prosecution of Sexual Offences in Scotland to assist us in dealing with difficulties in prosecuting sexual offences, for example, by counteracting stereotypes, 'rape myths' and misconceptions. We will impact assess policies and practices arising from the review; work with Criminal Justice partners and agencies to implement the recommendations and take action to eliminate unfair discrimination on grounds of gender. Deliver new guidelines and training to staff. Further develop an open and proactive approach to communicating policy changes to stakeholders | Lead by the Review of Sexual Offences Implementation Project Team and supported by the Diversity Team | By September 2009 | Successful implementation and monitoring of the Review recommendations, enabling victims of sexual offences to have increased confidence in the quality of investigation and prosecution of this serious category of crime. |
Identifying and Meeting the Information needs of Victims, Witnesses and Bereaved Relatives | We will continue to improve our services to victims, witnesses and bereaved relatives - we will consider areas of possible gender bias and take action to eliminate unfair discrimination. The COPFS Victim Information and Advice ( VIA) will review and address the gender-based communication and support needs of victims of sexual offences and in particular the availability of support organisations for male victims. We will make best use of special measures available through new legislation which provide an opportunity to afford vulnerable witnesses additional protection previously not available to them, taking account of any gender-based factors relating to the witness's vulnerability We will ensure staff are aware of and adhere to the guidance on Treatment of Transgender People in Court. | Lead by Victim and Diversity Policy and Development Division. Implemented by Area Teams and local offices. | Throughout 2007/2009 | Staff will be more familiar with the new information and measures available to assist vulnerable witnesses in court. Maintained/improved confidence in the implementation of policies affecting Victims and Witnesses. |
Summary Justice Reform | We will work with Criminal Justice partners and agencies to implement the Summary Justice Reforms and take action to eliminate unfair discrimination on grounds of gender. We will deliver new guidelines and training to staff. We will communicate policy changes to stakeholders. | Lead by the Departmental Steering Group for Summary Justice Reform and supported by the Diversity Team | Throughout 2007/2009 | Case decision-making policy developed and implemented that makes appropriate use of new and enhanced alternatives to prosecution, having taken account of stakeholder opinion and ensuring no unlawful discrimination or negative impact on grounds of gender or gender identity. Maintained/improved confidence in the implementation of COPFS policies and practices following the reforms and revision of policies and practice. |
Human Resources Policies and Practice Review | We will review our HR policies and practice and consider opportunities to promote gender equality - or areas of possible gender bias - and take action to eliminate unlawful discrimination. We will develop and publish policy and guidance in relation to the recruitment and employment of transgender people. We will gather evidence from our published statistics on gender trends in recruitment /grading against historical information to identify if there are areas of occupational segregation and ensure equality of access to promotion and progression within the workplace. We will publish revised policies on COPFS Intranet. | Lead by the HR Team and supported by the Diversity Team | Throughout 2007/2009 | Increased awareness at Area level of revised information on recruitment in the new recruitment pack issued to Area Business Managers Members of interview/promotion boards fully aware of gender equality issues. Maintained/improved confidence in the implementation of COPFSHR policies and practices. |
Fair Treatment Policy | Implement a revised Fair Treatment policy. Put in place a robust support structure to investigate incidents - take into account any views the victim may have regarding the gender of the investigator. New policy issued to staff. | Lead by the HR Team and supported by the Diversity Team | Throughout 2007/2009 | Maintained/improved confidence in the implementation of COPFSHR policies and practices. |
Arrangements for delivering the general duty to promote gender equality |
|---|
| Action | By whom | By when | Outcome expected |
|---|
1. What arrangements will you put in place to ensure that your policies, services, functions pay due regard to the need to eliminate any unlawful discrimination between women and men? | We will continue to ensure that all members of staff attend our 2-day Diversity Awareness programme; We will publish our Gender Equality Plan on the Intranet and website; We will publish a revised Fair Treatment policy and put in place a structure to support its implementation; We will ensure that staff and members of the public are aware of and can access our complaints procedure. The Diversity Proofing Tool ( DPT) will be used to assess and monitor the impact of our policies and practices. We will seek advice from our independent Equality Advisory Group ( EAG) on gender equality issues. | Diversity Team; HR Division | Throughout 2007/2009 | All COPFS staff will be aware of: the relevant legislation, the expected standards of behaviour, the Fair Treatment Policy and the action to be taken regarding unfair discrimination between men and women. The Diversity Proofing Progress Chart ( DPCC) will provide evidence of our impact assessment and monitoring of our policies and practices. Minutes from the meetings of the EAG will be published on our Intranet and website. |
2. What arrangements will you put in place to ensure that your policies, services, functions are able to pay due regard to the need to promote equality of opportunity between women and men? | We will consult internally with staff and with our Gender Focus group and with external agencies. We will inform and support our 11 Area Diversity Teams to promote gender issues locally. We will publish information, data and survey results identifying good practice and areas where we will do more. We will promote equality issues on our website and intranet. | Diversity Team; Focus Group; Area Diversity Teams; HR personnel; relevant external bodies and individuals (yet to be identified). | Through 2007/2009 | Data will be collected, analysed and published and resultant actions recorded and monitored via the Gender Equality Action Plan. Revised guidance will be issued to staff. |
We will seek advice from our independent Equality Advisory Group ( EAG) on gender equality issues. | Minutes from the meetings of the EAG will be published on our intranet and website. |
3. How will you identify gender equality goals and outcomes for your area of work? | We will consider all COPFS functions and its employment policies and practice where there may be a possibility of gender bias. We will seek information through data, staff and customer surveys; sampling exercises. We will analyse the information and make proportionate and relevant decisions on further actions. We will use our Diversity Proofing Tool to assist in identifying gender equality goals and outcomes. | Diversity Team; Area Teams; HR personnel | Through 2007/2009 | Specific goals and outcomes are published in the detailed Gender Equality Action plan. The Diversity Proofing Progress Chart will be regularly updated and published on our intranet and website |
4. How will you ensure that employees, stakeholders and/or service users are consulted in the process of setting gender equality goals and outcomes for your area of work? | We have established a staff Focus group on Gender issues. Our 11Area diversity Teams are pro-active in making links with local groups we will consult with our independent Equality Advisory Groups and other external bodies and individuals . We will use our diversity proofing tool to monitor gender equality issues and publish results on our website and intranet. | Diversity Team, HR Personnel and Area Teams | Through 2007/2009 | Information will be circulated to staff and relevant external groups and individuals. Information will be published on our website and Intranet. |
5. What arrangements will you put in place to ensure that we are able to report on progress on an annual basis? | We have developed a Gender Equality Action Plan which identifies: areas of priority, responsibilities for taking action, and dates on which results are expected. A monitoring and recording process is in place to keep track of and publicise activities. HR Division will provide disaggregated statistics about COPFS workforce. | Diversity Team and HR Personnel. | Annually and in 2009 | The Annual Review Reports will be submitted to the Scottish Executive on identified dates. |