Single Equality Scheme 1 12pt - Crown Prosecution Service

Single Equality Scheme 2006-2010
of disabled staff gaining box mark 1 and 72.4% gaining box mark 2 (compared to 9% and
37.2% respectively for non disabled staff)
5 In terms of workforce representation by employee groups disabled staff are represented in all
groups in 2004-05 comprising 7.4% of Chief Crown Prosecutors (CCPs); 12.5% of Area
Business Managers and Business Centre Managers; 6.6% of Unit Heads; 5.6% of Higher Court
Advocates (HCA) and 9.2% of Designated Case Workers
5 Although the level of representation of disabled staff is generally above the Civil Service average
it remains below the Labour Force Survey (LFS) benchmark. The LFS benchmark is 15.4%; the
CPS comparison is 4.5% and the Civil Service benchmark in 2004-05 was 3.5%
5 In terms of employee complaints from a total of 29 equality and diversity complaints lodged in
2004-05, two cited disability discrimination as part of the grounds for complaint. One of these
complaints was ongoing and the other did not realise issues requiring an investigation. In the
same year, disability discrimination was cited as part of the grounds of complaint in two out of
15 employment tribunal cases. One of these tribunal cases was struck out and the other was
withdrawn
5 In terms of outcomes of disciplinary actions in 2004-05, there were a total of nine serious
misconduct cases and 11% of these (one case) involved a disabled employee. In terms of
gross misconduct cases there were eight cases and none of these cases involved disabled staff
in 2004-05
5 In terms of learning and development opportunities in 2004-05 based on the data available
from the Annual Equalities in Employment Report there was a lack of representation of disabled
staff in learning and development activities. Only two of the staff trained in 2004-05 are
identified as disabled
5 It is in terms of staff perceptions and satisfaction that there are the most significant differences
between disabled and non disabled staff. Disabled staff are more likely to be dissatisfied with
their job (37%) in the CPS than non disabled staff (28%). Disabled staff are also more likely to
be dissatisfied with their job than Black and minority ethnic staff, staff identifying as Lesbian, Gay,
Bisexual and Transgender (LGBT) staff and women staff (Staff Survey 2006)
5 Disabled staff are less proud to work for the CPS (52%) than non disabled staff (60%).
Disabled staff are also less likely to recommend the CPS as a good place to work (32%)
compared to 43% for non disabled staff. Disabled staff are also less likely to recommend the
CPS as a good place to work than Black and minority ethnic staff, LGBT staff and women staff
(Staff Survey 2006)
5 Disabled staff tend to have less positive views than average across the board, particularly on
satisfaction with safety and comfort in the workplace and believing that the CPS is working
towards equality and diversity (Staff Survey 2006)
5 Notwithstanding these less positive views, the majority of disabled staff intend to be working for
the Service in two years time (64%) similar to non disabled staff (67%)
5 In terms of physical access to the CPS estate, the Service has undertaken a comprehensive
access audit of all premises prior to October 2004 and this led to a programme of access
adjustments and enhancements totalling approx £2m. The necessity of work to enhance access
to buildings continues to be reviewed although there are some constraining factors including
lease terms, listed buildings etc.
Defendants, Victims and Witnesses and Hate Crimes
5 There are at present significant gaps in the evidence base on disability monitoring in
prosecution policy and practice. Some of these will be closed in the next year. To date the CPS
has not had a disability hate crimes policy in place, although the under the Criminal Justice Act
2003 new section 146 provisions, the criminal courts now have a duty to treat any offence as
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