Engendering Justice - from Policy to Practice - The Fawcett Society

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Annexure B Continued.Summary of Recommendations of the Commissionthe performance of the Authority should be undertakenby the Ministry of Justice.• The Government should fund a national awarenessraising campaign on rape and sexual violence, similar toawareness raising campaigns in relation to drink driving.• The Department for Children, Families and Schoolsshould ensure that education on consent, respect andsexual violence is a compulsory requirement within theSex and Relationship Education (SRE) curriculum.Female Workers in the Criminal Justice SystemPolice:• All line managers must be trained in responding to theneeds of individuals with childcare obligations.• Women returning from maternity leave must beprovided with appropriate training and flexible workingsupport.• A communication strategy should be developedwithin all police forces to educate staff and officers asto the benefits of initiatives such as flexible working.The option of flexible working should also be activelypromoted among male and female staff.• Research should be conducted into the feasibility ofestablishing a ‘bank’ of skilled officers who could bedeployed nationally to assist in time of staff shortage,due to maternity leave or gaps due to part-timeworking.• A police uniform designed for female officers should beintroduced, in consultation with the British Associationof Women in Policing.• The selection process for promotion to Sergeant shouldbe reviewed to ensure it is not disadvantaging womenor part-time workers.• A review should be conducted on the opportunity forcareer progression and development for police staff inorder to ensure consistency with opportunities availablefor police officers.• Women should be included on the selection panel forspecialist roles.• Fitness tests should be designed according to theactual tasks required for the role.CPS:• An appeal procedure should be put in place to allowemployees to appeal decisions in relation to flexible andpart-time working beyond local managers.• A communications strategy should be developed toensure that flexible working arrangements are carefullymanaged and explained, so that women and menwithout children do not view flexible working as anegative aspect of the workplace.Legal Profession:• Equal pay audits should be conducted by all top tierlaw firms.• Maternity leave or career breaks should not impact oncareer progression.• Flexible working practices should be implemented andpromoted among female and male employees.• The Queen’s Counsel Appointments SelectionCommittee should work with the Judicial AppointmentsCommission to share best practice and methods forincreasing the pool of women applicants.• Equality and diversity training should be madecompulsory for all barristers as part of their continuingprofessional development requirements and amentoring policy, particularly for women who takematernity leave or career breaks, should be adopted byall barristers’ chambers and relevant employers.The Courts and the Judiciary:• Further evaluation should be carried out onadvertisements and outreach events to ensure the JACis reaching its intended audiences.• All Judges, including the senior judiciary, shouldbe trained in equality and diversity. This will requirepartnership working between the JAC and the JudicialStudies Board and should deal with equality anddiversity issues within the judicial workplace as wellas the specific needs of women, both as victims andoffenders.• Fee-paid experience should not be used as essentialcriteria for judicial positions.• Application for the judiciary should also be open toGovernment lawyers which would assist in wideningthe pool of female lawyers, given the high proportion offemale lawyers within the Government Legal Service.• Part-time working should be available to all levels of thejudiciary.Page 106
• Allocation to a particular court location should bediscussed with the individual before a final decision ismade.• Court areas which have introduced all-day sittingallocation should ensure that magistrates with caringresponsibilities are not being disadvantaged.Probation:• The stresses associated with an increased workloadfor probation staff are likely to particularly impact onwomen with caring responsibilities and this should becarefully monitored.• HM Inspectorate of Probation should carry out athematic inspection on gender equality to help pinpointdiscriminatory practices and cultures that femaleemployees experience.Prison:• The number of female staff should be increased throughthe use of the genuine occupational qualificationsexception in relation to recruitment, training, promotionor transfer under section 7(2) of the Sex DiscriminationAct; part-time working and job-sharing; and positiveaction measures (such as the special measures underCEDAW).• The initial residential training requirement for theprison service and development and secondmentopportunities should be carefully evaluated to ensurethey take into account caring responsibilities of staff.• The EHRC should carefully monitor the implementationof the HMPS action plan on sexual harassment, and inparticular whether there has been any real change inpractice in the working culture of HMPS.• Policies also need to be promoted within the maleprison estate to ensure practices of sexual harassmentand discrimination are tackled.Page 107
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Engendering Justice- from Policy to
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ContentsForeword 5Executive Summary
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ForewordFor the past five years, Fa
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Executive SummarySince 2003, Fawcet
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Executive Summary continuedon domes
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Executive Summary continuedFemale O
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Chapter One: Continued.Methodology
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The Five Years of the CommissionCom
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Chapter Two:Introduction - From Pol
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Chapter Three:Women and Justice - M
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[A woman] had admitted to an offenc
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Figure 3: Female Reoffending Rate b
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writing the Government had undertak
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equirement could be used to refer w
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given current funding allocations a
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I feel that women with severe menta
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Good Practice Example: Birth Compan
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Female offenders serving indetermin
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The Commission recommends that if p
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Moving TowardsCommunity ProvisionTh
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which can be developed in conjuncti
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Chapter Four:Women Need Justice - W
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that VAW is a relevant issue for ev
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Women also need to have clear infor
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Victims reported telling their stor
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However, Rights of Women told the C
Page 55 and 56: in the decision-making process is l
Page 57 and 58: continued commitment to joint worki
Page 59 and 60: It is also important for the CPS to
Page 61 and 62: He pleaded innocent, so I prepared
Page 63 and 64: isk assessments are not uniform. In
Page 65 and 66: espect and sexual violence is a com
Page 67 and 68: different needs and experiences of
Page 69 and 70: managers. “Sometimes childcare is
Page 71 and 72: local area, with women who have rea
Page 73 and 74: her career, as these women may find
Page 75 and 76: The key issue in my view is that th
Page 77 and 78: Some magistrates noted that they fe
Page 79 and 80: for women to access development opp
Page 81 and 82: Organisations sharing their views w
Page 83 and 84: Institutional change needed:➤ A c
Page 85 and 86: International example of good pract
Page 87 and 88: ➤ The Criminal JusticeSystem will
Page 89 and 90: Key targets / indicators of success
Page 91 and 92: ➤ Women working inthe criminal ju
Page 93 and 94: Key targets / indicators of success
Page 95 and 96: ➤ Policy and practiceof all crimi
Page 97 and 98: ➤The Judiciary and thesenior leve
Page 99 and 100: Appendix ACOMMISSIONERS:Baroness Je
Page 101 and 102: Annexure BSummary of Recommendation
Page 103 and 104: not be means tested.• First night
Page 105: in circumstances where the Prosecut
Page 109 and 110: EndnotesMarch 200985Questionnaire R
Page 111: About FawcettThe Fawcett Society is
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Engendering Justice - from Policy to Practice - The Fawcett Society

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