Engendering Justice - from Policy to Practice - The Fawcett Society

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Part two: Continued.Engendering justice: roadmap for future reformInstitutional change needed:➤ Extensive research into sexism, sexual harassmentand discriminatory practices, including pregnancydiscrimination, in the police, probation service, prisonservice and legal profession undertaken by the EHRCin partnership with the relevant authority / inspectorateand the results widely publicised.➤ An explanation of the benefits of part-time workingand flexible work practices and the availability ofthese initiatives for male and female employees widelypromoted within the police force, probation service,CPS, the legal profession, the judiciary and the prisonservice.➤ Methods for promotion and locations for prerequisitetraining which take into account caring commitmentsof staff as well as any disadvantage for part-time orflexible workers in assessment methods chosen.➤ Equal pay audits conducted by all criminal justiceagencies and public authorities.➤ Part-time working available to all levels of the judiciary.➤ A programme of equality and diversity training inplace for all levels of the judiciary, including the seniorjudiciary.➤ An appeal system within the police, CPS, probationservice and prison service to allow employees toappeal decisions in relation to flexible working beyondlocal managers.“Support services for women who have experienced domesticviolence to be delivered by specialist service providers in everywomen’s prison in the country, as well as being provided withongoing advocacy support upon release. ”Organisation working with OffendersPage 92
Key targets / indicators of success:➤ Sex discrimination, including discrimination on thegrounds of pregnancy, and sexual harassment is nottolerated within criminal justice agencies and robustreporting and monitoring mechanisms are in place.➤ Flexible and part-time working is common practiceand welcomed among all levels of the police force, theprobation service, the CPS, the legal profession, thejudiciary and the prison service.➤ There is a decrease in the pay gap between men andwomen within criminal justice agencies and publicauthorities.➤ Workplace policies, such as uniforms, which take intoaccount the needs of women.International good practice - International Law Firm, Debevoise & Plimpton LLPThis law firm was ranked no.1 in the 50 Best Law Firmsfor Women Survey 2008 by Working Mother Magazinedue to its commitment to catering for working mothers’needs. The creation of a Women’s Resource grouphas ensured that professional/life issues are discussedand dealt with within the firm. The firm’s policies forworking mothers include not side-lining employees whoreduce work hours because of personal commitments,evidenced by the promotion of a worker whilst onmaternity leave to an equity partner position, and alsocompensating those who work over their salariedhours with accrued holidays and bonuses. Further, toaid those employees who wish to remain working, butfrom home, a technology reimbursement has also beencreated.“We would also like to see women who have children incare because of their prison sentences made a priority on thehousing waiting list and also be eligible for applying for houseswith the appropriate number of bedrooms. ”Together Women ProgrammePage 93
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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
Page 41 and 42: Moving TowardsCommunity ProvisionTh
Page 43 and 44: which can be developed in conjuncti
Page 45 and 46: Chapter Four:Women Need Justice - W
Page 47 and 48: that VAW is a relevant issue for ev
Page 49 and 50: Women also need to have clear infor
Page 51 and 52: Victims reported telling their stor
Page 53 and 54: 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: ➤ Women working inthe criminal ju
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 and 106: in circumstances where the Prosecut
Page 107 and 108: • Allocation to a particular cour
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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