1.

Operation of Victim Information and Advice Office

1.1 Pilot of VIA 'Opt-in' service

Has been reviewed in 2003, 2004 and on an ongoing basis at monthly VIA national team meetings

Interim report submitted to VIA Reference Group

The formal review in 2003 went to the Equality Advisory Group.

Pilot proposal submitted to EAG for impact assessment in August 2006. Interim report to be submitted to EAG in February 06

The Equality Advisory Group was content with the review and did not advise on any changes.

Comments on vulnerable categories and accessible information issues incorporated into pilot

Quality Assurance process in place to monitor impact of organisational changes on VIA services

Reference Group to consider full report by April 2007

2. Recruitment policy and practice and outreach work

Guidance for Board Members/Areas has been reviewed. It will be published in 2005.

As this was guidance concerning our policy & procedures it was only circulated for comment within HR to check it reflected the current processes.

Believe the EAG were made aware of the update but no direct input.

Was not fully diversity proofed. As part of the ongoing review of our policies & procedures it is likely that there will be a full review of the recruitment policy later this year. When we review policies we will use the Diversity Proofing Tool.

Selection and recruitment schemes monitored by HR staff and subject to review by the civil service Commissioners.

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2.1 Interview Boards: Guides for chairs, members and interviewees

Guides revised to take greater account of new legislation and equality duties.

Drafts submitted to EAG for impact assessment

Wide-ranging comments on all diversity strands being considered for revised draft

Revised draft will be re-submitted to EAG for further assessment.

3. Best Value Review - Reviews/audits of practices of individual Crown Office units

Ongoing. To be finalised by end of 2006.

Impact Monitoring will be considered during the review.

4. Procurement issues (in liaison with wider Executive)

Equalities integral part of procurement policy at SE, UK and EU levels. Procurement policies and procedures already designed to ensure fair, open, transparent competition without any form of discrimination.

Legal requirement to treat all equally in procurement process. Built into procurement processes including Terms & Conditions of contract and published documents on website.

Reminded Scottish public sector and own staff of obligations June 2004 and signposted to CRE publications on race relations and equality issues.

Review October 2007

Suppliers who fail to meet obligations can be excluded from further business.

5. Staff Monitoring - Review of approach to monitoring of ethnicity of staff in terms of subordinate legislation

The information will be published annually on the intranet and on the internet.

It complies with all the requirements of the Race Relations (Amendment) Act 2000.

EAG content.

HR will monitor on annual basis.

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6. COPFS Diversity Strategy

a) Diversity Action Plan published in March 2004

b) COPFS Diversity Structure published on websites in 2005

c) Diversity awareness programme developed and rolled out to all staff 2003-2005

d) Diversity Proofing Tool (DPT - impact assessment) developed and published in 2005

In consultation with EAG

Revised DPT submitted to EAG in December 2006

The Race Strategy Group, chaired by the Solicitor General, revised its remit and name to include all Diversity - Diversity Strategy Group

Similar changes to name and remit of Area Race Teams now Area Diversity Teams

Diversity Proofing Tool assesses impact of polices /practice on all strands of diversity

Diversity Strategy to be reviewed following publication of Disability and Gender Equality Action Plans in December 2006.

DPT reviewed and updated in December

Use of DPT is evidenced in the Diversity Proofing Progress Chart

7. Confiscation and mutual legal assistance (including review of Chapter 14)

Ongoing. To be completed by end of 2006.

Impact Monitoring will be considered during the review.

8. COPFS Staff Training

Revised induction training programme

Diversity Proofing Tool used

Diversity team involved in revision process

Diversity issues highlighted within programme

Evaluation of participants

Review July 2007

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9. Staff Welfare and Discipline

Policy under review by HR

Will go to EAG for assessment

. Employee Domestic Abuse Policy for COPFS

Draft policy and staff guidance

Draft submitted to EAG for assessment

Draft to be revised by HR policy team

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. Childcare Voucher Salary Sacrifice Scheme

Policy and staff guidance issued in staff handbook chapter 5 July 2006

Submitted to EAG for impact assessment

EAG satisfied with draft - no changes

Scheme will be kept under review by HR Division

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12. Disabled Staff: Access To Work

New scheme in force from 1st October. Draft policy and operational guidance for staff.

Involvement of Staff Disability Focus Group and submitted to EAG in November 2006.

Wide-ranging comments - including how to use policy to better promote positive attitudes to disabled people. Policy and guidance being reviewed.

Lead responsibility: HR