HC Deb 13 June 2003 vol 406 cc128-9W
Mr. Bercow

To ask the Solicitor-General what steps her department is taking to address the issue of age discrimination. [109452]

The Solicitor-General

[holding answer 28 Apri12003]The Crown Prosecution Service (CPS) is currently in the process of reviewing its policy on age. The CPS Board considered and approved a paper in February 2003 that the retirement age to be extended from 60 to 65. All those in grades ranging from administrative assistants to grade six lawyers are now able to continue working up until the age of 65 should they wish. For those in higher grades, if the Cabinet Office approves the changes, the retirement age for Senior Civil Service grades will also follow suit and increase from 60 to 65 within the CPS.

The CPS also plans to draw up a new generic equality scheme, which will encompass all aspects of race, sex, disability and age discrimination. It is hoped that this will be finalised in 2004 and take on board good practice measures in advance of the passage of legislation on age in 2006.

The CPS ran an awareness campaign in 2001 and 2002 called "Dignity at Work". The document that accompanied the campaign established standards of behaviour for all staff and included reference to age discrimination with regards to how people are treated at work.

In November 2002 the Serious Fraud Office"s (SFO) Management Board agreed changes to the SFO"s retirement policy for staff below the Senior Civil Service (SCS) which, in most cases, previously required individuals to retire at age 60. With effect from 1 January 2003, SFO employees below the SCS now have the option to continue working for any period up until the day prior to their 65th birthday.

Staff now have more flexibility when determining their retirement plans and the Department will benefit by retaining for longer the knowledge and experience of its staff.

The Treasury Solicitor"s Department"s (which for these purposes includes the Legal Secretariat to the Law Officers) published policy on Race, Equality and Diversity commits it to ensuring equal opportunities irrespective of age. This policy covers recruitment and all other aspects of Agency life, including advancement and training. The policy also commits the Agency to ensuring that staff are provided with an inclusive working environment, free from discrimination and harassment based on age, and to having in place procedures for handling complaints. The Agency"s performance is monitored by a Diversity Group.

HM Crown Prosecution Service Inspectorate"s Equal Opportunities Policy Statement includes references to the organisation"s commitment to ensure that all eligible job applicants and staff shall have equal opportunity for employment and advancement on the basis of their suitability for the work, whatever their age.

HMCPSI have also included in the Specific Duty—Employment section of our Race Equality Scheme (published May 2002) a commitment, among others, to: Monitor Inspectorate staff by age; Monitor recruitment exercises by age; Commence recording the provision of training to all staff by age; and Record the percentage of staff through age applying successfully for promotions and postings.

Finally, two members of staff have requested and been granted, permission to extend their employment beyond their 60th birthday. No application has been refused.