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An Equality Scheme for The Northern Ireland Office 
Contents
Foreword by the Secretary of State for Northern Ireland.
Foreword by the Permanent Under Secretary of State.
PART ONE:
Structure, policies, functions, powers and duties.
Pages: 6-19
PART TWO:
Arrangements for assessing compliance with
section 75 duties.
Pages: 20-21
PART THREE:
Assessing the impact of policies on the promotion of 
equality of opportunity. 
Pages:  22-24
PART FOUR:
Consultation.
Pages: 25 -27
PART FIVE:
Monitoring.
Pages: 28-29
PART SIX:
Publication of assessments and monitoring.
Page: 30
PART SEVEN:
Training.
Pages: 31-33
PART EIGHT:
Public access to information and services.
Pages: 34-35
PART NINE:
Publication of the Scheme.
Page: 36
PART TEN:
Complaints.
Page: 37
PART ELEVEN: 
Timetable.
Pages: 38-40
ANNEX A1:
Northern Ireland Office Ð Structure.
Page: 41
ANNEX A2:
NIO Ð Structure: Equality Scheme Machinery.
Page: 42
ANNEX B:
Main groups relevant to the section 75 categories 
for NI purposes:
Page: 43
ANNEX C:
Bodies to be consulted.
Pages: 44-46
ANNEX D:
Explanation of NIO grades.
Page: 47
ANNEX E:
Equality Scheme training programme for the NIO.
Page: 48
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An Equality Scheme for The Northern Ireland Office 
Foreword by the Secretary of State for Northern Ireland
This Government is determined to build a society
where the active promotion of equality of
opportunity and good relations, complemented
where necessary by lawful affirmative action, are
seen as an integral part of public life.  The
promotion of equality was at the very heart of the
Good Friday Agreement, which laid the
foundations for a new dispensation based on
respect for rights and the principle of equality.
Rt Hon Dr John Reid MP
I am committed to ensuring the full
implementation of the Agreement, and I am delighted to endorse this
Scheme which is a tangible step in that important process covering the
Northern Ireland Office, for which I am responsible.
RT HON DR JOHN REID MP
SECRETARY OF STATE FOR NORTHERN IRELAND
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An Equality Scheme for The Northern Ireland Office 
Foreword by the Permanent Under Secretary of State
Section 75 of the Northern Ireland Act 1998 requires public authorities
to have due regard to the need to promote equality of opportunity and
regard to the desirability of promoting good relations.  These duties are
designed, in particular, to ensure that equality issues are integral to the
whole range of public policy decision making.  Public authorities, such
as the Northern Ireland Office, are required to submit Equality
Schemes to the Equality Commission for Northern Ireland and to carry
out Impact Assessments of their policies in certain circumstances.
The Northern Ireland Office is fully committed to the fulfilment of the
section 75 obligations on the promotion of equality of opportunity and
good relations.  This Equality Scheme sets out how the Department
proposes to fulfil those duties and obligations with regard to all of its
policies, functions and duties.
As Permanent Under Secretary of State I shall ensure that all officials
of the Department, and its Executive Agencies, will be familiar with this
Scheme and how it will be implemented.  I shall give leadership within
the Department to achieve this, particularly with regard to the
development of all new policies, powers and initiatives, and through
the proposed review of all existing policies, functions and duties.
I shall ensure that provision is made for the necessary resources in
terms of people, time and money to ensure compliance with the
statutory duties and that the Equality Scheme can be implemented
effectively and on time.
The Department and its Agencies will develop and deliver a planned
programme of communication and training on this Scheme.
I shall also ensure that there are effective internal arrangements in
place to make sure that the duties are effectively complied with and for
monitoring and reviewing progress.
I, together with my fellow officials, welcome the fact that the principles
of openness and accountability have been made an integral part of the
DepartmentÕs section 75 obligations. Consultation with representatives
of and spokesmen/women for all those affected by our policies,
functions and duties are central to the successful operation of the
Scheme, and we welcome this contribution to the decision making
process.
SIR JOSEPH PILLING
PERMANENT UNDER SECRETARY OF STATE
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An Equality Scheme for The Northern Ireland Office 
PART ONE
1.
Structure, Policies, Functions, Powers and Duties.
1.1. 
The Northern Ireland Office exists to support the Secretary of
State for Northern Ireland in taking forward Government policy
in Northern Ireland.  In addition to supporting and fostering the
political and democratic process in Northern Ireland, the
Department has an overall policy responsibility for upholding
law, order and security including the provision of criminal justice
services such as policing, prison and probation services.  The
Northern Ireland Court Service remains the responsibility of the
Lord ChancellorÕs Department.  The departments of the Director
of Public Prosecutions and the Crown SolicitorÕs Office are
subject to separate Designation Orders as public authorities
distinct from the Northern Ireland Office although the staff of
both departments are staff of the Northern Ireland Office, and
therefore, are subject to the internal policies of the NIO such as
promotion, pay and equal opportunities.
1.2. 
Section 75 of the Northern Ireland Act 1998 requires the
Department in carrying out all of its functions, powers and duties
relating to Northern Ireland, to have due regard to the need to
promote equality of opportunity:
between persons of different religious belief, political opinion,
racial group, age, marital status or sexual orientation;
between men and women generally;
between persons with a disability and persons without; and
between persons with dependants and persons without.
1.3. 
In addition, without prejudice to its obligation above, the
Department shall, in carrying out all of its functions, powers and
duties relating to Northern Ireland, have regard to the
desirability of promoting good relations between persons of
different religious belief, political opinion or racial group.
1.4. 
Schedule 9 to the Act requires the Department to set out in an
Equality Scheme how it proposes to fulfil the duties imposed by
section 75.  This document is intended to fulfil that statutory
requirement.  Furthermore, the Department confirms its
commitment to liaise with the Equality Commission so as to
ensure that progress on implementing the Equality Scheme is
maintained.
1.5. 
The statutory basis for the DepartmentÕs activities lies in the
Northern Ireland Act 1998, within Schedules 2 and 3 to that Act.
The Northern Ireland Office consists of a core department made
up of five separate but integrated functional Directorates and
three Executive Agencies.   Diagrams showing the outline
organisation of the Northern Ireland Office are attached at
Annexes  A1 and A2.
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An Equality Scheme for The Northern Ireland Office 
1.6. 
The Political DirectorateÕs aim is to support Ministers in
working to secure a lasting peace based on the Good Friday
Agreement, with full respect for the rights and identities of the
two main traditions in Northern Ireland.  In doing so, the
Directorate provides advice to Ministers on the operation of the
devolution legislation and the new institutions generally, and on
certain reserved matters including elections and human rights.
The Directorate also provides funding for the Human Rights
Commission and the Chief Electoral Officer.
1.7. 
The Policing and Security DirectorateÕs aim is to uphold the
rule of law, combat crime, and build and maintain confidence in
arrangements for policing, by developing and implementing
appropriate policing and security policies and arrangements.
The Directorate undertakes its work in liaison with the police,
armed forces and the security services.  It is responsible for
maintaining an effective security policy, a sufficient counter-
terrorist capability and an appropriate legislative and
administrative framework that takes account of both the need to
secure justice and the rights of individuals.  It is responsible for
firearms and explosives and for the protection of key individuals
at their homes.
1.8. 
The Directorate works closely with the Northern Ireland Policing
Board and with the Police Service of Northern Ireland to ensure
an effective and efficient police service for Northern Ireland.  It
also has responsibility for such matters as the police
establishment, the funding of both organisations and taking
forward action arising from the report of the Independent
Commission on Policing in Northern Ireland.
1.9. 
The Criminal Justice DirectorateÕs aim is to secure an
efficient, effective and responsive criminal justice system.  By
working in partnership with other concerned agencies, it seeks
to reduce criminality and the fear of crime; to promote
confidence in the criminal justice system; and to develop a
relevant body of criminal law.  The Directorate has oversight
responsibility for the Compensation Agency and the Forensic
Science Agency.  The Directorate is also responsible for the
funding of the Independent Commission on Police Complaints,
the Police Ombudsman, the Independent Assessor of Military
Complaints Procedures, the Independent Commissioner for the
Holding Centres, the Terrorism Act Reviewer, and the Parades
Commission; and shares with the Irish Government
responsibility for funding the Independent International
Commission on Decommissioning.
1.10.  Probation Board of Northern Ireland to which it provides
strategic direction and funding.  It also liases with the
Department of the Director of Public Prosecutions for Northern
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An Equality Scheme for The Northern Ireland Office 
Ireland, the Northern Ireland Court Service, the Police Service
for Northern Ireland, the Northern Ireland Prison Service, other
Government Departments and with a number of voluntary
organisations delivering support services to victims and
offenders to which it provides funding.
1.11.  The Central Services Directorate is tasked with supporting the
rest of the Department in achieving its goals.  It provides the
Department with financial management, budgeting and
accounting; personnel management; IT support; and facilities
management.
1.12.  The Northern Ireland Information ServiceÕs aim is to present
and explain Government policy and activity in Northern Ireland
by communicating the objectives of the Department in a
positive, timely, impartial and professional manner.
1.13.  The Northern Ireland Office also encompasses the following
Executive Agencies:
The Northern Ireland Prison Service which, through its staff,
serves the community by keeping in safe and humane
custody those committed by the courts and, by working with
them and with other parts of the Criminal Justice System,
seeks to reduce the risk of re-offending and help them to lead
useful lives. 
The Compensation Agency that administers the three
statutory compensation schemes on behalf of the Secretary of
State: the criminal injuries compensation scheme; the criminal
damage compensation scheme; and the emergency
provisions compensation scheme.
The Forensic Science Agency of Northern Ireland which
provides scientific advice and expertise to enhance the
delivery of justice through scientific support for the police in
the investigation of crime; scientific advice for the legal
profession and objective expert testimony to the courts;
training in the application of forensic science; and analytical
support for pathologists.
1.14. Within each of these functions the Department has identified the
following activities which are all of those currently in operation 
POLITICAL DIRECTORATE
For ease of comprehension to the lay person, the functions of the
Directorate have been divided into three broad categories: policy;
technical & administrative; and co-ordinating & information.
Policy Functions
Constitutional oversight & political development Ð Ensuring
that appropriate legislative and administrative structures are in
place to support the existence of the devolved institutions in
Northern Ireland.
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An Equality Scheme for The Northern Ireland Office 
Elections Ð Maintaining and developing the legal framework
necessary to hold elections in Northern Ireland for the European
Parliament, Westminster Parliament, NI Assembly and Local
Government.
Human Rights Ð Developing and promoting systems to protect
human rights within Northern Ireland.
Security Ð Providing advice on miscellaneous security issues.
Broadcasting Issues - Providing advice on broadcasting policy
issues that affect the British-Irish relationship.
Victims policy Ð Developing policy initiatives to support victims
of the Troubles, including in response to the Bloomfield Report,
ÒWe Will Remember ThemÓ.
Technical & Administrative Functions
Extraditions Ð Advising Ministers on requests for extradition to
Northern Ireland.
Mutual legal assistance Ð Overseeing the handling of requests
to and from other countries under the Criminal Justice
(International Co-operation) Act 1990.
Statutory Equality Duty Ð Advising the Secretary of State on
his equality responsibilities under s.75 of the Northern Ireland
Act 1998 in relation to future designations and assessing
equality schemes that are referred to him by the Equality
Commission.
NDPB Sponsorship - Supporting the frameworks governing
HMGÕs relations with the Northern Ireland Human Rights
Commission, the Equality Commission for Northern Ireland, the
Chief Electoral Officer for Northern Ireland, the Boundary
Commission and the Electoral Commission.
Public Appointments Ð Making arrangements for appointments
to the Northern Ireland Human Rights Commission, the Equality
Commission for Northern Ireland, the Chief Electoral Officer for
Northern Ireland, the Boundary Commission; and contributing to
the appointment process for the Northern Ireland members of
other UK-wide bodies (eg the Independent Television
Commission).
Bloody Sunday Inquiry sponsorship - Managing HMGÕs
relationship with the Inquiry into the events of 30 January 1972
in Londonderry.
Parliamentary legislation - Promoting appropriate handling
and efficient progress of legislation relating to Northern Ireland. 
Northern Ireland Memorial Fund - Providing administrative
support to the NI Memorial Fund.
British-Irish Intergovernmental Conference Ð Providing
administrative support to the Conference.
Ministerial support Ð Providing administrative support to
Ministers.
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An Equality Scheme for The Northern Ireland Office 
Information & Co-Ordination Functions
Whitehall-NI co-ordination Ð Ensuring NI interests are brought
to the attention of, and appropriately reflected in, Whitehall
forums (including Cabinet Committees) and vice versa.
Information dissemination Ð Providing up-to-date briefing and
information to posts abroad and London-based diplomats on
HMGÕs policies in Northern Ireland and to promote HMGÕs
views and interests in relation to the British-Irish relationship.
Political/community liaison - Providing a channel of
communication between HMG and local political, community
and church leaders and other opinion formers.
Victims liaison Ð Promoting a channel of communication
between HMG and victims groups and those with an interest in
victims issues; and raising awareness of victims issues.
British-Irish communication - Representing to the Irish
Government UK interests in relation to NI and reporting Irish
concerns to HMG.
British-Irish co-operation - To enhance mutual understanding
and promote bilateral co-operation at all levels on all matters of
mutual interest.
POLICING AND SECURITY DIRECTORATE 
Policy Division
Key PersonsÕ Protection Scheme;
Policy on explosives and firearms;
Police Service Regulations (including Police Service 
Pensions Regulations); 
Police powers and procedures;
Police health and safety;
Police Service medical appeals;
Police Service honours/gallantry awards;
Police Service visits abroad;
Police planning and resources;
Policy on Police Service severance arrangements;
Patten Team
reduce the size of the regular police service through voluntary
early retirement to around 7,500 over a three year period
beginning in the second half of 2000-01, provided the security
situation does not deteriorate significantly;
phase out the Full Time Reserve, subject to the security
situation;
enlarge the Part Time Reserve;
put in place measures permitting an equal number of
Catholics and those who are not Catholics to be recruited
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An Equality Scheme for The Northern Ireland Office 
from a pool of candidates for the regular police service (50:50
recruitment reflects the demographic breakdown of people in
NI now in their twenties and is the key to redressing the
compositional imbalance on the basis of religious
background);
create opportunities for part time working and job-sharing; and
develop child care facilities, child care vouchers or flexible
shift arrangements where possible;
require all officers to register their interests and associations;
and 
set up a substantial fund to help injured police officers, injured
retired officers and their families as well as widows.
Security Policy and Operations Division
in conjunction with the police, armed forces and security
services, advise Ministers on the formulation of security policy,
including decommissioning and normalisation;
in conjunction with the police, armed forces and security
services, implement security policy (including Terrorism
legislation; National Security Certificates and private security
licences); and
advise Ministers on the formulation and implementation of
Parades policy. 
CRIMINAL JUSTICE DIRECTORATE
develop policy in respect of probation in NI, setting standards,
providing the resources necessary to deliver probation
services and monitoring the delivery of services;
make arrangements for the appointment of a new Probation
Board within the guidelines of the Office of the Commissioner
on Public Appointments;
support the frameworks governing ministerial relationships
and responsibility for agreeing targets and monitoring the
performance of the Compensation Agency and FSANI;
draw up policies to compensate the victims of crime from
public funds in response to the Bloomfield Report;
arrange for the delivery of support services to victims of crime;
work to improve the responses of the agencies in the Criminal
Justice System to victims of crime;
provide support to voluntary organisations delivering services
to offenders, ex-offenders, those at risk of offending and their
families;
develop a strategy to improve community safety in NI and
provide advice and guidance at a local level;
encourage a co-ordinated response to drug misuse across the
Criminal Justice System;
develop a strategy to tackle violence against women;
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An Equality Scheme for The Northern Ireland Office 
monitor the payment of grants to victims and ex-prisoner
groups from the EU Peace and Reconciliation Programme;
provide resources for the Criminal Justice Training Strategy;
develop policy on the treatment of juveniles in the Criminal 
Justice System;
make arrangements for the supervision of children in the
community as part of a Juvenile Justice Centre Order;
work with others to arrange for the delivery of services in the
community to young people at risk of offending and their
families;
develop a relevant body of criminal law and keep under
review the current framework of criminal law and procedures,
which will in turn:
contribute to the delivery of a fair and efficient system of
justice;
maintain a proper appellate system with procedures in place
to ensure that an accused person has a fair and independent
trial;
ensure that proper regard is paid to offenders who suffer from
a mental illness.
consider the compatibility of NI legislation with the ECHR and
relevant domestic legislation;
participate in relevant Home Office and other working groups;
support and implement legislative change;
develop and support policy initiatives;
support and facilitate administrative development within the
Criminal Justice system;
review the Criminal Justice System in NI;
deliver a fair and efficient system of justice;
co-ordinate the implementation of policies on vulnerable and
intimidated witnesses and sex offenders;
provide the NIO with statistical and research advice in support
of policy and operations through:
collation and analysis of statistical information;
undertaking statistical and research projects;
commissioning and managing research projects;
providing advice to the Department and the Criminal Justice
System on relevant matters; and
disseminating statistical and research information.
CENTRAL SERVICES DIRECTORATE
Personnel Services Divisions
The role of Personnel Services Division is to help meet the business
needs of each of the Directorates within the NIO, its Agencies and
Legal Offices by providing a comprehensive staffing and support
service.  
The functions of the Division are:
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An Equality Scheme for The Northern Ireland Office 
Recruitment Ð the management and delivery of internal
competitions to recruit (a) NI Civil Servants using the Recruitment
Service and (b) Home Civil Servants using Capita RAS, in
accordance with Northern Ireland and Home Civil Service
CommissionersÕ guidelines;
Promotion and Selection Ð the management and delivery of
competitions to promote staff through merit selection in accordance
with procedures agreed centrally by the Department of Finance and
Personnel and representative Trade Unions in respect of civil
servants employed in the Northern Ireland Civil Service, and by the
NIO and representative Trade Unions in respect of civil servants
employed in the Home Civil Service;
Postings, Placements and Transfers Ð the allocation of staff to
appropriate posts taking account of their skills, experience and
development needs.  This includes the placement of staff returning
from career breaks or maternity leave, those who wish to work
reduced hours, and staff who need to transfer to another post for
welfare reasons or wish to move to a more convenient geographical
location;
Management of Performance - the monitoring and management of
staff performance through the NIO appraisal system and taking
appropriate action on cases of poor performance in accordance with
terms and conditions of service agreed centrally by the Department
of Finance and Personnel and representative Trade Unions in
respect of civil servants employed in the Northern Ireland Civil
Service, and by the Cabinet Office/NIO and representative Trade
Unions in respect of civil servants employed in the Home Civil
Service;
Management of Conduct - the management of disciplinary
procedures in accordance with terms and conditions of service
agreed centrally by the Department of Finance and Personnel and
representative Trade Unions in respect of civil servants employed in
the Northern Ireland Civil Service, and by the Cabinet Office/NIO and
representative Trade Unions in respect of civil servants employed in
the Home Civil Service;
Management of Absenteeism Ð the collection and monitoring of
data on staff attendance levels and taking appropriate action to
improve attendance and efficiency in the Department.  This includes
the application of inefficiency procedures agreed centrally by the
Department of Finance and Personnel and representative Trade
Unions in respect of civil servants employed in the Northern Ireland
Civil Service, and by the Cabinet Office/NIO and representative
Trade Unions in respect of civil servants employed in the Home Civil
Service, and support from the Staff Welfare Service and the
Occupational Health Service;
Grievance Procedures - the resolution of staff complaints regarding
personal treatment, discrimination and harassment in accordance
with legislative requirements and internal procedures agreed with
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An Equality Scheme for The Northern Ireland Office 
Departmental Trade Union representatives;
Staff Health and Welfare Ð the provision of a confidential
information, advice and counselling service to staff throughout the
Department, and the management of a health awareness
programme aimed at improving health and fitness;
Equal Opportunities Policy and Procedures - 
the monitoring of policies and procedures to ensure that they
comply with Northern Ireland equality legislation in respect of
civil servants working in Northern Ireland and GB equality
legislation in respect of civil servants working in London;
the development and implementation of positive action
measures in accordance with NI and GB Equality Legislation
to address imbalances in staffing better to reflect the society
the NIO serves;
the provision of support for staff with disabilities in accordance
with disability legislation requirements;
Pay and Allowances - the payment of salaries and defined pay-
related allowances and the in-house administration of pension
schemes;
Non-Pay Employee Conditions - the application of procedures
agreed centrally by the Department of Finance and Personnel and
representative Trade Unions in respect of civil servants employed in
the Northern Ireland Civil Service, and by the Cabinet Office/NIO and
representative Trade Unions in respect of civil servants employed in
the Home Civil Service.  Such procedures include career breaks,
flexible working patterns, maternity leave, parental leave, special
leave etc and arrangements for interchange;
Industrial Relations - the management of industrial relations
through formal meetings and consultation with departmental trade
union representatives on a range of personnel issues, including pay
negotiations;
Development, Training and Further Education -
provision for the training and development of all staff to their
full potential in line with the DepartmentÕs business needs.
This will include training and development for both specific
job-related skills and competences, as well as for career and
personal development;
the review and evaluation of training and development policies
in accordance with business needs;
overseeing the DepartmentÕs Further Education scheme in
line with the DepartmentÕsÕ business needs;
Security vetting Ð in accordance with Government policy set out in
the Prime MinisterÕs statement of 15 December 1994, the security
vetting of staff and contractors on a level necessary to safeguard
national security and parliamentary democracy;
Civil Service Reform - mobilising and co-ordinating action in
support of the Civil Service reform programme launched by Sir
Richard Wilson, Head of the Home Civil Service in 1999 as part of
the modernising government initiative launched by the Prime Minister
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in a White Paper in March 1999; and
Policy - the development of people management policies in
partnership with line and Directorate managers, in partnership with
the Senior Management Group and the Departmental Board.
State PathologistÕs Department
conduct of autopsies on the direction of coroners;
attendance at the scenes of suspicious death on request by the
police, and the provision of advice;
provision to the coroners and the courts of expert objective evidence
on cause of death;
the teaching of forensic pathology; and
conduct of research on forensic pathology.
Financial Services Division
acquire the necessary financial resources to permit the Department
to carry out its statutory functions;
allocate the available financial resources in a way which best reflects
the DepartmentÕs agreed priorities;
monitor the spending of the DepartmentÕs finances to ensure
compliance with the requirements of Government Accounting,
including the granting of appropriate approvals arising from the
application of delegated authorities; and 
process all duly authorised payments and account for the
DepartmentÕs spending to Parliament.
Central Services Division
IT Services
provides development, support, training, advice and guidance on the
computing needs of the department taking into account business
need and value for money; 
develops and supports a departmental communications network to
allow data to be electronically transferred from one area to another;
develops and supports a computer infrastructure (OASIS) providing
word processing, spreadsheet, electronic mail and document storage
facilities to the majority of staff in the department;
develops and supports functional systems using OASIS, other local
computer networks or stand-alone computers;
procures computers and associated equipment primarily through
established government contracts;
provides advice and, if necessary, practical assistance to external
computer suppliers (who must be equal opportunity companies) who
have won contracts to supply computer systems to the department;
and
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An Equality Scheme for The Northern Ireland Office 
investigates new technologies and where appropriate applies them in
the department, e.g. Internet and Intranet.
Office Services
provision of office accommodation for the NIO in Northern Ireland
and England;
provision of a travel booking service for NIO staff travelling on official
business;
provision of services and facilities within Northern Ireland for guests
of the Secretary of State and other official visitors to the NIO;
provision of hospitality for guests of the Secretary of State and other
official visitors; and
provision of internal office services, such as stationery and office
furniture.
Central Management
reviews of agencies and NDPBs;
oversight of the application of public appointments procedures;
servicing the administration of the Departmental Equality Scheme; 
preparation of the annual Departmental Report to Parliament,and
honours and awards
Official and Public Records
decide which official records in the NIOÕs custody which are 30 years
old or older should be made available to the public via the Public
Record Offices; and
decide whether specific records which are not yet 30 years old can
be made available to those who make an "Open Government"
request to see the records.
INFORMATION SERVICES DIRECTORATE
provide the Secretary of State, Ministers, advisers and officials
with a comprehensive publicity service covering all aspects of
activity and achievement; and
present the GovernmentÕs view on proposals and
developments affecting the Province, and take every
opportunity to promote the image of NI through the media at
home and abroad.
NORTHERN IRELAND PRISON SERVICE
provide constructive activity for prisoners;
provide opportunities for recreation and/or association for
prisoners;
provide sentence planning and similar support to help
reduce/prevent re-offending;
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An Equality Scheme for The Northern Ireland Office 
provide Temporary Release Schemes for prisoners;
arrange prison visits;
allocate sentenced prisoners;
healthcare of prisoners;
legislation and rules;
promote family links;
prepare prisoners for release;
arrange release of prisoners;
provide for spiritual wellbeing of prisoners;
procure supplies and services;
manage the Prison Service estate;
financial management;
information systems and information technology;
recruitment of governor grades and prison officers;
promotion and selection of governor grades and prison
officers;
postings, placements and transfers;
management of performance and conduct;
leave schemes;
staff health and welfare;
equal opportunities policy and procedures;
pay and allowances (including superannuation);
non-pay employee conditions;
industrial relations;
honours and award schemes; and
development and training.
COMPENSATION AGENCY
under each of the three statutory compensation schemes
administered by the Agency treat all claims received on their
individual merits and in accordance with statute and case law
advise each claimant of their right of appeal to the County
Court against the AgencyÕs decision;
process each claim efficiently;
locate the Compensation AgencyÕs office in central Belfast
adjacent to, or in easy reach of, all major public transport
services and with numerous public car parking facilities to
allow convenient access to all people irrespective of
background or community;
adapt office for easy access for the disabled;
distribute information guide leaflets covering the main
compensation schemes widely throughout NI;
provide a Customer Information Officer, with a dedicated
telephone line, available at any time throughout the working
day;
provide a Major Incident Team on site in the event of
immediate need, such as in the aftermath of town car bombs;
and
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employ a number of loss adjusting companies on three-year
contracts by appointment through open tender, publicly advertised.
FORENSIC SCIENCE AGENCY
provide scientific support for police in the investigation of crime;
provide scientific advice for the legal profession and objective expert
testimony to the Courts;
provide training in the effective and efficient application of forensic
science;
provide analytical support for pathologists;
recover the full economic costs of the Agency from its customers; 
use the AgencyÕs resources with the maximum efficiency;
industrial relations;
staff development and training;
staff health and safety; and
equal opportunities policies and procedures.
Implimentation of Section 75 Obligations
1.15   The Department is committed to the fulfilment of its section 75
obligations in all parts of its structure.  However, responsibility
for driving forward implementation within the Department will be
located in the Central Services Division under the personal
responsibility of Ms Christine Collins, a member of the Senior
Civil Service (SCS), working through the Central Management
Unit (see organisation diagram at Annex A2).  This Unit will be a
central point of contact for the Equality Commission and for
complainants.  Ms Collins or a member of her staff will also
represent the Department in meetings with the devolved
Northern Ireland departments to co-ordinate the implementation
of section 75 obligations.  Ms CollinsÕ contact details are as
follows:
Ms Christine Collins
Central Services Division, Northern Ireland Office,
Stormont House Annexe, Stormont,  
Belfast BT4 3SH,    Tel: 028 905 23533
e-mail: [email address]
1.16  Ms Collins will also service a section 75 Steering Committee
within the Department chaired by the Director of Resources, Mrs
Doreen Brown, a member of the Departmental Management
Board, which is chaired by the Permanent Under Secretary of
State.  Mrs Brown is responsible for the effective discharge of
the NIOÕs section 75 obligations to the Secretary of State
through the Permanent Under Secretary of State.  The
membership of the section 75 Steering Committee will comprise
representatives of all the Divisions in the core Department and
its Agencies known as Equality "Drivers" (Annex A2) and will
meet at least quarterly with an external assessor to monitor and
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review the implementation of the section 75 obligations.  Access
to Divisional and Agency Equality "Drivers" is available either
through writing to the Central Management Unit or through
telephoning the Central Management Unit helpline on 028 90
527060.  
1.17
Objectives and targets relating to the statutory obligations will
be integrated into the DepartmentÕs strategic and operational
plans. All officials involved in working on policies, duties or
functions or in related activities bearing on equality of
opportunity and the promotion of good relations will include
implementation of the statutory obligations in their personal
performance plans.  The extent to which managers have
monitored and ensured the delivery of their staffÕs equality
obligations will be an element for inclusion in the annual review
of the Scheme.
1.18  The Department will ensure that implementation of the section
75 obligations is supported efficiently with the necessary
resources of people, time and money.  It has provided resources
for communicating to and training its staff on the requirements
of the statutory obligations and how they can efficiently be
implemented (see Section 7 of this Scheme).
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PART TWO
2.
Arrangements for assessing compliance with section 75
duties
2.1.
The Department will assess over a five year period the extent to
which each of its current and future policies has an impact on
the promotion of equality of opportunity and the promotion of
good relations within the terms of section 75 of the Act.  This will
be done first, through an inclusive and interactive process of
screening policies, in consultation with representatives of
affected groups, and second, through equality impact
assessments (see below Part Three) and the timetable at Part
Eleven will be followed. Where appropriate, an equality impact
assessment will include an annex on the promotion of good
relations.  The organisations indicated at Annex C in relation to
each policy area will be consulted on these equality impact
assessments.  The following organisations will also be consulted
specifically in relation to the annex of an assessment that deals
with the promotion of good relations:
Community Relations Council
Equality Commission
Equality Forum NI
NI political parties
2.2.
The Department has also arranged for a review which will be
undertaken in liaison with the Equality Commission and an
annual report to be presented by an external assessor on the
progress made and limitations experienced by it during the year
concerning compliance with the duty to promote equality of
opportunity and the promotion of good relations.  After
consideration by the Departmental Management Board and
approval by the Secretary of State, this report will be included in
the DepartmentÕs Annual Report and sent to the Equality
Commission to ensure that progress is maintained; the
Department will copy the review and report to those bodies
listed at Annex C and will publish it on the DepartmentÕs
website.  The Department will address complaints that it has not
fulfilled its statutory obligations and will seek to resolve such
complaints bilaterally.  It will aim to give a substantive response
to complaints within one month.
2.3.
The Department will liaise with the following non-departmental
public bodies (NDPBs) which are required to submit their own
equality schemes:
Probation Board for NI;
The Policing Board for NI; and
The Police Ombudsman.
2.4.
The Department will conduct a comprehensive review of this
scheme within five years of this submission to the Equality
Commission on 16 January 2001.  This review will include an
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assessment of how the Department has complied with its
section 75 obligations and how equality of opportunity and good
relations have been advanced in relation to the main functional
areas.  This assessment is likely to include an input from
external consultants.  The Department will consult with those
bodies listed at Annex C before submission of the review to the
Equality Commission.
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An Equality Scheme for The Northern Ireland Office 
PART THREE
3.  
Assessing the Impact of Policies on the Promotion of
Equality of Opportunity
3.1 
In identifying the policies to be subject to equality impact
assessments, the Department will consider all of its current
policies listed at paragraphs 1.6 to 1.14 and look forward to all
new policies which may be proposed for adoption during the
first term of the Scheme.
3.2 
The main groups within each of the nine section 75 categories
are identified at Annex B. The Department will consider the
impact of each current or new policy on equality of opportunity
in terms of the nine categories listed at section 75 of the Act.
For each policy the following criteria will be applied:
a. is there any evidence of higher or lower participation or
uptake by different groups?
b. Is there any evidence that different groups have different
needs, experiences, issues and priorities in relation to the
particular policy?
c. Is there an opportunity to promote equality of opportunity or
good relations better by altering the policy or working with
others in government or the community at large?
d. Have consultations with relevant groups, organisations or
individuals indicated that particular policies, functions or duties
create problems that are specific to them?
If the answer to any of these questions is positive or "DonÕt
Know", consideration will be given as to whether to subject the
policy to the equality impact assessment procedure.  Equality
Impact Assessments will be conducted in accordance with the
procedure set out in Annex 1 to the Equality CommissionÕs
guidelines on the form and content of Equality Schemes.
The Department has recognised that in many policy areas there
is a dearth of statistical data on which to base either its
screening judgements or its impact assessments.  A data
availability audit for each policy area has been completed.
Other means of forming objective judgements about equality
impacts will also be employed such as consultation with
representative groups, surveys, etc..  In some cases, at least in
the interim, these may be the only objective means of forming
judgements.  
The National Security Certificate System and Policies on Security
Vetting and Procurement
3.3 
The Department has noted that the Parliamentary Northern
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Ireland Affairs Committee has recommended that the use of the
national security certificate system (NSCS) be reviewed by the
Northern Ireland Office in the context of the preparation of its
Equality Scheme under the Northern Ireland Act.  This would
consider whether the operation of the NSCS has any
implications for equality of opportunity between the two main
designated religious communities.  Similar considerations apply
to the policies on Security Vetting and Procurement.  The
Northern Ireland Office has included these reviews within its
Equality Scheme programme of work for Year 1.
3.4 
Before submission of this Scheme to the Equality Commission,
the Department undertook an initial, internal, interim screening
of the full range of its current policies using the criteria set out in
paragraph 3.2.  The analysis and collation of the results of this
initial screening established which of the DepartmentÕs policies
has a significant impact on the promotion of equality of
opportunity and should be subject to a full equality impact
assessment.  This exercise also identified the section 75
categories where any particular policy is likely to have a
significant impact.  Full impact assessments of current policies
will concentrate in particular on the categories identified in this
exercise.
3.5
The consultation process led to the establishment of a timetable
for conducting equality impact assessments on the
DepartmentÕs current policies.   These have been prioritised on
the basis of:
relevance to social need
effect on peopleÕs daily lives
effect on economic, social and human rights
cultural or political impact on people.
There have been no policies proposed by those consulted as
appropriate for impact assessment that have not been included in this
Scheme.
3.6
An equality impact assessment will aim to identify whether,
within each section 75 category, the policy under consideration
creates differential impacts between groups or has the potential
to enhance equality of opportunity between groups, particularly
in terms of:
rights
resources
participation; and
values and norms (ie traditional roles, stereotypes, division of
labour, attitudes and behaviour).
3.7
Since the draft Scheme was first submitted to the Equality
Commission for approval on 16 January 2001, the range of new
policies listed in paragraph 3.8 of that draft Scheme has been
screened and the results of that screening made available for
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public consultation.  Three of those new policies, namely: the
Juvenile Justice Estate Review; the Community Safety Strategy;
and the Strategy to address violence against women were
identified as requiring equality impact assessments of which
one, the Juvenile Justice Estate Review has been completed in
Year 1 and the other two have been included in the timetable at
Part 11 for assessment in Year 2.
3.8
When the Department puts forward a proposal for legislation in
Parliament, a summary assessment of implications for the
statutory obligations will be included with the proposal in any
White Paper or other consultation document.
3.9
In making any decision with respect to a policy adopted or
proposed to be adopted by it, the Department will take into
account any relevant equality impact assessment and
consultation carried out in relation to the policy.
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An Equality Scheme for The Northern Ireland Office 
PART FOUR
4
Consultation
4.1 
Consultation on equality issues with groups and individuals will
begin as early as possible.  The Department will consult with the
Equality Commission, the Community Relations Council, other
public authorities and voluntary, community and trade union
groups and organisations representing the various categories
included in section 75 listed at Annex C on all issues relevant
to the fulfilment of the section 75 obligations i.e. with regard to
matters relating to the duties, the Equality Scheme, screening
and impact assessments. It will take account of proposals from
those bodies relating to its compliance with the section 75
obligations.
4.2 
In order to assist the consultation process, the Department will
release for public consultation, subject to the government
security rules on the release of classified information, any
quantitative and qualitative data relating to equality issues as
they affect the section 75 categories, including related
consultantsÕ reports used to make or inform a decision made by
the NIO.  
4.3 
The Department will consult on the screening processes and
subsequently on equality impact assessments with relevant
public sector organisations and with those representative groups
and individuals of the section 75 categories listed at Annex B.
In addition, the Department will consult all those affected by the
policy to be assessed whether or not they have a direct
economic or personal interest.
4.4
For policies within each functional area of the Department, the
public sector bodies and representative groups of the section 75
categories to be consulted are listed at Annex C.
4.5
In addition to consultation on equality impact assessments, the
Department will also, from time to time, have a need to consult
on legislation, strategies, reviews and other plans.  Within each
functional area, the bodies listed at Annex C will be included in
relevant consultations of these kinds.
4.6
In consulting representative groups of the section 75 categories
the Department will aim to provide a period for response of at
least eight weeks and to begin consultation as early as possible.
However, exceptionally, there may be circumstances when this
timescale is not feasible; and the Department has identified the
following circumstances when consultation of this duration will
not be possible:
the urgent protection of life or property;
policies responding urgently to changes in the political
situation; and
policies which must be implemented urgently to comply with a
court judgement or with international obligations; 
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When this occurs it will be justified very clearly, carefully
monitored, kept under review, and explained in the next Annual
Report.
4.7
In consulting on any matter to which this scheme relates, the
Department will normally initially write to the relevant bodies
referred to in this section of the Scheme and, if necessary,
follow this up with a telephoned approach.  The Department will
then work with representative groups and individuals of the
section 75 categories in order to identify how best to obtain their
views.  This may involve face-to-face meetings, advisory
groups, surveys, consultative panels, internet discussions and
other innovative ways of consulting as there will be different
means of consultation for different groups and it will be
important to establish the basis for dialogue and engagement
during the life of the Scheme.  It is intended that all barriers to
proper consultation will be removed by ensuring accessibility of
language and appropriate format.  Issues concerning access to
information highlighted in section 8 of the Scheme will be given
particular consideration.  To meet the needs of specific groups,
the Department has put systems in place to ensure that
information will be made available in a timely manner on
request in accessible formats, including Braille, large print,
audio cassette, computer disk, signed video cassette and in
minority ethnic languages for those not fluent in the English
language. Arrangements for these contingencies are in hand
with the service providers concerned.  Based on experience
gained during the consultation period of the Criminal Justice
Review, consideration is being given to how best to
communicate information to young people and those with
learning disabilities, and the Department will continue working
on these issues with representative groups such as the Sensory
Disability Consortium and Putting Children First.
4.8
The Department considers it particularly important that
sufficient, timely and appropriate information is provided to
enable all affected groups and individuals to consider the full
implications of proposals, and it will take steps to ensure this.
4.9
The Department will release relevant quantitative and qualitative
data relating to equality issues as they affect the section 75
categories and other related documentation such as
consultantsÕ reports.  Information will be made available in
consultation with the affected groups, to ensure the highest level
of inclusivity in any policy decision-making.
4.10
Specific training will be provided for those engaged in
consultation exercises to ensure that those facilitating
consultations have the necessary skills to communicate
effectively.
4.11
In organising consultation meetings, the Department will aim to
ensure a full participation in setting the time, venue,
accessibility, how the meeting will be run, the possibility of the
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An Equality Scheme for The Northern Ireland Office 
provision of childcare and alternative formats including the
presence of signers.
4.12  The Department will publish its response to the comments
received from those consulted.
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An Equality Scheme for The Northern Ireland Office 
PART FIVE
5
Monitoring
5.1 
The Department will establish a system to monitor the impact of
policies in order to identify their effects on the relevant groups.
This will be reviewed annually and the results published in a
Press Notice, on the DepartmentÕs website and in the
DepartmentÕs Annual Review of the operation of the Scheme.
5.2 
Knowledge of the uptake of services provided by the
Department and the impact of its policies on the different groups
within the section 75 categories will be of assistance in
assessing progress towards equality of opportunity.  By the end
of Year 1. of the operation of this Scheme, through the
appointment in November 2000 to the Equality Scheme
Steering Group of the DepartmentÕs Head of Statistics and
Research Branch and through an Information and Data
Availability Audit, the Department will assess the extent of
existing monitoring within each of the eight main functional
areas (ie, the five functional Directorates and the three
Executive Agencies) and the scope for extending it.  It is
proposed to create a Departmental Data Index by assessing the
extent to which data relevant to the NIOÕs policies and those
groups affected by them are held, in the first instance internally
and then by the Northern Ireland Statistics and Research
Agency *(NISRA), and finally exploring other sources of data
including sources available to the affected groups themselves.
In addition to the value of any additional information required for
assessing progress towards equality of opportunity, this
assessment will also take into account the following factors:
readiness of the public to supply information;
availability of proxy measures (e.g. postcode analysis); 
methodologies for qualitative analyses; and
resource implications.
5.3 
In some cases an equality impact assessment may identify an
anticipated differential impact on particular groups within the
section 75 categories.  In some of those cases that differential
impact may be a deliberate policy objective to redress a
previous inequality (e.g. the proposed 50:50 recruitment policy
for the Police Service of Northern Ireland).  In other cases,
where a differential impact is confirmed, the Department will
consider whether it is justifiable in terms of the NIOÕs human
rights and other statutory obligations, and the wider objectives
which the policy is designed to achieve.  If this is not the case,
the Department will take steps either to put in place an
alternative policy; or, if this is not possible, will consider how the
impact may be mitigated.  The Department may, in these
circumstances, commission special monitoring analysis to
confirm the extent of the differential impact and/or the success
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of any mitigating measures.  Information collated in this special
monitoring would be taken into account in any future review of
the policy.  This will be reviewed annually and the results will be
published and made available to the Equality Commission.  If
monitoring and evaluation show that a policy results in a greater
adverse impact than predicted, or if opportunities arise that
would allow for greater equality of opportunity to be promoted,
the Department will ensure that the policy is revised.
5.4 
The Department is co-operating closely with NISRA in its review
of existing monitoring arrangements and its consideration of
special monitoring of anticipated adverse impacts.
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PART SIX
6.
Publication of Assessments and Monitoring
6.1
The Department will make publicly available the outcome of any
equality impact assessment and of any monitoring undertaken
in relation to paragraphs 5.1 and 5.2 above.  This material will
be accessible on the DepartmentÕs Internet website at
www.nio.gov.uk  It will also be available in printed form and on
request in accessible formats such as Braille, large print, audio
cassette, signed video cassette, computer disk, and minority
ethnic languages from the Central Management Unit,
Northern Ireland Office, Stormont House, Stormont, Belfast
BT4 3SH through the Equality Scheme Co-ordinator, Ms
Christine Collins.  The Department will inform the general
public about the availability of this material through a variety of
mechanisms, including press releases and any other such
mechanisms as may be required to ensure compliance with
section 75.  It will also directly inform all those bodies listed in
Annex C that participate in the consultation process on an
equality impact assessment when this material is available.  In
publishing the outcome of any impact assessments and
monitoring, the Department will take into account how best to
communicate with young people and those with learning
disabilities.
6.2 
Published documentation on an equality impact assessment will
include:
the aims of the policy;
details of the outcome of the assessment, highlighting if an
adverse impact has been identified;
associated available monitoring data;
details of any consideration given to mitigate any adverse
impact of the policy on the promotion of equality of
opportunity; and
details of any consideration given to alternative policies which
might better achieve the promotion of equality of opportunity.
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PART SEVEN
7
Training 
7.1
In line with the commitment of the Secretary of State and the
Permanent Under Secretary of State to the statutory duty, the
Department is ensuring that, as a top training priority, all of its
staff will receive a programme of relevant communication and
training on the section 75 obligations, the requirements of the
Equality Scheme and the arrangements for equality impact
assessment, appropriate to their grade and responsibilities.
The training is designed to achieve over the five year period
the following objectives;
to raise awareness of current anti-discrimination legislation in
Northern Ireland, including the provisions of section 75,
Schedule 9 and section 76 of the Northern Ireland Act 1998.
This includes an explanation of the duties and their
implications for all staff;
to provide all staff involved in the screening of policies,
functions and duties with the necessary skills and knowledge
to do this work effectively;
to provide those staff involved in the equality impact
assessment of policies, functions and duties with the
necessary skills and knowledge to do this work effectively;
to provide those staff who will deal with complaints in relation
to the DepartmentÕs Scheme, with the necessary skills and
knowledge to investigate and monitor complaints effectively;
to provide those staff involved in the consultation processes
with the necessary skills and knowledge to do this work
effectively;
to provide those staff involved in the implementation and
monitoring of the effective implementation of the departmentÕs
Equality Scheme with the necessary skills and knowledge to
do this work effectively; and
to evaluate the extent to which all participants in this training
programme have acquired the necessary skills and knowledge
to achieve each of the above objectives.
The staff of the DepartmentÕs three agencies will be included in this
training programme.
7.2 
To date, Equality Scheme awareness seminars have been
provided by the author of this Scheme, Mr Brian Blackwell,
assisted by Messrs Richard Steele and John Kramer of QueenÕs
University, for the Departmental Management Board including
the Permanent Under Secretary of State, and for the
Departmental Senior Management Group consisting of the
Heads/Chief Executives of all the NIOÕs operational divisions
and agencies.  Training seminars by the same team (which
include a focus on outcomes) have been provided for the
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Equality Scheme Co-ordinator and all the divisional/agency
Equality "Drivers"; and in the year 2001, 99 staff at grade A and
above have been trained.  A summary of the training
programme is attached at Annex E.  Before the end of Year 1,
600 staff in grades B1 Ð D2 and 1726 Prison Service staff in
grades equivalent to B1 Ð D2 will receive training; and 650
further staff in those grades will receive training in the following
year.  Definitions of the different grades employed in the NIO
are set out in Annex D.  All new staff will be trained in the
requirements of section 75 and this Equality Scheme in their
induction training.  Specialist training, where necessary, in
association with relevant groups drawn from and representing
the section 75 categories, will be provided in 2001/2 on subjects
such as the conduct of equality impact assessments and
communication skills for those consulting with representatives of
some of the nine section 75 groups.  This is all in addition to
parallel training on New TSN and on the implications of the
coming into effect of the Human Rights Act.
7.3 
Specialist staff, such as solicitors, researchers and policy
analysts, will receive more focused training in collaboration, as
necessary, with Training and Development Services and NISRA.
7.4 
All staff have access to copies of this Scheme which include
the Secretary of StateÕs and the Permanent Under Secretary of
StateÕs covering messages concerning their personal
commitment to the Scheme.  Furthermore, every member of
staff from the most senior to the most junior grades has been
issued with an NIO Equality Scheme Aide Memoire printed on
high quality cardboard, mounted on a flip-over spine, which they
are encouraged to display on their desks as a constant
reminder to them of their individual and departmental
responsibilities under Section 75.
7.5 
The Permanent Under Secretary of State is ensuring the
promotion of the statutory duty by arranging for progress with
the Equality Scheme to be a subject for regular consideration by
himself and the other members of the Departmental
Management Board and by the Senior Management Group as
well as by the section 75 Steering Committee.  External
evidence of commitment to the statutory duty is provided by the
transparency and openness by which progress with the NIOÕs
Equality Scheme is documented and made widely available to
the public in Northern Ireland.  
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7.6 
The Annual Review of this Scheme carried out by the External
Assessor and submitted to the Equality Commission will
evaluate the training provided to assess the extent to which staff
fully understand their role in implementing their duties.    
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An Equality Scheme for The Northern Ireland Office 
PART EIGHT
8
Public Access to Information and Services
8.1 
The Department is committed to effective communication with
the public.  It recognises, however, that there is a risk that some
sections of the public will not enjoy equality of opportunity in
accessing information provided by the Department.  There are
four particular risk areas:
people with sensory and learning disabilities may have
particular difficulties with information in print;
members of minority ethnic groups, whose first language is
not English, may have difficulties with information provided
only in English;
for historical reasons, some sections of the community may
be reluctant to engage in exchanges with the NIO;
some local newspapers are read predominantly by members
of only one of the major politico-religious groups (i.e.
Protestants/Unionists or Catholics/Nationalists).
8.2 
Therefore, in disseminating information through the local press,
the Department will ensure that press statements and public
advertisements are carried by all three Belfast daily newspapers
including the North West edition of the Belfast Telegraph.
Where press statements or public advertisements are aimed at
a particular area within Northern Ireland, the Department will
ensure that the information is disseminated through at least two
local newspapers circulating in that area, ensuring the
information is accessible to both main politico-religious sections
of the community; and where appropriate, the Department will
consider what other measures are necessary to ensure the
effective dissemination of relevant information to all members of
the community.  Specific consideration will be given to how best
to communicate information to young people and those with
learning difficulties.
8.3 
The Department has assessed its arrangements and has put in
place a system for providing information in Braille, large print,
audiocassette, signed videocassette, computer disk and in
minority ethnic language formats.  The assessment has taken
account of the statutory requirements of the Disability
Discrimination Act 1995; and the Department continues working
with the relevant section 75 groups to assess the likely demand
for information in such formats across its main policy areas,
taking into account in particular, the recommendations of the
cross-departmental Promoting Social Inclusion (PSI) working
groups on minority ethnic people and on access to information.
The assessment will make recommendations on how public
access to information can be better ensured by improving
arrangements for providing information in different, accessible
formats and languages.  The Department will consult on these
recommendations and will implement them appropriately.
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An Equality Scheme for The Northern Ireland Office 
8.4 
The Department intends that all of its services are fully accessible
to all parts of the community in a way that ensures equality of
opportunity.  Equality impact assessments will highlight any factors
that create differential impact by making a service linked to a
particular function, policy or duty less accessible to particular
groups.  The Department will regularly monitor access by groups
within each of the nine section 75 categories to information about
its policies and access to its services.
8.5 
In those of its offices, which are open to the public, the Department
will ensure that no section of the community is deterred from
visiting, for whatever reason.  All public offices will maintain a
welcoming and harmonious environment.  The Department will
adhere to the relevant provisions of the Disability Discrimination Act
1995.
8.6
The DepartmentÕs commitments in this Scheme on equality of
opportunity in accessing information are without prejudice to any
rights to information in the current Code of Practice on Open
Government or in the new Freedom of Information legislation.
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An Equality Scheme for The Northern Ireland Office 
PART NINE
9.       Publication of the Scheme
9.1 
Having been approved by the Equality Commission, this
updated edition of the DepartmentÕs Equality Scheme will be
made accessible to all members of staff in the Department and
its agencies through its Office Information System and will be
sent to all the groups listed at Annex E and is available in print
form and accessible formats free on request from the Central
Management Unit, Northern Ireland Office, Stormont House,
Stormont, Belfast BT4 3SH. It can also be accessed on the
DepartmentÕs Internet website at www.nio.gov.uk
9.2 
Work will shortly begin on communicating the Scheme to young
people and those with learning difficulties.  The outcome of this
work will be notified to the Equality Commission and to the
wider public in the DepartmentÕs Annual Report on the operation
of this Scheme.
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PART TEN 
10.      Complaints
10.1  The Department will ensure that the NIOÕs section 75 procedure
for handling complaints will be accessible to all.  Thus, when a
person believes that he/she has been directly affected by a
failure of the Department to comply with this Scheme, he/she
should, in the first instance, bring their complaint to the attention
of Ms Christine Collins, c/o The Central Management Unit,
Northern Ireland Office, Stormont House, Stormont, Belfast
BT4 3SH, Telephone: 028 905 23533; 
e-mail:[email address]
The Department will carry out an internal, initial investigation of
the complaint and will respond to the complainant within one
month.  In responding to the complainant, the Department will
inform him/her of the procedure for pursuing the complaint
further with the Equality Commission, as set out in paragraph
10 of Schedule 9 to the Northern Ireland Act 1998.  In any
subsequent investigation by the Equality Commission, the
Department will co-operate fully, providing access to any
relevant documentation that the Commission may require.
Similarly, the Department will co-operate fully with any
investigation by the Equality Commission under sub-paragraph
11(1)(b) of Schedule 9 to the Northern Ireland Act 1998.
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PART ELEVEN 
11.
Timetable
11.1  The following timetable summarises the measures that the
Department proposes to take during the five years following the
launch of this scheme.
Year 1: 1 April 2001 Ð 31March 2002.
Review the implications for equality of opportunity between
the two designated religious communities of the National
Security Certificate System. 
Review the implications for equality of opportunity between
people of different religious beliefs and political opinions of
security vetting policy and practice.  
Review the implications for equality of opportunity of the
NIOÕs procurement policy and practice. 
Carry out pre-appointment evaluation of policy on
appointments to the NI Human Rights Commission and the
Equality Commission for NI. 
Carry out pilot Impact Assessment on policy on Juvenile
Justice Centre Estate (completed).
Carry out pilot Impact Assessment on Criminal Injuries
Compensation policy.
Provide training for 130 staff at Grade A level and above; for
600 staff at grades B1 Ð D2; and for 1726 NI Prison Service
staff in grades equivalent to B1 Ð D2.
Carry out over two years in conjunction with DFP, Impact
Assessment of policy on the promotion and selection of NICS
staff. 
Screen, and where necessary, carry out Impact Assessments
on all new policies, functions and duties, including:
the Code of Practice made under section 99(1) of the
Terrorism Act 2000 (completed); and the Code of Practice on
video recording with sound made under paragraph 3(4) of
Schedule 8 to the Terrorism Act 2000 (completed).
Prepare 1st Annual Review.
Year 2:  1 April 2002 Ð 31 March 2003. 
Complete 1st Annual Review and submit Report on operation
of NIOÕs Equality Scheme for Year 1 to the Equality
Commission.
Carry out Impact Assessment of the DepartmentÕs functions in
respect of broadcasting issues (i.e. providing advice on issues
that affect the British-Irish relationship.)
Carry out Impact Assessment on new measures to prevent
electoral fraud (when enacted).
Carry out Impact Assessment of Strategy to tackle Violence
Against Women.
Carry out Impact Assessment on the co-ordinated response to
drug misuse across the criminal justice system. 
38

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An Equality Scheme for The Northern Ireland Office 
Carry out Impact Assessment on co-ordination of policies on
vulnerable and/or intimidated witnesses.
Carry out Impact Assessment on the Community Safety
Strategy. 
Develop and support policy initiatives in restorative justice.
Carry out Impact Assessment of the DepartmentÕs VictimÕs
liaison role.
Complete, in conjunction with DFP, Impact Assessment on the
promotion and selection of NICS staff.
Carry out Impact Assessment on Childcare Voucher Scheme
policy.
Provide training for 650 staff at grades B1 Ð D2.
Prepare 2nd Annual Review. 
Screen, and where necessary, carry out Impact Assessments
on all new policies, duties and functions. 
Year 3:  1 April 2003 Ð 31 March 2004.
Complete 2nd Annual Review and submit Report to the
Equality Commission.
Carry out Impact Assessment on measures to address gender
and other inequalities in political representation.
Carry out Impact Assessment on policy on the promotion and
selection of HCS staff.
Carry out Impact Assessment on Special Bonus Pay Scheme. 
Carry out Impact Assessment on policy on Training and
Development for staff.   
Carry out Impact Assessment on arrangements for the
appointment of new Probation Board. 
Carry out Impact Assessment on the arrangements to provide
support for voluntary organisations delivering services to
offenders, those at risk of offending and their families. 
Carry out Impact Assessment on the policy on the supervision
of juveniles in the community. 
Carry out Impact Assessment on the policy on the treatment
of juveniles in custody. 
Support, screen and implement legislative change concerning
sex offenders in the community.
Review the current framework of the criminal law on sex
offences.
Carry out Impact Assessment on equal opportunities policies
and procedures in the NI Prison Service. 
Provide training for staff not covered in Years 1 and 2; and for
all new staff.
Prepare 3rd Annual Review. 
Screen, and where necessary, carry out Impact Assessments
on all new policies, functions and duties.
Year 4:  1 April 2004 Ð 31 March 2005. 
Carry out Impact Assessment on policy on pay of part-time
staff. 
Carry out Impact Assessment on policy on postings,
placements and transfers. 
39

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An Equality Scheme for The Northern Ireland Office 
Carry out Impact Assessment on policy of recruitment of
prison grades in the NI Prison Service. 
Carry out Impact Assessment on policy on postings,
placements and transfers in the NI Prison Service. 
Carry out Impact Assessment on the arrangements for the
delivery of support services to victims of crime. 
Carry out Impact Assessment on the policy on improving the
response of criminal justice agencies to victims of crime.  
Carry out Impact Assessment on policy on working with young
people in the community to divert them from the criminal
justice system. 
Review the current framework of criminal law and procedures
on sentencing.
Develop a relevant body of criminal law on bail.
Develop a relevant body of criminal law on the pursuit and
seizure of criminal assets.  
Training for new staff.
Prepare 4th Annual Review.
Screen, and where necessary, carry out Impact Assessments
on all new policies, functions and duties.
Year 5:  1 April Ð 31 March 2006.
Carry out Impact Assessment on policy for maintaining the 
legal framework necessary to hold elections in NI for the
European Parliament, Westminster Parliament, NI Assembly
and local government.
Carry out an Impact Assessment on the policy on promotion
and selection of prison grades in the NI Prison Service
Carry out Impact Assessment on policy on the management of
the Prison Service Estate. 
Carry out Impact Assessment on the development of policy in
respect of probation in NI. 
Screen, and where necessary, carry out Impact Assessments
on all new policies, functions and duties. 
Train all new staff.
Conduct a comprehensive review of the working of the
DepartmentÕs Equality Scheme over the five years since
its inception.
NORTHERN IRELAND OFFICE
29 March 2002
40

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ANNEX A1
olution
v
Division
De
& Legislation
Associate 
(London)
olitical Director
e
P
ecutiv
national
, Elections
Division
Chief Ex
& Inter
Rights
Compensation Agency
ast)
Associate 
(Belf
olitical Director
Unit
P
Victims
Liaison
airs
olitical
P
Aff
Division
olitical
mation
P
Director
vices
ucture
unications
or
Ser
Director of 
NI Inf
Comm
ish
iat
nmental
er
v
itish/Ir
Br
Secretar
ustice
Intergo
Secretary of State
Director of 
iminal J
Cr
The Rt Hon Dr John Reid MP
vices
ustice
ersonnel
Permanent Under Secretary of State
ity
Division
P
Ser
n Ireland Office Ð Str
vices Division
ast) &
iminal J
Cr
Ser
ther
vices
Nor
olicing & Secur
Financial
Ser
Division
Director of
Resources
ustice
Senior Director (Belf
Director P
iminal J
olicy Division
al
Cr
P
vices
ity
Centr
Ser
Division
olice
P
Division
olicing & Secur
e
Associate Director
P
ecutiv
atten
eam
al
P
Action
T
vice
Chief Ex
orensic Science NI
F
ison Ser
olicy
ations
Director Gener
ity P
NI Pr
Division
Secur
& Oper
41

---

ANNEX A2
olution
v
Division
Driver
De
Equality
& Legislation
Associate 
(London)
olitical Director
P
e
ecutiv
national
, Elections
Division
Chief Ex
Equality Driver
& Inter
Rights
Equality Driver
Compensation Agency
ast)
Associate 
(Belf
olitical Director
P
Unit
Victims
Liaison
Driver
Equality
airs
y
olitical
P
Aff
Division
Driver
ucture
olitical
Equality
mation
P
Director
vices
unications
or
Driver
Ser
Director of 
Equality
NI Inf
Comm
ish
iat
nmental
er
v
itish/Ir
Br
Secretar
Equality Driver
ustice
Intergo
Secretary of State
Director of 
vices
iminal J
Cr
ersonnel
Division
Driver
P
Ser
Equality
The Rt Hon Dr John Reid MP
ustice
ity
Permanent Under Secretary of State
ast) &
iminal J
vices Division
n Ireland Office Ð Str
Cr
Equality Driver
vices
Ser
Driver
Financial
Ser
Division
Equality
ther
Equality Scheme Machiner
olicing & Secur
ustice
Doreen Brown
Nor
Senior Director (Belf
Director of Resources
Director P
vices
iminal J
olicy Division
Cr
P
Equality Driver
al Ser
Division
Equality 
ity
Co-Ordinator
Centr
Christine Collins
olice
P
Division
Driver
Equality
olicing & Secur
Associate Director
P
eam
NI
T
atten
P
Driver
Equality
al
orensic Science 
F
Equality Driver
Action 
vice
ison Ser
ity
ison
vice
ations
Director Gener
olicy &
NI Pr
Driver
Driver
NI Pr
Ser
Equality
Secur
P
Division
Equality
Oper
42

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ANNEX B
MAIN GROUPS RELEVANT TO THE SECTION 75 CATEGORIES FOR
NORTHERN IRELAND PURPOSES
Category
Main Groups
Religious belief 
Protestants; Catholics; people of non-Christian faiths;  
people of no religious belief.
Political opinion
Unionists generally; Nationalists generally; 
members/supporters of any political party.
Racial or ethnic group
Bangladeshi; Black African; Black Caribbean; Chinese; 
Indian; Irish Traveller; Pakistani; White; Mixed Ethnic 
Group; and others.
ÔMen and women generallyÕ
Men (including boys); women (including girls); 
transgender people.
Marital status
Married people; unmarried people; divorced or 
separated people; widowed people.
Age
Children under 18; people up to 25; people of working 
age (16/65); People over 65
ÔPersons with a disabilityÕ
Persons with a physical, sensory or learning disability 
as defined in Sections 1 and 2 and Schedules 1 and 2 
of the Disability Discrimination Act 1995
ÔPersons with dependantsÕ
Persons with personal responsibility for the care of a 
child;  persons with personal responsibility for the care 
of a person with an incapacitating disability; persons 
with personal responsibility for the care of a dependant 
elderly person 
Sexual orientation 
Heterosexual people; homosexual people; bisexual 
people.
43

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ANNEX C
BODIES TO BE CONSULTED
NB, this list is not exhaustive and may be amended in the 
light of circumstances.
(On the DepartmentÕs Scheme Generally)
NIO Non-Departmental Public Bodies
Probation Board for NI
The NI Policing Board
The Police Ombudsman for NI 
Juvenile Justice Board
Civil Service Commissioners for NI
The Chief Electoral Officer for NI
The Parades Commission
Political Parties
Labour
Conservative
Liberal Democrat
UUP
SDLP
DUP
Sinn Fein
APNI
Green
NIUP
UKUP
WomenÕs Coalition
PUP
UDP
WorkersÕ Party
UUAP
IRSP
Religious Organisations
Church of Ireland
Roman Catholic Church
Presbyterian Church
Baptist Church
Methodist Church
Free Presbyterian Church
Christian Scientists
NI Inter-Faith Forum 
Belfast Hebrew Congregation
Belfast Islamic Centre
Representative Organisations
Committee on the Administration of Justice
Equality Commission
44

---

ANNEX C
Community Relations Council
NI Human Rights Commission
British-Irish Rights Watch
Justice 
Liberty
Amnesty International
Age Sector Reference Group
Putting Children First
Youth Council for NI
Chinese Welfare Association
Indian Community Centre
Multi-Cultural Resource Centre
NI Council for Ethnic Minorities 
Traveller Movement NI
NI African Cultural Centre
Coalition on Sexual Orientation
NI Gay Rights Association
Gay and Lesbian Youth NI
Disability Action
MENCAP
NI Association for Mental Health
British Deaf Association
RNID NI
RNIB NI
WomenÕs Forum NI
NI WomenÕs Aid Federation
Gingerbread NI
Carers National Association NI
NIPSA
NIC-ICTU
FDA
UNISON
Home Civil Service Staff Side
Recruitment Service (DFP)
Institute of Personnel and Development (NI Branch)
(In addition on Policing Issues)
Police Service for Northern Ireland
Police Federation
SuperintendentsÕ Association
ACPO
Northern Ireland Policing Board 
(In addition on NI Prison Service)
Prison Officers Association
Prison Governors Association
Boards of Visitors and the Visiting Committee
45

---

ANNEX C
Director of Public Prosecutions
Attorney General
Lord Chief Justice
Council of HM County Court Judges
Resident Magistrates Association
NI Juvenile Courts Association
NI Courts Service
Law Society
Bar Council
Sentence Review Commissioners
UK Immigration Service
Institute of Criminology (QUB)
HMCI
Amnesty International
Howard League
Prison Reform Trust
Red Cross
European Committee for the Prevention of Torture and Inhumane or Degrading Treatment
NIACRO
Extern 
Prison Fellowship
Ulster Quaker Service
Victim Support
EPIC
Tar Anall
Coiste na n-larchimi
PANG
46

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ANNEX D
EXPLANATION OF NIO GRADES
NIO Grades
Description
N I Civil 
Service
Grades
Senior Civil Service
Permanent Under 
Secretary of State
Civil Service Head of the Department. 
Senior Director
Member of the Departmental 
Management
Permanent Secretary
Board each with oversight of a 
number of the
main policy areas.
Director and Associate
Members of the Departmental Management
Deputy Secretary
Director
Board each responsible for one of the five
main  policy areas.
Head of Division
Head of an operational unit responsible for
Assistant Secretary
a coherent sub-set of policies.
Chief Executive or
Head of an Executive Agency
Deputy Secretary or
Director General 
Assistant Secretary
Mainstream Grades
A
Senior management level interpreting policy.
Principal
B
Larger branch managers.
Deputy Principal
B2
Branch managers. 
Staff Officer
C
First line managers. 
Executive Officer
D1
Clerical staff and typing staff. 
Administrative Officer
D2 
Basic clerical level. 
Administrative Assistant
47

---

ANNEX E
EQUALITY SCHEME TRAINING PROGRAMME FOR THE NORTHERN IRELAND
OFFICE.
The equality awareness training for the Departmental Management Board and the Senior
Management Group was conducted by the SchemeÕs author, Brian Blackwell, assisted by
Richard Steele and John Kramer of QueenÕs University on 17 April 2000 and 16 May
2000 respectively.
Full training (including a focus on outcomes) was conducted by the same team for
Divisional Equality "Drivers" on 2 June 2000, and for Grade As and above on 11,12, 17,
18, 24 and 26 October 2000; and on 1, 2, 8, 9 and 16 November 2000.  In addition, a full
training seminar for all the staff of Police Division and the Patten Action Team was held
on 5 December 2000.  One more training session is required to sweep up those at Grade
A and above who missed those sessions already provided.
Equality awareness training seminars conducted by the Divisional Equality "Drivers"
supported by Brian Blackwell are now in train and will continue until all staff have been
through the process.
Content of the Training Programme.
The main components of the Training Programme are:
Origins of the section 75 statutory duties.
Content of section 75 and schedule 9 and their implications for public authorities.
Content of Equality Schemes.
Policy Audit.
Screening.
Timetable.
Data Management systems.
Impact Assessments.
Complaints.
Worked Examples of Screening.
48

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