She has also been admitted to Privy Council having been approved by the Queen.
As Solicitor General, she oversees the work of the law officers’ departments which include the Crown Prosecution Service and Serious Fraud Office, and the Government Legal Department and HM Crown Prosecution Service Inspectorate.
She also carries out a number of functions in the public interest, such as considering unduly lenient sentences, and taking action when there has been a contempt of court.
Nothing remarkable so far but this is the lady that echo’s Boris Johnson’s dismissal of Scots as a nation of “wasters” sponging off the success of England.
In her 2015 maiden speech in the Commons, she praised Oliver Cromwell, who was born in her constituency for his treatment of the defeated Scots after the “Battle of Dunbar” when he despatched over 5,000 captive soldiers into slavery.
Amid much laughter on the Tory benches, she went on to offer her colleagues a view that the answer to the “West Lothian Question”, might be to follow Cromwell’s lead and banish troublesome Scots to the colonies as slaves.
The speaker added insult to injury when he refused to intervene stating that she was free to say anything that she wished in Parliament. A decision that needed to be set against his rebuke of Scottish MP’s only a few days before when he told them that “clapping” was not allowed in the Commons.
Clarification by him of one of the unwritten rules of the game for Scottish members of parliament. Incredible that the rules of the Commons accept the proposal that troublesome Scots MP’s should be clapped in irons to be sold as slaves and shipped to the colonies, but Honourable Members must not support the proposal by clapping.
Dismissing the banality of her speech might have been possible to dismiss and the disgraceful conduct of her colleagues had her comments been off the cuff but they had been carefully crafted, written and well-rehearsed beforehand indicating complicity revealing the patronising ambivalent attitude of Unionist MP’s towards Scots.
Controversial policies for the SG dictated by “Stonewall”
People are questioning the influence of “Stonewall” on Scotland’s civil service after it emerged that controversial policies have been introduced in alignment with Stonewall’s political aims. These include a compulsory “Diversity Objective” for all staff to make the Scottish Government “a more diverse and inclusive place to work”, training on “intersectionality” and “unconscious bias”, and the use of gender-neutral language.
The Civil Service is also included on Stonewall’s “Diversity Champions Index”.
Transgender and non-binary policies have been revised with the collaboration of Stonewall Scotland and the Scottish Trans Alliance (STA). And guidance has been co-produced by controversial lobby group “Mermaids” for SG employees who have a child who is transitioning or who identifies as non-binary.
The Deputy Director for Public Affairs at The Christian Institute, said:
“The extent of Stonewall’s influence on the Civil Service is alarming, particularly given the controversial nature of some of its political aims. Stonewall’s stance on trans issues is strongly opposed by women’s organisations, medics and faith groups. Yet, the Civil Service appears to endorse it wholesale. How does this fit with the Service’s duty to remain politically impartial? Staff are encouraged to attend training sessions on “intersectionality” and “unconscious bias”. These controversial ideas are disputed in wider society. So it’s concerning that they are written into the training schedule for Civil Service employees. The compulsory “Diversity Objective” also raises questions. What happens to staff members who hold religious beliefs which differ from those championed by Stonewall? Are they marked down? This could constitute direct discrimination on the grounds of religious belief.”
The Civil Service response – Diversity Objective
“All staff have mandatory diversity objectives and those who participate in the network use this work as evidence of meeting their objective. Performance is assessed their line manager at their in year review and end year review.
Progress is also discussed at monthly conversations. We also set out on our performance appraisal intranet page guidance on diversity objectives for individuals including ‘support, participate and be an effective member of one of our staff diversity networks or committees.
The guidance for managers states that they should “ensure that staff who participate in our staff networks are recognized through the performance management process, ensuring that this activity supports the outcome that the Scottish Government is to become a more diverse and inclusive place to work”.
An example of employee recognition in an appraisal might record: “A” is very aware of and committed to raising the profile of diversity issues. He is active on the committee of the LGBTI Allies network and has also:
• completed the Stonewall Allies Follow-up Training. • participated in the Diversity Networks Workshop. • attended an Intersectionality seminar. • presented at a team meeting on diversity issues and circulated guidance material afterwards. • attended an unconscious bias training event.
policies have been updated to increase inclusion of gender identities and same-sex couples.
Paternity leave policy
The policy applies to all employees and a reference to ‘partner’ or ‘spouse’ includes same-sex partners and spouses. The policy now states: “Paternity leave is available to you where you are the father, partner or spouse of the child’s mother (or, in the case of adoption, you are the adopter’s spouse or partner); changed ‘adoptive father’ to ‘adoptive parent’.” ‘non-binary’ employees are enabled to use the title ‘Mx’.
Revised trans/non-binary policies
The project reviewed all intertwining aspects of trans and non-binary activity in the Scottish Government and produced six core projects:
A data set on staff experiences comprised from Stonewall questionnaires.
A revised HR policy on trans/non-binary for the Scottish Government (SG). It is intended that this policy is co-produced with key stakeholders (including but not limited to Stonewall Scotland).
Guidance for line managers underpinning the HR policy
Guidance for members of staff who have a child who is transitioning or who identifies as non-binary. The intention is for this to be co-produced by “Mermaid”, who specialise in advice to parents and families on trans/non-binary enquiries.
A communications and engagement plan to ensure knowledge of the policy and accompanying parental guidance is widespread throughout the organisation. The core aspect of this work will be developing a training offer for Scottish Government staff.
Frequently Asked Questions documents. These will be comprised of three brief and accessible documents: (1) for those who are transitioning within SG; (2) for colleagues; (3) for line managers on how best to support a trans/non-binary member of staff”.
Sturgeon’s scornful and dogmatic dismissal of major concerns from respected institutions and individuals about the adverse impact on Scottish society of her ill conceived attempts at social engineering is deeply damaging and divisive. She should shelve her proposals immediately so that the drive for independence can be sustained.
Social engineering – The psychological manipulation of the behaviour of people through government legislation.
In recent years policy-makers in the Scottish Government have made oft repeated claims that sex discrimination is the primary source of unfairness in the labour market and encouraged by an ever increasing range of lobbyist groups they have forced radical feminist agendas on Scottish society; eg the equal opportunities act, family friendly employment, sex discrimination and transgender recognition.
But the relentless pursuit of radical feminist equality, by a minority group of work centred women has backfired since its aims and aspirations defy logic and reality. They continue to be a minority since they mainly focus on activities in the public sector, in politics, sport, and the arts and they slot their family commitments in around their work, many remaining childless, by choice.
Work Ethics by Gender
80% of men are work-centred
Men retain their dominance in the labour market, politics and other competitive activities, because they are prepared to prioritise their jobs over lifestyle choices. In consequence they are more likely to survive, and become high achievers.
20% of women are work-centred
This group remains a minority, despite an influx of women into higher education and into professional and managerial occupations. Work-centred women are focused on competitive activities in the public sphere, in careers, sport, politics, or the arts. Family life is fitted around their work, and many of these women remain childless, even when married. Qualifications and training are obtained as a career investment rather than as an insurance policy.
60% of women are adaptive
Comprising the largest group among women, they are to be found in substantial numbers in most occupations. Their preference is to combine employment and family work without giving a fixed priority to either. They want to enjoy the best of both worlds. Certain occupations, such as school-teaching, are attractive because they facilitate a more even work-family balance. The great majority of women who transfer to part-time work after they have children are adaptive women, who seek to devote as much time and effort to their family work as to their paid jobs.
In certain occupations, part-time jobs are still rare, so these women often choose other types of job, if they work at all. For example, seasonal jobs, temporary work, or school-term-time jobs all offer a better work-family balance than the typical full-time job, especially if commuting is also involved.
When flexible jobs are not available, adaptive women may take ordinary full-time jobs, or else withdraw from paid employment temporarily. Adaptive women are the group interested in schemes offering work-life balance and family-friendly employment benefits, and will gravitate towards careers, occupations and employers offering these advantages.
20% of women are family oriented
This group is significant yet relatively invisible given the current political and media focus on working women and high achievers. They prefer to give priority to private life and family life after they marry and are most inclined to have larger families. They avoid paid work after marriage unless the family is experiencing financial problems. This may be why these women remain less likely to choose vocational courses with a direct economic value, and are more likely to take courses in the arts, humanities or languages, which provide cultural capital but have lower earnings potential. This group of workers is most likely to drop out of work centred careers relatively early in adult life. ( A female psychologist brain hacker)
Comment: The SNP Scottish government is comprised of 28 persons evenly split between men and woman which is contrary to best business practice (22 men and 6 women) and establishes probable cause for the many hugely expensive cock ups by incompetent ministers costing Scottish taxpayers £billions in wasted financial write offs.