With permission, Mr Speaker, I would like to make a statement on the independent complaints and grievance policy. I apologise that it is a little long, but I want to give a full account to the House of the progress made.
On 6 November, the Prime Minister convened a meeting of all party leaders to address reports of bullying, harassment and sexual harassment in Parliament. All parties agreed to implement robust procedures to try to change the culture in Parliament, recognising that Parliament can and must set a good example. In her letter to you, Mr Speaker, the Prime Minister made clear the need for a new grievance procedure, and a cross-party working group on an independent complaints and grievance policy has been working hard over the past six weeks to consider evidence and draw up recommendations for new procedures. Good progress has been made, and during the recess there will be further discussion and consultation within the parties and among the staff bodies, in order to produce a fuller report in the new year. There are many examples of good employers and professional working practices right across Parliament, and we seek to ensure that that is the case for all.
The working group, chaired by me on behalf of the Prime Minister, has been made up of two colleagues from Labour, and one each from the Scottish National party, the Liberal Democrats, the Democratic Unionists, Plaid Cymru and the Green party, as well as the Leader of the House of Lords and the convener of the Cross-Bench peers from the other place. We also have three staff members on the working party representing the Members and Peers’ Staff Association, Unite, and the National Union of Journalists. They have led widespread consultation with staff, to ensure that staff voices have been heard loudly. We have been supported by a secretariat made up of Cabinet Office and parliamentary staff, including the tireless work of Alix Langley, Justine How, and Dr Helen Mott, a leading specialist in sexual assault. They each deserve our enormous thanks for their dedication.
I am also very aware of the active interest that a number of colleagues have taken in this matter, and for them it is a personal campaign to improve the experience of those who work here. I thank them for discussing their thoughts with me, particularly the hon. Members for Birmingham, Yardley (Jess Phillips) and for Luton South (Mr Shuker), my hon. Friend the Member for Eastleigh (Mims Davies), and my right hon. Friend the Member for Basingstoke (Mrs Miller).
The working group has so far met on 11 occasions, and has heard from a wide range of experienced professionals, both in person and through written submissions. Those include the Speakers of both Houses, Professor Sarah Childs, Rape Crisis, the Clerks of both Houses, ACAS, the Parliamentary Commissioners for Standards and the Chair of the Committee on Standards in Public Life, Unite, legal experts from the business world, and Health Assured. Importantly, the working group also heard from a number of staff about their views of the culture of Parliament. We are grateful to those who spoke to the group about their experiences, or provided anonymous submissions.
The working group identified three guiding principles for this work. First, Parliament requires an independent process that is separate from the political channels. Secondly, much evidence was taken to support the view that claims of sexual harassment must be dealt with separately from claims of bullying and other types of harassment. Thirdly, structures alone will not change the culture in Parliament and other steps are also needed including—crucially—a human resources service for staff employed by Members, and an expansion of training provision.
As a result of the work of the group, and with the support of the Speaker and the commission, a number of immediate measures have been put in place to increase the level of support available to staff across the estate. First, there will be a new, interim provision of HR support and guidance for the staff of Members, beginning after the recess, while consideration is given to the need for a broader HR service. HR support will also be accessible to Members’ staff working on the parliamentary estate, in constituency offices, and those who are collectively employed by the parties. In addition, new training will be available, addressing the range of needs identified by the working group. That is in addition to the already announced expanded Health Assured helpline, which will be made available to staff of Members across both Houses, and a number of other pass holders across the estate. As you requested, Mr Speaker, individual political party policies and procedures for dealing with bullying and harassment have been published online and are accessible on the parliamentary website.
A great deal has been achieved, but we also have a programme of work planned into the new year. The working group has clearly identified the need for new policies and procedures to tackle bullying and harassment, including sexual harassment, which should be available to staff and Members across the estate, and must be independent of the political parties. The proposals that follow are the outcome of substantial evidence taken by the working group and there is strong support from its members. However, further work, evidence-gathering and consultation will be required before we can put new processes in place. They must attract the full support and confidence of staff, MPs and peers across Parliament.
One new policy under consideration by the working group is a new behaviour code to be consulted on, which would apply to all those who work in or for Parliament, including Members, peers and staff, wherever they work. This behaviour code could sit alongside the existing parliamentary codes of conduct, which may themselves require amendment. Another is the procurement of a new independent sexual violence advocate specialist service to provide a confidential helpline and counselling support and advice to those wishing to make disclosures. Such a service would also provide support to complainants in cases of sexual assault, including rape. The service would provide support for complainants to pursue a criminal justice route, or, if they did not wish to go to the police, alternative strictly confidential support. The working group has also taken significant evidence on the need for an independent mediation service to provide a helpline, counselling and investigation into incidents of bullying and intimidation.
Finally, we discussed sanctions. These will of course differ according to the severity of the grievance, and for different individuals across the estate. For lower-level complaints, the range of possible sanctions could include training covering harassment and bullying, a full apology, as well as a review, where appropriate, of the parliamentary pass. In serious cases, further work needs to be carried out to ensure sanctions are appropriate, fair and enforceable. The functions of both the Parliamentary Commissioner for Standards and the Standards Committee may need to be strengthened and reviewed to ensure fair representation and confidentiality. Considerable further work needs to be carried out before conclusions can be drawn and, of course, any changes to Standing Orders and to the code of conduct would require decisions by the House.
The working group’s discussions have been underpinned by a persistent theme: there are many examples of excellent employers and working relationships, but there is a real need to improve the overall workplace culture of Parliament. One of the routes to this is proper independent HR support for Members’ staff to minimise the problem of contractual disputes, as identified in one of our core principles. We need to work with the House authorities and staff to consider the best and most appropriate way of delivering this in the long term. We also received a great deal of evidence on the need for voluntary and mandatory training for staff and their employers. This would include proper induction courses for staff employed by Members. While this is not within the terms of reference for the working group, it was made clear to us that enabling better support for employer-employee relationships could significantly improve the working atmosphere and engender a more professional culture. The working group will consider the evidence further.
Mr Speaker, we were grateful for your own contribution to the working group, in which you made it clear that the House of Commons Commission stands ready to do what it needs to do to respond to any proposal from the working group, providing that the proposal combines independence and transparency. We recognise the need both for swift progress and for careful consideration before taking action. Our next steps, therefore, are crucial. The working group will reconvene after the recess to agree on how the work will progress. We will look closely at the policies we have identified as needing further work and consultation, and begin to take further advice and evidence. A number of proposals have been made about how to take our work forward. They range from appointing a special bicameral Select Committee to maintaining a Members and staff cross-party committee. We will consider all ideas carefully, but I want to make it clear that the work of the existing group is ongoing for the time being. We will continue to involve staff, peers and MPs collectively, each step of the way. Excellent progress has been made in a short space of time, Mr Speaker, and I want to express my gratitude for the strong commitment shown by members of the working group, and for the expertise provided by our specialist advisers.
The working group was formed to bring about change. I recognise that change is not always easy, particularly in a place with such long-standing traditions and customs where we live and work in the full glare of the media spotlight, but that cannot be an excuse. We should not rest until everyone working in Parliament can feel safe, valued and respected. We have a chance now to get this right for everyone on the parliamentary estate, including staff, Members of Parliament and peers. I hope to bring the working group’s final proposals to the House in the new year.
I thank the Leader of the House for her leadership of the working group, and I thank all hon. Members for their hard work. I thank everyone who took time to submit evidence, and everyone who gave oral evidence—including you, Mr Speaker, who gave up your time to attend the hearings—and Lord McFall, who attended on behalf of the Lord Speaker. I am grateful for the commitment of the Speakers of both Houses, and I thank the senior Clerks of both Houses, who were on hand for discussion. I thank those who staffed the secretariat, who responded magnificently, trying to make sense of all our discussions in addition to their other work. They truly represented what is good about the work ethic in the House.
I thank my hon. Friend the Member for Brent Central (Dawn Butler), and the hon. Members for Belfast South (Emma Little Pengelly), for Brighton, Pavilion (Caroline Lucas), for Dwyfor Meirionnydd (Liz Saville Roberts), for East Dunbartonshire (Jo Swinson) and for Perth and North Perthshire (Pete Wishart), and, in the other place, Baroness Evans of Bowes Park and Lord Hope of Craighead. I also thank staff representatives Emily Cunningham, Max Freedman and Georgina Kester, who attended in addition to doing all their work for Members.
The working party was set up by the Government and leaders of other parties in the wake of reports of sexual harassment in a variety of situations. I want to make the Opposition’s position very clear. I do not think it acceptable that it was misrepresented in the press at the weekend. There is a report, but it is still a draft report, and it should go out to consultation. Normally, the report is agreed and after that the summary can be published.
The group sat for more than four hours on one day, and came up with good, creative solutions, or heads of agreement, which, to some extent, the Leader of the House set out in her statement. Suggestions are still coming in, including some from the Public Administration and Constitutional Affairs Committee yesterday. The issue affects both Houses, and I should like my counterpart, Baroness Smith of Basildon, to be fully informed as she pursues it in the other place. The working group does not come from the House by motion. If we are to see real change it must have the confidence of the House. We need to consult and reflect on the proposals and ensure that they are workable, because we do not want to have to unpick them later. It is vital for members of the party hierarchy—and trade unions that represent staff and may not have had a place in the group—to be consulted.
The Leader of the House suggested a number of ways of protecting people now, in the medium term, and in the longer term. The Leader of the Opposition has made it clear to me—and, in a letter, to the Prime Minister—what the Opposition want. First, we want a separate independent sexual harassment adviser and support. We suggest that the sexual adviser should be appointed immediately—they should be independent and qualified to take complainants through the process until the tender is out, which could be at the end of January—and that a separate helpline should be set up now. In that way, if there are existing cases, people will not feel that they have nowhere to go with their complaints. There must not be a vacuum, and this can easily be done immediately. Will the Leader of the House agree to do it now?
Secondly, we want an independent human resources service for staff. Some Members and staff belong to trade unions, while others say that they do not want to, but joining a union has benefits: unions have expertise and are familiar with employment rights. Given the possible erosion of rights as we leave the EU, there is already concern about the possibility that the working-time directive will be removed, and it is vital for those who are not in a management position to have access to advice and assistance. I know staff representatives have said that they would like such a service, and that they cannot deal with the cases that they currently have. The service should be offered on an equivalent basis to staff of the House.
Thirdly, the current HR support service should be expanded to help Members and senior members of staff understand how to interview and how to ensure good practice in respect of management issues. That would be separate from the service offered to other staff.
There are existing policies, such as the Respect policy, and some of the evidence that we heard suggested that we should build on what we already have. It took the staff of the House 18 months to put the Respect policy together, and we need to use that expertise. There are many other policies and examples of best practice. ACAS says that it is working with a media organisation to produce a policy on sexual harassment. We can use its expertise and adapt it for the House. A working party cannot do that, but it can commission the work.
Mr Speaker, with your swift action Health Assured is now open to all. It has been expanded, so that there is a route in for those who need it and they can be signposted to different areas of expertise. Longer term, there should be mandatory equalities training for all that includes familiarity with the codes of behaviour. The Leader of the House mentions a new behaviour code, but this is where more work needs to be done; there is a code, and, as the Chair of the Public Administration and Constitutional Affairs Committee, the hon. Member for Harwich and North Essex (Mr Jenkin), said, it could be amended to serve as a reminder of the Nolan principles in public life and what constitutes sexist or racist harassment and behaviour.
This mandatory training for every person in the House need not be long—just two hours, which could include fire safety and even cyber-security. It is necessary for all those who work here, and not only to protect themselves on what is appropriate and inappropriate behaviour—it is the right thing to do. As for sanctions, if it is for Members, there must be a further discussion with the parties. As for the parties, the Labour party is constantly refining its sexual harassment process. Our process on sexual harassment has been looked at by a leading QC. We are in a much better place. Any process needs to be tested through the experience of a complainant. Only that way will we know if it works.
This is too important an issue. There needs to be expert help or consultants. Whether through a Select Committee or a parliamentary forum, it will be set up to monitor outcomes, take forward further work and refine our policies. As you said, Mr Speaker, on Monday when referring to Members, the majority of people working here
“are dedicated, hard-working, committed public servants doing what you believe to be right for this country.”—[Official Report, 18 December 2017; Vol. 633, c. 805.]
I hope that the work we have done on the working group will have given power to the powerless and a voice to the voiceless, as we protect those vulnerable people and enable them to work here in this centre of democracy.
I am very pleased to hear that the hon. Lady feels that the work is progressing well and that some good recommendations have been made. It is very pleasing that she wishes to make urgent progress. I am glad to hear that and look forward to working closely with her on this in the new year.
I thank the Leader of the House and all the colleagues who have worked on this over the last six weeks, and I am glad that there will be updates in the new year. I welcome, too, the grip taken on this matter by the Leader of the House, on behalf of the Prime Minister, to get this right.
I have been committed to making this place a positive place for everyone working here. Sitting on your diversity committee, Mr Speaker, has been an honour, but it has also shown the number of challenges we face. I am chair of the all-party group on women in Parliament, and we hosted a positive parliamentary Christmas event here for staff, aspiring politicians, councillors, business leaders and—
Order. I do not wish to be discourteous to the hon. Lady, who is unfailingly courteous to everybody, but we have a lot of business to get on to, and I am waiting to call someone else who has other pressing business: I therefore need a single sentence question, nothing more.
I thank the Leader of the House for her statement. As a member of the working group, I want first to commend the right hon. Lady for her leadership on this issue and the diligent way that she has gone about trying to build consensus. She is right that we have made solid progress, but it is profoundly disappointing that we have been unable to deliver our report this side of Christmas, as anticipated and as expected by those in this House. This delay has absolutely nothing to do with the Leader of the House, who has personally gone the extra mile to ensure good progress is made. But by failing to deliver the report, we have let everybody in the House down. We have particularly let down the staff of the House, who were expecting speedy progress, and I am appalled if there is any suggestion that this might be getting punted into the long grass.
We have an excellent report ready to go, which has been agreed by practically all the parties in the House and has been agreed by all staff representatives. The hon. Members for Brighton, Pavilion (Caroline Lucas) and for Dwyfor Meirionnydd (Liz Saville Roberts) want that point to be stressed. The working group has spent hours agonising over this report, and I join the Leader of the House in thanking the experts on sexual harassment who, with their extensive experience, have helped to design a report that covers all the concerns raised by hon. Members and staff.
I sincerely hope that, if there are parties in this House that may have issues about the process of delivering this report, they are quickly and expeditiously dealt with. This is far too important an issue to be lost in party political machinery. May I therefore ask the Leader of the House to get people around the table as quickly as possible, and make sure this report is delivered so we can start to protect the people in this House?
I should like to thank the hon. Gentleman for his tireless work. He has been absolutely dedicated to making progress on this, and I commend him for that. I share his enthusiasm for speedy further progress. All colleagues will be aware of the need for careful consultation and consideration, but we need to make fast progress.
I welcome my right hon. Friend’s statement, and I thank all members of the working group across the House for the progress that has been made to date. I am particularly keen to hear more on the code of conduct and on what counselling will be made available. As you know, Mr Speaker, I have even raised the matter of the code of conduct with you. This is not just about behaviour; it is also about language. We in this Chamber know the importance of language. It can empower people, but sometimes people use it to subjugate women. Can we ensure that all these matters are included in the report?
I want to say thank you to the Leader of the House for having a very open process, which I have personally felt that I could take part in throughout. Good progress has been made, but what worries me about what has been said today is that there seems to be quite a lot of potential for kicking the can down the road, and that we are not going to hear what is going to happen. I fear that politics is still stopping some of these decisions, and I want assurances that, whatever sanctions regimes and independent regimes the working group has worked towards, they will come to fruition as swiftly as possible.
I should like to thank the Leader of the House for all her work on the working group, but she will know, because I have made representations to her, that there are glaring omissions in the work so far. For example, the word “violence” was not uttered from her lips this morning. I suggest that the working group is far too narrowly drawn, and that she should seriously consider setting up a special bicameral Select Committee of both Houses of Parliament, to which all Members of this House could apply to be elected. We want to make sure that this is a modern workplace that is an exemplar for the rest of the world.
I am grateful to my hon. Friend, and I can assure him that one of the proposals the working group is looking at relates to the provision of services by an independent sexual harassment and sexual violence advocate. That particular expertise will be key to this. His proposal for a bicameral Select Committee is an interesting one, and I have mentioned that it is one of the proposals that has been put to us. The working group will look carefully at all the suggestions for taking this work forward, to ensure that we have consulted thoroughly and done our work considerately in the full knowledge of views across this place.
I thank the Leader of the House for her statement and praise her diplomacy. What she has announced is fine as far as it goes, but she knows that we urgently need to make more progress. Many of us on the working group, including some very assiduous members who cannot be here today, are disappointed and frustrated that we are not further forward. She is right to say that change is hard, but would she agree that vested interests, not least Whips Offices that are reluctant to give up their power, must not be allowed to derail parliamentary progress on harassment?
I thank the hon. Lady for her contribution to the working group. She has worked tirelessly on it. I should also like to mention the hon. Member for Brighton, Pavilion (Caroline Lucas), who was spent a great deal of time and effort on this. I have spoken to the Whips in all the parties, and they are all keen to see the resolution of this matter. There must be careful consideration, but I believe that we will be in a position to make fast progress in the new year.
I congratulate my right hon. Friend on her leadership and drive on this issue. Of course Parliament is a special and unique place of work, but my constituents would be most reassured if the bespoke scheme that we come up with was a blend of the best examples of independent grievance and complaints procedures from the private sector, from the public sector and from other Parliaments around the world.
I join others in commending the Leader of the House for the work that has been done so far, but I recognise that the journey is not over, because we all have some way to go before we can actually practise what we are preaching in this House. On that point, I ask the Leader of the House to clarify something. She said in her statement that
“further work needs to be carried out to ensure sanctions are appropriate, fair and enforceable”.
Will she confirm that recall is on the table as an option and also that there is clarity on whether Members who may be found to have behaved inappropriately will receive severance payments?
I am grateful to the hon. Lady for her question. It is a matter of fact that recall is already set in law, so it is a possibility under certain conditions. The working group has not yet finished its work or its evidence taking on exactly how that can be brought to bear here, but we are clear that there will be ultimate sanctions. Let us also be clear that the issue for Parliament is not one that affects Members only; it affects peers, Members’ staff and other staff around the parliamentary estate, so there is quite a large amount of work. That is why I have been clear that the work on sanctions needs to be considered further to ensure that they are fair both to the person alleged to have committed something bad and to the complainant who deserves justice. There is more work to be done on that.
I thank the Leader of the House for her statement, which contains some welcome measures, particularly the new independent sexual violence advocate service. I also welcome the fact that the system should be completely separate from the normal political channels. As the Leader of the House is aware, the Committee on Standards, alongside the House of Commons Commission, is currently revising the code of conduct. I note that the behaviour code mentioned in the statement will cover a much larger group of people than just Members and that the Leader of the House is consulting further. Who will investigate the other people who may come under that behaviour code?
The right hon. Gentleman raises a similar point to that of the hon. Member for Walthamstow (Stella Creasy), which is that it is important that the sanctions are appropriate and fair in respect of the employment contract or contract with members of the public that is held by the person about whom an accusation is being made. Further work is required to ensure that sanctions are appropriate for the alleged perpetrator.
I thank the GMB union for being the first Labour affiliate to build in detailed questioning of potential candidates’ understanding of sexual harassment and for having the integrity to refuse to nominate people who do not have that understanding. Will the Leader of the House let us know whether women who have previously complained and do not feel that that complaint was actually heard will have recourse to the new system?
That point was discussed a great deal by the working group, and it was recognised that there would have to be certain limitations. We could otherwise theoretically be listening to allegations that were 40 or 50-years-old and the people against whom such allegations are made may no longer be living, for example. The rules need to be carefully thought through, but it is absolutely our intention that people who have current investigations or allegations should be able to seek access to this independent complaints body, even though the body may have particular reasons for not choosing to take up the allegations.
There are some awful employment practices in Parliament. I know of MPs shouting at their staff till they cry, never advertising for staff before they appoint, interviewing on their own without anybody else in the room, not going through a proper shortlisting process—all sorts of terrible practices. Would not the best thing be for us to have a proper human resources service available through the House so that all MPs, the moment they arrive here, have a proper opportunity, especially if they have never employed or recruited people before, to learn good practice from the beginning?
The working group has taken evidence on and considered that point, and the overwhelming evidence is that Members of Parliament need to continue to directly employ their staff. It was very clear from staff evidence, however, that support for good employment practices—the provision of independent advice on employment matters—was needed for Members’ staff. It was also clear, as I mentioned in my statement, that training—mandatory and voluntary—should be made available not just to Members but to staff. Many staff, for example, asked for proper inductions so that when they come here they can be taught where the Table Office is and so on without having to ask other people’s advice. We have an opportunity to set right some things ranging from the fairly basic all the way up to people understanding thoroughly what constitutes bullying and harassment, including sexual harassment, what constitutes a proper appraisal, and so on. Many Members across the House already have that experience, but not all of them, and we should make it the case that every Member—every employer in this place—has access to that training.
I pay tribute to working group members Max Freedman, branch chair of Unite, Georgina Kester, chair of the Members’ and Peers’ Staff Association, and Emily Cunningham, a representative of the National Union of Journalists, all three of whom work for Members in this place. They have done a great job. They have also consulted widely with staff. There are some specific technical reasons why it would not be possible to require some sort of across-the-board recognition of trade unions, but nevertheless the working group has taken evidence on how valuable some of the support from trade unions can be.
I think the right hon. Lady means staff of Members of Parliament, which is a matter that can be further considered, but it is important to put it on the record, not least for the benefit of those who are attending to our proceedings who are not Members of, or employed by, the House, that the House itself most certainly recognises trade unions and negotiates with the staff of the House. I recognise, however, the other issue at which she was hinting, and that can certainly be further discussed. I am in no way an obstacle to a development on that front, if that is the settled or general will of Members.
If there is an HR service, surely it could recognise trade unions for Members’ staff in the way described. I thank the Leader of the House for her work on this, but it cannot be right that it is easier to sanction a Member for disorderly conduct in the Chamber than to sanction them for disorderly, disreputable and disgraceful conduct outside of it, so can she press ahead on that? I also gently remind her that this issue belongs to the House, and if she cannot find unanimity on the working group, perhaps she should publish a draft report that we can all comment on, because we would welcome more progress and momentum behind what she is doing.
Further to the question from my hon. Friend the Member for Heywood and Middleton (Liz McInnes), I was branch secretary of Unite the union in Parliament a few years ago, and I was involved in legal conversations about recognition. It is a complex process, but there is not a firm legal barrier in its way, and it is crucial to cleaning up the culture in this place. I am grateful for your support, Mr Speaker, but I beg the Leader of the House to reconsider her statement just now that there will be no recognition of Unite the union here.
I assure the hon. Lady that that is not what I just said. What I said is that we took evidence on it and that there are some technical challenges. Of course, because Members of Parliament employ their staff directly, there is not necessarily a lever by which to require people to make such decisions for themselves. I am not ruling anything out; I am merely trying to enlighten the House on the evidence taken by the working group.
I thank the Leader of the House for her industriousness, hard work, energy and diligence on this matter, which is good to have—there have been some 11 meetings, totalling 30 hours. My hon. Friend the Member for Belfast South (Emma Little Pengelly) sat on the working group and made a substantial contribution.
I share the Leader of the House’s disappointment that, as others have said, there should be any unnecessary delay, and I welcome the progress so far. Will she outline the next steps to ensure there is a robust and independent system so that no one is harassed or bullied without action being taken?
I also thank the hon. Member for Belfast South (Emma Little Pengelly) for her very strong and diligent contribution to the working group. In particular, she brought up the specific issues in constituency offices, especially in the context of Northern Ireland, which the working group found very helpful.
As I said in my statement, the working group will continue to meet. We will reconvene in the new year, and we will seek to make progress as swiftly as we can.