The Leader of the House of Commons (Andrea Leadsom)
I beg to move,
That this House has considered the Dame Laura Cox report on the bullying and harassment of House of Commons staff.
Most people who work here in Parliament fully realise what a privilege it is to do so and that whether we are MPs, peers or senior management of the House, we should all carry out our work to the highest possible standards, both professionally and morally. We should behave in the way set out for us by the Nolan principles, and we should lead by example. Most of us fully accept that when we fall short of the high standards rightfully expected of us, we should be held accountable for our actions and that, as part of playing a role in public life, we should also challenge poor standards and poor behaviour when we see them.
As I said in response to the urgent question on 16 October, I welcome Dame Laura Cox’s report, “The Bullying and Harassment of House of Commons Staff”, and I would like to thank her for her important work. As her hard-hitting report recognises, the House of Commons has fallen woefully short in supporting and protecting its staff. It has failed the people who work here. The fact that some of those in positions of power or authority have bullied, intimidated and harassed those who work alongside them and perpetuated a culture where that behaviour is not only tolerated but comes to be expected by members of staff as “the norm” is outrageous. There is no place for abuse or harassment in Parliament. That applies to everyone, without exception.
Today’s debate is undoubtedly an important one, but it must form part of a bigger picture. We need to continue to hear the views of every person who works in or for Parliament, especially those who have struck up the courage to speak out about the unacceptable behaviour that they know must be challenged. It is to those people that I especially want to speak directly today. Thank you for your courage in speaking out. I know how difficult the decision to do so will have been, and I am absolutely determined to make your working lives and the working lives of everyone in this place as fulfilling and as dignified as they unquestionably should be. I am so sorry to hear of your experiences. You should never have been treated unjustly.
This is an amazing place to work in many different ways—something that the report brings out—but Dame Laura’s report also shows a dark side and makes clear that we must not rest until all people working here are treated with dignity and respect. I give my personal commitment to the House that I will not stop until that is the case. Anything that falls short of that goal is not acceptable.
Today, we are debating this important report, how its recommendations will be taken forward and what more we can do. Before we turn to that in earnest, I want to outline briefly the action that has been taken so far to change Parliament for the better—and make no mistake, we are taking action. As Members are aware, the Prime Minister convened a working group a year ago to establish a new independent complaints and grievance procedure for Parliament. A first-rate programme team made up of senior House staff, for whose work I am very grateful, took forward the implementation of the working group’s recommendations. That was overseen by a cross-party steering group made up of representatives from all parties, trade unions and staff.
A new Parliament-wide independent grievance scheme was launched by a vote of the House in July. The scheme, now known as the ICGS, has a number of key features. First, the House has agreed a shared behaviour code that applies to everyone in the House, with no exceptions, and holds all of us here, unequivocally, to the same high standards of behaviour.
Secondly, there are two new independent helplines and investigative services, with corresponding policies in place—one to deal with bullying and harassment, and a separate one to deal with sexual misconduct. Those policies underpin the behaviour code and ensure that everyone in this House now has access to an independent scheme that will handle their complaint or grievance. The number for those helplines can be found on the parliamentary intranet.
Thirdly, it was very important to ensure that Members’ staff had access to independent human resources support, which has never until this point been available, so a human resources support service has now been established for Members’ staff. Lastly, there is a significant programme of work under way to develop better training, both mandatory and optional, to equip all those who work in this place to manage staff appropriately and promote the culture change we all want to see.
Mr Barry Sheerman (Huddersfield) (Lab/Co-op)
This is an important report. I have three daughters and four granddaughters, and we want people to be treated the way that members of our family would be treated. It is all very well calling for a change in culture, but we need good management to deliver that. I welcome most of the report, but that was one of the disappointing bits. What management steps are being taken to ensure that this works positively for anyone who is at risk?
Andrea Leadsom
The hon. Gentleman makes a really important point about changing the management of the House and not just the processes. I will come on to that, if he will bear with me, but I want to first finish talking about what is currently available, because it is incredibly important for all those who want to come forward with a complaint.
Sir Bernard Jenkin (Harwich and North Essex) (Con)
The point raised by the hon. Member for Huddersfield (Mr Sheerman) is a very salient one. We spend an awful lot of time looking at processes and procedures, writing down codes and adjusting rules, and very little time thinking about how we change the culture. It is not about the management of this place; it is about every single right hon. and hon. Member in this House. We lead this place, and we set the example and the tone. The question is how we want the governance of this place to change the culture, and that falls on us, not on some obscure committee elsewhere to take that responsibility away from us.
Andrea Leadsom
My hon. Friend makes a really important point. I will come on to governance issues, but I would like to finish talking about the processes that we have put in place since July this summer.
Dr Sarah Wollaston (Totnes) (Con)
Dame Laura Cox refers in her report to the Parliamentary Health and Wellbeing Service helping staff who have been subject to bullying and harassment, and she comments that the service is
“overworked, under resourced, under promoted and undervalued by the senior administration.”
Will my right hon. Friend meet Dr Madan, who heads up the service as the leading occupational physician? She has a unique insight into the culture and sees staff who might not feel confident to come forward.
Andrea Leadsom
I would be delighted to meet the head of the Parliamentary Health and Wellbeing Service. My hon. Friend is right to point out that the service has been overworked. As part of the new complaints and grievance procedure, resources will be made available, but nevertheless I would be very happy to meet the lady she mentions.
Andrew Bridgen (North West Leicestershire) (Con)
I bring the House’s attention to paragraph 418 of Dame Laura’s report, which says:
“In relation to allegations made against Members of Parliament, it is readily acknowledged and should be emphasised that the overwhelming majority of Members behave entirely appropriately and courteously towards members of House staff. However, their collective reputation is being damaged by the allegations of unacceptable behaviour made against some of their number and by the inadequacy of the procedures in place to deal with complaints. I have no doubt that they will regard this as intolerable.”
Does my right hon. Friend agree that it is a relatively small number of rotten apples, but the problem with our particular barrel is that those rotten apples are quite near the top?
Andrea Leadsom
Again, my hon. Friend makes a really important point. As I said at the beginning of my remarks, most of us here absolutely accept that we need to behave with the greatest of professionalism and moral authority. It is only a few who let us down, but nevertheless, when they do so, they have to be called out, counted and dealt with appropriately.
I would like to return to discussing the independent complaints and grievance procedure, which is known as the ICGS. I can report to the House that, from the launch of the ICGS in July to the end of September, a total of 51 calls were made with complaints and concerns, and a small number of investigations into complaints are currently under way. Initial indications for October show that the call rate is continuing at the same level. I can tell the House that we intend to publish the reporting data quarterly.
Vitally, the ICGS is confidential, which encourages complainants to come forward without any fear of publicity or retribution. The investigation process is also completely independent. Where the finding against any individual is so severe as to require consideration of terminating their employment, there is a clear route in all circumstances. Specifically in the case of MPs who are accused of wrongdoing, that route is currently to the Committee on Standards, which has taken steps to allow the seven lay members to have a vote in addition to the seven elected members. This is an important step. I am aware that some want to see further independence from Members themselves, and the House of Commons Commission and the Standards Committee will look at how this can be achieved while still upholding the principles of democratic accountability. To be absolutely clear: we are fully committed to ensuring that the accountability of MPs is enforced.
As I have said, ever since taking on the chairmanship of the working group, establishing the complaints procedure has been the first, and not the last, step towards the culture change we all want to see. There are three crucial next steps that we agreed earlier in the year. First, there should be an independent inquiry into allegations of bullying of House staff, and it is this report that we are debating today. Secondly, there should also be an independent review of historical allegations of Members and their staff, which I understand is to be publicly launched tomorrow. I do urge all those who have experienced bullying and harassment in any way to come forward to give evidence to that inquiry. Thirdly, there will be a review of the ICGS after six months of operation, and again after 18 months. I will be meeting with the ICGS steering group shortly to consult further on how we take forward that first review.
Mr Sheerman
On an important factual point, the right hon. Lady may remember that I chaired the anti-bullying group in Parliament, a cross-party group that was very much supported by the Speaker. Some of its members are no longer Members, but will they be eligible to give evidence? Having such a parliamentary group was a very important turning point psychologically. We were accepted as having a contribution to make, and we started to look at the behaviour of Members of Parliament. Some of us knew about their behaviour, but could not actually drag it out into the daylight.
Andrea Leadsom
I would certainly be very happy to discuss how the hon. Gentleman and colleagues can feed into the review. As he will be aware, the ICGS steering group is made up of Members of this House and of the other place, as well as trade union members and members of staff of MPs and peers. Nevertheless, it will be for a wide variety of stakeholders to feed into that process, and I would be delighted to discuss that with him.
Turning now to Dame Laura’s report, its findings are shocking. As I said on 16 October, it was important that the House leadership responded promptly and comprehensively. The House of Commons Commission has met twice since then and has agreed in full Dame Laura’s three key recommendations. The commission has further directed the Commons Executive Board to produce a speedy action plan in consultation with a wide range of stakeholders, which will be taken forward with the help and support of the external members of the Commission.
I would now like to turn to each of Dame Laura’s key recommendations. First, she recommends that the Valuing Others and Respect policies, which were available to House staff, are discarded. House staff have been able to access the ICGS since it began in July, so the House of Commons Commission has agreed that the pre-existing policies should be discarded.
Secondly, Dame Laura recommends that the new ICGS is amended to ensure that those House employees with complaints involving historical allegations can access the new scheme. I think it is important to clarify that House staff already do have the same rights of access to the ICGS as everyone else here. The steering group agreed that historical allegations would be accepted by the new scheme. However, legal advice taken advised that allegations referring to events that predate the 2017 Parliament could be considered only under any sanctions available at the time of the offence. Dame Laura’s report suggests that the House of Commons Commission look at this again. It has agreed to do so, and that will be taken forward.
Mrs Maria Miller (Basingstoke) (Con)
The Leader of the House mentions the important fact that if anybody has allegations, those allegations will be judged against what was right at that time. However, surely it was always wrong to harass and bully people in this place. That is the standard against which we should treat everybody.
Andrea Leadsom
My right hon. Friend is exactly right. That is a very helpful clarification because there has been some misunderstanding. Anybody with a historical allegation that predates July 2017 can and should come forward under the complaints and grievance procedure. The difference is that the behaviour code itself cannot be applied pre-July 2017. However, as my right hon. Friend points out, exactly correctly, most of the sorts of behaviours that people will expect to come forward to complain about would already have been captured under a pre-existing code of some sort—either the code of conduct for MPs or, indeed, employment contracts. I do encourage anybody with any complaint to come forward under the complaints procedure and not be put off by the fact that the behaviour code itself—this new creation of the House—applies only from July 2017. This is an incredibly important point, because there has been some misunderstanding about it. I am grateful to my right hon. Friend for clarifying that point.
Nigel Huddleston (Mid Worcestershire) (Con)
On the scope of the scheme, will my right hon. Friend confirm, as many of us spend a lot of time in our constituencies, that it also includes our constituency staff and offices?
Andrea Leadsom
Yes. Again, I am grateful to my hon. Friend for another point of clarification. The scheme absolutely includes everybody who works for or with Parliament, including members of staff in our constituency offices, pass holders and indeed those who work on a voluntary basis, provided they are actually employed here. There are some limitations, but it also applies to visitors to this place. It is all-encompassing—it covers all those who come here or work for Members of Parliament.
Dame Laura’s third recommendation is that complaints brought by House staff against Members of Parliament should be subject to an entirely independent process in which Members of Parliament play no part whatsoever. I can tell hon. Members that, before establishing the ICGS, there were several productive meetings with the Committee on Standards. The then Chairman, the right hon. Member for Rother Valley (Sir Kevin Barron), recognised the need for lay members to have a majority vote on sanctions against MPs and took steps to ensure that this could be the case. I have recently met the new Chair of the Standards Committee, the hon. Member for Stretford and Urmston (Kate Green), who is in her place. I know she has further suggestions on how to ensure greater independence of the process, so I look forward to hearing the hon. Lady’s contribution today.
Dame Laura’s key recommendations are clear and have been agreed by the House of Commons Commission. What is less clear, however—but this is definitely the most important part of today’s debate, as some hon. Members have already said—is how we can change the culture of Parliament that has made these recommendations necessary. The failings are institutional: they are systemic, they have become embedded and, as noted by Dame Laura, they cascade “from the top down”. It is my strong view that we need to look at the governance of the House of Commons, and we need to democratise it to ensure that with authority comes full accountability.
Bob Stewart (Beckenham) (Con)
The truth of the matter is that it is down to leadership. I agree with my hon. Friend the Member for Harwich and North Essex (Sir Bernard Jenkin): we are talking about leadership, and all the rules count for nothing if our style is wrong. We know what is right, and people who do wrong should be called out by the rest of us and dealt with. We do not need commissions or rules for that. What is right is right and what is wrong is wrong. We should know that as MPs.
Andrea Leadsom
My hon. Friend is right: it is about leadership. The complaints procedure is vital to give satisfaction, justice and clarity to those who have suffered at the hands of any Member or, indeed, any member of staff, but my hon. Friend is right that leadership is key.
Andrea Leadsom
I would like to make one point—I think the hon. Gentleman will be interested to hear it—before I give way.
We need to democratise the House of Commons, but governance change cannot and should not happen overnight. The then Public Administration Committee, chaired, as the Public Administration and Constitutional Affairs Committee is now, by my hon. Friend the Member for Harwich and North Essex (Sir Bernard Jenkin), said in written evidence to the House of Commons Governance Committee, which held the last review of House of Commons governance in 2014:
“Any structural or organisational change should only be considered as a consequence of a full understanding of the underlying causes of difficulty or failure. If this is not done, structural change, with all the disruption which that involves, will become no more than a distraction. This may be welcomed by those who want to avoid the more difficult, personal causes of problems in the organisation, which are likely to be in the culture. By culture, we mean what is embedded in the attitudes and behaviour of the people in the organisation, and PASC has found this is by far the most important determinant of organisational effectiveness.”
That still rings true—structural change needs to be considered in the context of an organisation’s culture.
Chris Bryant
I completely agree with the point that the right hon. Lady just made.
Leadership comes in many different styles. There are autocratic styles of leadership: when I was on the Culture, Media and Sport Committee many years ago, our Committee was run in that way and it was inappropriate. Now most Select Committees are much more likely to work as a team. I wonder whether the House of Commons Commission would be better if it were constituted more like a Select Committee that worked as a team of people, throughout a Parliament, with each individual in the team able to assume responsibility. That might be a better way of leading change within the House.
Andrea Leadsom
The hon. Gentleman makes a very good point and I am keen to hear all Members’ views on how we can improve the democracy in this place.
Dame Laura’s report has made it clear that we need to consider first, changing the power balance in this place; secondly, giving staff a stronger voice; and thirdly, addressing how to stop failures at the top infecting our entire workplace. Therefore, one of the questions I would like the House to consider and give views on today is whether the current structure of the House of Commons leadership is fit for purpose.
The Commission has tasked the Commons Executive Board with bringing forward a speedy action plan, and I support that. My vision for a future democratisation of governance is a leadership structure that is fully and fairly representative of all who work here, and accountable for all actions and decisions. Any changes to governance need to be carefully considered, and they need to be fit for a 21st-century Parliament. My three personal tests for considering future proposals for change in the House’s leadership are, first, will they mean that everyone who works here can expect to be treated with dignity and respect? Secondly, will they rebuild the confidence of those who have suffered in the past? Thirdly, do all those who work here feel they have a proper stake in the decisions that affect them?
Mr Jim Cunningham (Coventry South) (Lab)
My perception is that if we are to democratise the House, whatever system we use must be simple, not bureaucratic. We have a tendency in the House when we look at new ideas and introduce new institutions to get very bureaucratic. Any new structure must be a simple one that everybody understands, not top-down and overburdened with people at the top.
Andrea Leadsom
I completely agree and I will be interested to hear whether the hon. Gentleman has further thoughts on any changes he would like to propose.
In opening today’s debate about Dame Laura’s report, I welcome not only her specific recommendations for urgent change, but her broader conclusions about accountability and leadership in this place. I look forward to hearing views from all colleagues.
Valerie Vaz
I thank the right hon. Lady. I will come on to that later. That is a very good point.
The House of Commons Commission met on Wednesday 24 October 2018 to discuss the report’s recommendations and consider a way forward. The meeting was chaired by Jane McCall, the senior external member of the Commission. The task is falling to Jane McCall and Rima Makarem to oversee the work. Quite rightly, there will be no Member involvement. At this point, I want to thank Dame Janet Gaymer for her involvement and for all her work on the Commission. The Opposition welcome the decision by the Commission to accept the recommendations of the Cox report. The Commission is terminating the Valuing Others policy and has suspended operation of the Respect policy, recommending that the House terminate it as soon as possible.
Dame Laura’s report was critical of the independent complaints and grievance policy. The Commission recommends that the House amends the new independent complaints and grievance scheme to ensure that those House employees with complaints involving historical allegations can access the new scheme. The Commission rightly recommends that the House considers the most effective way to ensure that the process for determining complaints of bullying, harassment or sexual harassment brought by House staff against Members of Parliament is an entirely independent process in which Members of Parliament play no part. The Commission agreed not to wait for the six-month review of the independent complaints and grievance scheme, due to start in January 2019, but to identify a way to give those with historical complaints access to the scheme. Could the Leader provide the House with details on what work is already under way? She said that she will report quarterly. When will we get the first report?
Andrea Leadsom
I am extremely grateful to the hon. Lady for allowing me to intervene. I fear she is in danger of perpetuating the mistake that currently people do not have access to the complaints scheme for historical allegations. They absolutely do and I urge anybody with any complaint to come forward to the complaints scheme now—they do have access to it.
Valerie Vaz
I am not perpetuating a myth. I am reporting factually what the Commission decided. That is exactly what the Commission decided: to look at the scheme to ensure that people can do that. The Leader of the House did not answer my question, but maybe she will answer it at the end.
In respect of historical allegations, there should be a fair process. In paragraph 401, Dame Laura Cox suggests that
“Distinguished senior lawyers or retired judges, highly experienced in handling these sensitive cases and in analysing evidence and finding facts, would ensure that the investigations…were treated with respect.”
She also suggests that everyone will have confidence in such a process. Investigators currently in place do not have that experience. Will the Leader of the House ensure that investigators with sufficient experience will handle those cases? In paragraph 379, Dame Laura Cox highlights the general reluctance of Members to judge the misconduct of other Members or even to assist in investigations. She makes reference, as the Leader of the House did, to the Nolan principle of leadership, which
“requires all holders of public office to be willing to challenge misconduct or inappropriate behaviour, wherever it occurs.”
That includes Member on Member, which we should remind ourselves of.
Cox states:
“There is now an institutional responsibility to act to restore public confidence in the central institution of our representative democracy.”
I hope that is respected with the widest consultation on any new process with a broad range of the trade unions that operate in this workplace and other stakeholders, and, as mentioned by the hon. Member for Totnes (Dr Wollaston), that the current and new system have sufficient resources. What discussions has the Leader of the House had with the Government to ensure the allocation of proper resources and extra staff to make this work?
There should be time to look at best practice around the world—the right hon. Member for Basingstoke (Mrs Miller) suggested looking at Canada—and in other public organisations. Democracy is stronger when it is inclusive and reflects all the people it seeks to serve irrespective of age, disability, ethnicity, faith, gender identity, sex, sexuality or socio-economic background. It is vital that everyone working in a modern Parliament knows the boundaries of acceptable behaviour in a safe and secure workplace, and that we all play a vital role in ensuring that our Parliament and our democracy thrive.
Alison Thewliss
That is absolutely true, and it is reflected in the report in many ways. For example, people fear that if they were to complain or raise an issue, they would be seen as a troublemaker trying to upset the way things have been done—and from reading the report, it seems to me that the way things have been done absolutely has to be turned around.
Andrea Leadsom
On a point of clarification, the new ICGS is totally confidential. I want people to know that if they proceed with a complaint their name will not be mentioned and they need not fear retribution or publicity.
Alison Thewliss
That is good to hear, although people have to have confidence in that anonymity, and we have to see results.
In moving away from the way things have always been done, we need to be frank with ourselves. There has been some discussion about the culture in higher education, and it has been suggested to me that the institutions with low levels of reporting of harassment are the ones we ought to be watching, rather than those that are prepared to report and to act on those reports. Unless we encourage reporting, the problem will continue and nothing will be done. I agree that staff must feel they have ownership of the system, that there must be accountability, that the implementation must be robust and that people must have confidence that they can report anonymously and that something will be done. During a conversation that I had earlier today, it was suggested that someone might not want an allegation to be made but would like it to be noted, so that in the event of any future allegations that tied up with the same person and similar circumstances, the link could not be overlooked. I think it important for that to be recorded in one way or another. I also want to ensure that if an allegation has been made, the person who has made that allegation is not forced to sit down with the perpetrator, because that would put them in a very vulnerable position.
No one should be too powerful to be beyond the reach of any new reporting system. We must ensure that members of staff who wish to complain about bullying and harassment have the necessary access and support, regardless of when the incident occurred and who it involved.
Jess Phillips (Birmingham, Yardley) (Lab)
It is an honour to follow the hon. Member for Chichester (Gillian Keegan)—I will call her my hon. Friend—and I think she made some important points. I want to start by saying that I have absolutely every faith in the Leader of the House’s commitment to make the situation better. I also have every faith in the new Chair of the Committee on Standards, my hon. Friend the Member for Stretford and Urmston (Kate Green). I do not think that many people could question her unfailing commitment to equality over the years, and people should feel real faith in those institutions and in all the people in the Chamber—there are not enough of us here—who have bothered to come to talk about this.
I say once again that anyone who has any historical complaints should absolutely come forward. In fact, the legal advice given during the creation of the system that we have now does not mince its words, stating:
“Retrospective effect is therefore regarded as desirable.”
It says that it is better that we look back in retrospect. Unlike some Conservative Members, I am not going to lean on business for the best option. Arcadia, for one, is an organisation that I would not currently be taking any advice from, but it is with my interest in Sir Philip Green that I want to ask some questions about how this House uses non-disclosure agreements. I am really interested in the subject, but I still have no idea about how most things actually work in here. It is a mystery to most people. I want to know who signs off a non-disclosure agreement in this building against a member of staff, because I do not have a clue. I know that in business, someone at board level would have to see some of that when big pay-outs are being made, but I do not know who has governance and oversight of that in this building. How will those things be dealt with going forward? Will any new inquiries report on whether we think it is appropriate to use NDAs in repeated cases where the perpetrator is the same person clearly showing a pattern of behaviour?
Andrea Leadsom
To answer the hon. Lady’s question directly, I have also been concerned about this matter. I asked the House authorities about it and was told:
“Like many other organisations, the House of Commons uses settlement agreements to resolve employment disputes under certain circumstances but these are not what are known more widely as ‘non-disclosure agreements’ and that settlement agreements do not in any way seek to prevent whistle-blowing or the disclosure of facts on public interest grounds.”
Jess Phillips
I thank the Leader of the House for that answer. I think some real clarity going forward about what we as parliamentarians in this place will and will not accept should certainly be part of how we improve something that I think we have already improved. As somebody who has been a critic of this place and some of the people in it, I want to say that I think that we have tried to make real strides. Historical cases have been talked about a lot today, but the situation needs to be made much clearer and more robust. I heard the Leader of the House and the shadow Leader of the House sharing a real commitment to that today, which gives me hope.
I agree with the idea of democratising the House of Commons Commission because, once again, I do not know how someone gets to be on it or how to be the spokesperson for it. I will go on the Commission and on the Committee on Standards now that my hon. Friend the Member for Stretford and Urmston has made a gap—I will go on all the Committees. Part of the problem is that there is no real accountability for who is on what and what is being said where, and if I do not know that, it is likely that the vast majority of Members will not know that, because I take an interest, and also that the public will not have a clue about what is going on.
The hon. Member for Glasgow Central (Alison Thewliss) made an important point about having a log on which things can just be recorded without action necessarily being taken. Third-party reporting is another issue, because I have received some harrowing reports of behaviour by people in this place, but I know that the people will never come forward and say anything. I am then left with my hands tied knowing some of those things, and we need some system so that we do not end up in a Jimmy Savile situation in which everybody says, “Well, we all knew. Everybody knew he was a bit like that. Of course he was.” We need a place where Members of Parliament and members of staff—anybody around this place—can, without prejudice, log something somewhere so that we can see the patterns.
It would be wrong of me to say that this process has been pleasant for all those who had to come forward, and who are still having to keep on pushing. Unless we get this right pretty quickly, trust and faith in this place will be gone—they are already pretty low. Each and every one of us should take on the responsibility of making sure this does happen.
Andrea Leadsom
With the leave of the House, I wish to make a few short closing remarks. First, I pay tribute to the hon. Member for Rhondda (Chris Bryant), who showed some optimism and pointed to some good quick wins. He is right that things have changed. There is a lot more to be done, but things have changed.
Let me highlight some of the things that have changed. First, all staff here can access the independent complaints and grievance procedure, and I urge them to do so. Secondly, I would like people to be aware that all calls and complaints are strictly confidential. Nobody will have their details publicised or have to face retribution for coming forward with a complaint. Thirdly, historical allegations can and should be brought forward to the complaints procedure. They can already be brought forward. Finally, there is much more to be done, and the Cox report, plus the independent inquiry into complaints by Members’ staff that begins tomorrow, will guide much further work to change the culture here. Change is afoot and there is much more change to come.
I conclude today’s informative debate by thanking the House of Commons staff and everyone who works here for making our Parliament such a formidable pillar of democracy on the world stage. To all those staff, I say you are valued, you are vital to this democracy, and we will do better by you in future.
Question put and agreed to.
Resolved,
That this House has considered the Dame Laura Cox report on the bullying and harassment of House of Commons staff.