Bullying and Harassment of MPs’ Parliamentary Staff

Chris Bryant Excerpts

Wednesday 17th July 2019 Commons Chamber

[Mel Stride]

The hon. Gentleman has raised a very specific and interesting point, to which, I am sorry to say, I do not immediately know the answer. I always like to know all the answers. [Interruption.] I am being told by Members sitting behind the hon. Gentleman that the answer is yes, but I will clarify that one way or the other and write to him accordingly.

None of the points that I have made are intended to suggest that progress has not already been achieved, or that serious shortcomings in the management of, and behaviour towards, members of staff have been universal. Indeed, in her report Gemma White says:

“Most Members of Parliament treat their staff with dignity and respect”.

She says that she

“received a number of written contributions from people who wrote only to tell me about their positive experiences in Parliament.”

As she points out, that was despite the fact that her remit did not extend to inviting people to do so. She also says that during her work on the report, she heard or read of MPs who were

“MPs who were “a model employer”, “a fantastic boss”, “the best employer I have ever had”.

The report draws attention to areas of slow progress, but recognises that important progress has been made. The independent complaints and grievance scheme is praised as being

“an appropriate and relatively sophisticated means of investigating allegations.”

I echo the report’s praise for the dedicated implementation team who have made the scheme’s introduction, in the report’s own words, “a success”. Its operation is a clear improvement in the support that it offers to victims of bullying and harassment, and is also a firm indication of the seriousness with which Parliament views these matters. It shows the will and determination in the House to take strong and effective steps, working across the parties with the unified purpose of addressing inappropriate behaviour wherever it is found. It is important not to forget that before the introduction of the scheme, most complainants typically had recourse only to the Member about whom they were complaining, or to party political processes.

There has, of course, also been the Cox report. The White report calls for the implementation of Dame Laura Cox’s key recommendations, which include the removal of the June 2017 cut-off for historical complaints. That will be the subject of the motion that I will move shortly after this debate. If the motion is agreed, it will be a significant and important step forward. It will open up the ICGS to those who, for example, may have been bullied or harassed as recently as just before the last general election, and/or are no longer in the employ of a Member.

Although I recognise that there has been progress, there should be absolutely no cause for complacency, and Gemma White makes a number of important recommendations. Some appear relatively straightforward to consider and, potentially, implement, such as the recommendation for a review of confidentiality clauses within the standard contracts of employment of the Independent Parliamentary Standards Authority; the recommendation that IPSA should send out staff exit surveys; and the recommendation that the House Service should address the

“fair recruitment and management of staff with disabilities”

in its training. Other recommendations will require more thought, and present significant further questions. For instance, there is the recommendation that a new human resources department should be set up to cover Members’ staff, and to include HR personnel located both centrally and out in the regions.

[Chris Bryant (Rhondda) (Lab)]

I do not understand why there is any debate about this bit. I think that the vast majority of Members, when they arrived in the House, would welcome with open arms the idea of a good HR function here, providing them good training, because many of us were never employers before we came here. I just do not understand why it is difficult for us to put that together. It seems to me to be the simplest thing of all.

[Mel Stride]

I do not think that anything I have said has suggested that we should not go ahead with this recommendation. The point that I am making is that it is a quite a major proposition which needs to be thought through carefully, as does any proposal of this magnitude. The hon. Gentleman shakes his head. That rather implies that he does not think it should be thought through carefully, which I am sure is not what he is intending to communicate.

[Chris Bryant]

I am not questioning the integrity of the Leader of the House, and I am sure that he is not questioning mine. It is just that this debate has been around for quite a long time, and the House of Commons Commission probably needs to meet more frequently and be able to transact business more expeditiously so that we can get on with this. The Finance Committee stands ready to do its share of the work, but honestly, some of us have been arguing for HR for a very long time.

[Mel Stride]

I know that some Members have been arguing for various aspects of the approach that we should take to addressing harassment, sexual harassment and bullying, and I know that there have been issues around the time that it has taken to put into place various aspects of our appropriate response to that. What I am saying from the Dispatch Box this afternoon is that we are now moving with pace. Directly after this debate we will have, as the hon. Gentleman is aware, a motion to bring in and broaden the scope of the ICGS, and that in itself is an example of how we are now moving forward with pace.

However, while recognising the progress made, there should be absolutely no cause for complacency on the various recommendations I have highlighted that have been brought forward by Gemma White. Consideration of the recommendations is of course a matter for the House, and today’s debate is an important part of that process. I say to the hon. Gentleman that the fact that this debate has been brought forward so shortly after the release of the White report is in itself a very healthy sign. We need now to continue to proceed at pace, to come to our conclusions on the recommendations of the report as soon as possible, and to bring forward further much-needed change at the earliest possible opportunity. We owe that to those who do so much to support us as Members of Parliament, but we owe it also to those who send us here and who in turn rightly expect the highest possible standards of each and every one of us.

--- Later in debate ---

[Andrea Leadsom (South Northamptonshire) (Con)]

It is a pleasure to speak in this important debate today, following the publication of Gemma White QC’s report last week. I would first like to pay tribute to her for the incredibly detailed independent inquiry that she led. Her report into the historical allegations of bullying and harassment of MPs’ staff adds greatly to the work done by the independent complaints and grievance scheme working group and will drive much-needed further reforms in the way we treat and value all those who work for and support us in our roles as MPs.

I also want to acknowledge all the current and former staff members who contributed their experiences to the inquiry and helped to expose behaviours that have clearly gone on in this place for far too long.

I met Gemma White during my time as Leader of the House and found her to be both knowledgeable and determinedly constructive in supporting Parliament’s desire to modernise our practices. Her report highlights the need for everyone working in or visiting Parliament to be treated with dignity and respect, but she also highlighted some truly unacceptable employment practices. I was appalled, as I am sure were colleagues from both sides of the House, to read some of the comments from staff. As part of my work in chairing the ICGS working group, I heard some pretty harrowing testimony from several individuals, and I want to pay tribute to them for their bravery in coming forward to speak with the group. It is clear that we in Parliament must bring about long-lasting and positive institutional change without delay, and that change must come from the very top. Only then can we truly restore confidence in how Parliament works.

The report acknowledges that the ICGS provides MPs’ staff for the first time with a mechanism for having complaints of bullying and harassment independently investigated. Feedback from some of the first complainants is that turnaround times under the new procedure can be too slow. My first observation is that the scheme is still developing, so it is important that we allow it time to become fully embedded into the fabric of Westminster. The staff working for the scheme are all fully committed to continuous improvements in its processes. Secondly, I am glad that the White report agrees that employment relationships should continue to sit with individual MPs, and I fully agree with the recommendation for a centralised human resources function for MPs’ staff.

However, the question of where the responsibility for a new HR function would lie must be considered further, although the two obvious candidates would be either IPSA or the House authorities themselves. The former—I am sorry to say—currently suffers from fairly widespread feedback from Members’ staff about a lack of confidence in its practices and hence in its ability to be the supportive voice that staff members need. The other alternative provider of HR for staff would be the House authorities themselves. During the working group, they raised concerns about taking on an HR role for themselves, because that could create an unhelpful secondary employment relationship, but it would be worthwhile looking again at whether that could be the best way forward.

A key aspect of the White report is that many current staff still feel uncomfortable making complaints, and to assure them the working group must focus specifically on ensuring that, as far as possible, an individual’s career will not be affected in any way if they come forward with a complaint. That is why the ICGS carries out any investigation in strict confidence. I urge anyone with a grievance or a complaint to be encouraged to come forward via the helplines that have been widely advertised around the estate.

As part of the scope of the working group, it was recommended that a wide range of training should be available to MPs and their staff. The White report recommends making some of that training mandatory in order to bring about institutional behavioural change, and I totally agree. All MPs and all staff working for MPs should now be required to undertake at least the Valuing Everyone training that was implemented as part of the ICGS. I call on each of the Whips Offices to ensure that their MPs have completed their training within six months of the report’s publication.

[Chris Bryant]

When someone arrives here—perhaps straight out of university—to work for a Member of Parliament, that MP may be their first employer, so all the bad ways that they learn from them then become the bad ways that they may get into in later life, perhaps when they later go on to become an MP or work elsewhere in the civil service. Is it not therefore all the more important that new Members of Parliament are trained in human resources best practice from the moment they arrive here?

[Andrea Leadsom]

The hon. Gentleman is absolutely right. He has followed this closely, and he will recall that, during the working group’s investigations, it was clear that we needed to take things slowly and not to push for too much change too quickly, but it is also apparent that Parliament has come to value its progress and its modernisation of practices, and so on. We can now move much faster than was thought back in late 2017. It is right that people should undertake mandatory training, particularly if they will be employing staff who may be coming into their first job.