Independent Complaints and Grievance Policy

Dawn Butler Excerpts

Thursday 19th July 2018 Commons Chamber

[Dawn Butler (Brent Central) (Lab)]

I echo the sentiments of the Leader of the House and thank the programme team and the cross-party steering committee. Some of the programme team are in the House today. I thank them for interpreting our ramblings in all the discussions—both agreements and disagreements. I thank all the specialist advisers, who were informative and progressive, and actually mentioned intersectionality before I had the chance to in a meeting. I thank MPs across the parties and the trade unions—it was a joy to work with all of them. I thank my hon. Friends the Members for Walsall South (Valerie Vaz) and for York Central (Rachael Maskell), and the Leader of the House for her excellent chairing of the committee.

These codes are bringing Parliament into the 21st century. Behaviour or sexual harassment codes will not work on their own, but as a statement of principle, they are an excellent start with regard to our cultural intent, and they set the parameters in terms of behaviour. These codes are needed to encompass our shared mission.

I want to address a few points. Paragraph 18 on page 11 of the delivery report refers to promoting consistency and maintaining quality. Consistency and quality can be achieved only if there are clear and transparent guidelines, not a reliance on discretion. I hope, as discussed by the committee, that at the six-month review stage, we will look into removing discretion from the policy, as that opens the door to unconscious bias. The committee tried to use the most up-to-date language and safeguarding processes. This in itself will be a learning curve to everyone in this place and beyond. At the core of this policy is our mission to change the culture of this House, and, as the Leader of the House said, to make it a safe and progressive place to work.

Parliament is a unique place to work, with 650 micro-businesses in a macro environment of the electorate, our constituents and our constituencies. The constituency office is included in the codes, even though all the issues relating to it have not been resolved.

We have stressed the importance of diversity in the delivery of training and personal development. I think that means that we will be using smaller, specialist and perhaps unconventional providers in Parliament to ensure that we deliver on diversity of delivery. The report makes reference to unconscious bias training, and that is a case in point, because sometimes smaller providers specialise in such areas. It is also vital that decision makers receive additional training, as well as unconscious bias training. I am pleased to say that I look forward to attending the training pilot. As a trained trainer trainer, I will happily dust down my old skills and help the House to design the best training possible. Other Members of the House are encouraged to put their names forward to be part of the reviewing team for training so that we can get the best possible training for the House.

Everyone involved in the delivery of sanctions needs to be fully trained, including the Parliamentary Commissioner for Standards, the members of the Committee on Standards and, of course, the investigators. The Parliamentary Commissioner for Standards’ role has been extended, so training is vital, and the bar for investigating MPs has now been lowered. That was a necessary step in changing the culture of this place, but it will in turn increase the commissioner’s workload. At the six-month review, we will probably have to look at whether more resources are needed for her department. The document refers to the good employer standard, and I hope that at the six-month review we will look at implementing employee appraisals. I am not sure whether we concluded our talk on whether exit questionnaires are now routinely used, but they are a vital tool to help an organisation’s culture change.

I want this House to be a beacon of good practice. The codes will apply to not only MPs, but all who work in and visit this place. The introduction of the scheme is the beginning of a sustained, well-supported and appropriately resourced approach to promoting a positive and supportive environment for those working in and visiting Parliament. That is something we should all embrace.

We must not lose sight of how much good happens in this place—the opportunities that are offered to people, especially young people, and the work of many, including Mr Speaker, to improve the intersectionality, diversity and inclusion of all, including the LGBT+ community in this place. We must continue to have a supportive environment for everybody who works and visits here.

It is imperative that we incentivise and promote good behaviour. Training and personal development should be viewed not as a punishment, but as a way of contributing to an inclusive and progressive Parliament. After all, who would not want to improve what they do and do it better? That is how excellence is achieved.

Trade unions are often the first port of call, and I feel that Parliament needs to have an official recognition agreement with trade unions. Unite, GMB, the National Union of Teachers and the Public and Commercial Services Union are just a few that have a substantial membership in this place. Trade unions play a key role in workers’ lives. They are also a safe place to go to raise concerns, and this process has been substantially strengthened by the input of trade unions. If we are serious about getting this right, trade unions are also central to it.

As long, hard and arduous as the process has been, it has been worth it in the end for the document that we have produced. It all started as part of the #TimesUp and the #MeToo campaigns, and I was part of the very first meeting when the Leader of the Opposition called on the Prime Minister to adopt a cross-party approach to tackle and address the culture of bullying and harassment in Parliament. The Prime Minister agreed with the Leader of the Opposition and today is the result. This process shows what can be achieved when there is a shared goal and a shared commitment. It also shows what can be accomplished when we all work together towards a common endeavour. We can achieve more together than we can achieve alone, and I look forward to the next steps and the successful implementation of the scheme.