Independent Complaints and Grievance Scheme

Deidre Brock Excerpts

Thursday 30th November 2023 Westminster Hall

[Deidre Brock (Edinburgh North and Leith) (SNP)]

It is a pleasure to serve under your chairmanship, Sir Robert. The SNP welcomes the progress made on the work of the ICGS. We support all efforts to improve the system and to stamp out all bullying, harassment and sexual misconduct, in this place and beyond. Everyone has a right to a safe workplace and to live their lives without fear or intimidation. All employers have a duty of care to protect the health, safety and welfare of their workers, and that means having robust processes for reporting and dealing with harassment, bullying and sexual misconduct. At a time when trust in politicians is, unfortunately, at an all-time low, it is more important than ever that we treat those who work in this place with dignity, courtesy and respect, and that we ensure that those who do not treat people in that way are held to account.

The SNP very much appreciates the work of the Independent Complaints and Grievance Scheme team in providing confidential guidance, advice and support to anyone who has experienced bullying, harassment and/or sexual misconduct. We welcome the ICGS’s fifth annual report and pay tribute to all those who have helped to drive improvements across the work of the ICGS.

I very much appreciate the comments made by the right hon. Member for Basingstoke (Dame Maria Miller), who I know is standing in, extremely capably, for another Member, and I know that that Member— the right hon. Member for South Northamptonshire (Dame Andrea Leadsom)—has a particular and very close interest in the debate. The right hon. Member for South Northamptonshire will also be aware that my hon. Friend the Member for Perth and North Perthshire (Pete Wishart) is very sorry that he could not make it today, but I am sure that he will be watching closely.

The report found that the ICGS team has responded to criticisms and made improvements that have—it must be acknowledged—reduced the time taken to carry out investigations. That improvement was due in part to the welcome addition of extra investigators to the team. It has been a big source of concern for many in this place that some of these investigations have taken so long, and I certainly look forward to further improvement in the time taken.

The team has also provided extra guidance resources for service users to support them through the process, and it has implemented 32 out of 33 of Alison Stanley’s 18-month review’s recommendations. We welcome the fact that the remaining recommendation, on governance, will be considered in the upcoming review and that an interim governance arrangement has been established.

However, there are still shortcomings in the system that need to be addressed. It is vital that complaints are dealt with confidentially, but through a transparent process. The scheme was set up to shed a light on matters that had been shrouded in darkness previously and that reflected badly on the House and its Members. It is important that we are clear about the processes the different complaints go through, while of course making every effort to make those processes confidential for the individuals involved. It is also important that we do things in a timely manner, as I mentioned, and that we improve the process so that complainants feel listened to and receive the support they need.

The report highlights key trends, including a

“power imbalance between the complainant and the respondent…In a number of cases, the blurring of personal and professional boundaries”

and

“the presence of alcohol and the culture of drinking in Westminster.”

We agree with the ICGS director, Thea Walton, that the organisation should escalate action against individuals if they are the subject of three allegations of bullying and harassment—the current trigger is five—even if those fall short of a formal complaint. Although the ICGS is well placed to investigate allegations of sexual misconduct, harassment and bullying, it is incumbent on all of us in this place to improve the working culture and to ensure that everyone who works here feels safe and is treated with dignity and respect.

We are very much in favour of the proposed expansion of the Members’ Services Team, which has come to provide a really invaluable and professional service over such a short time, as I am sure other Members will appreciate. The recommendation that the team should evolve into a Members’ and Members’ staff service is commendable. As small employers, MPs should have access to better human resources support, but staff should also have access to guidance and advice independent of their employing MP.

The Speaker’s Conference report, published a couple of weeks ago, describes Members’ staff as “uniquely vulnerable” and found the current Members’ support service to be “under-resourced”. It recommended creating a new “restorative practice” for workplace dispute resolution. That welcome recommendation would help to create uniform procedures for MPs’ staff across the House. Inadequate provision of employee support, employer guidance and qualified HR experts directly impacts on the experience of staff. We are highly supportive of recommendations to improve those and the great work of the current Members’ Services Team.

In closing, I acknowledge the cross-party group of MPs—the initial working group—who worked so diligently in the initial stages to arrive at various recommendations, which were acted on. In particular, I acknowledge my hon. Friend the Member for Perth and North Perthshire, who was the SNP shadow Leader of the House at the time, and the former Leader of the House, the right hon. Member for South Northamptonshire. They made what some might say was an unlikely couple, but they were able to put aside political differences to take that important work forward—with the assistance, of course, of other members of that working group, and I pay tribute to them.