Bullying and Harassment: Cox Report

Justin Madders Excerpts

Monday 5th November 2018 Commons Chamber

[Justin Madders (Ellesmere Port and Neston) (Lab)]

I thank Dame Laura Cox and all those who contributed to this report, particularly those who have been the victim of bullying and harassment. I appreciate that it cannot have been easy for them to come forward, even under the condition of anonymity, to recall experiences that we have heard about only in outline. I was disturbed to read that some people did not even wish to come forward to give evidence for fear of losing their job, which tells us about the mountain we have to climb.

As other Members have said, there are some fairly obvious procedures we could adopt to help improve the situation, but we are deluding ourselves if we think that introducing a few new procedures, or removing some high-profile people, will be enough. From what Members have already said today, it is clear that a few cosmetic changes will not have the desired effect if the same atmosphere that has allowed these problems to exist in the first place remains.

The bigger challenge for us all will be ridding this place of the culture that is described in the report as “widespread, enduring and profound”, and one that is

“as embedded as it is shocking.”

The unhealthy atmosphere of servility and entitlement leaps from the pages of the report. Perhaps when we become caught up in all the drama of this place, we forget that this is far removed from what a modern workplace looks like.

I am sure that most Members remember the whirlwind of the initial few weeks after first being elected to this place. The conventions, the courtesies and just trying to find the way around are huge challenges. In no time at all, a new Member has to get used to this place, start representing their constituents and, of course, recruit a group of staff to help them do so. I understand that new Members’ inductions have improved greatly in recent years, but even three years ago it was obvious to me that one area that is sorely lacking is employment guidance and HR advice. Basically, no advice was available. When a person enters an environment in which their power as an employer is absolute, and where there is a culture of impunity going back decades—for many new Members it will be the first time they have employed someone directly—it is little wonder that, from time to time, things go wrong.

There are two clear actions that we need to take following the Cox report, and I say that in a collective sense. One of the more unhelpful aspects of this has been the way reports have been sensationalised and individualised, with a one-sided trial by media that does no good for the victims, for the accused or for Parliament as a whole. Everybody deserves the right to a fair hearing, no matter who they are. Disputed allegations—as far as I can see, they are all disputed—require due process, and one of the recommendations of the Cox report will enable us to have that.

I am pleased that there appears to be no barrier to pre-2017 complaints, because I am concerned that the further review that we have talked about today will not be enough on its own. The only thing that will be enough is the sort of procedure that Dame Laura Cox refers to when she talks about the need for individual investigations to be conducted

“by someone whose status, independence, expertise and experience are beyond question”.

Dame Laura Cox says that it has to be a rigorous and transparent process that is seen to be fair to both sides. As the report makes clear, the person investigating complaints against Members ought to be

“more than capable of recommending an appropriate sanction.”

This process needs to start happening now, because some victims have already been waiting years.

My hon. Friend the Member for Birmingham, Yardley (Jess Phillips) mentioned non-disclosure agreements, on which I have previously commented. I appreciate that there will be considerations when entering into such agreements, not least the complainant’s wishes. People who work here may be privy to information that is of interest to the outside world, but when it looks like every complaint is subject to an NDA, no matter what the complaint is about, it adds to the impression that this is an institution that does not like scrutiny of its internal workings.

Connected to that, staff have indicated to me that such is the insularity of this place, and such is the culture of fear about speaking out, that they do not want to be seen to be talking to Members about issues in case it gets back to their line manager. The fact that the staff handbook specifically prevents employees of the House from complaining to their own Member about workplace issues says to me that there is far too much defensiveness. If an employer in my constituency told their staff not to speak to me, I would be on to them straightaway. That is one huge reason why we cannot let this issue slip any further down the agenda.

I came to this place to fight for better working conditions for everyone in this country. If we cannot get our own house in order, how can we effectively challenge the worst employment practices out there? We should actually be more than that; we should be a beacon, an exemplar of best practice, and the standard others look up to and try to emulate. Yes, this is not like any other workplace, there are pressures here, and we are all human and sometimes standards can slip, but plenty of other workplaces face huge pressures and people there do not go round routinely bullying and harassing their staff, and then covering it up. So the toxic environment of deference and impunity has to go. We need to get the sense of pride people have in working here set through the whole place, so that everyone has a culture that we respect and so that they actually enjoy working here.