Independent Complaints and Grievance Scheme

Wendy Chamberlain Excerpts

Tuesday 23rd June 2020 Commons Chamber

[Wendy Chamberlain (North East Fife) (LD)]

As a new MP with a background in human resources, I would echo some of the comments made by the hon. Member for Hackney South and Shoreditch (Meg Hillier). I have often thought about the job description of an MP and what it looks like—the behaviour, knowledge and skills required to carry out this role effectively—even though our recruitment process is fairly unique. For me, they fall into three broad areas: the skills to be a candidate in order to be elected in the first place; the skills to be an MP in terms of a role in this place and our engagement with constituents; and, finally—I would argue this is both the most important and the most overlooked—the skills as a people manager.

Although I am incredibly grateful for the support I received at the time of my election, the reality is that Members recruit staff themselves and, as the email inbox quickly fills up and this place sits, the process must be completed as quickly as possible. I would argue that this is not necessarily the right environment for the best recruitment decisions to take place. The fact is that, too often, staff either working here or in our constituencies are let down. Too often, Parliament is not a good or even, appallingly, a safe place to work for our staff. Scenarios presented during the commendable Valuing Everyone training that all MPs should complete seem, sadly, to be all too common.

Dame Laura Cox’s inquiry was a vital step forward, which was welcomed by many of the staff members I have spoken to, and I fully agree with the report’s recommendations. Fundamentally, having a debate on the Floor of the House on the rare occasions when a finding of suspension or expulsion is made is grounded in our roles as democratic representatives in the traditions of this place, but that is not the point of the Independent Complaints and Grievance Scheme. The point of the scheme is effectively to execute our responsibilities as employers. What business would allow its powerful executive to debate a complaint against one of their own without any right of reply? What business would allow staff members—