Bullying and Harassment: Cox Report

Wes Streeting Excerpts

Tuesday 16th October 2018 Commons Chamber

[Andrea Leadsom]

My own recipe is that we have cake-eating Thursdays—and homemade cake on occasion, which is a highlight of the week. My hon. Friend makes a really important point. It is vital not only that people are not bullying each other, but that they are treating each other with respect and creating a happy and enjoyable workplace that inspires people and enables them to learn and grow and expand in their own role. I agree with my hon. Friend that it is essential that we take that into account.

[Wes Streeting (Ilford North) (Lab)]

I have never worked in a workplace—in some of them I have been responsible for HR policies and procedures—where there would be open discussion about individual allegations of the type we have seen here. It is so important that we remove individual and specific complaints, which do not appear in the body of this report, from a discussion about the process. Does the Leader of the House agree that we need to make sure, consistent with the point made by the new Chair of the Standards Committee, my hon. Friend the Member for Stretford and Urmston (Kate Green), that all historical allegations can be dealt with under the existing legal framework and principles of accountability in public life, and, secondly, that we bring genuine independence not just when things go badly wrong and people feel compelled to make formal complaints, but so that members of staff, or indeed Members of this House, feel that they can consult HR about having difficult conversations and about raising problems early enough that they never become a source of stress, anxiety or distress?

[Andrea Leadsom]

The hon. Gentleman makes an important point. In looking at this new complaints procedure, we were seeking to achieve culture change and prevention, so he is right to point out the importance we gave to establishing an HR support service for members’ staff, so that they could find out whether something that was happening was fair, and what they should do about it. The next step would be mediation, to explain to their boss, whether their MP or the chief of staff or whoever, that what was going on was not right—prevention rather than straight to public allegations, when everyone is embarrassed and it is horrible for the victim. The hon. Gentleman is right that there needs to be a step change—victim or complainant-centred, with proportionate measures to try to change behaviour, so that the situation does not immediately become a case of “Right, you’ve complained about me, so either you’re leaving or that’s it,” which was frequently raised with us. I completely agree with the hon. Gentleman’s direction of travel, and it is vital that wherever possible we improve the culture and focus on prevention.