MAKING GENDER EQUALITY A REALITY WORKING PARTY

Transcription

1 STAGE ONE REPORT MAKING GENDER EQUALITY A REALITY WORKING PARTY Promoted and printed by Dave Hagendyk for Welsh Labour, both at 1 Cathedral Road, Cardiff CF11 9HA.

2 STAGE ONE REPORT OF THE MAKING GENDER EQUALITY A REALITY WORKING PARTY 1. Introduction Welsh Labour Conference 2016 passed a composite motion stating: This Conference believes that one of the greatest achievements of the National Assembly has been the attainment of gender balance, thanks to the political commitment from Welsh Labour in the early stages of democratic devolution. Conference recognises the commitment of the party to achieve gender equality and the existing policy is to use All Women Shortlists until gender parity is achieved. This commitment needs to be sustained if we are not to see women s representation slip backwards. It is noted that disappointingly, no women candidate has been selected in an open selection process for any target seats in recent years, whether Parliamentary or Assembly seats. All Women Shortlists have worked historically and remain the most effective method to guarantee parity in terms of securing greater representation of women. AWS is an integral part of Welsh Labour s strategy, approved by Conference, to achieve gender balance; work is therefore needed to assist in changing the culture throughout the party in Wales. Therefore: Conference calls on the incoming WEC to set up a joint working party / policy group of representatives from WEC, CLPs and affiliates to consider how the party in Wales can take forward its Agenda of attaining gender balance of Labour representatives at all levels in line with existing National and Welsh Labour Party Policy, involving sufficient use of All Women Shortlists in future selections, including Assembly by-elections, to ensure that at least 50% of all candidates in Labour-held seats are women; and that the policy is implemented in a transparent, consistent and principled manner. The working group should be tasked to produce a report for Welsh Labour Conference 2017 on a review of Selection Procedures in Wales consequent upon devolution of Party Rules in this area. Aberconwy CLP Cardiff Central CLP Cardiff North CLP Cardiff West CLP Newport West CLP Swansea West CLP Socialist Health Association Unison Cymru Wales Labour Link

3 The following Action Points are set out in the report: Action Point 1: The Working Party proposes formally consulting with the Welsh PLP to receive their views on this matter before Conference. Action Point 2: The Working Party proposes formally consulting with the National Assembly Labour Party on this matter before Conference. Action Point 3: To invite those CLPs and Affiliates who submitted the Composite Motion to conference to submit any further relevant evidence by the end of January 2017 so it can be considered before the WEC on 4 th February. (These three Actions have now been completed). Action Point 4: The Working Party believes this requires the WEC: (a) To report to Welsh Labour Conference to help set the framework for the decisions that will in due course be required regarding individual constituencies, (b) Following 2017 Conference the WEC should ask the Working Party to continue their deliberations and to consult in greater detail with CLPs and affiliates before presenting recommendations to the WEC in late 2017, (c) Following consultation the WEC make the decisions on individual constituencies prior to those selection processes starting so that the WEC, CLPs and affiliates are clear on the decision regarding AWS or Open selections. Action Point 5: The Working Party believes the time has come for: a) a more structured training programme that can be publicised well in advance and that provides training opportunities at least once every six months for women, outside of the annual Women s Conference, b) This should draw upon experience amongst existing elected representatives in the Party who have attended training opportunities such as the Labour Women s Network, c) the programme should include linked opportunities for mentoring with elected representatives, who should be asked to sign a Mentoring Contract committing to a minimum level of support.

4 Action Pont 6: The conference report should approve a further round of more detailed consultation with CLPs and affiliates on the principles that help to meet the tests identified in the motion: transparency, principle and consistency of decisions. The working party should submit a stage two report to the WEC in late 2017/early 2018 with recommendations that can be considered before commencing the next round of selections. 2. Aim of the Working Party 2.1 The initial aim of the working party is to produce a report for the Welsh Labour Conference to be held in Llandudno in March 2017 that helps to inform the decisions the Welsh Executive Committee will need to make about future selection processes. This reflects the new responsibilities placed upon the WEC with the devolution of the rule book at Labour Party Conference 2016 and will become effective in relation to any vacancies that arise in the 2020 selection process. 2.2 The Working Party noted that on 5 th November 2016 the WEC agreed a report that set out a phased approach to the review of Welsh Labour rules. In agreeing that phased approach the WEC recognised that there are currently approved selection procedures available should a Parliamentary or Assembly by-election arise in the short term. 2.3 The Working Party is therefore looking at the issues that need to be addressed as the WEC takes on additional responsibilities in respect of future selection procedures and how the objectives covered by the Conference motion can be achieved. To this end the Working Party suggest that this is called a Stage One report and further discussion will be required after Welsh Labour Conference. 2.4 In producing this report the Working Party have considered: Baseline evidence regarding gender amongst our existing representatives, Historical Context, The reasons which make the issue important for Welsh Labour, Current Position, Next round of selections, Consideration of Principles, Training, Mentoring and Development, Action Points.

5 3. Baseline Evidence a) Current Position 3.1 A simple gender audit of the current position regarding Welsh Labour s elected representatives shows: Position Total Women Welsh Labour MPs 25 8 AMs Councillors 550* 170 Labour Council Leaders 12 1 Labour Group Leaders 22 5 MEP 1 0 PCC 2 0 *subject to ongoing change. 3.2 Our position in regard of gender balance within the National Assembly has been a consistent beacon of best practice since the original decision to twin constituencies in the 1999 Assembly elections. The May 2016 elections resulted in Welsh Labour having more female than male AMs in the NALP. Yet the Working Party note that even in the NALP the position was very unclear until shortly before the elections, and the current position only arose from some late twinning decisions (and we would have preferred 50/50 by retaining the Rhondda). 3.3 So there remain well-rehearsed arguments about the historic failures to address the issue of gender in selections and the under representation of women at various levels within the party. 3.4 The Working Party is mindful that equality covers more than gender but its work is currently guided by the original Motion passed at conference in Historical Context 4.1 It remains a solemn fact that only two women: Ann Clwyd MP (Cynon Valley) and Madeleine Moon MP (Bridgend) have ever been selected from Open selection in what might historically be described as winnable seats in Wales. Lesley Griffiths AM was selected from an Open selection process in 2003 and upon her election to the Assembly in There is a challenge to us all in the improbability that only such a small number of women were the best candidates in 100 years of selections and which clearly makes the case why positive action is still required in addressing these issues. 4.2 However the Parliamentary selections reflect the historic position that:

6 It has been almost 100 years since the first woman MP was elected, but it is a shocking reality that there have only ever been as many women MPs as there are men sitting in the House of Commons today. (Source Women in the House of Commons after the 2020 election report). 4.3 The same report adds: Until 1997 women had never represented more than 10 per cent of MPs at any one time, and until the late 1980 s the proportion had always been below five per cent. 4.4 The report notes: The highest ever number and proportion of women elected as Members of Parliament was in the 2015 General Election. Out of the 650 available seats 191 women were elected; this represented 29 per cent of all MPs. After five by-elections won by women thee are now 195 women MPs, which brings the proportion to 30 per cent. 4.5 The report also states: that, in practice, it is political parties that have the primary responsibility for delivering greater gender balance in the Commons because they ultimately decide which parliamentary candidates they wish to field for general elections. 4.6 Indeed the Fawcett Society suggests that: Without intervention from the major parties, women s representation is at serious risk of reversing in Both the contemporary, and historic, context shows the importance of making further progress on diversity and equality in selecting our elected representatives. 4.7 The Working Party has also noted a WEC decision from February 2010 which can be read at Appendix One. It contains evidence relevant to the current deliberations. The NALP are also of the view that in future the selections should use All Women Shortlists and avoid the use of twinning which involve much greater work, and costs for potential candidates and which can act as a deterrent. This point is perhaps intrinsic to the 2016 motion and must be addressed in the stage two discussions. 5. Why is the issue still important? 5.1 The lack of representation for women harms our democratic politics. It means that the majority of people in our nation do not see themselves reflected in those elected to represent them. This undermines Welsh Labour s stated aim to have representatives who reflect the communities in which we live (we know that this challenge is not confined solely to gender).

7 5.2 By securing more women in our elected and representative bodies we will also change the culture of politics. Women approach politics in a different way to men and currently politics can too often be perceived as a male domain. The HoC report cites evidence that Global evidence shows that increased representation for women in politics has a positive impact on both gender equality and social policy more broadly. Gender balance around decision-making tables influences both the focus and outcomes of discussion. 5.3 At a Wales level the Welsh Labour Government has promoted the Diversity in Democracy project and provided a number of opportunities for people to learn more about the role of councillors, the importance of diversity in our elected bodies and to try and secure a greater range of candidates in the May 2017 elections and going forwards. 5.4 In September 2016 Labour Leader Jeremy Corbyn said: If we are to increase women s representation, voice and power in society as a whole we must increase them too within the Labour Party. I have been clear in my support for All Women Shortlists to achieve 50:50 representations in Parliament. The WEC must reflect on all this evidence as it takes on its new responsibilities under the rules. 5.5 The Fawcett Society stated: An absence of women in decision-making, a lack of focus on issues that matter to women and girls, and a shortage of avenues to make their voice heard often leads to disengagement with politics and a lack of confidence in the political system among women; 6. Current Position 6.1 This historic position can help inform an understanding of the current situation as regards gender representation across Wales: a) Labour held seats without female representation (either AM or MP level) The following seats have male representation at both Westminster and Assembly levels:

8 Aberavon, Alyn and Deeside, Blaenau Gwent, Caerphilly, Cardiff South and Penarth, Cardiff West, Ogmore, Pontypridd. 6.2 And amongst these seats Aberavon, Alyn and Deeside, Caerphilly and Cardiff West are noted for lacking female representation (AM/MP) at any point over the last (30+ ) years. (Blaenau Gwent had a period without any Labour representation). 6.3 In the other CLPs listed women have previously represented the constituency at Assembly level CS+P (L Barrett), Ogmore (J Gregory), J Davidson (Pontypridd). b) Seats with Female MP and AM Cardiff Central, Cynon Valley, c) Seats with Female AM Only (Parliamentary seat not held) Cardiff North Gower, Vale of Clwyd, Vale of Glamorgan, Mid and West Regional seats (2) d) Seats with Male MPs only (Assembly seat not held) Anglesey, Rhondda, e) Seats with either a Male /Female Welsh Labour MP or AM Bridgend, Delyn, Clwyd South, Llanelli, Merthyr Tydfil and Rhymney, Neath, Newport East, Newport West, Swansea East, Swansea West,

9 Torfaen, Wrexham. f) Regional AMs (2 women) : Brecon and Radnor, Carmarthen East and Dinefwr, Carmarthen West and South Pembs, Ceredigion, Dwyfor Meirionnydd, Monmouth, Montgomeryshire, Preseli Pembs. g) Seats with no representation at Assembly or Westminster: Aberconwy, Arfon, Clwyd West (though Mid and West Wales seats only have Regional List AMs) 7. Next round of Selections a) Westminster 7.1 The Working Party assumes that the next round of selections will be for Parliament. This creates an immediate challenge in that the situation around Westminster selections is complicated by the ongoing Parliamentary Boundary review. The Working Party is aware of the sensitivities around Parliamentary selections when Wales faces the prospect of the number of seats being reduced from 40 to Indeed at the point of reporting to Welsh Labour Conference (Spring 2017) the position will remain unclear because the Parliamentary Boundary Commission will still be reviewing representations received during the stage one consultation. For a further 6-9 months there will be continuing uncertainty over the exact boundaries of those seats to be contested should the General Election arise in 2020 as planned under the Fixed Term Parliament Act. 7.3 The Labour Party rule book (Appendix three), and currently endorsed by the WEC on 5 th November, sets out a procedure for the selection of Parliamentary Candidates following the boundary review (initially published for 2011). The Working Party notes that these rules are currently silent on the issue of gender with the possibility of a reduction in the number of female candidates and Labour MPs in 2020 (see para 4.2 above). This involves: Trigger ballots, Determining Territorial interests (40% threshold or related decisions), Phased selections, Freeze dates. Action Point 1: The Working Party proposes formally consulting with the Welsh PLP to receive their views on this matter before Conference.

10 b) Assembly 7.4 Assembly selection procedures are not a pressing matter. They will however require further consideration by the WEC after decisions are taken on the future organisation of the party in Wales. The decisions on the future organisation of CLPs is timetabled for Summer By the time of the next Assembly elections the electoral arrangements should also have been devolved to Wales. Action Point 2: The Working Party proposes formally consulting with the National Assembly Labour Party on this matter before Conference. 7.5 The Working Party is mindful of the six CLPs and two affiliates who submitted the Composite Motion to Welsh Labour Conference Action Point 3: To invite those CLPs and Affiliates who submitted the Composite Motion to conference to submit any further relevant evidence by the end of January 2017 so it can be considered before the WEC on 4 th February. 8. Consideration of Principles 8.1 In this Stage One report the Working Party believe it is best for the WEC to identify the broad principles it wishes to recommend to Conference for the selections that will take place in the next five years. It would be those principles that would then inform the specific selection decisions that arise for the WEC under the new delegated rules over the coming years. The detailed rationale for AWS decisions will be made clear as part of the decisions that arise from the stage two consultations with CLPs and Affiliates. 8.2 The principles should address the issues covered by the 2016 motion: - attaining gender balance of Labour representatives at all levels in line with existing National and Welsh Labour Party Policy, - involving sufficient use of All Women Shortlists in future selections, including Assembly by-elections, - to ensure that at least 50% of all candidates in the most winnable Labour-held seats are women; - that the policy is implemented in a transparent, consistent and principled manner. 9. Identifying those Principles 9.1 The Working Party believes that following consideration of this report by Welsh Labour Conference the WEC should consult CLPs and affiliates on the following guiding principles:

11 a) The strategy for Parliamentary and Assembly selection processes should meet the test of transparency by the WEC setting out an overall strategy prior to the commencement of any individual selection process, b) The strategy should meet the principled test of Conference by ensuring that at least 50% of all candidates in the most winnable Labour-held seats are women, (the consultation should consider the time frame for this given the ongoing Parliamentary Boundary review), this includes consideration being given to the detailed timeline required to make the relevant decisions, including the cut off date(s) being identified for existing representatives to declare if they are standing again for future elections. c) The strategy should meet the test of consistency by identifying at the outset all those Labour-held seats that require All Women Shortlists to achieve the aim at point (b). The Working Party believe that 50% is the very least to achieve given this historic under-representation of women in the Party. Action Point 4: The Working Party believes this requires the WEC to: (d) To report to Welsh Labour Conference to help set the framework for the decisions that will in due course be required regarding individual constituencies, (e) Following Conference the WEC should ask the Working Party to continue their deliberations and to consult in greater detail with CLPs and affiliates before presenting recommendations to the WEC in late 2017 (f) Following the detailed consultation the WEC make the decisions on individual constituencies prior to those selection processes starting so that the WEC, CLPs and affiliates are clear on the decision regarding AWS or Open selections. 10. Development, Training and Mentoring 10.1 The Working Party has noted long standing recommendations about increasing the opportunities for development, training and mentoring for women both by Welsh Labour and amongst our elected representatives. These remain critical to securing medium to long term change within the culture of the Party, and to opening up more opportunities for women (and other under-represented groups) The working Party believes such activities should include political education opportunities in CLPs so that the reasons for securing gender equality are more widely accepted in the Party.

12 Action Point 5: The Working Party believes the time has come for d) a more structured training programme that can be publicised well in advance and that provides training opportunities at least once every six months for women (outside of Welsh Labour Women s Conference/Welsh Labour Conference), e) This should draw upon existing experience amongst existing elected representatives in the Party who have attended training opportunities like the Labour Women s Network, f) the programme should include linked opportunities for mentoring with elected representatives, who should be asked to sign a Mentoring Contract committing to a minimum level of support. 11. Conclusion 11.1 Welsh Labour Conference 2017 should receive a Stage One report that provides the WEC response to the Composite Motion on Making Gender Equality a Reality. This will help to establish the framework for Stage two of the work. In Stage Two consideration must be given to the detailed timeline required to make the relevant decisions, including the cut off date(s) being identified for existing representatives to declare if they are standing again for future elections The WEC will also be consulting on gender issues in the Welsh Labour leadership but that is not an issue that this Working Party has to address to meet the terms of the 2016 Conference resolution The detailed discussions at stage two should also reflect on the initial consultation now completed with the Welsh PLP and NALP and the points they have made about diversity and training opportunities. Action Point 6: The conference report should approve a further round of more detailed consultation with CLPs and affiliates on the principles that help to meet the tests identified in the motion: transparency, principle and consistency of decisions. The Working Party should submit a stage two report to the WEC in late 2017/ early 2018 with recommendations on the practical decisions that must be considered before commencing the next round of selections.

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