Where Next for Diversity in the Liberal Democrats?
Unfortunately, the amendment to remove all-women shortlists was defeated at Conference earlier today. The debate was generally good on both sides, though the summation was patronising in the extreme. Ultimately though, the strength of the leadership support and the long-trailed campaign including paid Facebook and Twitter adverts, helped to win the day. Sarah Brown’s excellent canary speech swayed a few undecided voters to support the amendment, but not enough.
Still, the voice of Conference has been heard, and it is time to look forward. I do not believe that AWS will solve all our problems, and I believe they need solving. This means I need to play a part in changing my party for the better, and help obviate the arguments made to support AWS before they become entrenched. Thinking more about the points from my last post on this, and from talking to members at conference, it seems that the problems that need to be tackled can be divided into a small number of intertwined areas:
- Direct discrimination and harassment, particularly of young and female members. This is effectively a pastoral care issue. We know from the Morrissey Report that the pastoral care in the party has been lacking. We now have a Pastoral Care Officer at LDHQ who is highly praised, but the party hasn’t managed to embed a culture of challenging harassment using the pastoral care system. I get the impression that people still think it’s too awkward, too much red tape, or too unlikely to get results. Perhaps we need another update to the Morrissey Report following the preliminary December 2014 review to give more confidence to members, or the Rock the Boat group to become some sort of support group for those making complaints.
- Concentration of power among unaccountable cliques, which entrenches unconscious (and conscious) bias in ways that are difficult to challenge through the democratic processes of the party. Changing the processes to improve transparency and accountability is a governance issue; the current Governance Review may be a good opportunity to challenge this at an institutional level, but practical suggestions must be made.
- Bias in recruitment and retention – this is a membership issue. The idea of my previous post, that development and target seats must meet local membership and leadership diversity targets to receive support from LDHQ, still seems to have merit; this would go some way to tackling the bias in winnable seats. As with the membership rebate scheme, giving ownership of this problem to local parties is likely to be the best way to see concrete results.
- The expectations we have of potential candidates, and the criteria we use (consciously or otherwise) to select them. This is a campaigns issue. We expect our candidates to primarily be “good campaigners”, rather than people who will make good councillors or Parliamentarians. This biases us towards the able-bodied, those without caring responsibilities, those who do not work long hours, and those who are able to handle the stress of being the focal point of the campaign trail. This even goes against our own best campaign practice about building strong teams and identifying candidates who will be good at the job once elected.
These problems are all interlinked to some degree – for example, if your local party isn’t diverse, then the power will always be held by a homogeneous group no matter how transparent and accountable the members of that group may be. And the solutions to these problems will be far more complex than the glib outlines I’ve made above. But I think that trying to tease the issues apart into different areas of responsibility may be helpful in finding a starting point. So what have I missed? Let me know!