Cox Report: Implementation — House of Commons, 2019-06-18
Topic: Government Operations
Andrea Jacqueline Leadsom (Conservative, Centre-right): The hon. Gentleman and I have had lots of conversations about this. We are in complete agreement, and I am quite sure that he and I would make a good fist of proposing a wholesale set of changes for the House of Commons Commission, including for the Finance and Administration Committees, but that is not the subject for today. None the less, what the whole issue of culture change in this place highlights is the need to change the way that we manage it, which is why I want to focus specifically on our recommendations for changes to the House Commission The final point on which I would like to focus is that, in dealing with culture change, we really have to do so in a bicameral way. I will not go through the sequence of events, but, essentially, we approved our report in July. The House of Lords approved theirs in November of that year. It was only in May of this year that they changed their standards Committee, so we are completely out of step. What they have agreed is not the same as what we have agreed, and this issue is absolutely integral to the point about sanctioning. I want to talk briefly about that before I draw to a close I am delighted to see that a number of members of the working group are here today and I thank them all again for what was such a fantastic cross-party collegiate piece of work. Let us be clear: this is not all about MPs. Members employ staff, the House employs staff and there are many, many contractors here. There are 15,000 people who work in the Palace of Westminster. Although this is not all about MPs, there are some really important considerations for them The working group wanted to ensure that a member of staff and/or an MP or a peer could be sanctioned even if they resign or, in the case of an MP, step down or lose their seat. This is very important. In all cases, the working group felt that records of bullying and harassing behaviour should be kept so that a member of staff or a Member of Parliament could be sanctioned should they ever return to either House. In this way, an MP who was given a peerage might be rejected outright potentially by the Lord standards Committee for their previous record in this House of bullying and harassment. A member of House or MPs’ staff, or, indeed, a contractor could be sanctioned by being ineligible for a security pass should they seek re-employment in either House. These are really important points. I do not want to labour this, but I really do think that this has to be bicameral. We cannot have this going down two separate tracks so that someone can step down as an MP, go and get their peerage and then sit pretty at that end—as long as they do not repeat their nasty behaviour, they can get away with it scot-free. That is key to this I was delighted by recent visits that I received when I was Leader of the House from Canadian and Australian delegations and by my own trips to visit the Llywydd in Wales and the presiding officer in Scotland to talk about our complaints procedure in the UK Parliament. They are looking closely at what we are doing here. What I really hope and pray for is that this old and very much loved Parliament can demonstrate real change and can provide a genuine role model for other Parliaments right around the world. If we can achieve that and truly get to the point where we treat all who work and visit here with dignity and respect, we will have achieved a lasting legacy from this generation of UK parliamentarians.