Tag Archives: diversity

Candidate selections: How are we doing on diversity?

Not that brilliantly, to be honest. Of the fifteen seats we’ve selected so far, just 6 have selected women and 9 have selected men. When you add in the 4 women and 8 men who will be defending their seats, you get 10 women and 17 men. That’s not an impressive record.

More worryingly, there is only one non-white face in there.

Vince talked the other day of the importance of getting more BAME candidates not just selected but elected as MPs. He told The Muslim News:

Sir Vince Cable acknowledged that his party was not “yet fully representative of modern Britain.

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My first year as Director for People

It’s been just over one year since the Snap General Election was called on my first day e as Director for People. It was one heck of a start and it’s been a heck of a year. Out of the window immediately went my careful plan for membership development, training for volunteers, online fundraising and candidates. The roadmap to 2020 was suddenly obsolete. It was terrifying, but fast paced and fun.

This job is not dull. Working for the party is challenging and can be frustrating but ultimately rewarding.

One year in and …

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International Women’s Day – #AskHerToStand

100 years since women got the vote, and Parliament still woefully lags behind in terms of gender equality.

Whilst there are more women in Parliament than ever before, we are still on 32% of the Commons. We languish at 49th in the world for the number of women in Parliament. At this rate it will take 50 years to achieve gender equality in Parliament. 100 years after women won the right to vote 50:50 are aiming to achieve better gender balance in Parliament sooner than this.

I was thrilled to

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The Diversity Approach

Welsh flagEquality and diversity should be at the heart of everything that we do. Whilst anecdotally I have heard from people who, on hearing our policies, have joined the Liberal Democrats because our party is more open and tolerant, our party doesn’t always consider equality and diversity in the way that we work. I myself joined the Party because I felt, that although there is much still to do, people within our party are willing to learn and adapt to become more inclusive.

The Welsh Liberal Democrats have recently approved a Diversity …

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We must deliver upon the Alderdice Review

Before I discuss this report I want to put it into perspective:

  • An article in the Guardian, some time ago now, stated that there were 159 seats where the winning margin in 2015 general election was lower than the number of Muslims in the constituency;
  • Of Sikhs and Muslims, over 70% of them vote Labour;
  • Newspapers reported in the elections following the Iraq war over 20% of the voters originally from Pakistan and Bangladesh voted for the Liberal Democrats and in 2010 and 2015 general elections Runnymede points to this same voting group going down to 2%;
  • In the 1960s 13% of the

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FINAL REMINDER for Future Women MPs weekend

This is a reminder that applications for the Future Women MP’s Weekend are still open and will close on Monday, so if you’re thinking about applying please make sure you get an application to us in time!

The training is run in collaboration with the Campaign for Gender Balance and is designed to support female talent within the party.

Layla Moran MP is a former attendee, you can hear her experience of the weekend here

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Post-Christmas musings on the R word

The Queen has in her Christmas speech welcomed new members into the royal family in 2018.

Prince Harry will soon have a mother-in-law who is African American and the young couple’s future children will be of mixed race heritage. The society pages lap up the fairy-tale love story and we all cheer ourselves on how liberal we have become as a nation.

Vogue Magazine has a new editor-in-chief, Edward Enninful, and we can’t help but notice the change in the complexion of many of the supermodels that grace the glossy pages. Sir Mo Farrah has not only been knighted but has also …

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Vince Cable calls for all BAME shortlists to tackle Parliament’s lack of diversity

Speaking to an audience of 4000 people at the Grand Mawlid Conference in Birmingham today, Vince Cable called for all BAME shortlists to tackle the lack of diversity in Parliament.  Currently, the law only allows exclusive shortlists for women and disabled people and the party elected MPs in both categories this year. Stephen Lloyd was selected from an all disabled shortlist in Eastbourne and Christine Jardine was selected on an all-women shortlist in Edinburgh West.

Vince said:

There remains a serious lack of diversity in Parliament.

There are just 51 BAME MPs. Despite being a record total, they represent only 7.9% of all

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Election diversity – as if by magic

The Conservative Government has called a General Election for 8 June 2017 after its leader Ms May repeatedly said she would not do so.

We have responded with the truncated General Election process to ensure a full slate of candidates are in place by June 2017.  This has seen candidates up and down the country engaged with internal applications and shortlisting processes in a bid to become the PPC candidates for this election.

As if by magic, we may well see our biggest ever selection of visible ethnic minority candidates making it to PPC status – fulfilling a personal pledge of our Leader Tim Farron, who openly seeks diversity for both internal and external political positions.

Mr Farron has frequently articulated the importance of diversity and our party’s credibility.  No doubt he will be pleased with the current wave of candidates being announced as PPC  candidates who are also known as ethnic minorities.

So far we have in first name alphabetical order: Alexander Cunliffe for Ruislip Northwood and Pinner, London; Anita Day for Grantham and Stamford; Anita Prabhakar for Mansfield;  Amna Ahmad for Sutton and Cheam, London; Brian Haley for Tottenham, London; Dave Ravel for Hackney South, London; Dawud Islam for Middlesbrough; Gitanjali Gordon for South Shields; Glanville Williams for East Ham, London; Hina Malik for Feltham and Heston;  Humaira Sanders for Ealing North, London; Irfan Ahmed for Blackburn, Manchester; Joe Naitta for Derby South; Joyce Onstad for Hammersmith, Marisha Ray for Chipping Barnet, London; London; Michael Bukola for Camberwell and Peckham, London; Nigel Bakhai for Southhall; Rabi Martins for Luton North; Sarah Cheung Johnson for South Cambs; Suzanna Austin for Kettering; Tahir Maher for Milton Keynes South; Ukonu Obasi for Walthamstow, London; Zuffar Haq for Harborough Oadby and Wigston; and Zulfiqar Ali for Huddersfield.

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Fancy being a Lib Dem candidate? Our webinars show you how

The Candidate & Diversity Team will be hosting a series of webinars on the candidate process; covering aspects of approval, selection and candidacy.

The sessions will be led by some of the party’s most experienced candidates and trainers. Full details below:

Becoming an Approved Candidate |Thursday 13 April, 6.30pm| Trainer TBC

Covering:

  • The candidate application process
  • Assessment day preparation
  • Understanding the candidacy competency framework

Successful Selection |Monday 24 April, 6.30pm| Trainer: Lisa Smart, PPC for Hazel Grove 

  • Winning your selection campaign
  • Selection Literature
  • Communicating your message
  • Engaging local members
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Come to the future women MPs weekend!

The Campaign for Gender Balance (CGB) and the Diversity & Talent Support Team are pleased to announce that this year’s Future Women MPs Weekend will be held on Saturday 4 – Sunday 5 March 2017 at the Jurys Inn Hotel in Milton Keynes.

Future Women MPs weekend is an intensive residential training weekend for any aspiring female MPs within the party; whether you are already an approved candidate or are yet to take that initial first step, this is the perfect way to kick start your journey to Westminster. Jo Swinson, Tessa Munt and Jenny Willott all started their successful quests for a seat in Parliament at a FWMPs Weekend, and so could you!

As well as expert advice on your political career you will also receive:

  • Information and advice on all aspects of the process from selection to standing for Parliament
  • Personalised advice and guidance from top party trainers and representatives
  • A chance to ask any burning questions and address any concerns you may have
  • A fantastic opportunity to network and make useful contacts with other aspiring women within the party
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January Training for Trainers – book your place now!

The Diversity Team is delighted to announce that it will be organising a two-day Training for Trainers Course, from Saturday 7 – Sunday 8 January 2017 in London at Lib Dem HQ.  The course is designed to accredit new trainers who can deliver training courses on behalf of the party.

This course is part of our ongoing effort to increase the amount of diversity training (ethnic minority, gender balance and unconscious bias) available within the party, therefore priority will be given to those we who can demonstrate a commitment to diversity training.

The course will cover a range of essential skills including:

  • How to develop your presentation skills
  • How to deliver effective presentations
  • How to design engaging training material
  • How to give and receive feedback
  • Understanding how different people learn and absorb new information
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Two ways we are addressing diversity

If there is one thing that we can all agree on is the need to encourage a greater degree of diversity within the party. Although our figures on diversity are far from where we want them to be, it is clear that we have begun to make some considerable strides towards adequately addressing this issue. There is an increasing recognition that if we are to herald ourselves as the defenders of equality and tolerance, then those values should be reflected within every aspect of our party. An important step towards this goal was the passing of two diversity and equality motions at Autumn Conference this year on Combatting Racism and Diversity Quotas, put forward by Pauline Pearce and Dawn Barnes respectively.

Summaries of both motions are outlined below:

Conference Motion Diversity Quotas

The motion has been put in place to increase the representation of those with protected characteristics on federal committees and bodies. The party will endeavor to ensure that:

  1. 40 % of those elected to a federal committee identify as men or non-binary, women or non-binary
  2. 10% shall be from minority backgrounds
  3. 10% shall be people from under-represented sexual orientations and gender identities including non-binary identities

Places on these bodies will be filled if the diversity requirements cannot be met or if an insufficient number of candidates with the required characteristic are nominated.

Both men and women will have an equal opportunity of participating at every level of the party in accordance with the Equality Act 2010, however the Act maybe amended to permit positive action to ensure that those from underrepresented groups are adequately represented within internal party bodies.

The full text of the motion is available here.

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Building more diverse council groups

I’ve seen a lot of posts on Facebook and heard questions at Lib Dem socials about how to recruit more women and diverse candidates for council elections. There seems to be a real willingness to do it but not always a clear idea of how. Here are my three top tips – I’d be interested in what others have done.

  1. SET TARGETS. Look at the demographics of your area and propose that your local party Exec or campaign team buy into the idea of taking some action and agreeing targets. You could decide that 50% of target council seats will be held by women; and/or 50% of all council seats. You can adopt targets for BAME /LGBT+ and people with disabilities too. Telling potential council candidates that you are taking positive steps to better reflect the local community you want to serve is a very strong recruitment message.
  2. TARGETED RECRUITMENT. Filter your ‘strong Lib Dem’ data on Connect by gender, and approach the women on the list first – of course you need to have a conversation to check that they really do ‘live our values.’ Look at the local residents’ associations, Parish Councillors, and residents who are vocal on local Facebook forums etc, and those who are involved in civic campaigns that overlap with our values (for example local Amnesty groups, Transition Towns etc), identify the people you know to be from under-represented groups and cross-check them with your canvass data, or go and canvass them.
  3. DON’T PUSH FOR AN IMMEDIATE ANSWER. For all sorts of reasons, men are more likely to say ‘yes’ to standing or even put themselves forward without being asked. Statistically, women are more likely to be care-givers (for children and/or ageing parents), and women and people from BAME backgrounds are more likely to be in lower-paid jobs (which can require night-shifts / unusual hours) so unless they immediately rule it out (and by this I mean they say “no way, not a chance, never”), their thinking might jump ahead to ‘how can I fit it all in?’ They are also more likely to want to discuss the idea with friends and family to gauge their reaction too. In short, you may have to ask, then give them a few days to think about it, offer to give them the chance to speak to someone with similar circumstances and agree to give them a follow up call a few days later. Even inviting them out for a ‘taster session’ of door knocking. You’ll need to be prepared to change campaign sessions around their lives. If there’s no-one in your area with similar circumstances, you can post on here and I expect someone will volunteer to speak to them.

It does require more effort but consider it an investment of time that will help you find under-used talent. I’ve been part of a team that has done this and just this year we found two brilliant new by-election candidates who gave it everything.

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It was time to fight for liberal values

Helen Belcher 2I joined the Liberal Democrats a couple of weeks after the 2015 General Election. David Cameron’s awful statement on human rights was the final straw. For a peacetime Prime Minister to threaten innocent people by saying “for too long we have been a permissively tolerant society, saying to our citizens that, as long as you stay within the law, we will leave you alone” – well, quite frankly, that was extraordinary. It made me realise that it was no longer enough to passively support liberal values, but that it was time to fight to protect them.

The last year has been a whirlwind of activity. Balancing family life, running a growing company, campaigning and learning some of the political ropes has been exhilarating, although difficult to manage at times. After a couple of speeches at the Bournemouth conference, and a very close result in a town council by-election which seemed to come out of nowhere, I was persuaded to apply to join the list of approved parliamentary candidates. That session Ben Sims wrote about, I also attended, as did Thornbury and Yate PPC, Claire Young.

Posted in Op-eds | 11 Comments

How I am trying to improve diversity in the Liberal Democrats

In December 2015 the ‘Diversity Monitoring Group’ was created which consisted of five people passionate about ensuring progressive change is made to address diversity. Most people are aware that diversity needs to be addressed in the Liberal Democrats. Everyone has heard Tim Farron say ‘we are a male and pale party’. Instead of waiting to see what the Party will do next we’ve decided to create a member-led diversity survey.

The results of the survey have been shared with  Liberal Democrat Headquarters,  chairs of SAOs and AOs and some Federal Executive members.

How it happened

We created a set of questions, set up a Google form, and started publicising the survey, mostly across social media. The survey was shared on social media from December 2015 to February 2016.

The results show that we had 132 responses from Liberal Democrat members, all of who are anonymous. The main issues raised were: communication, party culture, gender equality and unconscious bias.

Questions include:

  • Are there specific areas in the party which you feel men and women are not treated equally?
  • Do you feel better guidance on equality and diversity (via training) could come from diversity team HQ and ALDC?
  • Do you have any more comments regarding the party’s understanding of equality and diversity?

Conclusions from the survey include:

  • The need to take into account accessibility when communicating with members.
  • Party culture  – the “misogyny and sexism” in the Party and the “need to be educated about gender issues eg unconscious bias”.
  • We have passed on specific feedback to diversity SAOs and AOs
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Disability is nothing to hide, so let’s not act like it is

Henry and Natasha campaignAs a candidate for my home town in May’s local elections, I’ve helped residents fight for repairs to roads, I’ve lobbied for more action on dog mess and I’ve campaigned to prevent closures to residential homes.

As a blind candidate for my home town in May’s local elections, I’ve done all this while helping changing a few attitudes along the way. I spoke here about a mother who was delighted to see someone like her visually impaired daughter standing for election but a lot more has happened too – I’ve even received messages from young disabled people saying that me standing is a confidence boost for them.

I’m sure many readers will agree with me that standing for election is a mix of emotions – there are ups and there are downs.

But after the diversity debate, there’s a particular part of being a blind candidate that needs to be tackled head on – and so I turn to Lib Dem Voice.

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Still waiting for true diversity

Conference must be congratulated on passing the Diversity motion on Sunday. But contentious issues and some mysteries remain. One is why have we taken 14 years to get round to all-women short-lists for constituency selections, when they became the law of the land in the 2002 Sex Discrimination Act?

In theory, any local party could have operated all-female short-lists at any of the three general elections since then, safe in the knowledge they were legal, passed by Parliament. Had that happened,  the battle for all-BME (now BaME) lists could have begun at least a decade ago.

Perhaps before Parmjit Singth Gill, only our second ethnic minority MP in 120 years, could have been given proper support in the general election of 2005. The party gave the impression of not giving a tuppeny bowel movement about full diversity or wanting BAME MPs. They hung him out to dry, with the self-fulfilling prophesy that he would lose.

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The science behind diverse shortlists

During the debate on diversity the speeches on all sides were so moving that I felt compelled to share some of the science behind WHY we needed this motion and why I am so proud of everyone who spoke in that debate.

Studies show that from birth, girls lose out to boys. In the ‘Baby X’ trials where a baby is referred to as ‘Dana’ or ‘David, or dressed in pink or blue irrespective of their gender, adults treat the babies differently.

At the age of 11 months, in studies where mothers are asked to estimate their infants’ crawling ability on a sloped walkway, mothers of boys over estimate and mothers of girls under estimate how well their child will do. Parents’ beliefs about what their child is capable of influences what parents expect of their children.

The reason for this, according to Professor Virginia Valian in her book ‘Why so Slow‘ is due to gender schemas and the accumulation of advantage.  Gender schemas are cognitive constructs that lead to over-valuations of men and under-valuations of women.This misevaluation occurs despite the intention to measure actual achievement. Most people sincerely mean to be meritocratic, and ignore gender, ethnicity, or disability, when making judgments. But the data suggest people overrate some groups and underrate others.

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Shortlists and Privilege

On Sunday, Conference voted for all-women shortlists. As part of the debate, I gave a speech outlining how my experience showed that lots of men simply aren’t aware of the privilege they have. I was surprised that this speech would immediately precede the rare event of a leader’s speech in a debate. Tim – I hope I set them up all right for you!

For the first 40 years of my life I lived as male. Transitioning to female in 2004, and starting my own software company at the same time, showed me what I had anticipated – that I had to work much harder to be treated as worth listening to. It didn’t come as a shock to me, as I’d observed this since childhood – in fact, it was one of the reasons I used to delay transition. But I know other trans women who have been surprised by this side-effect.

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After the diversity debate: the hard part

Note: you can view the debate here, about 44 minutes in. The agenda for the conference is here and the Conference Dailies which include the amendments for Sunday are here.

On an issue where it is entirely possible to be on either side of the argument holding a position that is Liberal, it is time for all concerned to be respectful of that fact and to acknowledge that the real hard work on diversity is yet to be done.

Like a number of other people, I found myself supporting the Conference motion that included all-women shortlists despite my not supporting all-women shortlists .  I had drafted Amendment 2 to refocus the debate on the entirety of the party’s colossal diversity problem and ensure it wasn’t portrayed solely as a gender problem.

Amendment 2 commits the party to set out to local parties how to use the Equality Act.  It enables winnable seats to choose between candidates of equal merit in favour of those from an under-represented group.  It also commits the party to present the bizarre effect of the Act in not allowing ‘diversity shortlists’ – a concept many liberals would support.

So what next?  Two points have been made by people who opposed AWS that should be acknowledged and acted on, just as the points made forcefully in the debate by speakers from Liberal Youth about wider culture change in the party.

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All women shortlists

At Liberal Democrat Conference in York this weekend I have been told by a number of women that they would not want to be the candidate for a seat that selected from an all women shortlist.  I have some news for them, most of them won’t be.  The motion passed means that of the around 580 seats that the Liberal Democrats will contend 8 must have all women shortlists.

I will now issue a direct challenge to those women, don’t walk away from the party but instead as there are up to 572 seats not selecting on all women shortlists so choose one of those seats and get selected as a Parliamentary Candidate.  However, my challenge goes much further than that because right now we only have enough approved candidates who are women to fill a quarter of those seats so at the same time convince another woman who is capable of standing for parliament to do the same.

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Jo Swinson writes…Been there, got the t-shirt

As part of the Committee for the fabulous WOW Festival at the Southbank Centre, I find myself in London this weekend, which means I’ll miss the diversity motion in York.

Passions run high on this issue, and I hope the debate will unfold with respect and kindness on both sides.  Whichever side of the debate we are on, we should acknowledge that our aim is the same – a party where every individual can feel supported and welcome, with many more elected representatives at all levels, reflecting the diversity of our society in all ways, and making a positive impact on our communities.

In 2001, I took to the conference platform in Bournemouth, summating an amendment to a similar motion, in much the same vein as this weekend’s amendment submitted by the East Midlands.  Liberal Youth have also voiced their opposition to all-women shortlists. The group of us campaigning on this issue had t-shirts specially printed for the occasion, declaring “I am not a token woman.  Say No to all-women shortlists.” Our amendment was successful, and the Gender Balance Task Force was formed, now the Campaign for Gender Balance.

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Data: If we’d won more seats in 2015, our Commons team would still have been over-whelmingly white and male

If you don’t already get Mark Pack’s Liberal Democrat Newswire, it’s worth signing up to it. I’ve also heard he’s co-written a book on how to win elections.

In this month’s Liberal Democrat Newswire, which is number 77, Mark presents some very clear statistics on a key point which has come up in the diversity debate:

One comment often made is that the party’s current all male, all white line-up in the House of Commons is due to the party having only 8 MPs – and that if they party had done better at the last election, it would have been more diverse.

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The myth of “the best candidate”

I think it is time to debunk the myth of ‘the best candidate’.

Many people in these various threads on the diversity motion say we would end up not selecting this mythical person if we were to allow AWS.

Leaving aside for the moment the aspersion this casts on women candidates, let’s have a look at the best candidate argument and see if it holds water.

The first thing we need to consider is what wins elections at a parliamentary level? Is it the candidate or is it the campaign? I would argue strongly that it’s the campaign that is built around the candidate and the work that is put in by the team around the candidate that is most important. Of course a personable and hard working candidate is also an asset, but a new PPC will have almost zero personal vote and incumbency doesn’t kick in at all until someone has been elected more than once. Even if a local candidate has been an active councillor this will at best be in 10-15% of the seat and there is scant evidence that this transfers to the parliamentary contest. On this I speak with personal knowledge having been in just that position in 2001, where having been elected as a councillor is 1998 AND 1999, my vote in the 2001 GE was not much different in my ward than anywhere else in the constituency.

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A former candidate reflects on the diversity motion

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As a white, straight, able-bodied, British man who was a candidate last May and has aspirations to run again, I wanted to offer the perspective of one of the ‘over-represented’ as we approach Sunday’s diversity debate.

When I saw the text, the realisation that the motion would have significant consequences for me and my ilk was unavoidable.  The motion promises us training and support and that we will be ‘valued’.  But along with positive discrimination in general election selections we are also promised proposals on wider party diversity including in party structures and local government.  The feeling I experienced on reading the motion must be akin to turkey being offered training and support in the run up to a gender-neutral, multi-faith Winter festival.

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The Diversity Motion – a spring board to bring greater fairness, diversity and openness to our party

The Diversity Motion being put forward this weekend at the Spring Conference in York, is an important, necessary and long overdue motion, one that Liberal Democrats need to unanimously support. As a party we have always been committed to eliminating all types of prejudice, discrimination, inequality and privilege, and must continue to do so when it comes to the country’s elected bodies and party structures. For the myriad voices present in our society to be heard and valued, our political system must reflect the diversity that exists, not just a narrow section. This unfortunately is not case, and also is sadly not true of the Liberal Democrats.

There is wholly inadequate diversity among Lib Dem members of parliament and candidates. Despite efforts to increase diversity, in the form of the Campaign for Gender Balance and the Leadership Programme, there has only been a limited impact on the proportion of individuals elected from under-represented groups and low socio-economic backgrounds.

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Alison McInnes’ speech in the Scottish diversity debate: Positive action is a realignment to break the mould that society has been using for too long

This is the speech that Alison McInnes gave to the Scottish Liberal Democrat Conference. It’s quite direct and points out our own failings, saying that we have to take action to resolve our lack of diversity.

I’ve been a member of our party for a quarter of a century.  One disappointing constant has been the gender imbalance in our parliamentary groups.

I have had plenty of opportunity to observe the dynamics of our party, locally and nationally, and to identify through the party’s own myriad actions what it actually values and honours.

Despite being the party that claims it cherishes equality and women’s rights, its actions often reveal a clear preference for adherence to a single, male patent pattern.  And that creates a feedback loop that means members when asked to choose are most  likely to opt for what they know the party values above all, and so it goes on.

There is a societal, ingrained implicit bias that leads us all, women and men, to value a particular set of attributes above others. There is no need to be outraged or defensive – no one is saying it is deliberate or malicious, but it is real.  

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Passing the diversity motion sends out a strong signal to women

This is the speech I made to last week’s debate on diversity at the Scottish Liberal Democrat conference.

I joined the Liberal Democrats in May and have never spoken at conference before. What I am going to say is going to be quite anecdotal and general, but makes an important point nonetheless.

I grew up in a family almost entirely made up of girls. I attended an all-girls school from the age of 11 where I saw girls reaching and exceeding their potential. I never used to see gender inequality as a hugely important issue because in my life, and the lives of the people I was surrounded by, being female never seemed to hold anyone back. The women I knew had amazing careers, and the girls I knew were confident and opinionated. They seemed to have all the same things as the men I knew did. 

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All Women Shortlists – identify the problem before looking for the solution

There has been an increase in debate recently about the lack of diversity amongst some groups within the Liberal Democrat candidature, with the spectre of All Women Shortlists (AWS) once again rearing it’s head.

Whilst I am not at all in favour of AWS (or AWCS, ADS or ABAMES) I think we are getting ahead of ourselves and looking for a solution before we have identified the problem. Simply put, do we know the numbers of under-represented groups throughout the selection process? I suspect not, given that no-one has up to now used hard figures to point to the reasons behind our shortcomings. If we do – I’m sure I am about to be put right.

So I propose the party takes the time we have before the next general election to carry out a root and branch survey of the process, getting figures all the way: From the regional candidate recruitment team to the constituency committees in charge of selection. If we do not have the information then we need to start collating it in order to adequately change the process. Why should we do this? It would be rather silly bringing in an all-working class shortlist system if it turns out that only 1% of our candidate pool was from a working class background. It would be similarly silly if it turned out that we had a decent amount of working class candidates but we were failing to get them elected. So, in order to correctly identify where we are falling short Ipropose the following analysis (I will use women as an example only – I am not identifying them as more worthy than the working class or any other grouping).

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