The spotlight – showing clearly who is encouraged into the pipeline of politics and who is not, would lead not just to improvements in the representation of women, but also of other under-represented groups, based on ethnicity, sexuality, disability etc. Knowing that the information would be made public and that they would be compared to other companies encouraged employers to address inequalities in their organisations.Ĭollecting diversity data in parliament could have the same effect. The WSPU, established by Emmeline Pankhurst, was an active force in the struggle to win the right to vote for women in Britain. In 1906, Davison joined the Womens Social and Political Union. She eventually started dedicating her spare time to social and political activism. Gender pay gap reporting in April last year rocketed equality to the top of many employers’ agendas. After leaving school, Davison found work as a teacher. This begs the question, if we don’t know where we stand in terms of candidate diversity, how are we going to make further progress on eliminating the diversity deficit how are we going to make sure that the MPs representing us truly reflect Britain’s people? It’s not systematically gathered and so there is no consistency in data collection processes, leaving us with a fragmented picture. To put it bluntly, we simply don’t have good enough data. In particular, it exposes serious shortcomings in the way that diversity data is collected, collated and reported. New research from the Equality and Human Rights Commission on the diversity of elected officials in Great Britain shows us just how significant the problem is.
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