PART 1: CODE OF CONDUCT
Purpose of this Code of Conduct
• To set out the minimum standards of behaviour expected from anyone representing the Party as an elected or appointed official or office-holder.
• To support equality of opportunity, diversity and inclusion, and the absence of any and all inappropriate behaviour, in all aspects of the Party’s activities.
This Code of Conduct sets out the framework of behaviour expected of those Party representatives (listed under ‘Who is the Code of Conduct for?’ below), who are required as a strict condition of their ongoing representation of the Party, membership of, engagement with and/or (in the case of any organisation which is formally recognised by the Party) recognition by the Party, to adhere to this Code of Conduct in their activities representing the Party.
Who is the code of conduct for?
This Code of Conduct is for anyone who formally represents the Party as an elected or appointed official. This includes, but is not limited to: Members of Parliament, Peers, Members of the European Parliament, Members of the Scottish Parliament, Members of the Welsh Assembly, Members of the Greater London Assembly, Police & Crime Commissioners, elected Mayors, Councillors and Association, area, regional, and national Party officers. This Code of Conduct will be presented to the Party Board, which will consider the views of each of these categories of Party representatives, at its meeting in November 2017 with a view to its formal adoption, and will be the process followed until then.
What standards are expected of individuals covered by this Code?
PART 2: PROCEDURE FOR ALLEGED BREACHES OF THE CODE OF CONDUCT
If any individuals wish to make a formal complaint against elected representatives or officers of the Party they should email email@example.com. Alternatively, they can call our confidential hotline on 020 7984 8050.
There may be instances where an individual feels able to raise the problem informally with the person responsible and explain clearly to them that their behaviour is not welcome or makes them uncomfortable. If informal steps are not appropriate or have been unsuccessful, then the following formal procedure may apply.
When we receive a formal complaint, we will investigate it in a timely and confidential manner. The investigation will be conducted by someone with appropriate experience and no prior involvement in the complaint. The investigation should be thorough, impartial and objective, and carried out with sensitivity and due respect for the rights of all parties concerned.
The following process will be adopted in so far as it is reasonably practicable to do so:
Stage 1: We will obtain written statements from the complainant and notify the respondent(s) that a complaint has been made about them. The respondent will be given the opportunity to provide any evidence or details that will help to establish their position. It may be necessary to interview witnesses to any of the incidents mentioned in the complaint. If so, the importance of confidentiality will be emphasised to them.
The Investigating Officer may dismiss complaints that are obviously trivial, and/or lacking in merit and/or cannot fairly be investigated or cannot be investigated.
Stage 2: A panel consisting of no fewer than three people, appointed by the Party Chairman, will examine the complaint and evidence gathered. This must include representation of the voluntary Party alongside at least one independent person. If the complaint regards a Member of Parliament, the panel must include at least one person nominated by the Chairman of the 1922 Committee.
Stage 3: The panel established under Stage 2 will examine further the complaint and evidence gathered.
Discrimination includes victimising or harassing any other person because of race (including colour, ethnic or national origin, nationality, citizenship), sex, gender re-assignment, sexual orientation, marital or civil partnership status, disability, age, religion or belief, pregnancy and maternity status.
Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive situation or environment for them. A single incident can amount to harassment. Harassment may involve conduct of a sexual nature (sexual harassment), or it may be related to age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. Harassment is unacceptable even if it does not fall within any of these categories. Victimisation provisions protect certain individuals who do (or might do) acts such as bringing discrimination claims, complaining about harassment, or getting involved in some way with another complaint (such as giving evidence).
Victimisation may therefore occur where a person subjects another person to a detriment because either that person has acted in such a way and/or is believed to have acted in such a way, or may act in such a way.
Bullying is offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can make a person feel vulnerable, upset, humiliated, undermined or threatened. Power does not always mean being in a position of authority, but can include both personal strength, influence and the power to coerce through fear or intimidation. Bullying can take the form of physical, verbal and non-verbal conduct.
The Board of the Conservative Party
December 11th 2017