Assumptions and unconscious bias

• An education session about privilege and unconscious bias is run
• Unconscious bias is openly discussed and challenged

Roles in the party

• Influential roles such as chairperson have fixed terms of service
• Roles on committees are rotated
• People in roles which are less public facing are thanked and feel valued
• There are taster and shadowing opportunities for people to try new roles
• Volunteer opportunities are widely advertised in newsletters, websites, social media etc
• Members are regularly surveyed about their experiences and asked if there are different roles they would like to do in the future
• Training is provided for members to develop new skills and take on more prominent roles

Progressing in the party

• Spokespeople are chosen because of their skills, experience, knowledge and interests not just their identity
• Media training is provided to help potential spokespeople develop confidence
• Requirements to become a candidate or campaign organiser are reasonable, clearly stated and widely available to members
• People are promoted because of the impact of their contribution not the number of hours they have put in

Microaggressions

• When microaggressions are identified they are challenged
• A commitment to inclusivity and equality is clearly stated in party resources and information for new members
• Roles at meetings are rotated
• Members are asked to share examples of the microaggressions they have experienced and there is an open discussion about how these can be challenged
• A session on assumptions and microaggressions is included in your political education programme
• Actions are taken to enable people from under represented groups to make a bigger contribution in meetings and on panels

Creating a supportive culture

• A clear welfare policy is available to all members
• There is a welfare officer in each local branch
• There is a buddying scheme where members can offer each other peer support
• There are opportunities for members of these communities to meet in women, LGBTI, ethnic minority or disabled only spaces
• Meetings are held in well lit, central locations which are easily accessible by public transport
• Members discuss what creating a “safe space” means to them and develop a set of safe space principles for meetings and events
• A clear complaints process is available for all members to use