TERMS OF REFERENCE

  The Conference: "shall consider and make recommendations for rectifying the disparity between the representation of women, ethnic minorities and disabled people in the House of Commons and their representation in the UK population at large; and may agree to consider other associated matters".

  The AWS are responding to this process as this has a significant impact on women solicitors. As lawyers we have to work within the laws of this country both through our employment right and through our legal work. The laws of this country are mainly made by men (approximately 80:20 ratio of men to women) and as such this affects all women solicitors.

ABOUT THE AWS

  The Association of Women Solicitors (AWS) is a recognised group of the Law Society of England and Wales. We have an agreement with the Law Society to provide representation for women solicitors within the profession, to the government and to the society at large. We receive an annual grant from the Law Society to do so.

  There is no exact record of when the 1919 Club (named after the Sex Disqualification (Removal) Act 1919), the forerunner of the AWS was founded. In or around 1920-21 there was a note in the 1919 Club archives that women who were articled attended classes and were given permission to invite other women articled clerks to meet in a vacant classroom after lectures. The first public function of the Club was the entertainment of a delegation of American women lawyers in July 1930. Its aim was to promote women in the solicitors' branch of the profession and also to provide social and instructional meetings for both women solicitors and articled clerks. As there appeared to be no barrier to men taking on female partners in the 1960s, it was seriously proposed to wind up the 1919 Club. The Club however, continued and took the new name of the "Association of Women Solicitors".

  It is therefore important to note that the AWS and its forerunners have been tirelessly fighting on behalf of women solicitors for over 85 years.

What does the AWS offer Women Solicitors

1. Organises CPD accredited professional events.

2. Organises events to provide opportunities to network and the building up of contacts.

3. Operates a mentoring scheme to assist women solicitors with career development from trainees to retired judges.

4. Runs a maternity/paternity helpline.

5. Runs an annual week-long Returners Course at the Lucy Cavendish College, Cambridge for men and women seeking to return to the profession after a career break.

6. Publishes the quarterly magazine, LINK, with a readership of around 30,000 plus.

7. Is involved in publications geared to helping women in the legal profession.

8. Responds to consultation papers on behalf of women solicitors.

9. Has a seat on the Law Society Council to champion the cause of women within the profession.

10. Represents women solicitors at working parties and at national and international conferences.

11. Works closely with other professional groups and women organisations.

12. The AWS regional groups have a full program of social activities designed to encourage more women to get together to exchange experiences.

  The above is provided by way of illustration of the history of the AWS. There are no other recognised or unrecognised group of which we are aware, within the legal profession, whose aims are to:

— Articulate and represent the views of all women solicitors.

— Promote women's interests in the profession.

— Campaign on issues important to women solicitors.

— Actively oppose discrimination against women solicitors.

  The AWS currently has over 18,000 members. Our website address is www.womensolicitors.org.uk

1.  Are problems caused by the unbalanced representation in the House of Commons of different groups in society? If so, what are those problems?

  1.1  Only 19 countries in the world have achieved the goal of 30+ per cent women's representation in national legislatures, a goal which was adopted by the Beijing Process in 1995. The UK is not one of them. There is a clear perception issue in that voters' perception is that the House of Commons do not fully represent the people. This can and does lead to a lack of engagement.

2.  Is there a relationship between these levels of representation and voter attitudes to Parliament?

  2.1  Just under 20 per cent of MPs are women, meaning the politicians who make decisions on our behalf still do not reflect the population as a whole. It is clear that matters of importance to women move further up the political agenda the more women MPs are in parliament. Where women become involved in the political process they bring a different style and approach to political discussions. It is less of a confrontational style and more of a conciliatory one which works better in achieving a more open and frank debate. At a time of increased uncertainty in the economic climate and the fear this engenders, the populace are looking to their Politian to resolve these issues. An adversarial approach and "in-fighting" does not assist confidence building, thus potentially prolonging and deepening the recession as a result of a lack of faith. That is not to say that it is not important for policies to be queried and it is the method of doing so that can only improve. There is an obligation on parliament to ensure the equality of representation as true representation should and must reflect those represented.

  The Electoral Commission research An audit of political engagement confirms that women candidates are an electoral advantage for the parties. The report shows that overall women are as likely to turn-out to vote in elections as men, but that they tend to be turned off by male-dominated Westminster politics.

3.  What are the reasons why more women, people from ethnic minorities and disabled people do not become Members of Parliament:

— Why don't more from these groups consider standing for election? Or, if they do,

— Why aren't more of them selected? Or, if they are,

— Why aren't more of them elected?

  3.1  There are clear perception issues within local selection processes. There is no research that we are aware that shows women have more difficulty getting elected once selected. As regards women candidates, a review of working practices need to be undertaken to ensure family friendly policies are in place i.e working hours etc. There is of course a clear difference in putting forward those to winnable seats not just unwinnable ones.

4.  What are the problems and practical difficulties encountered—at any point in the process of selection and election—by members of these underrepresented groups who are looking to become MP's?

  4.1  The first point to consider is actual awareness of these positions. What does the Government do to publicise the positions that are open for election? If there is no advertising then those minorities will not be aware of any opportunity. This is the first hurdle. The next issue to address will be whether when advertising any such position doing it in such a way to encourage and inspire those from minorities to apply. From an AWS perspective are positions advertised in such a way that gives the perception of inflexibility and hostility. Is there structure to the application process or is the perception that it is whom you know that will afford you the opportunity to engage in the process. There must be clear and positive address to women and minorities whereby they are informed that they are individuals whom the Government wants and that they want to hear what they have to say. There is also perception that their views may be compromised and many are discouraged by that possibility alone.

5.  What actions could be taken by Government to address disparities in representation?

  5.1  There must be transparency and the eradication of elitism. There to see if they have ability and to develop an interest in politics are tools that must be positive campaigning to ensure that there—remove those who feel they have the ability, can aspire and be encouraged to apply. There must be local level dialogue with schools and universities to engage in youth who in the future may decide to take politics as a career pathway. Workshops and shadowing as well as some form of mentoring scheme to encourage women and other minorities could be used.

6.  What actions have been, or could be taken by political parties, campaigning groups and others to address disparities in representation?

  6.1  There needs to be a paradigm shift in attitudes to public service. This starts at a grass roots level through education in schools. There is a perception of a lack of openness in the selection process even though positive action has been brought in to a greater or lesser extent. Changes in the selection process as well as proactive mentoring at a local grass roots level are all basic improvements that should be made.

7.  What actions have been taken elsewhere in the UK and overseas, and by whom to address similar concerns?

  7.1  There has been positive action in relation to selection processes in the EU to increase the number of women in Government. In many businesses and indeed within our own organisation a buddy/mentoring scheme has been put in place. As there are in fact two issues to be addressed. The first is supply and demand of mps but the second is equally important and should also be looked at at—remove the same time and that is of retention. Many organisations who have suffered from similar issues have been made great strides through a number of initiatives of getting new entrants through the door but the problem becomes more acute when having spent time, money and energy these recruits are lost. We would therefore ask the conference to look at retention issues and working practices within parliament alongside the main issue.

8.  How can the success of such actions be measured?

  8.1  The hope is that there is cross-party political agreement to a set of targets . These targets should be monitored through the regular use of key performance indicators, research and surveys. Most businesses now have equality and diversity monitoring programmes. Why is the national supposedly most representative body (Parliament) not compliant with the most basic of tools used by most businesses. There is a role that should be undertaken by a body responsible to parliament and not as has been the case by individual lobbying groups. It is more than the Office for National Statistics should undertake.