Engender blog
Engender launches report on women’s experience of the election process
Today, Engender has launched a new report: Women’s political journey: Exploring the election process and women’s experiences of abuse, exclusion and bias, including vital recommendations for improvement. Find out more about the report below.
“Someone said to me [during the election] and I quote, ‘we can’t win here with someone who looks like her.”
The political arena is becoming increasingly hostile, especially for women and marginalised women. Engender’s new report ‘Women’s Political Journey’ explores the candidate journey—from preparing to stand as a candidate, including all the interview and vetting processes, to being elected and what happens after.
There is still an image of the ideal candidate as white, middle-class, able-bodied, and male. For anyone who falls outside these categories, this means being prepared for additional barriers.
Our report shows that over 70% of respondents to a question on forms of abuse reported experiencing online harassment or trolling during their campaign. Only 11% felt “very safe” during their campaign period.
A survey respondent told us:
“I have been spat on, shouted at, abused and physically shoved countless times.”
Sexist bullying is a persistent problem within some branches and local parties, with findings indicating that disabled and minoritised women may be at increased risk. These experiences can cause women to question their positions and political futures. It is widely recognised that social media presents significant risks for women in politics, with Black and minority ethnic women at greatest risk.
57% of our survey respondents felt that positive action measures (PAMs) like quotas or all-women shortlists are ‘resented’ by some party members who feel their use is unfair or unnecessary. As has been reported to us, white men especially refuse to make space for other groups if it means sharing their privilege. Others reported only tokenistic acceptance of PAMs, reducing the ultimate impact of measures.
Very few parties are consistently collecting equalities monitoring information on prospective candidates. This is vital when it comes to ensuring candidate diversity and proportionate representation of Scotland’s communities.
Equal Representation Development Officer Noomi Anyanwu states:
“Abuse, lack of support, and biases were reported widely among our survey participants and interviewees. Nearly 30% would not recommend candidacy to underrepresented groups. It’s understandable considering what women must endure to make it as politicians, but we don’t want to settle for this.”
“Change needs to happen, so we urge political parties, governments, councils, and other stakeholders to implement measures and commit to equal and diverse representation. I want to see at least 50% women in our parliaments—for that to happen, we need to see a real culture change first.”
Read the full report including vital recommendations for action here.
Why we need better data collection to improve women’s representation
We’ve written to the Minister of State for Women and Equalities, Annelise Dodds MP, calling on the UK Government to enact Section 106 of the Equality Act 2010.
Access to robust, intersectional data on the protected characteristics of our elected representatives is vital in ensuring high-quality democracy. Without this information, it’s very difficult to map the causes – or create solutions to – the chronic underrepresentation of women – especially Black & minoritised women, disabled women LBT women, and young women.
Although the legal framework exists to require parties to track the diversity of their candidates and representatives, very little reliable data is publicly available. What information we do have is inconsistent and poorly documented, making it hard to see progress over time or take steps to improve representation.
Section 106, which has never been put into effect, would require political parties to collect and publish basic equality data. Enacting it would give us much better insight into the demographics of our representatives, and help us take the action needed to improve women’s representation at all levels of politics.
Read the full letter here.
General Election 2024 - Why we need equal representation of women in politics
We’re calling on candidates in the upcoming General Election to commit to taking action on four key areas for women if elected.
In our What’s in it for women? four-part series, we’ll break down each of our key asks covering health, social security, equal representation and immigration.
Today, we’ll focus on equal representation and why we’re calling for action on quotas and better data collection about our candidates.
Find and email your local candidates with our pre-written letter here.
General Election 2024?– What’s in it for women??
Email your local candidates with our pre-written letter here
In a few clicks, contact your local candidates to ask what they will do for women's rights in Scotland.
- Find your local candidates by searching your postcode below
- On the next page, edit and send the campaign letter
We’re calling on candidates to commit to taking action on four key areas for women if elected – and we need your help.
Political decision-making affects women’s daily lives, yet there is a significant void in women’s representation and distribution of power in Scotland. We advocate for a Scotland where women are part of every political and economic decision, both as decision-makers and as citizens who are affected by the consequences of these decisions.
A decade of austerity policies, the pandemic, and the ongoing cost of living crisis have all impacted women disproportionately. Issues like fuel costs, unpaid care, housing, women’s safety, mental health and social security continue to impact the most marginalised women.
The General Election on 4th July is an opportunity for the next UK Government to prioritise women’s rights and equality.
We need change to make women’s voices heard.
Before the Ballot - Why Candidate Assessment is a crucial step on the journey to more equal representation in politics
With partners in the Equal Representation Coalition, Engender is launching a brand new chapter of the Equal Representation in Politics Toolkit focusing on Candidate Assessment. Ahead of the Scottish Parliament and Local Council elections in 2026 and 2027, now is the time for parties to review how aspiring candidates gain approval to stand if we're to see more diversity on the ballot. Our Development Officer for Equal Representation, Jessie Duncan, explains how the new Toolkit chapter can help.
Before the ballot
When we think about how to make councils and parliaments more representative of the communities they serve, we normally think about elections. How do we elect more women, more minority ethnic people, more disabled people and more LGBTI people? The ultimate decision about who makes it off the ballot and into our councils and parliaments, of course, rests with voters. But in reality, so much about elections is already decided long before polling day. Parties largely have control over who makes it onto the ballot, with many decisions taken in the months and years leading up to election day, shaping the outcome before any votes have been cast.
Parties decide who becomes a candidate through the process of candidate selection. Selection is where the party decides on who from a list of nominees will become the party candidate at the upcoming election. There is a lot of evidence showing the positive impact that using different policies, such as voluntary quotas during selection, can have on the diversity of elected representatives. However this is only useful if there is a diverse pool of potential candidates available to choose from.
Candidate assessment and discrimination
Not just anyone is allowed to put themselves forward for selection - aspiring candidates will usually have to gain the party's approval. This process is known as candidate assessment (sometimes called vetting, screening or shortlisting), and it is at this stage that the first decisions about who our elected representatives will be are taken. Processes vary but usually involve some combination of written application form, an interview with a panel , and might include a test before a final decision is made. Some parties might use these stages to filter, and just like any recruitment process, without consideration of how to combat discrimination and to ensure equal access, candidate assessment risks stifling a more equal, representative politics right at the outset.
Chronic underepresentation – It's not good enough
Unfortunately, no robust data that would tell us about the protected characteristics of our elected representatives is published at the moment, but what we do know tells us that across our councils and parliaments, underrepresentation of marginalised groups is rife – for instance, women make up approximately just 35% of councillors in Scotland, and it took until 2021 for the first two women of colour to be elected to the Scottish Parliament. This kind of chronic underrepresentation benefits no one – we know that when there is meaningful diverse representation, better decision-making follows. Parties have a tremendous responsibility to their membership and to the communities they seek to serve to ensure that candidate assessment processes do not enable and reward only those whose experiences and pathways to politics conform to an outdated status quo of what makes a politician – because it's clear that the status quo is broken.
What will help?
While progress on increasing diversity is often focused on electoral outcomes, to ensure that progress at the ballot box is sustainable, it's essential to look at all stages of the journey and to invest in developing a strong, diverse pipeline of future candidates. This means considering how potential candidates are developed, supported and assessed. As well as being a responsibility, this offers parties a huge opportunity to put into practice often-stated principles when it comes to building a fairer, more equal society.
Parties must ask themselves:
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What qualities and experiences do we want to see more of in public life?
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Is the way we assess potential candidates perpetuating inequality?
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Are our values as a party reflected in the candidates that we approve to stand?
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Are we meeting our legal duties to ensure a fair and open process under the Equality Act?
To help answer these questions, we're launching a new chapter of the Equal Representation Toolkit, focused on Candidate Assessment. The chapter is aimed primarily at party members and staff who are involved in assessing candidates or in designing assessment processes. Guidance is given on how to run an inclusive and accessible candidate assessment approach that enables people from a wider range of backgrounds to succeed. This includes looking at things like how to advertise and raise awareness of the assessment process; providing equalities training for people involved in assessment; valuing diverse experience; and how to provide constructive feedback and ongoing support for unsuccessful applicants.
As with the rest of the Toolkit, users are invited to take a self-assessment quiz and receive a bespoke action plan highlighting areas for reflection and recommendations for improvement. The Toolkit is easy-to-use and each chapter takes no more than 5 minutes. We can also offer workshops and 1-2-1 support – please get in touch with us if you're interested.
While all attention may be focused on campaigning for the General Election, it's essential to remember what comes next. We are currently 2 and 3 years out from the next Holyrood and local council elections, but it is likely that the processes which will shape these results will begin much sooner. Candidate assessment is the first in a chain of decisions that determine who our elected representatives will be. It's up to parties to make sure that hopes for greater equality in our democracy are built on strong foundations – starting with asking who is given the chance to be on the ballot.
Downloads
Engender Briefing: Pension Credit Entitlement Changes
From 15 May 2019, new changes will be introduced which will require couples where one partner has reached state pension age and one has not (‘mixed age couples’) to claim universal credit (UC) instead of Pension Credit.
Engender Parliamentary Briefing: Condemnation of Misogyny, Racism, Harassment and Sexism
Engender welcomes this Scottish Parliament Debate on Condemnation of Misogyny, Racism, Harassment and Sexism and the opportunity to raise awareness of the ways in which women in Scotland’s inequality contributes to gender-based violence.
Gender Matters in Social Security: Individual Payments of Universal Credit
A paper calling on the Scottish Government to automatically split payments of Universal Credit between couples, once this power is devolved to the Scottish Parliament.
Gender Matters Manifesto: Twenty for 2016
This manifesto sets out measures that, with political will, can be taken over the next parliamentary term in pursuit of these goals.
Scottish NGO Briefing for UN Special Rapporteur on Violence Against Women
Joint briefing paper for the UN Rapporteur on Violence Against Women.

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