Labour has a history of fighting for LGBT rights, but it must do more to improve representation

Huge strides have been made towards LGBT equality, thanks in large part to the actions of Labour Party politicians. Section 28 has been abolished, equal marriage rights have been secured, and society is becoming more tolerant and accepting of difference by the day. LGBT representation seems to have improved along with this increased social equality. There are 14 ‘out’ Labour MPs in parliament, 6 per cent of the total number of Labour MPs, and prominent out representatives in devolved assemblies and local government.

But you don’t have to look far to see that Labour still has a problem with discrimination, especially in the midst of the abuse and intolerance currently surrounding the Labour Party. Recent weeks have seen homophobic insults directed at Angela Eagle and other LGBT activists online, and complaints have been made about homophobia at CLP level. There are only three lesbian or bisexual Labour women MPs, and evidence gathered by LGBT Labour suggests about nine out of 10 of the Labour LGBT councillors are men. There are no trans MPs and no LGBT Labour MPs from a black, Asian or minority ethnic background. We also know too little about the state of LGBT representation elsewhere in the Labour Party because no one systematically collects and publishes the data.

Using a range of evidence from LGBT members across the Labour Party, the Fabian Society is today publishing research which underlines that homophobia, biphobia and transphobia are still a problem within Labour’s ranks. Some of this is direct discrimination, with our research exposing significant evidence of inappropriate scrutiny of candidate’s private lives and physical appearance in selection processes for both local and national office. We have also revealed concerns about the politics of the dog whistle, with one former candidate speaking of events being organised in a selection contest which enabled opponents to promote their ‘family credentials’, and another reporting use of the phrase ‘straight choice’.

Our research also shows that Labour has a problem with unconscious bias from often well-meaning members, revolving around one central theme: that LGBT people do not meet outdated standards of what makes ‘the ideal candidate’. They are not, in the words of one contributor to our research, the “white man with 2.4 children living in a big house with a wife making jam”. Many LGBT candidates who have attempted selections reported a sense that their “face didn’t fit”, and a sense that selection panels are likely to choose ‘low risk’ candidates that members feel are most likely to appeal to a wide range of voters.

As the Stonewall workplace guide says, “Even those with the best intentions can find themselves favouring people who look, sound or act like them – often without realising they’re doing it” and in politics that seems to be exacerbated. Not only are people making decisions based on their affinity with candidates, they are also making assumptions about the type of candidate that would perform electorally well in their area. That often means making unsubstantiated and generalised assumptions about voters, or certain groups of voters, being intolerant to LGBT candidates. As one senior LGBT Labour member argued “there’s a gap between social attitudes, which have actually moved quite a long way, and people’s perceptions about voter perception”.

There is no evidence that LGBT candidates perform less well at election time, or pay a penalty with the majority of voters as a result of their sexuality. But LGBT people are still having a tougher time in selections for high profile positions. Our survey revealed that just half of the lesbian, gay and bisexual respondents who stood for national or regional office felt that the process was fair, compared to two in three of the heterosexual respondents. And one former trans candidate suggested that had their gender identity been known before their selection they think that the result could have gone differently.  

The political turbulence facing Labour at the moment is showing the party at its worst. When we emerge from this leadership contest, the new leader will have a huge responsibility to heal divides and tackle hostility. Part of that must be facing all forms of discrimination head on. Labour has proudly held the mantle as the party for LGBT equality, and it must not lose it now.

Olivia Bailey is Research Director at the Fabian Society. Her new report The Ideal Candidate is published today.