Diversity and inclusion guidance for registered political parties

Audience

This guidance is for registered political parties and is voluntary. We hope however that parties standing candidates at Welsh elections will take the suggested actions as part of their commitment to achieving our shared aim of creating a more diverse Senedd.

Definitions

References made throughout this document to ‘political parties’ or ‘parties’, refer to registered political parties (Registered political party means a party registered under Part 2 of the Political Parties Elections and Referendums Act 2000).

References made to ‘strategies’ or ‘strategy’, refer to political parties’ diversity and inclusion strategies.

Legal basis

Parts 1 and 2 of this guidance are issued under section 30 of the Elections and Elected Bodies (Wales) Act 2024. Part 3 of this guidance is issued under the Welsh Ministers’ powers in sections 60 and 62 of the Government of Wales Act 2006.

Updates

This guidance will be reviewed from time to time and may be revised as appropriate.

The Welsh Government is committed to increasing diversity across all aspects of public life and to advancing the rights of, and outcomes for, people who are currently underrepresented in our elected bodies.

Our overall aim is reflected in the fifth of our National Equality Objectives, which is to:

create a Wales where everyone from the full diversity of backgrounds can participate in public life, have their voices heard and see themselves reflected in leadership positions.

It is within this broader context that the Welsh Government is keen to see all the faces of Wales, and to hear all the voices of Wales, reflected amongst our elected representatives as they make decisions that impact on all our lives.

Political parties have a key role to play in achieving this aim as gatekeepers for most of those who stand for elected office and there is an opportunity, now, as we embark on a new chapter in the Senedd’s evolution, for parties to rethink their processes for candidate selection and recruitment in order to improve diverse representation. As part of this, there is an opportunity to build on the Senedd’s previous successes in terms of achieving gender parity and secure our leading position in the UK and internationally in terms of women’s representation in the Senedd.

This guidance is being published as a tool to support political parties as they consider practical steps they can take to contribute to the shared ambition of increasing diversity of our elected representatives, and ensure they reflect the communities they represent.

Any references in this guidance to third party organisations and documents is intended only to provide information about available resources. The views of any third parties on any issues are not to be taken as the views of the Welsh Ministers.

A significant amount of work has been undertaken over recent years to consider what reforms may be needed to make the Senedd fit for the 21^st century.

This has led to a number of changes being introduced for the 2026 Senedd election, including an increase in the number of Members of the Senedd to enhance its capacity to scrutinise the work of the Government. From 2026, 6 Members of the Senedd will be elected to represent each of the new 16 constituencies across Wales, making a total of 96 Members of the Senedd, and these Members will be elected under a proportional, closed list electoral system.

In addition to these electoral system and boundary reforms, committees over the years have concluded that steps should be taken to make the Senedd more diverse and representative of the Welsh population.

The reports have focused on removing the cultural, structural and financial barriers people face in standing for elected office, and the challenges faced by some as they seek to stay in office. They have also called for greater transparency around political parties’ efforts to facilitate diversity and inclusion among candidates and the diversity of Senedd candidates and Members of the Senedd.

All political groups within the Senedd have expressed their commitment to increasing diversity amongst Members of the Senedd, including improving the representation of women and individuals from other underrepresented groups, including people with intersectional identities. Members across the political spectrum have recognised that each party has a shared responsibility to make this happen and that action on a number of fronts is needed.

The Expert Panel on Assembly Electoral Reform, the Committee on Senedd Electoral Reform and the Special Purpose Committee on Senedd Reform have all called for measures to make the Senedd more diverse and representative of the people it serves.

The Expert Panel on Assembly Electoral Reform reported in 2017 (A parliament that works for Wales on Senedd Cymru) that they:

strongly believed that the selection and election of a more diverse Assembly would enhance the operation of the Assembly and the way it works for and represents the people of Wales.

The 2017 Expert Panel also recommended that Senedd reform legislation should include provision that would secure the availability of information regarding diversity.

The Committee on Senedd Electoral Reform in 2020 reported (Senedd reform: The next steps on Senedd Cymru) that throughout its inquiry it had:

repeatedly heard persuasive arguments about the benefits of diversity among elected representatives’

going on to recommend that:

Political parties which contest Senedd elections should prepare and publish diversity and inclusion strategies which assess the diversity and inclusivity of their culture, processes, ways of working and representation, and set out the actions they intend to take to increase the diversity of their memberships, candidates and elected Members.

The same committee concluded that:

while the Senedd has performed relatively strongly in terms of gender-balanced representation, there has consistently been a lack of visible diversity in terms of ethnicity and disability

and recommended that political parties should voluntarily collect, anonymise, and publish data about the diversity of their candidates for Senedd elections.

The Special Purpose Committee on Senedd Reform, reporting in May 2022 (Reforming our senedd: a stronger voice for the people of Wales on Senedd Cymru), made several recommendations aimed at increasing the diversity of the Senedd, using transparency and information to drive change, and to identify and remove barriers to public office.

The following recommendations are of particular relevance to this guidance:

We recommend that Senedd reform legislation includes provisions that encourage each political party standing candidates in a Senedd election to prominently publish a diversity and inclusion strategy, setting out how it has sought to facilitate diversity within its candidates, at least six months prior to the scheduled Senedd election.

and:

We recommend that a legislative requirement is placed upon a devolved Welsh Authority to collect and prominently publish anonymised candidate diversity data.

The Welsh Government welcomes these recommendations and is publishing this guidance to support political parties to take action in both these important areas.

Alongside this work, the Senedd Commission has plans for reviewing its procedures and practices with a view to attracting and retaining as wide and diverse a range of Members as possible. Since the Covid-19 pandemic, Members of the Senedd have been able to participate remotely in Plenary and committee proceedings, and the Senedd Commission utilises technology to help remove barriers to participation in Senedd business.

In addition, consideration is being given to job sharing for committee chairs and work to adapt the Siambr to accommodate 96 Members will look to ensure that any future changes in ways of working take account of the needs of all those who wish to stand for election to the Senedd (Further detail can be found in the Llywydd’s letter to the Reform Bill Committee, dated 15 April 2024 on Senedd Cymru).

The Independent Remuneration Board’s thematic review on Members’ pay and personal support (Independent Remuneration Board Strategic Work Programme 2022-26 on Remuneration Board), in considering changes required for the Seventh Senedd, is also considering how barriers may be removed to support diversity of Members.

In 2024, the Senedd established a Future Senedd Committee (on Senedd Cymru) which as part of its remit is considering solutions to barriers (real and perceived) which may, or have the potential to, impede the Senedd’s ability to represent people of all backgrounds, life experiences, preferences and beliefs.

There is currently limited information publicly available about political parties’ strategies, and specifically how they intend to take action to improve diversity amongst prospective candidates for local and Senedd elections. By publishing strategies, political parties would be more transparent about what they are doing to promote diversity among the candidates representing them at Welsh elections, and how they help candidates overcome barriers to participation in Welsh elections.

There is some information available about the diversity of local government candidates and elected Members, however this does not provide a comprehensive picture as local government survey response rates are low.

Information currently available (Local Government Candidates Survey: 2022) shows that (of those who responded) at the last local government election in 2022:

• 40% of elected County Councillors surveyed were female (43% of Community Councillors)
• 46% of elected County Councillors were aged 60 years or older (56% of Community Councillors)
• 96% of elected County and Community Councillors reported they were from a white ethnic group
• 89% of elected County Councillors reported they were heterosexual or straight (88% of Community Councillors), 6% reported they were lesbian, gay or bisexual (5% of Community Councillors)
• 1% of all candidates responded that the gender they identify with is not the same as their sex registered at birth. 2% chose not to respond
• 13% of elected County Councillors considered themselves to be a disabled person (15% of Community Councillors)

For the Senedd election in 2021, the Senedd Research service noted (Election 2021: How diverse is the Sixth Senedd? on Senedd Cymru) that there is limited information publicly collected about the diversity and backgrounds of Members of the Senedd. The research did however identify the following:

• 43% of elected Members were women (compared with 40% in the House of Commons (Women elected to the House of Commons on Parliament UK) following the July 2024 general election, 46% in the Scottish Parliament, and 37% in the Northern Ireland Assembly (Women in politics and public life on Parliament UK)
• 5% of elected Members came from an ethnic minority background
• 5% publicly identified as LGBT+
• No information is currently captured on the number of Members who identify as a disabled person

By comparison, according to the 2021 Census:

• women made up 51.1% of the population of Wales (Population and household estimates, Wales: Census 2021 on Office for National Statistics)
• 93.8% of the population identified as being from a white ethnic group (Ethnic group, national identity, language and religion in Wales (Census 2021))
• 3% of the population identified as LGBT+, and 7.6% opted not to answer about their sexual orientation (Census 2021 on Stats Wales)
• 21.1% of the population of Wales were disabled (Disability, England and Wales: Census 2021 on Office of National Statistics)

The Committee on Senedd Electoral Reform reported (Senedd reform: The next steps on Senedd Cymru) in 2020 that:

while the Senedd has performed relatively strongly in terms of gender-balanced representation, there has consistently been a lack of visible diversity in terms of ethnicity and disability.

Any appropriately anonymised information political parties publish about the diversity of Senedd candidates will complement information published about local government candidates using the existing process established through the Local Government (Wales) Measure 2011. It will also provide a holistic picture of representation across devolved elections in Wales rather than local government or the Senedd in isolation. This information could then be used to inform decisions on actions needed to improve representation at an all-Wales level.

This guidance is split into three parts as follows:

• part 1: guidance for political parties about developing, publishing, implementing and regularly reviewing strategies for local and national Welsh elections
• part 2: guidance for political parties standing candidates at Senedd elections about collecting, collating and publishing diversity information relating to candidates and elected Members
• part 3: guidance for political parties standing candidates at Senedd elections on voluntary quotas for women

For the purposes of Parts 1 and 2, this guidance specifies characteristics and circumstances which political parties should aim to consider when developing their diversity and inclusion strategies and when collecting, collating and publishing information.

These characteristics and circumstances include some, but not all, of the protected characteristics as defined by the Equality Act 2010. The following characteristics and circumstances have been specified based on the Welsh Government’s current understanding of which groups may be underrepresented in politics and who may face particular barriers in being elected. The Welsh Government has also taken into consideration the characteristics and circumstances currently covered by the local government candidate survey in Wales on the basis that it will be helpful to ensure there is a degree of consistency and comparability between the data sets where possible. Informed by these considerations, the guidance suggests political parties should consider the following characteristics and circumstances when they collect diversity information on Senedd candidates and in developing their strategies.

Protected characteristics (as defined by the Equality Act 2010, sections 5 to 7 and 9 to 12 on Legislation.gov.uk):

• age
• disability
• gender reassignment
• race
• religion or belief
• sex
• sexual orientation

Additional characteristics and circumstances:

• socio-economic background
• health conditions
• trans status or history
• previous political experience
• caring responsibilities
• parental responsibility
• language

The Welsh Government recognises that these ‘additional’ characteristics and circumstances may be interpreted differently by different people. The questions proposed as part of the survey template in Part 2 are intended to help provide a broad framing for these characteristics in the context of what may be most relevant when standing for elected office in Wales.

The questions are intended to help political parties elicit useful information about the profiles of their candidates and whether or not they are putting forward a list of candidates which provides the electorate with a choice of representatives reflecting a range of experiences and perspectives.

This document contains guidance for registered political parties on various measures which they may consider taking. As part of that consideration, political parties may need to seek legal advice as to whether a proposed measure would be lawful in their circumstances and on how to comply with their legal obligations in pursuing it. It is the responsibility of parties to ensure that they comply with the law in taking any action in light of this guidance. This includes, but is not limited to, compliance with obligations under the Equality Act 2010 and the UK General Data Protection Regulation (UK GDPR).

Further advice and guidance:

• UK GDPR - part 2 of this guidance and UK GDPR guidance and resources (on Information Commissioner's Office)
• Services, public functions and associations: Code of Practice (on Equality and Human Rights Commission)
• Guidance for political parties on what the Equality Act 2010 means for political parties and their members (on Equality and Human Rights Commission)

Purpose

The purpose of this part of the guidance is to support political parties in developing, publishing, implementing and regularly reviewing strategies for local and national Welsh elections.

It is intended to complement Part 2 of the guidance which is about actions political parties should take to publish diversity information on Senedd candidates. This information on Senedd candidates, considered alongside comparable information on local government candidates, could help political parties assess how diverse their candidates and elected Members are and could be helpful in informing their strategies to address any underrepresentation identified.

Diversity and inclusion strategy

A diversity and inclusion strategy is a document designed to present the commitment of an organisation to foster a more diverse, equitable, and inclusive environment. In the context of this guidance, it would present a commitment to increasing the diversity of candidates and elected Members at local and Senedd elections and how that commitment is to be achieved.

Why political parties should have a strategy

Having more diverse representation in our elected representatives is about more than increasing the diversity of candidates on ballot papers. It is about a long-term cultural change and addressing systemic issues in our political system and the organisational culture of political parties, and consequently better consideration of the full range of experiences and perspectives in decision-making. It would also help address the democratic deficit which occurs as a result of a lack of diverse representation in government.

More diverse representation means decisions can be informed by a broader range of views and lived experiences. This, in turn, can lead to increased confidence and trust in our democratic systems.

A strategy enables political parties to set out how they intend to contribute towards achieving greater diversity in our democratic bodies in Wales. Political parties can use their strategies to re-evaluate their internal structures and processes to foster a more inclusive environment and encourage people from marginalised or disadvantaged groups to overcome barriers to election at all levels of government so that their voices can be heard.

A published strategy requires a long-term commitment to diversity and inclusion, not just around the time of elections, and enables political parties to be transparent about actions they are taking to address underrepresentation.

Ideas on how to develop a strategy

Political parties should draw on relevant research and evidence relating to diversity and inclusion in elected office. This will help political parties to assess what their starting point is, which groups are currently underrepresented, the barriers currently faced by those underrepresented groups, and help target engagement to shape their strategy.

Political parties should engage with stakeholders (including any internal party networks representing underrepresented groups) when developing their strategies. This engagement should include diverse people and communities, or organisations representing those communities, which will enable political parties to draw on valuable lived experiences and help them identify the specific barriers faced by people with certain characteristics and individuals in specific circumstances in aspiring towards elected office. It will also help parties to identify actions that could be taken to address those barriers.

Political parties should be mindful that an intersectional approach may be required as some individuals will be able to identify with multiple characteristics or circumstances, which when combined can result in distinct forms of disadvantage or discrimination.

What should be included in a strategy

Strategies typically include information that signals a commitment, at the highest level in the organisation, to nurturing a diverse and inclusive culture, openness and transparency. They also typically set out a clear vision for the future and a pathway for realising that vision over the long term, often broken down into manageable short- and medium-term measurable objectives.

A strategy should include the following key elements:

• a commitment to diversity and inclusion from the party’s senior leadership, as well as throughout the different levels within the party
• clear communication about why diversity and inclusion are important for the party e.g. how do they fit with the party’s values?
• what is the political party’s mission in respect of diversity, for example, what is the end goal, and what does success look like, and how is this grounded in evidence?
• what approach is the party taking to ensure those involved in the party understand and adopt the culture required to enable diversity to thrive?
• an overview of the current position, for example, what is the baseline data showing about current levels of representation within the party across different groups, and from amongst people who have intersectional profiles (i.e. those who share a combination of multiple specific characteristic)?
• setting diversity objectives and measurable targets (Key Performance Indicators)
• how will progress be measured, e.g. regular data collection, ongoing comparison against baseline data, qualitative research to understand the experiences of party members, candidates and elected Members over time?
• training the party could offer to raise awareness of diversity matters

Whilst the Public Sector Equality Duty (PSED) does not apply to political parties as private associations, parties may find it helpful to familiarise themselves with the PSED, as it contains relevant principles and frameworks which may help in approaching key elements of their diversity and inclusion strategy. More detailed guidance on PSED as it applies to public authorities and organisations carrying out public functions in Wales is available (Public Sector Equality Duty: specific duties in Wales on Equality and Human Rights Commission).

Candidate journey

Elected representatives typically follow a common path from eligible citizen, to aspirant, candidate, and finally elected Member. Political parties are encouraged to consider what action they can take in relation to this political journey and how, and when, they may intervene to remove certain barriers and have a positive impact (directly or indirectly) on individuals’ perceptions and experiences as they travel along this path.

Actions that should be considered

We have included below some actions that should be taken by political parties to help people with the specified characteristics or in the specified circumstances overcome barriers to election, as well as some of the benefits of doing so. Parties are encouraged to document these actions, and the progress made in respect of each, in their strategies.

These actions, and associated benefits, are grouped into four broad categories:

• strategic planning – based on evidence, research and information
• organisational culture
• candidate assessment and selection
• candidate support

Parties may wish to prioritise those actions which are likely to have the greatest impact ahead of the next election.

Strategic planning: based on evidence, research and information

Strategic planning: actions for parties to consider

• Assign a dedicated Equality and Diversity Coordinator or Champion at an appropriate level of seniority and consider whether a diversity report could be prepared for the party’s annual report or consideration at executive level at an annual general meeting (AGM), or at the annual conference. The diversity report could be linked to the party’s strategy and the actions to which the party is committed through that strategy.
• Consider the benefits of using equality, diversity and inclusion toolkits as a way of assessing the party’s starting position in terms of diversity and inclusion and to inform its longer-term strategy. A toolkit has been developed by the Diverse5050 Coalition to help political parties in Wales (Diverse and equal representation toolkit on the Women’s Equality Network Wales available from later in spring 2025).
• Take account of relevant evidence and research relating to any factors stopping individuals from pursuing a career as local councillors, Members of Parliament or Members of the Senedd, and consider actions the party can take to address those factors.
• Actively monitor diversity amongst candidates, elected Members, and staff within the organisation. Part 2 of this guidance is intended to help parties undertake this regular monitoring.
• Set realistic goals / targets based on data, research, and an analysis of the current position in terms of existing gaps in representation.
• Ensure objectives and actions are aligned with wider party objectives.
• Publish a strategy to allow all members and the public to see what they are working towards and how they intend to achieve it.

Strategic planning: potential benefits

• Ensures there is a member of staff at an appropriate level of seniority with a strategic focus on enhancing equality and diversity within the party.
• Provides a point of challenge and accountability to senior management and ensures diversity is integrated into all aspects of the party’s work and policies.
• Enables the monitoring of progress against the strategy to report back to senior management for the Annual Report or for consideration at an AGM.
• Demonstrates the party’s commitment to increasing diversity and encourages action to meet set targets.
• Regular and consistent quantitative data collection can provide an overview of diversity figures, highlight areas of good practice or those requiring improvement, and help to monitor progress over time.
• Qualitative data collection can collect the thoughts and perspectives of members to identify and address barriers, develop more inclusive ways of working, and gauge response to party initiatives.
• Provides political parties with information on what they are doing well and what they could do differently to encourage diversity and inclusion.

Organisational culture

Organisational culture: actions for parties to consider

• Demonstrate a fundamental commitment to diversity and inclusion by making it an integral part of the party’s constitution.
• Examine the party’s processes and policies, including any new initiatives, through an equalities lens. This could involve undertaking an Equality Impact Assessment when developing a strategy to help identify positive and negative impacts on groups who share protected characteristics, as well as mitigating actions.
• Have clear policies in place which reflect the party’s commitment to promoting diversity and inclusion.
• Ensure that supporting and encouraging diversity and inclusion forms part of the code of conduct for all staff, volunteers, members, candidates and elected representatives, and that there is awareness among these groups of the party’s commitment to diversity and inclusion, including the party’s strategy.
• Provide a programme of training and development to all staff, at a local and national level, which includes cultural awareness of the barriers faced by candidates from diverse backgrounds and the principles of diversity and inclusion.
• Encourage and facilitate networks within the party to represent the interests of people from underrepresented groups.
• Ensure that the party’s manifestos and its advertising, messaging and communications make a clear commitment to diversity.
• Integrate bilingualism into the party’s processes, activities, policies and communication to promote inclusivity and normalise the use of the Welsh language.
• Consider what action can be taken to protect candidates from abuse, harassment and intimidation and ensure candidate safety. It is the Welsh Government’s intention to exempt safety related expenses from candidate and party spending limits in time for the 2026 election, in response to one of the recommendations of the Jo Cox Civility Commission report.
• Candidates from certain groups typically encounter more discrimination, abuse and hate crime than others and, as a result, may be more reluctant to consider standing for election. Knowing that they will be supported and that there are clear processes in place within the party can be reassuring in these circumstances. Parties should:
  • adopt a robust approach by putting in place an effective, consistent, transparent and accessible policy and process for dealing with complaints of discrimination or abuse that occurs internally within a party.
  • Ensure the process provides clear timelines, confidentiality where appropriate, and a structured resolution mechanism to foster trust and accountability.
  • Train staff at all levels to manage complaints fairly and empathetically ensuring all members understand their rights and the procedures.
• Be proactive in sharing guidance and resources on campaign safety and communications, including how to address harassment, abuse and intimidation. Political parties may find it helpful to refer to resources available from the Welsh Local Government Association (WLGA), the Local Government Association (LGA) and Glitch, for example.
• Take proactive steps to prevent sexual harassment of workers to reflect recent legislative changes under the Worker Protection (Amendment of the Equality Act 2010) Act 2023 (Sexual harassment and harassment at work: technical guidance on Equality and Human Rights Commission).
• Encourage flexible working practices to enable participation for all and ensure services and facilities are accessible to all.

Organisational culture: potential benefits

• Reflects the party’s commitment, at the highest level, to promoting diversity and inclusion, and removing barriers.
• Demonstrates public accountability, transparency and trust.
• Helps set clear expectations and fosters a more inclusive culture at all levels within the party, ensuring everyone understands the importance and benefits of diversity.
• Empowers networks within the party to represent different interests; encourages the involvement of spokespeople from a wide range of backgrounds with different lived experiences; helps to ensure that barriers faced by people from underrepresented groups are communicated and challenges the party to ensure policies and procedures are inclusive.
• Creates a respectful and welcoming working environment, which may attract more diverse membership and staff in future.
• Educates staff about barriers and forms of discrimination and bias that can exist (consciously or unconsciously), the impact these can have and how to reduce them.
• Demonstrates zero tolerance to bullying, harassment, abuse, misogyny, homophobia, racism or disablism.
• Equips party members and candidates with information and advice on they can help protect themselves from harassment, intimidation and abuse.
• Provides reassurance that party members and candidates will be supported if they experience discrimination.

Candidate assessment and selection

Candidate assessment and selection: actions for parties to consider

• Ensure that the party’s approach to selection of candidates is accessible and inclusive at all stages. This includes ensuring that selection panels are diverse, that selection panel members have received suitable training on diversity and unconscious bias and are aware of the Social Model of Disability [^{Footnote 1}][^{Footnote 2}].
• Consider using anonymous recruitment and selection processes to remove unconscious bias.
• Ask questions of candidates that are directly relevant to their skills or the role, and not questions relating to their personal circumstances or characteristics.
• Consider taking steps to address underrepresentation by supporting individuals from underrepresented groups to feel able and prepared to put themselves forward for selection. This could include raising awareness about the democratic process amongst certain groups and funding peer support programmes and networks for people from underrepresented groups.
• Undertake proactive outreach activities to recruit a diverse range of potential candidates. Using plain language (or community languages where this would be helpful) to communicate with prospective candidates so that people from all walks of life, including those who do not speak English or Welsh as a first language, feel included and able to participate.
• Be open and transparent about the party’s processes for due diligence in respect of candidates and about the party’s selection arrangements, including the steps the party is taking to make these arrangements accessible, objective, fair and inclusive.
• Be open about any criteria for becoming a candidate, for example if there is a requirement for a person to have been a member of a party for a certain length of time before they can stand as a candidate.
• Consider what positive action may be taken as part of the party’s selection arrangements to address underrepresentation. Please note, positive action is voluntary, but if parties do decide to take such steps, they must ensure they are compliant with the Equality Act 2010 ^{[Footnote 3]}.

Candidate assessment and selection: potential benefits

• Provides greater confidence to people who may be interested in standing (but who may be lacking in experience or confidence) that they have a realistic prospect of being selected and that they will be supported by the party.
• Provides potential candidates with support during the application process.
• Diversity on a selection panel could help ensure that there are diverse perspectives amongst key decision-makers and mitigates any risk that established or cultural biases or discrimination is perpetuated.
• Demonstrates that the party recognises the value of candidates with a wide range of experiences, backgrounds and perspectives – not just those with previous party experience.
• Increased transparency in the selection process is likely to lead to greater trust in the process.

Candidate support

Candidate support: actions for parties to consider

• Introduce mentoring, coaching, and shadowing opportunities for prospective candidates. This could be in the form of a ‘buddy’ scheme arranged within the party. If such schemes are not available within the party, there may be other schemes the party could signpost people to, for example:
• Equal Power, Equal Voice - which could benefit individuals who have expressed an interest in becoming a local councillor or Member of the Senedd. This programme is led by Women’s Equality Network Wales, in partnership with Disability Wales, Ethnic Minorities & Youth Support Team (EYST) Wales and Stonewall Cymru. Its aim is to increase diversity of representation in public and political life in Wales.
• Access to Politics Grassroots Network - delivered by Disability Wales, this project aims to get more disabled people interested and involved in politics, including standing for elected office at national and local level in Wales.
• Elect Her – which facilitates networks and provides opportunities and resources aimed at getting more women to stand for election.
• Promote any financial support available within the party or elsewhere for candidates with certain protected characteristics or from marginalised groups, for example the Access to Elected Office Fund.
• Make clear in party documentation what campaign costs will be covered by the party.
• Consider what action can be taken to support candidates, for example disabled candidates, who may need reasonable adjustments or face additional costs associated with transport and accessibility, noting that these costs are exempt from campaign spending limits.
• Support should be tailored to consider the specific barriers faced by different candidates to help enable participation.
• Consider what action can be taken to safeguard prospective candidates and candidates who experience abuse, intimidation or discrimination from outside of their party, for example from the media, general public, or others. This should include supporting candidates in reporting abuse and intimidation to appropriate authorities and signposting candidates to appropriate sources of help, for example the Wales Hate Support Centre website.
• Provide aftercare support to candidates who fail to get elected to maintain their motivation to remain involved in politics or seek renomination.
• Positively encourage and support all candidates to learn and use Welsh whatever their backgrounds or levels of proficiency, to promote greater inclusivity.
• Ensure documentation is available in accessible formats for example British Sign Language, Easy Read or Braille.

Political parties can find further information about their duties with regard to reasonable adjustments in Services, public functions and associations statutory code of practice (on Equality and Human Rights Commission).

Candidate support: potential benefits

• Enables people from underrepresented groups to gain knowledge from an experienced person within the party and/or learn from others in similar situations and with similar aspirations.
• Inspires individuals and increases familiarisation with public and political life.
• Provides role models to build the skills, knowledge, confidence, and empowerment needed for individuals to stand for election.
• Supports the development and inclusion of people from underrepresented groups, especially if they feel that the party will take steps to protect them from abuse and intimidation.
• Opens new networks for individuals and could act as a stepping stone to new opportunities.
• Enables individuals to learn from people with lived experience of breaking down barriers to election.
• Ensures that prospective candidates are aware of the support available to them – either from the party, or from other sources.
• Helps to reduce financial barriers to election and encourages people from different backgrounds to seek elected office.
• Addressing abuse, harassment and bullying is essential for supporting people from underrepresented groups, and to make them feel able to put themselves forward as candidates. Guidance around campaign safety and communications, including guidelines around social media can be helpful as a means of ensuring protection and accountability. Political parties may wish to note the guidance by the Equality and Human Rights Commission for political candidates and parties on Freedom of Expression and Respectful Discourse.

Publication of strategy – when and where

Political parties should publish their strategies prominently and in accessible formats on their websites to ensure transparency and visibility. 

As recommended by the Special Purpose Committee on Senedd Reform (Reforming our Senedd: a stronger voice for the people of Wales on Senedd Cymru), political parties should publish their strategies at least 6 months before the 2026 Senedd election to provide early transparency and ensure voters are adequately informed about the strategy. While a more detailed strategy is being developed, political parties should consider whether they can publish a Statement of Intent to signal their commitment to diversity and inclusion. In terms of the strategy which political parties are being encouraged to publish before the 2026 Senedd election, parties will need to use existing knowledge of diversity and inclusion within the party rather than new diversity information on Senedd candidates collected and published as recommended by Part 2 of this guidance. Political parties should then look to review and refresh their strategies on an ongoing basis as far as possible in advance of future local government and Senedd elections (using the published diversity information to inform its content).

Summary of steps involved in the publication and review of a political party’s strategy

1. Publication of initial strategy
2. Senedd Election (2026)
3. Publish diversity information on Senedd candidates
4. Consider need to revise and publish an updated strategy as a result of Senedd diversity information
5. Local Government Election (2027)
6. Review data from local government candidate survey
7. Ongoing review and update of strategies
8. Future Welsh selections

Using diversity information to help develop a strategy (see Part 2 for more detail)

The diversity information collected by a political party will be important in shaping its strategy. This information will highlight where there may be underrepresentation and enable a political party to decide the specific actions to include in the strategy to improve representation. Diversity information can also help political parties assess how successful actions taken to increase diversity have been and consider changes required.

Review mechanism

Strategies should be regularly reviewed by political parties and updated to reflect progress (or otherwise) in improving diversity amongst candidates and elected Members at local and national elections. Over time, parties should review how well they are performing against the actions previously committed to in their strategy, as well as their objectives, targets and Key Performance Indicators.

Political parties should ensure they set clearly defined targets with success criteria and implement a transparent process that it is visible to the membership and the wider electorate. This will ensure that parties remain accountable for the commitments made to improve diversity.

Purpose

The purpose of this part of the guidance is to support political parties to take action to collect, collate and publish anonymised diversity information on Senedd candidates. Although the UK Government has indicated its commitment to commence the provisions in section 106 of the Equality Act 2010 requiring registered political parties to publish anonymised data relating to the diversity of their candidates at relevant elections, this information is not currently widely captured. Existing processes lack transparency and consistency, making it difficult to assess the diversity of candidates standing for election to the Senedd and Members of the Senedd.

This part is intended to complement Part 1 of the guidance, which encourages political parties to publish strategies for local and national Welsh elections.

What we mean by diversity information

In this context, diversity information means specified information relating to a person’s personal characteristics or circumstances (see the specified characteristics and circumstances listed in the introduction to this guidance) that can be collected by political parties on candidates representing parties at Senedd elections.

The information can be collected via a survey arranged by the political party. Some political parties already collect this information, however it is not routinely published in relation to Senedd candidates and currently the process lacks transparency.

Not only can this information help political parties understand what they can and need to do to be part of the ambition of achieving a more diverse Senedd that is representative of the people it is here to serve, but it has the potential to enable organisations such as the Welsh Government, third sector organisations, and political parties themselves, identify steps to support specific groups or remove barriers to participation in politics.

Methods of collection: how and when to collect data

Political parties should use the template survey included later in this section to capture diversity information on their Senedd candidates. Using the same questions creates consistency in what is asked and, consequently, the information that is made publicly available, allowing comparisons to be drawn between Senedd and local government elections.

Political parties should consider the following when collecting and collating diversity information:

• asking prospective candidates to complete a survey, on a voluntary basis, as part of their application to become a candidate. This is likely to be the optimum time in terms of generating a high response rate.
• explaining the purpose of collecting the information and emphasising that any information will be published on an anonymised basis to protect the privacy of individuals.
• whether it is possible to disaggregate the information that is collected into separate groups for publication. Parties should publish diversity information in respect of ‘all candidates’ and publish the same information separately in relation to ‘successful’ and ‘unsuccessful’ candidates where this is possible without identifying individuals.
• whether it is possible to publish information about the proportion of candidates who share more than one characteristic, for example, combinations of age and sex as one category, and sex and disability as a separate category where this is possible without identifying individuals.
• Being mindful of parties’ responsibilities under data protection legislation that regulates the use of personal data and taking into account guidance on data science, techniques and benchmarking to improve the comparability and coherence of statistics (Harmonised standards and guidance on Analysis Function). Further guidance is provided in the next section on compliance with data protection legislation.
• Provide support to candidates to respond to the survey. This may include consideration of how to overcome any language barriers or a supplemental guide to aid understanding of the survey questions. This will help ensure accurate responses and data.

Data protection

When conducting the survey and collating the information, political parties need to be mindful of their responsibilities under data protection legislation (including UK GDPR) that regulates the use of personal data and the steps which must be followed to ensure party compliance with the legislation. These steps may include (but not be limited to) undertaking a Data Protection Impact Assessment, identifying an appropriate lawful basis for processing, and providing a Privacy Notice alongside any survey individuals are asked to complete. Parties should seek advice from their Data Protection Officer (DPO) as appropriate. If the party has not appointed a DPO, they should consider asking someone in the party to take the lead on data protection issues.

We have worked with the Information Commissioner’s Office (ICO) to identify sources of useful guidance to support political parties to collect and publish diversity information on their candidates.

If looking for an overview of the basic principles and considerations, political parties may find it helpful to read the advice for small organisations on the ICO's website.

Here are some helpful hints and tips on completing data protection impact assessments, identifying lawful bases for collecting the information and developing privacy notices:

• political parties should consider completing a data protection impact assessment (DPIA) to ensure they have thought through all the main considerations relevant to collecting and publishing information on the diversity of candidates. There is a sample data protection impact assessment template to provide guidance on the main considerations, as well as more detailed guidance Data protection impact assessments.
• to help identify an appropriate lawful basis for collecting the information, this guidance for small organisations explains the 6 lawful bases. If further information is needed about each lawful basis, then this more detailed guide to lawful basis may help. There is also a lawful basis interactive guidance tool which can be used to help establish the most appropriate lawful basis. Special category data is personal data that needs more protection because it is sensitive. Personal data revealing racial or ethnic origin, data concerning health and data concerning a person’s sexual orientation are all examples of special category data as defined by UK GDPR. In order to lawfully process special category data, there are additional considerations which need to be taken into account and documented. Read further guidance on special category data, including a useful checklist.
• developing a privacy notice to accompany the survey questions will enable parties to be transparent with people about how they are using their personal information. This template privacy policy could be used as a starting point.

The Information Commissioner’s Office is a useful resource for advice on compliance with data protection legislation. However, political parties may need to seek legal advice on compliance in relation to their particular circumstances.

Publication of information

Political parties should publish anonymised diversity information prominently on their websites within 6 weeks of the date of each Senedd election. Making the information available early after the 2026 election, in particular, will ensure this valuable information is available to the Senedd and to others who may wish to assess the extent to which the Seventh Senedd is representative of the people of Wales.

As stated above, where possible parties should publish diversity information in respect of ‘all candidates’ for the relevant election and publish the same information separately in relation to ‘successful’ and ‘unsuccessful’ candidates. When publishing candidates’ data, political parties will need to be careful that the information is not presented in such a way as to enable identification of any individual candidate. Political parties should be aware that the risk of certain individuals becoming identifiable increases as information is disaggregated or presented on an intersectional basis.

There is guidance on anonymisation and data confidentiality (on Analysis Function) which might be helpful to organisations that need to turn personal data into anonymised data. The ICO’s guidance on anonymisation explains how to maintain data confidentiality while making the data as useful as possible.

Political parties may find it helpful to be aware that information relating to local government candidates in Wales is already collected and published.

How diversity information should be used to develop a strategy

The initial diversity information collected, collated, and published by political parties will be key to enabling political parties to better understand how representative their Senedd candidates are of the wider Welsh population. The information collected in the first survey will form a baseline to assess progress in future years.

Political parties should use this information to assess which groups of people may be underrepresented or face barriers to becoming a candidate or being elected. The information may be used to identify strategies or actions political parties could take to remove or reduce those barriers going forward and documented in parties' strategies.

Strategies should be regularly reviewed to take account of updated diversity information and progress over time, as well as other research and evidence relevant to understanding why some people are less inclined to apply for or enter elected office, or are less successful in being elected.

Diversity information can also be used to assess how effective the strategy and actions taken have been to date, and to enable parties to adjust, refine or expand their approach.

Survey content

A template survey has been developed by the Welsh Government and political parties should use this as the basis of their survey of Senedd candidates.

The template survey includes questions broadly based on the Local Government Candidate Survey and harmonised standards to maintain consistency and to allow for comparison at a local and national level.

Please note that some questions have been included which do not directly relate to protected characteristics in order to align with the equivalent survey for local government candidates. The Welsh Government will continue to consider how best to ensure alignment between both surveys and with harmonised standards for future local government and Senedd elections.

Senedd candidates: diversity survey (template)

A broader range of characteristics

The Special Purpose Committee on Senedd Reform which reported in 2022 (Reforming our Senedd: a stronger voice for the people of Wales on Senedd Cymru) recommended that:

a relevant committee considers how further work can best be undertaken on examining the merits and implications of legislative diversity quotas for characteristics other than gender

and that for these other characteristics it would be more appropriate to focus, in the first instance, on improving the information available on current levels of representation amongst these groups and on action by political parties to publish diversity and inclusion strategies [^{Footnote 4}].

In keeping with the recommendations of the Special Purpose Committee report, Part 1 of this guidance provides suggestions for action for political parties to consider to increase the diversity of elected representatives across a broad range of characteristics and circumstances. Part 2 provides practical advice on how political parties can collect, collate and publish information about the diversity of their candidates, to provide a clear basis for setting their longer-term goals and planning what actions may be most appropriate and effective in increasing representation of these groups.

Positive action for these broader characteristics may be something political parties wish to consider [^{Footnote 5}] , but Part 1 of this guidance [^{Footnote 6}] sets out some important steps that can be taken by all political parties to understand where we are now in terms of representation amongst these characteristics and to remove some of the known barriers to participation by these groups.

Gender representation and why it is important

The issue of gender representation, particularly in the Senedd, has been explored in more detail by various expert panels and committees in recent years. Part of the reason for this is that candidates’ gender is more well observed than other characteristics and circumstances and trends in terms of gender representation since the National Assembly was established in 1999 are well documented.

The Welsh Government is committed to a gender balanced Senedd and wishes to work with others to achieve this ambition now and into the future. The Senedd previously achieved gender balance amongst its Members in 2003. This was largely as a result of some political parties adopting voluntary measures to increase women’s representation, including quotas. However, it is recognised that there is more that needs to be done if the Senedd is to broadly reflect the gender make-up of the population in future.

There are benefits from having more women in politics, both in terms of the particular issues with which women tend to engage and the perspectives they bring to bear on those issues, and in terms of how they work with others towards ensuring better outcomes for the people they represent. Besides the obvious importance of ensuring that there are role models for other women and girls in positions of power and influence, research (Women political leaders: the impact of gender on democracy on King's College London) indicates that women tend to focus on certain policy areas, for example those which relate to healthcare, poverty, women’s rights, education, family, and civil society. In addition, they can bring an alternative perspective to policy areas traditionally seen as more masculine, such as security and tax (The Substantive Representation of Women: The Case of the Reduction of VAT on Sanitary Products on Oxford Academic).

Women can also have a positive effect on the culture within legislatures, championing (Women political leaders: the impact of gender on democracy on King's College London) particular ways of working and collaborating across the political divide on areas of mutual interest (How Do Electoral Gender Quotas Affect Policy? on Annual Reviews). They can have a positive impact on reducing hierarchies within institutions and help nudge democratic bodies towards more inclusive policies and practices which better enable elected Members to balance their political role with other responsibilities such as parenting or caring duties (The Impact of Women’s Leadership in Public Life and Political Decision-making on UN Women).

Growth in the number of women politicians can revitalise and strengthen the legitimacy of democratic bodies (The Politics of Presence on Oxford University Press). For example, there is evidence that interest in politics among women voters increases when there are more women candidates and elected Members (Power to the people? Tackling the gender imbalance in combined authorities and local government on IPPR).

How can women’s representation in politics be increased?

Part 1 of this guidance refers to a typical candidate journey and suggested measures that political parties can take to make their party, and politics more generally, a place where women feel valued, respected and supported. The number of women standing for election in Wales has historically been low. In 2021, for example, just 31% of Senedd candidates were women (Senedd Election 2021: Research Briefing on Senedd Cymru).

Examples of interventions by political parties which may be particularly effective in attracting more women to stand could be:

• early outreach activities aimed at underrepresented groups, possibly facilitated through partnerships with organisations advocating for gender equality and diversity. This could be a useful way of learning from people’s lived experiences and may be targeted to reach groups who are particularly underrepresented or who may be facing intersecting disadvantages
• flexible working and family friendly policies and practices
• application processes and materials which are clear, accessible and inclusive
• training, mentoring, networking and leadership programmes for women
• clear party rules, policies and processes aimed at preventing harassment, intimidation and violence and training/guidance on campaign safety
• visible gender equality and diversity amongst internal party positions at all levels, as well as amongst candidates and elected Members

Gender quotas

In addition to recruiting more women, political parties should consider how they can support the election of these candidates to ensure that the Senedd, and the people of Wales, benefit from a broad range of perspectives, capabilities, and skills. This is where voluntary gender quotas could be a helpful tool (Senedd reform: The next steps, section 5 on Senedd Cymru).

Gender quotas are used in over 130 countries worldwide as a mechanism to increase the representation of women in democratic institutions. In some countries, for example Ireland, France, Belgium and Spain there are legal requirements on political parties to implement quotas as part of the process for putting forward candidates for election. In other countries, for example Sweden, Iceland and New Zealand, gender quotas are voluntary and form part of political parties’ core values, statue or constitution. Where voluntary quotas are most effective, there is commitment from all represented parties to their use.

While different countries have different equality laws within which they must operate, gender quotas are nonetheless a common tool in the international context and often have the potential not only to increase women’s representation but to increase the diversity of candidates more broadly, since women are not a homogenous group, and people’s identities are often multidimensional.

What political parties can do to increase women’s representation in the Senedd

As men typically outnumber women as candidates for Senedd elections, there is a risk that, without action by political parties, the general trend of gender imbalance in our national parliament may be perpetuated. There is a particular risk that the significant expansion of the Senedd, increasing the number of MSs from 60 to 96, could lead to a greater gender imbalance than at present.

Political parties should consider any further action they may be able to take, including implementing voluntary quotas for women, with a view to achieving gender balance amongst their candidates that are elected to the Senedd. Implementing voluntary quotas could contribute to the gender balance of the Senedd being more reflective of the population and, in turn, making the Senedd a more effective legislature.

As noted in the introduction to the guidance, political parties are responsible for ensuring they comply with the law, including any applicable obligations under the Equality Act 2010.

The Equality Act includes provision to permit particular types of positive action that would otherwise be unlawful under the Act, provided that certain criteria are met. Section 158 is referred to in Part 1 above. Part 7 of the Act contains specific provision for associations including political parties. Section 104 in that part and referred to below, is another provision that permits a specific type of positive action in relation to people sharing protected characteristics.

Parties should note that when taking any positive action in reliance on provisions in the Equality Act 2010, they will be bound by the definitions applying for the purposes of that Act. It is for political parties to ensure any action they take is lawful.

Section 104

Section 104 [^{Footnote 7}] of the Equality Act allows registered political parties to make arrangements in relation to the selection of candidates for election for the purpose of reducing inequality of representation of people who share particular protected characteristics in elected bodies, but the action taken must be a proportionate means of achieving that purpose.

Selections arrangements permitted by section 104 do not include shortlisting only persons who share the same protected characteristic (Section 104(6)) other than where the protected characteristic is sex (Section 104(7)). But it should be noted that the provision permitting single sex short lists will be automatically repealed at the end of 2030 (Section 105(1)).

Protected characteristics are those defined as protected characteristics for the purpose of the Equality Act 2010 (Section 4). In the context of gender quotas the relevant protected characteristic is sex (Equality Act on legislation.gov.uk) and the terms man and woman (Equality Act on legislation.gov.uk) used in the definition of that protected characteristic and defined in the Act are applicable.

The Equality and Human Rights Commission has published guidance for associations, including political parties on what the Equality Act 2010 means for them:

• Services, public functions and associations: Code of Practice (on Equality and Human Rights Commission)
• Guidance for political parties on what the Equality Act 2010 means for political parties and their members (on Equality and Human Rights Commission)

Senedd elections 2026 and beyond

Political parties may need to review and revise their arrangements for selecting candidates for the scheduled 2026 and future Senedd elections in light of changes to the voting system. In doing so, they should consider whether in their circumstances they may incorporate provisions about the inclusion and placement of women candidates on their candidate lists and what any such provisions should be. Political parties may also wish to consider whether other groups of people who share protected characteristics are underrepresented amongst their elected representatives (if they have that information) and, if so, what steps they may be able to take to address it including actions that they may be able to take in reliance upon section 104 of the Equality Act 2010.

In designing any selection processes aimed at increasing the representation of women, political parties should consider the following factors as they are widely recognised as being the three important dimensions that make up an effective quota for a closed list proportional voting system, namely:

1. representation threshold: this is setting a minimum proportion of women candidates for a party’s candidate lists, for example, minimum 50% women on each candidate list [^{Footnote 8}]
2. vertical criteria: this is criteria as to the placement of women within a candidate list for a constituency e.g. placing women in alternating positions on the list
3. horizontal criteria: this is criteria as to the proportion of lists that are to have a woman in the first or only position on the list, for example, ensuring that at least half of a party’s candidate lists across Wales start with a woman

The above elements work well for a statutory system of quotas, which has to apply to all parties, regardless of their circumstances and proportion of representatives in an elected body. It will be for political parties to determine how to approach this matter taking into account their specific circumstances, including their assessment of the more favourable positions on their lists. Some of the organisations who submitted evidence (SCECLB2 – P Electoral Reform Society Cymru on Senedd Cymru) during scrutiny of the Senedd Cymru (Electoral Candidate Lists) Bill emphasised the importance of placing women candidates in what parties assess to be favourable positions on candidate lists. Political parties may wish to consider more targeted arrangements, drawing upon the elements above and depending on their particular circumstances.

As a guide, it may be helpful for political parties to be aware that candidate lists arranged in the following vertical way (such as zipped list with a woman in first and alternate positions) is considered to be more likely to return a group of Members of the Senedd that is representative of the proportion of women in the general population.

Political parties should also consider whether to have horizontal criteria, in addition to vertical criteria. If all candidate lists start with a man and are zipped, for example, then unless the party wins an even number of seats (or no seats) in each constituency there will be significantly more men Members of the Senedd returned for a party than women. Therefore, the horizontal placement as explained in 3 can also be important in achieving a group of Members of the Senedd that is representative of the proportion of women in the general population.

Example of a full list of 8 candidates that is zipped with a woman in first position

• Place 1: Woman
• Place 2: Man
• Place 3: Woman
• Place 4: Man
• Place 5: Woman
• Place 6: Man
• Place 7: Woman
• Place 8: Man

Political parties should consider whether they may wish to demonstrate their commitment to voluntary quotas in ways which enables accountability for their actions, for example through early publication of strategies, through party charters or constitutions.

[1] The Welsh Government is committed to the Social Model of Disability, which makes an important distinction between ‘impairment’ and ‘disability’. It recognises that people with impairments are disabled by barriers that commonly exist in society and which can prevent disabled people’s inclusion and participation in all walks of life. The template survey at Part 2 explains how one of the survey questions relating to disability/health conditions is framed differently under the Social Model of Disability and how parties can consider using a different question if they wished to classify if a person has a disability for the purpose of the Equality Act 2010.

[2] In relation to the protected characteristic of disability, section 13(3) of the Equality Act 2010 provides that it is not discrimination to treat a disabled person more favourably than a person who is not disabled.

[3] Section 158 of the Equality Act 2010 contains a general positive action provision that allows political parties to take measures to alleviate disadvantage experienced by people who share a protected characteristic, reduce their under representation in relation to particular activities and meet their particular needs. Political parties will need to satisfy themselves that any such measures are a proportionate way of achieving the relevant aim. If political parties have taken measures in reliance upon section 104 of the Equality Act 2010 (see Part 3 below), the Equality Act stipulates that those provisions will apply rather than section 158

[4] 'Gender' is the term used in this guidance and by the Expert Panel on Assembly Electoral Reform, the Committee on Senedd Electoral Reform and the Special Purpose Committee on Senedd Reform. ‘Gender quotas’ is a phrase widely used to describe an electoral quota system for the purpose of increasing women’s representation in political institutions. In the context of any action taken under the Equality Act 2010, ‘gender’ is a reference to the protected characteristic of ‘sex’ within the meaning of that Act.

[5] Political parties may find Part 1 of the Equality and Human Rights Commission guide for political parties on the Equality Act (on Equality and Human Rights Commission) useful in considering what positive action they make take in their selection processes to address underrepresentation of people who share certain protected characteristics.

[6] See Part 1 in respect of candidate assessment and selection, and support in reliance upon the general positive action provision found at section 158 of the Equality Act 2010.

[7] If political parties have taken measures in reliance upon section 104 of the Equality Act, the Act stipulates that those provisions will apply rather than section 158 (section 158(4)).

[8] A minimum 50% threshold was the model proposed in the Senedd Cymru (Electoral Candidate Lists) Bill which was withdrawn at Stage 2. Further information can be found on the Reform Bill Committee’s website.