Plaid Cymru apologises for ‘unacceptable behaviour’ after report on sexual harassment finds it ‘didn’t implement’ zero-tolerance method

The leaders of Plaid Cymru have apologised after a report into the tradition of the occasion discovered it “failed to implement a zero-tolerance approach to sexual harassment”.

It additionally discovered there had been “inaction over many years” from these in “positions of power” to name out unhealthy behaviour.

Plaid Cymru chief Adam Price and chair Marc Jones stated they had been “deeply sorry” and have agreed to “accept and implement” the entire report’s suggestions.

In a joint assertion, they admitted there had been cases “whereby unacceptable behaviour has been allowed to take place”.

“It is clear that there are instances – both historically and in more recent times – whereby unacceptable behaviour has been allowed to take place or go unchallenged and that our processes and governance arrangements have been inadequate to address this. Individuals have been let down as a result – women especially, but also men,” they stated.

“For that, on behalf of the collective leadership of Plaid Cymru, we are deeply sorry.”

Mr Price and Mr Jones added that the occasion “must do better” whether it is to “foster a culture which is safe, inclusive, and respectful to all”.

That, they are saying, is how they intend to “regain the trust of colleagues and members”.

‘Inaction’

The report was commissioned after media experiences of “a toxic culture surrounding harassment, bullying and misogyny” inside the occasion.

Plaid Cymru is the third largest group within the Senedd and is a part of a co-operation settlement with the Welsh authorities in Cardiff. It additionally has three MPs at Westminster.

The Prosiect Pawb working group was commissioned by the occasion’s National Executive Committee in December 2022 and the overview was chaired by former Plaid Senedd member Nerys Evans.

The report which was revealed on Wednesday says there may be an “inherent imbalance of power” inside the occasion which creates “obvious vulnerabilities and concerns”.

It refers to “inaction over many years” from these in “positions of power” which it says has “made a bad situation even worse”.

The report highlights a “lack of policies and procedures in place to deal specifically with sexual harassment” and a “lack of faith and trust” within the insurance policies that are already in place attributable to “historic issues of inconsistencies” in how they’re carried out.

According to the report, occasion workers have reported “bullying and discrimination in the workplace” however have “seen too many instances of bad behaviour by elected members be tolerated”.

The report requires a “fundamental review” of the occasion’s governance constructions and added that there had been “a lack of collective leadership and governance across the party” which meant points had “worsened over the last few years”.

“Change will require collective responsibility and action, and there has to be, at the outset, an honest and open acknowledgment at senior level of the failings of the past and of the need to rebuild trust and restore the confidence of all those who work for the party, and within party membership,” the report provides.

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The full report makes 82 suggestions beneath seven themes – sexual harassment, governance and management, tradition, HR course of, safeguarding, complaints system and making certain change.