4. What assessment has the Commission made of its policies to ensure that indirect racial discrimination of elected members and staff does not take place? OQ55734

[Inaudible.]—are developed and periodically reviewed through a robust process, which includes consultation with all our workplace equality networks, our trade unions, our lawyers, and, when appropriate, advice from our external lawyers. New or revised policies are assessed against all protected characteristics through an equality impact assessment, and the Commission works with independent benchmarking bodies for external assurance on specific aspects of policy. We also gain feedback from Members, their staff and Commission staff, through various surveys, including the dignity and respect survey. Diversity and inclusion training is available for Members, Members' support staff and Commission staff. Members, Members' staff and Commission staff all have avenues to raise concerns formally, if necessary. Provision of specific policy for Members and Members' own staff is the responsibility of the remuneration board. Diversity and inclusion considerations are central to the remuneration board's work.

Thank you. The definition of victimisation according to the Equality and Human Rights Commission is when you are treated badly because you have made a complaint of race-related discrimination. Indirect discrimination is when an organisation has a particular policy or a way of working that puts people of your racial group at a disadvantage. During the lockdown, it was at the discretion of the Presiding Officer to decide who would question the First Minister rather than the usual fair ballot system.

Order. Order. Order. Neil, this relates to an issue of procedure in the Senedd, which is conducted by the Presiding Officers, and it's not something that the Commissioner is qualified to speak about. So, I have to ask you to sit down as this question or this supplementary cannot be in order.

It was in order. The officials agreed this question. It has been accepted. I'm raising an issue of racism in this Parliament, indirect discrimination, and I would ask you with the utmost respect that you let me continue, please.

Was the script cleared with him? What was the script cleared with us? 

You can ask me to pose the question in—

Order. You've just told me that the script you were reading was given to the Presiding Office.

The question—

Not your supplementary. Now, no, no—

[Inaudible.]

Order. Neil. I will accept that what you've just told me related to the first question, and I misunderstood it. I was just checking to see if your supplementary had been cleared with the Presiding Office, and it has not. And I've just said, in my view, it cannot be considered in order. You must now sit down.

I can say it in a different way.

I don't think so.

This is racism in action.

No, you must sit down, Neil.

This is real racism and discrimination in action.

Neil, I'm asking you, finally, will—?

[Inaudible.]—in this Parliament of not being allowed to put questions to the First Minister while other Members have been allowed to ask questions up to six times.

Neil—[Inaudible.]—will be switched off. Now, please sit down so that we can continue with our business.

Question 5 will be answered by David Rowlands.

Shameful. Shameful.

Janet Finch-Saunders.

Shame. Shame.

The only shame here right now is your behaviour—

Order. Janet, you're not helping. Please.

Janet, you walk around with my colour skin—

Order. Neil, please leave the Chamber. I think that's best for everyone now.

I'm going. You walk around with this colour skin—

No, no. Please, Neil.

Thank you, acting Presiding Officer.

You walk around with my skin and see how you get treated. You don't understand.

Question 5, sorry, will be answered by David Rowlands. Janet, I'm sorry to have interrupted you.

No, it's okay. Thank you, acting Presiding Officer.