It appears that the bookies and pundits are now competing over how many more MPs will be deselected or will resign between now and the forthcoming general election after the summer recess. What is quite clear from the public reaction to the MPs’ expenses scandal is that people want MPs to be accountable and also more reflective of the diversity of their local communities.

We may not get a chance again for possibly a decade to address the historical inequalities and structural barriers of women and BAME representation in parliament.

The party needs to make a radical approach in supporting and sustaining a new breed of candidates based on activism, experience and knowledge and of the key issues that the party needs to lead in if we want a fourth term.

The AWS approach has been effective in selecting more women candidates to be MPs over the last several years with a number serving at cabinet level and senior roles within the party.

BAME shortlists could also have a similar impact and meet targets of 56 BAME MPs, which has been argued for by BAME Labour.

This raises issues as to what type of candidates does the party want to select for the remaining seats that need to be filled over the next several months before the general election?

Historically, the last minute selections which take place within a week favour people working closely to ministers and the party machinery and thus can work against women, BAME candidates and even the working class.

We need to adopt best practice in recruitment and selection and move away from favourites and elements prejudiced particularly against women and BAME candidates, particularly Asian women and black men who are often at the bottom of the selection process.

The NEC, in consultation with CLPs, need to establish the following rules to ensure proper selection processes are followed and also create a legacy for more women and BAME candidates, as according to current polls we could potentially be out of power for the next 10 years.

We need to identify and install the next generation of MPs who, in partnership with CLPs and grassroots activists, will take an active role to renew the party and revitalise all aspects of policies, values. Alongside this we need a major recruitment drive of attracting new and former members to the party and to engage with these communities who are disenchanted with the current political process. These MPs will also need to develop a political education programme to attract and identity the next generation of potential party members and activists to sustain the party and modernise politics, especially if we are in opposition.

The following principles and guidelines should be considered seriously and adopted by the NEC and senior officials in the party and the PLP:

1. No future peerages deals with MPs who decided to give up their seat within two months of a date fixed for a general election;
2. The NEC introduce combined AWS and BAME shortlists for selected seats in consultation with relevant CLPs;
3. NEC undertakes an equalities impact assessment in identifying potential seats and monitoring progress during selection processes;
4. The NEC formally approaches the BAME Labour national executive and local branches to identify potential BAME PPC candidates for a special selection list;
5. The party draws up a special shortlist of women and BAME PPCs of between 50-70 candidates who will be given extra support and advice for preparation (this list is based on advice and recommendations from party activists, socialist societies and affiliates etc);
6. No interference in the selection processes by current government ministers and senior officials unless they are supporting more BAME candidates as a result of local barriers and CLPs deliberating supporting ‘local sons and daughters’ against BAME candidates;
7. Debriefing session and advice to unsuccessful candidates to review prospects for future selections;
8. Star Chamber established to deal with evidence of sexism, racism and homophobia in selection processes;
9. Where BAME and women candidates have been selected as PPCs in an unwinnable seat the NEC can use their discretion to allow the candidate to put themselves forward for other potential seats leading up to the general election;
10. Cap or limit the amount of expenditure for selection processes by candidates.

BAME and women candidates want a fair and equal playing field to be selected for safe seat. The NEC has the power to rectify the democratic deficit in parliament. This could be the last chance in a generation for the party to do the right thing for a future legacy of a diverse parliament of Labour MPs.