Thank you for inviting me to be with you today to discuss how to combat discrimination at work and achieve equality of opportunity.

Although as a Minister I have responsibility for women’s issues I also coordinate work on cross-cutting equality issues. I also lead on implementing the Article 13 Employment Directive. So, diversity and equality of opportunity are central to my work.

Equality is a basic component of a modern, civilised society – and of a strong and successful Britain. We want to make society one in which opportunities extend to all and where, whatever your background, you have an equal chance of making a success of your life.

So our vision for equality is not an optional extra, but central to a modernising government – helping us to deliver core objectives. We need to embed equality in how we think about all our policies – from the reform of public services, welfare to work, tackling social exclusion, the creation of a thriving economy and democratic society where all have a voice.

We want to make a difference to people’s lives – for all to have protection against discrimination in their working lives, for all to have a chance to work where they are able to do so – but in a way which allows them to balance their home and working lives, for all to be able to participate in their local communities and the wider society.

In the first term of Government, we made some important steps forward in this respect:

• the minimum wage ; the new deal to help the young and long-term unemployed
• the creation of a Disability Rights Commission ; implementing the recommendations of Stephen Lawrence enquiry; passing the Race Relations Amendment Act and introducing a common age of consent.

We now want to build on such measures and take forward what is an extremely important agenda and one where there is a great deal happening.

Legislation has played an important part in tackling the worst aspects of discrimination in employment and will

continue to do so. But despite equality legislation, it is

clear that we need other levers to promote diversity and

overcome discrimination in the labour market.

We only need to consider how some groups suffer discrimination and disadvantage in the labour market to see how much needs to be done.

For example:

• unemployment rate among ethnic minority people more than twice that for whites.

• Although the pay gap is narrowing, women working full time are paid on average 82% of men’s hourly pay.
• Older workers and disabled people continue to face discrimination in the labour market.

What is Government doing?

What is the Government doing to promote diversity in employment and tackle disadvantage?

We are adopting a two pronged approach.

I mentioned existing legislation earlier. New legislation, following the European Union Article 13 Employment Directive, will reinforce existing law in areas of sex, disability and race. There will also be new law to combat discrimination on grounds of age, religion and sexual orientation. Last year we worked very closely with business and a range of other partners as the Directive was developed. We will be consulting business and others fully on how best to implement these measures.

But , this agenda is not just about what is morally right. There is a clear economic message for employers that there are real business benefits of diversity in the workplace.

It might be useful to look in a little more detail at one

particular area of discrimination and disadvantage – that affecting people from ethnic minorities.

Ethnic minority people experience disproportionate levels of unemployment.

Even where ethnic minority people have similar levels of qualifications they still find it difficult to break into the labour market.

For young black males the position is particularly difficult.

The New Deal programme has worked hard to promote diversity in access to programmes and outcomes from programmes. But black young people are still less likely to go into a job. It shows the mountain we have to climb – even with a sustained, determined and upfront approach, we are finding it difficult.

There is the new duty on the public sector to promote race equality which we hope will become an exemplar.

The new Investors in People Standard makes explicit that opportunities for training and development must be available for all – which I hope will reinforce the need for organisations to start thinking about diversity.

Earlier this year we launched a new telephone and website service for employers – Equality Direct - which provides advice on all the diversity issues.

Graduates from minority ethnic groups have significantly higher unemployment rates than white graduates. The Government has provided funding to help black and Asian graduates overcome the market barriers facing them by providing help and guidance in making the transition from education to work.

But Government cannot tackle this alone – employers also have a major part to play.

I therefore welcome the CBI’s plans to work closely with CRE, EOC and DRC. This reinforces our view that business must engage with the equality agenda to get the most out of its workforce.

Employers role crucial in process of moving towards equality. Important to ensure recruitment procedures are fair - that you recruit from as wide a pool as possible. For example, take steps to reach out to ethnic minorities when looking for staff. I know that many employers are already taking this seriously, as I found out when I visited the recent Jobs, Careers and Prospects Exhibition, organised by the Ethnic Media Group. Once recruited ensure progression and training is open to all.

I know that many employers have equal opportunities policies and procedures in place. But research has shown that all too often these do not translate into action.

Positive outcomes

Our task is to find ways of translating the spirit of such policies into positive results to ensure that real progress is made.

I welcome the IPPR’s Task Force that will look at issues surrounding racial equality in the labour market – which Sarah will be telling us about shortly.

Successful companies know that fairness and productivity go hand in hand. That equality is about recognising the best people for the job. And about using the skills and qualifications of all their workforce to give them a competitive edge in meeting the demands of a broad customer base. We need to consider how best to get this message across to others.

I think we can all agree that there has been a real step change in public attitudes, policy and practice. Change that is being achieved in partnerships involving Government, business, and the voluntary sector. And achieved through an essential combination of legislation, cultural change and champions for change.

I would be interested to hear of your views and opinions as employers on how you are progressing equality issues within your organisations and, what more you think Government can do to help.