Introduction

• I’m delighted to be here this morning to give the introduction to your conference.

• I thought it might be interesting to start by having a quick look at this morning’s newspaper headlines. They show once again the range of equality issues in the media every day-

Quotas are good for democracy (Guardian)

Blair demands major enquiry into race (Independent)

Net Café Chain faces boycott after barring access to gay dating service (Independent)

• Equality matters to this Government. We have a commitment to build the foundations for a just and fair society. We want to encourage equality and diversity. And we will be taking further action in this Parliament to eliminate discrimination.

Commitment of Labour Government

• These new measures, of course, will build on a solid foundation.

• A range of policies – including the minimum wage and New Deal – have been designed to promote social inclusion.

• We have taken specific action. Following the Stephen Lawrence case and McPhearson report, for example, we introduced a new bill to apply the race relations act to public sector organisations. And we set up the Disability Rights Commission

• Let me give one example:
  

Personal commitment

• We are, therefore, conscious of the need for mainstreaming and for proper co-ordination across government.

• Through a new Ministerial committee responsible for equality issues, I will be looking to create a real sense of partnership between Departments as they consider new policies.

Changes in society

• I know that this is your fourth Lesbian, Gay and Bisexual Conference. Its very existence is a measure of how society and indeed TUC and the wider labour movement too has changed in this country.

• Over the last ten years or so, I think it’s clear that that there have been marked changes in attitude.

• Think about soap operas – maybe trivial – but actually important in terms of communication.

• I began by commenting on the fact that the press and media reflect issues which are important to society. They are, of course, a powerful influence on attitudes too, most noticeably in the tabloids there has been a real and welcome shift.

• There have been changes in public life, too. We have heard a great deal since the election about the number of women in Parliament. And, of course, a record number of women in the Cabinet. By contrast, it is interesting that the election of gay MPs and the appointment of gay people as ministers hardly rates comment now. A big change.

Changes in society reflected by legislation

• I can’t claim that the legislation which we proposed in the last Parliament to reflect these changes was as uncontroversial. We need to be realistic. The fact is that there was fierce opposition when we tried to amend Section 28, and we are considering carefully how to proceed on this.

• But we have secured other momentous changes. Back in 1967, the Sexual Offences Act defined the age of consent to be 21 for homosexual men, compared to 16 for others. It was reduced to 18 in 1994. But it was the Labour Government which finally achieved parity of treatment for the first time by introducing a common age of consent.

• The age of consent has both a practical impact and a wider, symbolic importance. This Government is committed to a just and fair society.

• And there are other examples. Jack Straw changed the immigration rules to allow long-term same sex partners the same rights as other established couples who are legally unable to marry in the UK. A technical change – but I think a significant one which makes a real difference to people’s lives.

• I know that the Education Secretary attaches a high priority to helping head teachers fulfil their duty to prevent homophobic and other bullying. The Government’s Don’t Suffer in Silence initiative – launched in December last year - offers practical help to all concerned, for a pernicious problem which puts the emotional well-being and educational achievement of pupils at serious risk.

Impact of discrimination on individuals

• Looking forward, I know that, while so much has changed, discrimination still exists. Particularly in the workplace. We need to put that right.

• It is simply wrong that people should be singled out for different treatment because of their sexuality – which has no bearing on their ability to do a job. People should have the right to privacy about their own lives; and the right to be open about their sexual orientation if they wish, without fear of discrimination and harassment.

• Data about the incidence of this kind of discrimination will always be difficult to collect. But there can be no doubt at all about the profound, negative impact which it can have on people’s lives.

• Want to pay tribute to the TUC whose research has helped to take the debate forward. The "Straight Up" report made its point about the need for employment legislation well. The studies made for grim reading.

• But I’ve also been struck by the very wide range of more subtle behaviour which can have an equally devastating impact for workers on their motivation, their health and their career.

• Poor appraisals: "You have failed to mesh with the company";

• Bad interviewing: "How would you cope at social engagements attended by couples?"

• Circulating homophobic literature;

• Inaction by management. "You’ll just have to grin and bear it, sorry."

Impact on business

• The fact is, of course, that this is not just a matter for individuals – but a matter for business and employers too.

• We often talk about the business benefits of equality. But its sometimes worth looking at the converse. Harassment and discrimination against gay and lesbian people have a negative effect on productivity and profits.

• It can lead to stress-related illnesses, poor quality work and long-term absences. When workers do complain, internal grievance procedures can be drawn out. They tie up the time of staff, their managers, solicitors, trade union representatives.

• Mediation or resolution through tribunals involves a wider range of people and costs.

Striking the right balance

• I said that I thought partnership was important. And I can see from your agenda that you do too.

• Well, we will want to think carefully about our approach to new legislation to protect the rights of individuals;

• We will want to ensure that new responsibilities placed upon employers through legislation are justified and not unnecessary burdens.

• But the fact remains that discrimination and harassment are wrong. They are bad for individuals and they are bad for business.

Good practice

• That’s why, increasingly, companies are seeking advice.

• They are starting to recognise that by hiring people according to information about relevant skills and knowledge, they get the best person for the job. They realise that an active policy of ensuring equal opportunities can lead to security and increased motivation for all staff.

• We know that companies in the finance and IT sectors are keen to embrace diversity – because there is a competitive labour market. In short, employers want to embrace good practice because its right for individuals and it pays for business.

Plans for this Parliament

• So what are our plans for this Parliament. In short – we plan to build on good practice which already exists. And in parallel, we shall introduce new legislation to outlaw discrimination against lesbian and gay people in the workplace.

Article 13

• I’m proud to say that the Government played a strong and active part in European negotiations last year on the content of an Employment Directive under "Article 13" of the European Communities Treaty.

• The directive is now in place. We welcome it. It provides a common framework of protection throughout the EC to combat both direct and indirect discrimination not just on grounds of sexual orientation, but also age, disability and religion. It applies to the public and private sectors and relates to employment and vocational training. Implementing the directive, then, is a significant undertaking.

Timetable

• I know that you will want to know: why not act immediately? Why wait until the deadline of 2003?

• I come back to partnership. Personally, I think that it makes good sense to engage employers. I want to ensure that both employers and individuals understand the context and spirit of the legislation. If it is to be implemented effectively – if it is to lead to a real change – employers do need to understand its impact on the policies and practices which they may have been operating for very many years. They need to know how they can feed their views into the decision-making process. And they need to have time to prepare for the outcome – on the other new grounds of religion and age, as well as sexual orientation.

• In short, this is ground-breaking legislation. We need to get it right.

• I do know that 2003 will be a date which is difficult to accept for those who are the subject of discrimination now. I want to give the strongest message to colleagues, line managers, and employers that any form of harassment is completely unacceptable. There is, though, a good deal to do in terms of consulting, preparing legislation, and providing practical support and guidance. In reality, 2003 is a demanding target. There will certainly be no "delay".

Next steps

• Where do we start?

• Well, today’s conference is good beginning. I’m only sorry that other commitments mean that I can’t stay to listen to the debates. But our officials are at the conference – and look forward to hearing the results of your discussions.

• Partnership means working informally too, as the process continues. And I’m confident from our experience last year during the Article 13 negotiations that the TUC has an important contribution to make to the development of new legislation.

• As I’ve said, we will not get it right in isolation. I very much look forward to working with you in the future.