6 March 2004
Maria Eagle MP
Minister for Disabled People,
Parliamentary Under Secretary
Manchester Co-operative Group Diversity Conference
(CHECK AGAINST DELIVERY)
I want to start with some facts that illustrate how central diversity is to the future of all our businesses.
- The average age of the UK workforce is rising steadily and women make up half of it.
- Within two years there will be 2 million more jobs in the economy and 80% of them will be filled by women.
- Estimates indicate that the working age population will increase by a million over the next ten years and that our minority ethnic communities will make up half of that increase.
- There are eight and half million disabled people in the UK six point nine million of working age. Only 50% of them work. The figure for non-disabled people is 81%.
Britain no longer conforms to the homogeneous stereotype of old where all men of working age – mainly white – work and the women to whom they are married stay at home and look after the kids – where women help out elderly relatives and neighbours, disabled people have no existence outside a home or an institution and there are no ethnic minority populations.
Actually, it never did. But it certainly doesn’t now and no matter how hard some politicians and newspapers bemoan the fact and yearn for this arcadia as they see it to return – it isn’t coming back. Nor do we want it to.
We must deal with society as it is and as it is becoming – to design our Government institutions and public services to meet the needs that exist and businesses – you must serve your customers as they are in a way relevant to the lives they lead.
And if you want good employees to assist you you must deal with diversity first and foremost.
So creating, developing and managing a diverse workforce to serve a diverse customer base is a key factor in improving efficiency and productivity. In being a successful business.
From October the law will extend protection against disability discrimination to excluded occupations such as barristers and police and to small employers of under 15 staff. It will bring seven million extra jobs and one million new employers within scope. Giving protection to six hundred thousand people in those jobs already who currently don’t have it.
It is about time – because rights at work shouldn’t depend on the size of the firm you work for.
But it will make a huge difference.
But why should the hard pressed employer be open to looking at a wider pool of talent?
Here’s why – figures show that disabled people take less time off sick and stay with an employer longer on average – perhaps not what the stereotypes would suggest.
- Disabled people can be as productive and reliable as any other employees.
[I recently met a young lad with Aspergers syndrome who was working in an office. He was very interested in paying attention to detail and making sure the post was delivered to the right person at the right desk and the filing was done correctly. Some people might have found the same job boring but he took great pride in it and with a little support and understanding from his work mates he was able to work quite happily.] - In living their day-to-day lives, many disabled people develop organisational problem solving skills which are useful in the workplace.
- Many disabled people do not require adjustments at work.
- Of those that do, many adjustments can be made at nil or very low cost.
- Disabled employees are well placed to identify, develop and deliver products and services targeted at this market.
- Staff morale is often enhanced when businesses are seen to be good employers of a diverse workforce, so is customer experience.
By employing disabled people, employers will have the opportunity to:
- Access untapped reserves of talent within a tight labour market.
- Open up new markets, developing a workforce that is more reflective of the customer base.
- Promote new sources of ideas, creativity and problem solving.
- Enhance their reputation and loyalty both internally and within the community.
- Visibly promote their diverse work force through marketing and advertising and enhance the respect of their customer base.
There are a number of reasons why businesses may be wary of employing disabled people, including:
- Stereotyping the kind of work that employers believe a disabled person could undertake.
- Fear and/or ignorance of disability and its impact on both individuals and their colleagues.
- Concerns about the financial implications of making adjustments to the workplace.
By accessing employment, disabled people will:
- Contribute to society, rather than being dependent on it.
- Help to challenge fears and stereotypes, reducing prejudice and discrimination.
- Enjoy increased personal, social and financial benefits.
- Be able to identify problems and provide solutions based on personal experience.
The UK has a very diverse population and every single person is a potential business customer.
Businesses with a diverse workforce are:
- Likely to attract a wider customer base.
- Have the ability to recognise new potential markets.
- To provide a better, more tailored service to meet individual needs.
Successful implementation of equality and diversity policies delivers significant business benefits including:
- Better recruitment.
- Increased retention.
- Improved understanding of markets and communities.
- An enhanced reputation.
Sustained leadership commitment is crucial to the success of any equality and diversity strategy. Cultural change needs to be led from the top and diversity needs to be built into the organisations statement of beliefs and values.
It is not the length of time of implementation of equality and diversity policies that produces success, but the depth of their integration into business strategy.
But there’s more. The final part of the DDA as it relates to those who provide goods facilities and services is also implemented in October.
If we cut through the legal technicalities, it means businesses will have to tackle the physical barriers that may currently prevent disabled people getting to them. A recent DRC survey showed that 70% of disabled people report difficulty buying goods and services or accessing facilities in the High Street.
Eight and half million people –- £45 billion a year to spend. And 70% of them cant get to you to spend their money because of heavy doors, narrow entrances, steps and other physical barriers. Isn’t this a business opportunity you’re missing out on?
Nine years this requirement has been on the statue book waiting to be implemented. How many times have the well known pub and restaurant chains been refurbished in that time? Twice ? Three times? Wouldn’t it have been possible in most cases to increase accessibility?
Well – now’s the time to do it.
And this isn’t just about buildings. And it isn’t just about wheelchairs.
There are already legal obligations to make adjustments – is your website accessible for someone with a visual impairment? How do you deal with a deaf customer? Now is a good time to check up and see how your entire strategy is working.
We want to see a society where disabled people – all eight and half million of them – are included not excluded.
Where they can get a good education in mainstream schools if they wish – go on to a career like anyone else and contribute fully to society.
That is why we’re implementing the biggest increase to disability civil rights this country has ever seen.
Extending the DDA to education, transport, public office, councillors, small firms, private clubs, most of the public sector.
Deepening it to cover all functions of public authorities, not just employment and service provision.
Strengthening it by placing a duty on the public sector to promote equality of opportunity for disabled people. We are transforming the civil rights landscape in this country for disabled people.
But we’re not doing it just in theory. We want disabled people to have more opportunity to participate in all aspects of life – as learners, workers, customers as a result. That depends on us taking all of you along with us on this journey also.
I hope I’ve managed to convince you how vital this is – to all of us. As a society, we can only fulfil our potential if we take everyone along with us – if everyone gets their chance and can benefit and that – at long – means disabled people too.