On Wednesday, Jo Swinson made her first platform speech to Conference as a Minister. She spoke about the need for work to be fulfilling and told how she would introduce the right for all to request flexible working and would introduce a parental leave system which would allow parents to split leave in the way that suited them when they became parents.
This was one of the speeches of Conference for me - it was practical, relevant and even had a Doctor Who reference. I liked the fact that she talked about making the work environment fulfilling because we spend so much time there. She talked of her own experiences working in fast food and retail where she didn't feel valued as an employee. She's clearly so well matched to her ministerial portfolio.
Anyway, here's the whole thing. Enjoy!
Conference, time is precious. I can say that, as I’m now
officially the Minister for Time. Yes, my weirdly wonderful set of
responsibilities bequeathed from Ed Davey and then Norman Lamb includes our time
zone.
In
fairness, they couldn’t give it to the department’s Lords Minister, he’d only
demand his own Tardis.
It’s
funny to think about how much of our lifetime we spend doing different
things:
Handily,
someone has done the research.
Apparently, we spend one hundred and fifteen days laughing
– that’s six minutes a day, presumably somewhat more when The Thick of It is on
telly.
There’s
twenty weeks on hold, listening to muzak while waiting to speak to a human being
in a call centre.
Six
months of our life queuing, presumably this figure is UK-specific.
And
eighty-seven hours of our life waiting for Simon Hughes to arrive at an
event.
Ok, I
made the last one up, but it feels like it sometimes!
But the
really scary one is this – we spend almost 100,000 hours of our life at work –
that’s the equivalent of eleven and a half years.
It’s a
huge proportion of the time we have on this planet, and it impacts on so much
more than just our bank balance: our health, our relationships, our
aspirations.
Of
course, as Employment Minister I’m all too aware that for too many people right
now, the challenge is to find a job, any job. The impact of unemployment,
especially when people are young, is still felt decades
later.
That’s
why Nick Clegg was right to fight for the Youth Contract, to invest £1bn in wage
incentives, training places and more apprenticeships.
We were
right to end Labour’s ridiculous rules whereby people were penalised for getting
experience to make themselves more employable by losing their
benefits.
And it’s
why, like Stephen Lloyd, Mike Crockart and other Lib Dem MPs, I have been
running a local employment initiative in my constituency, Get East
Dunbartonshire Working.
Bringing
together employers, training providers and government agencies to detail the
assistance that is on offer to help businesses take on new
staff.
But
unemployment is not the only problem. There are also large numbers of people in
work, but uninspired.
From the
graduate who has kept their part-time student job but feels their career is
going nowhere, to the employee stuck in a rut in the same job for years, feeling
undervalued and unchallenged.
Yes, we
must tackle unemployment. And we must also improve the working environment for
people who have a job. This isn’t just a nice thing to do.
In the
current economic circumstances we simply can’t afford not to maximise the full
potential of our workforce.
I feel
incredibly lucky to be doing a job I love, as MP for my home seat of East
Dunbartonshire. I’m also really enjoying the new Ministerial post with all the
exciting challenges it brings.
But like
most people in this hall I expect, I know what it’s like to have a job where
you’re clock-watching, or feeling unfulfilled.
- I have
worked in a fast-food restaurant where the cries of “how many bodies do we have
on the tills?” made me realise I was less a valued member of staff and more a
production machine.
- I have
worked in the Disney store, where even for someone with my cheery disposition,
the enforced perma-smile was too much to bear.
- And I
have worked for a local radio station, where the great charity work we did at
the grassroots was measured by the parent company solely in terms of positive
column inches, which was so demoralising for the team.
Without
a doubt, I know that I have been at my most productive, creative and effective
when I have relished going to work. It’s only natural.
When
employment has risen significantly but GDP has not, we do need to ask the
question, are we doing all we can to unleash the potential of our most precious
resource – our people?
Of
course the arguments for improving the world of work are rooted in strong
liberal tradition.
There’s
a wonderful example of this in my part of the country – New Lanark, now a world
heritage site.
Inspired
by the liberal philosophy of Bentham, in the 1800s Robert Owen proved that
commercial success went hand in hand with valuing workers. In his textile mills,
he provided free medical care, the first infant school in the world, and adult
education. He reduced the working day to 8 hours, but increased
production.
John
Stuart Mill developed the thinking, writing of the benefits of workplace
democracy and co-operative associations. He rejected the pitting of workers and
owners against each other and he highlighted “The emancipation of women,
& co-operative production” as “the two great changes that will regenerate
society”.
These
enlightened challenges laid down in the 19th century still have
relevance as we seek to shape a modern vision of the 21st century
workplace that can deliver prosperity.
As a
Business Minister, I see three big opportunities for the UK labour
market.
First,
inclusivity – we must draw on all of society’s talents.
Second,
engagement – we must harness the energy of employees to build better
businesses.
And
finally, entrepreneurial spirit. Not everyone is an employee and we must
nurture the business creators of tomorrow.
So first
– inclusivity.
In
recovering from the most serious economic downturn for decades, it’s a
no-brainer that we need to draw on everyone’s skills and
potential.
Making
it harder for people to play an active role in our economy because they are
women, or have a disability, or are parents, is a shocking waste of
talent.
For
instance, we need to seize the game-changing opportunity that the Paralympics
have given us to improve the employment opportunities of people with
disabilities. It gives us a chance to make the business case for employing
people with disabilities, and we must do it.
Too
often they have faced prejudice, stigma and ignorance in the recruitment
process. For more than twenty years, the Employers’ Forum on Disability, who I
used to work for, have recognised the business opportunity that many are
missing.
One in
five people is either disabled, or close to someone who is. So there is a
strong case both in terms of tapping into the creative talents of resilient
individuals, and better understanding a significant portion of
customers.
And the
benefits of a more balanced and diverse workforce are clear.
Another
example is the wealth of evidence from around the world that shows that company
boards that are more gender-balanced perform better. Following the Davies report
commissioned by Vince Cable, we have seen the largest ever annual increase in
women on boards – though incidentally not in the Cabinet.
But it’s
not just about women at the top. It’s about being able to unlock the potential
of women across our economy, at all levels.
Technology has transformed the ability of people to
communicate and work in different ways. Yet our working practices are often
rigidly stuck in a time warp that values slogging away in a standard pattern of
hours, rather than whatever works to get the best results from the individual.
We
should enable mums and dads to choose how they share time off after their baby
is born.
We
should allow carers the flexibility they need to juggle their responsibilities
and their job.
We
should help parents stay in work by promoting meaningful part-time roles,
including at senior levels.
This
Coalition Government is dedicated to revolutionising the way we
work:
·
Introducing shared parental
leave.
·
Sharing best practice and
challenging outdated assumptions about part-time work.
·
Extending the right to request
flexible working to everyone.
Because
inclusivity and flexibility aren’t just for parents, or carers, or people with
disabilities. These changes help everyone to work in a way that suits the
realities of modern life.
And this
benefits employers too – through reduced turnover, greater productivity and
fewer working days lost.
The
second opportunity is engagement.
Conference debated this very issue on Monday, highlighting
the benefits of mutuals, employee ownership and workplace
democracy.
I want
to build on the excellent work that Norman Lamb began on employee ownership. We
should champion the role of co-operatives, mutuals and alternative business
models like social enterprises in rebalancing our economy.
But a
business doesn’t have to be owned by employees to engage
employees.
one in
four employees is a member of a trade union. For all the media headlines about
strikes, they do good and vital work: resolving disputes, training and
education, protecting the vulnerable.
There
are lots of other good examples too of employee involvement in decision-making.
Ideas from the shop floor saving businesses money.
And
engaging employees makes good business sense.
According to the Harvard Business Review, happy employees
are more productive, more creative and make more sales.
Organisations that work to engage employees and improve
their wellbeing get better results.
Finally,
we need to nurture entrepreneurs.
Because
the workplace is not just about employees – many people are self-employed, and
we need to encourage more people to start businesses.
Here
again, we are missing a trick with the talents of women.
There
are less than half as many women entrepreneurs as men. If we could get women to
start up businesses at the same rate as men, we’d see 150,000 new start-ups each
year.
I hope
we can use the wonderful Olympic spirit as inspiration across a range of fields,
not just sport.
Jess
Ennis, Kath Grainger and Ellie Simmonds are wonderful role
models.
They
prove that ruthless determination and desire to win at all costs are not
exclusively male traits, nor should they be.
Seeing
such strong women succeed challenges cultural stereotypes about what is feminine
behaviour.
I want
us to translate this energy into women entrepreneurs too. We’ve recruited
thousands of business mentors, we’re investing £2m in rural businesswomen, and
in the autumn I will be bringing forward fresh ideas on how to improve women’s
access to finance.
So
conference why is all of this important? It’s important because the most
successful societies draw on the widest pool of talent. I have a dual role as
Minister for Business and Minister for Equalities.
Many
people tell me they’re incompatible. But conference, we know they are
inseparable.
New
measures for growth must go hand in hand with continued measures to promote
equality.
There
will be some who cry “we’re in a recession, we can’t afford to do
this.”
But the
truth is, we’re in a recession, we can’t afford not to do
it.
We need
to reap the benefits of more balanced boardrooms, and a more motivated, engaged
workforce. It makes good business sense.
And it
is my liberal agenda within the Business Department.
A
Conservative Government wouldn’t see this as a vital part of getting our economy
back on track.
And
Labour don’t understand that empowering employees is about more than a one size
fits all solution.
Conference, there’s one person watching today who for me,
symbolises the great strides we’ve made. My Nanna, who is 99 this year, was
born into a Britain where women couldn’t vote.
They
were expected to know their place, and a woman’s place was in the
home.
She has
lived through two world wars which saw women enter the workplace en
masse.
A
women’s rights movement that saw women gain control over their
bodies.
And the
first ever woman Prime Minister.
Now her
granddaughter is responsible for employment relations in Britain. And I want to
take us on the next stage of that journey.
A modern
workplace revolution. An inclusive, engaged workforce. An inspired new
generation of entrepreneurs.
We spend
so much time working.
Until
now, we’ve had to contort our lives to fit an outdated model. But we need to
create a new model. A model that works for modern lives.
And if
it works for modern lives, it will work for business too.