I am delighted to be doing so … because we need to celebrate success in this industry.
We need to recognise and reward achievement and show that we can produce top quality professionals.
The SHINE awards are something different in that they specifically honour the achievements of women in the industry.
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Women in the workplace
Speaking on International Women’s Day last week, the Prime Minister said “This is a time to reflect on the position of women in our world, what we’ve done, how far we have come and how far we’ve still got to go – particularly how far we have got to go”.
The Government is committed to ensuring that our policies reflect the needs of women and much progress is being made through existing and new policies.
So in response to the Women and Work Commission’s report ‘Shaping a Fairer Future’, the Government published its September 2006 Action Plan, containing a comprehensive package of measures to address the causes of the gender pay gap and reduce the barriers which prevent women from fulfilling their full potential in the workplace.
These measures include the 'Exemplar Employer Initiative' - this is where companies sign up as exemplars of best practice for the advancement of women in the workplace, better maternity leave and pay, women’s skills and training, encouraging employers to offer flexible working and quality part-time work.
We need to address the gender pay gap. We are making progress from 17.4% in 1997 to 12.6% in 2006 – in this, minimum wage plays its part. But it’s not enough. There shouldn’t be a pay gap at all. Transparency is something to strive for, because often men get paid more and women don’t know about it. This must change.
Take the US. Female entrepreneurial activity is two and a half times higher than that of the UK. There is a significant untapped potential in the UK workforce.
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Women in tourism
This is certainly equally true of tourism.
We know women have an enormous role in the delivery of travel, tourism and hospitality, making up over 60% of the workforce.
Yet many women who join the industry clearly work far below their abilities. Too few achieve top positions in the industry.
The result is a deficit of women role models (making it difficult for women to see clear career paths).
The slow rate of progress obviously undermines women’s confidence generally and confidence in the industry, all too often leaving people de-motivated, and looking for alternative careers.
And that is undoubtedly a factor in explaining the low retention rate – something we must address as one of our priorities.
We are making progress.
Research by People 1st shows that some employers recognize the problem and are trying to widen their recruitment pools, and those that do are targeting women returners.
There are encouraging signs - the percentage of women employed in core management roles has risen over the past three years.
However, much more work needs to be done.
It will be helped by changes to the state pension - meaning more women will be able to work to 65.
A key part of the National Skills Strategy – which I’ll talk about later – is the need for the industry to widen its recruitment pools and take into account social and demographic change.
Recognition too needs to be given to the mix of skills and abilities which women bring to the industry.
(Businesses will need to make a change in mind set if they are to profit from social and demographic changes.)
Diversity matters in the workplace. It’s good practice and it’s good business.
SHINE People & Places are helping to address these issues by highlighting to businesses the importance of diversity in the workplace and, through these SHINE Awards, recognising outstanding exapmles of successful, professional women, in public and private sectors, as role models.
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Coaching and mentoring
How do we do more? Coaching and mentoring courses are an excellent way for people to learn from first hand expertise provided by professionals in the industry.
Again, the programmes offered by SHINE “People & Places”, are especially helping women to raise their skills levels, bringing more women into higher levels of management.
This is of particular benefit to those newly promoted.
Some business structures leave newly promoted managers without the assistance or guidance of more experienced colleagues.
Knowing there is someone you can turn to when the need arises lowers anxiety levels and boosts confidence.
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The Leitch Review
The Leitch Review, published in December 2006, concluded that the UK’s skills base is weak by international standards – and calls for a new UK skills ambition for 2020.
It estimated that, overall, a greater proportion of men than women hold qualifications at Level 3 or above – particularly women aged between 45 and 60.
And while younger women tend to be better qualified the proportion is still lower than men.
So what we do for Tourism is also good for the UK generally.
The tourism industry has a crucial role to play in helping meet the UK’s skills ambition.
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National Skills Strategy
Last week, I launched the industry-led National Skills Strategy to an audience of industry, government and education.
The Strategy has been developed by People 1st (the Sector Skills Council for hospitality, leisure, travel and tourism) with their employers – and in consultation with partners over the past two years.
It will align education and training to employers’ needs, ensure that the skills system is funded and supported appropriately and provide national coherence and consistency in tackling the skills issues critical to businesses across the sector.
The Strategy will also allow employees to follow a structured career path – with the associated qualifications along the way.
The Strategy has identified a 10 point plan for major skills improvements in management and leadership, chefs craft skills and customer service and a significant reduction in staff turnover.
The National Skills Strategy is this industry’s response to Leitch – and women must fulfil their potential within the industry if we are to succeed.
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UK Skills Passport
Let me also talk briefly about one of the major skills developments of 2006 – and a key part of the National Skills Strategy.
The UK Skills Passport, developed by People1st and the industry, is a really important tool for the industry.
It is not simply a recording and verifying vehicle – but provides access to an entire system of career development and training.
Benefiting the employee by helping them track their own development, and provide them with a verified record of skills, experience and qualifications.
And providing them with much needed access to career development and training on-line, as well as a list of best practice employers in the sector.
And benefiting the employer by showing how to access funding for training – in particular this is a vital tool for small and micro businesses.
The Passports will provide employers with clear and concise information about training qualifications, identifying those which meet industry’s needs – and showing businesses how to access funding.
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Workforce training opportunities
We need more and better training opportunities for women, resulting in improved career development and retention rates. This will have a positive impact on the business and the bottom line.
The UK Skills Passport system includes information on how to access the Train to Gain service.
Train to Gain offers free and subsidised training up to a first level 2 qualification and increasingly level 3.
The Learning and Skills Council are funding women only trials in the London region over a two year period (2006/07 to 2007/08) which will give low skilled women the opportunity to reach level 3.
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Welcome>Legacy
The first major test of our new skills policy will be the 2012 Games.
Government has already said that it wants the 2012 Games to be the best ever.
As you will know, following a major consultation over the summer and autumn of last year, DCMS and our partners are developing a Tourism Strategy for the 2012 Games which will be launched in the summer.
As I made clear at the launch of the National Skills Strategy last week, we have real commitment from industry, government, education, training providers, and funding agencies to the National Skills Strategy – and we need everyone’s support to implement it and make it succeed.
We have to start now if we are to be ready to meet the challenge…
…because the standards demonstrated by our industry up to and during the Games will be critical to how the Games are perceived, and more crucially, whether we will have done enough to take advantage of the long term legacy effect of the Games.
4billion people will be looking at us during the Games and they will see if we have met the challenge. We couldn’t buy that opportunity and we must make the most of it.
The responsibility lies with all of us and by working together we can achieve our ambition of a tourism industry that is second to none.
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Conclusion
We must get our skills foundation right if we are to realize the potential of women already in the industry and to encourage more women to make it a choice career.
The SHINE Awards represent is a step in the right direction.
Tonight’s winners are leading by example and I hope their success will inspire and encourage others to follow their lead.
I offer them my congratulations and best wishes.
Notes:
Check against delivery
