Category Archives: Gender pay gap

Two ballots – vote now!

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Your ballot papers should have arrived – look out for a white A4 envelope with the UCU logo. If you can’t find it, request a new one at www.ucu.org.uk/ballotrequest  For queries about the ballot process please check our ballots FAQ. Please vote now – don’t let that envelope disappear under piles on your desk! It’s really important to have your democratic say, and your union needs to know what you think. The two disputes are linked. Inequality and casualisation in employment lead to inequality in retirement. Pay stagnation will reduce our incomes in retirement as well as squeezing us right now. Increased pension contributions mostly wipe out the tiny pay increase that has been imposed. Four fights disputeWe were not impressed by the employers response to our annual pay and conditions claim. Pay inequality, casualisation, and excessive workloads are all significant problems at Leeds, as elsewhere. We had hoped that this year, the employers’ side (represented by UCEA) would negotiate sensible national agreements on these issues which matter so much to staff, often more so than pay. This has not happened – they were unwilling to discuss these issues meaningfully. On pay, the offer is yet another below inflation pay rise. … continue reading

2019/20 pay offer to be implemented in September

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Text from branch president Ben Plumpton’s email to members You’ll have seen today’s email to [Allstaff] about the pay offer. In case the mention of 3.65% rises had you feeling hopeful, note that this was only for scale points 2 and 3. From Grade 5 upwards it’ll be just 1.8%. Suggesting that increments are a form of wage rise is also misleading – this is an entirely different matter.  Many people are stuck at the top of their scales anyway and so won’t get any increment. A 1.8% rise is a pretty poor in comparison to average wage rise growth in the UK, currently at 3.9% (see for example https://www.theguardian.com/money/2019/aug/13/uk-wages-rise-at-fastest-rate-for-a-decade-despite-brexit-risks) The value of our salaries has fallen by over 20% since 2009 as a consequence of below inflation increases for many years, and whilst this is just one concern among many that we have about our working conditions, it is a critical indication of the worth that universities like ours place on their staff.  You will also have realised that the extra pension contributions from October (see my email yesterday) will instantly eat up almost all of this pay “rise”. Vitally important parts of our annual pay and conditions claim … continue reading

All members: extraordinary general meeting 10 July

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All members of UCU University of Leeds Branch are invited to attend an Extraordinary General Meeting: Wednesday 10 July 12 noon – 1pmMichael Sadler seminar room LG.15 The meeting will discuss a number of issues that the branch needs to take a position on or plan for before next semester: USS pensions disputePay and Equality disputeHead of School appointmentsMisuse of lecture capture by the universityUniForum (another round of collecting benchmarking data on “the efficiency and effectiveness of administration and support services”)Discussion boards for in-course feedbackTimetablingCentralisation of admissions A full agenda will be circulated soon including motions submitted by members on these issues. The deadline for submitting motions (by email to ucu@leeds.ac.uk) is noon on Tuesday 2 July. If you want to submit a motion, perhaps with other colleagues, you can discuss it with any branch committee members beforehand if that would be helpful. All members are very welcome to the meeting. We hope to see lots of you there! (To new members: General Meetings are for all UCU members at the university. They are where we make decisions as a local union, so are fundamental to our democracy. They are hopefully also useful for finding out what’s going on across the university and … continue reading

Report on UCU Congress 2019

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UCU’s annual congress is its supreme policy making body and it met this year over the May Bank Holiday in Harrogate. This report is an attempt to summarise three very full days of intense and important debates on the various areas with which UCU is concerned. Motion numbers are included in brackets for reference: a full account of all motions with decisions can be found here: www.ucu.org.uk/Congress2019 Congress business is ordered according to the business of various committees: equality; education; recruitment, organising and campaigning (ROC) and strategy and finance. There was a further section on democracy and rule changes. On the second day of congress, delegates divide into a Higher Education Sector Conference and a Further Education Sector Conference. The agenda was very busy indeed. As a result, some motions could not be debated. Those relating to rule changes will be sent to the special Democracy Conference to be held in November; the rest are remitted to the National Executive Committee (NEC) for decision. Leeds University UCU sent five branch delegates to Congress: Arunima Bhattacharya; Dima Chami, Laura Loyola, Megan Povey and Chloe Wallace. In addition, Lesley McGorrigan attended as delegate from the Yorkshire and Humberside Regional Committee, and Vicky … continue reading

Update on gender pay gap talks

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UCU submitted our gender pay claim in August 2018. For background information see leedsucu.org.uk/genderpaygap In the gender pay claim we asked the university senior management to share with us the detailed information behind the headline figures, to provide us with more detailed information – some of which already exists – including intersectional data on ethnicity, age group and disability, so we can work with them to show where the problems are and make effective plans to end the gender pay gap. We asked the university to produce this information within 4 months. The university met with UCU negotiating team on 20 February 2019. They have not provided us with the detailed information we asked for in advance or at the meeting, and instead talked us through the actions they have taken to reduce the gender pay gap from 22.5% to 20.1%. (Which includes recruiting more men into relatively lower paid roles, which improves the mean average, which would not have been our priority!) The university has proposed to meet us again for further talks in two months. We welcome any progress so far but have impressed upon university management that we want to end the gender pay gap and they … continue reading