NHS UPDATE 1 (of 3)
The latest NHS case management discussion (held in Glasgow on 2 July) made some progress, but things are still getting bogged down because the employers continue to argue that their computer systems (heard this lame excuse before?) can't provide accurate information about people's jobs and grades.
Now this would be funny if it were not so ridiculous and frustrating. The employers agreed to provide this information months ago - and they are still coming up with ridiculous excuses. If these people worked for the railways, they'd be blaming delays on the wrong kind of snow!
Why is this information so crucial?
Because in equal pay cases employers are required to explain clearly how many staff work in each job category or grade - and how these jobs are split between male and female employees. In other words, are some jobs done mainly by men or women - and what explains the difference in pay between the two groups?
So, if as Action 4 Equality believes, highly trained nurses and midwives, for example, in very responsible jobs (99% of whom are women) are paid much less than, say, estates managers in jobs that require much less training and carry much less responsibility (99% of whom are men) - then sex discrimination is clearly at work.
No if's, no but's or maybe's -because the only explanation for these big pay differences is that the system treats women less favourably than men - and has done for years!
So, the data the employers have been asked to provide (again) will allow everyone to see the wood for the trees. We believe the only reason for the continued delay is that this information will eventually sink the employers case.
Because it if helped the employers - you can bet your life they would publish the data in a heartbeat!
The trade unions, by the way, are no better than the employers. In 2000, the employers and the unions signed a landmark Equal Opportunities agreement. Via a Scottish Executive circular (PCS (GC) 2000/02), both parties agreed to collate, monitor and keep under review - wait for it - workforce data to help tackle pay discrimination within Scotland's NHS.
Seven years on, the employers say they don't have the data - never collected it as they promised - and the unions pretend has nothing to do with them - despite the fact that the unions were jointly responsible for the monitoring exercise. Yet another example of the unions wearing two hats at the same time.
A further case management discussion - specifically about workforce data - has been agreed for mid-September. If the employers fail to produce the goods at that time, we will ask the Employment Tribunal to issue an order compelling them to do so.
After all, NHS Scotland has had years to provide their information - the employers and trade unions agreed the importance of collecting it as far back as the year 2000 - and there are plenty of highly paid managers around to get the job done.
So it's high time those at the top of the NHS got their collective fingers out!
Now this would be funny if it were not so ridiculous and frustrating. The employers agreed to provide this information months ago - and they are still coming up with ridiculous excuses. If these people worked for the railways, they'd be blaming delays on the wrong kind of snow!
Why is this information so crucial?
Because in equal pay cases employers are required to explain clearly how many staff work in each job category or grade - and how these jobs are split between male and female employees. In other words, are some jobs done mainly by men or women - and what explains the difference in pay between the two groups?
So, if as Action 4 Equality believes, highly trained nurses and midwives, for example, in very responsible jobs (99% of whom are women) are paid much less than, say, estates managers in jobs that require much less training and carry much less responsibility (99% of whom are men) - then sex discrimination is clearly at work.
No if's, no but's or maybe's -because the only explanation for these big pay differences is that the system treats women less favourably than men - and has done for years!
So, the data the employers have been asked to provide (again) will allow everyone to see the wood for the trees. We believe the only reason for the continued delay is that this information will eventually sink the employers case.
Because it if helped the employers - you can bet your life they would publish the data in a heartbeat!
The trade unions, by the way, are no better than the employers. In 2000, the employers and the unions signed a landmark Equal Opportunities agreement. Via a Scottish Executive circular (PCS (GC) 2000/02), both parties agreed to collate, monitor and keep under review - wait for it - workforce data to help tackle pay discrimination within Scotland's NHS.
Seven years on, the employers say they don't have the data - never collected it as they promised - and the unions pretend has nothing to do with them - despite the fact that the unions were jointly responsible for the monitoring exercise. Yet another example of the unions wearing two hats at the same time.
A further case management discussion - specifically about workforce data - has been agreed for mid-September. If the employers fail to produce the goods at that time, we will ask the Employment Tribunal to issue an order compelling them to do so.
After all, NHS Scotland has had years to provide their information - the employers and trade unions agreed the importance of collecting it as far back as the year 2000 - and there are plenty of highly paid managers around to get the job done.
So it's high time those at the top of the NHS got their collective fingers out!
