Why Glasgow's WPBR Sucks (4)
Here are some remarkable facts and figures about Glasgow's WPBR Pay Monster which was supposed to tackle the problem of widespread pay discrimination and unequal pay in the City Council's pre-WPBR pay arrangements.
60.29% of men receive NSWP payments.
But only 18.93% of women receive NSWP payments
Yet women make up the great majority of Glasgow City Council's workforce - 69.5% - let's just call that 70% for the sake of simplicity.
Quite unbelievably more than three times as many men (60.29%) receive NSWP payments compared to women 18.93%).
But all things being 'equal' you would expect women to receive 70% of NSWP payments - in line with their share of the workforce.
70% of the total number of workers receiving NSWP = 60.29% + 18.93% = 79.22% x 70% = 55.45%.
Yet instead of 55.45% of women being paid NSWP only 18.93% of the female workforce receive these payments.
Again if all things were 'equal' the council's male workers would receive 30% of all NSWP payments or 60.29% + 18.93% = 79.22% x 30% = 23.77%.
Yet instead of 23.77% of men being paid NSWP an eye watering 60.29% of the male workforce receive these payments.
What does this say about the WPBR other than the fact the at the WPBR Pay Monsters is a complete joke?
If you ask me, the invented 'rules' of the WPBR have been deliberately designed to favour traditional male jobs which is why the Court of Session, Scotland's highest civil court, judged the pay scheme to be 'unfit for purpose'.
Surely it is indefensible for Glasgow City Council's most senior officials to continue backing this cockamamy scheme.
Why Glasgow's WPBR Sucks (3)
Just in case anyone thought that a Glasgow Road Worker enjoyed some great good fortune at the hands of the City Council's 'unfit for purpose' WPBR scheme - which resulted in a pay package worth more than £24,000 a year.
Here are several other traditional male jobs that were previously placed on a lower grade than a Home Carer, but which all leapfrogged over the Home Carers (who had previously been on a higher grade) as a result of the new, 'improved' and allegedly fairer WPBR pay arrangements.
The following examples are based on 2009 figures at the end of the WPBR protection period although the fact of the matter is that the higher pay of traditional male jobs continues to this day, i.e. into 2018.
Home Carer - £16,300
Pay Difference - £1,732
General Labourer - £18,324
Home Carer - £16,300
Pay Difference - £2,024
Gravedigger - £21,201
Home Carer - £16,300
Pay Difference - £4,901
Gardener 4 - £21,803
Home Carer - £16,300
Pay Difference - £5,503
Road Worker - £24,208
Home Carer - £16,300
Pay Difference - £7,908
So what senior officials in Glasgow are inviting employees (and the public) to believe is that a whole raft of traditional, unskilled male dominated jobs which require no qualifications, all of a sudden fared a great deal better under a new 'improved' WPBR pay scheme - than the city's Home Carers.
Always remembering that the WPBR was introduced, supposedly, to address the problem of 'unequal pay' and the widespread pay discrimination in Glasgow City Council's pre-WPBR pay structures.
Does your head button up the back, Glasgow?
Does the council workforce have any confidence in the senior officials responsible for overseeing the WPBR process?
I suspect the answer to both of these questions is a resounding 'NO', but tune in again soon for - Why Glasgow's WPBR Sucks (4)
The table above shows the pay differences between a Home Carer (MW5) and a Road Worker (MW4) - both before and after the Glasgow City Council's infamous Workforce Pay and Benefits Review (WPBR) in 2007.
Now Home Carer on grade MW5, was on a higher grade on the male Road Worker on MW4 and that ought to have meant that the Home Carer was paid more than her male colleague - because the council's grading system awarded the Road Worker a lower grade.
However the pay reality (which had existed for years remember) was very different and the relative earnings of the two jobs was actually as follows:
Pre-WPBR
Road Worker (MW4) - £24,901.78
Home Carer (MW5) - £12,438.00
Pay Difference - £12,463.78
Post-WPBR
Road Worker (MW4) - £23,308.16
Home Carer (MW5) - £16,646.49
Pay Difference - £6,661.67
So the pay difference narrowed after the introduction of the WPBR, but the Road Worker did much better out of the WPBR with all of its complicated and non-transparent 'rules' such as the NSWP which were designed to give a better outcome to traditional male jobs.
For a good example, look no further than the NSWP 37 hour 'rule' which pays £1,000 a year but only to jobs which are contracted to work 37 hours or more every week.
98% of council employees who are not contracted to work 37 hours or more every week - are women, of course.
The big question is - "How did a WPBR scheme which was supposed to tackle the widespread problem of 'unequal pay' and big, hidden bonuses - end up favouring Glasgow's City Council's traditional male jobs?"
Because after all has been said and done, Glasgow's 'unfit for purpose' WPBR rewards a Road Worker with almost £7,000 a year more than a Home Carer.
Not just that, of course, because back in 2005 senior City Council officials rushed in a compensation scheme which was capped at a total of just £9,000 when the real pay difference between a Home Carer and a Road Worker stood at £12,463.78 a year.
The council compensation scheme took no account of hours worked (i.e. overtime) and left many groups of workers out - even though they had perfectly valid claims.
Lots more to follow - so tune in again soon for 'Why Glasgow's WPBR Sucks (3)'.
A4ES held a special briefing meeting on equal pay in Glasgow on Friday 9 February 2018.
A group of claimants were present, along with representatives from Unison and GMB (the other claimant organisations) - Glasgow's constituency MSPs and MPs were all invited to attend along with to 'List' MSPs.
The briefing kicked off with Stefan Cross explaining the nature of the discriminatory pay arrangements which existed across Glasgow back in 2005
At that time 133 traditional male (comparator) jobs in Glasgow City Council enjoyed access to bonus schemes which boosted their basic pay by 50% or more.
So a male worker being paid £6.00 an hour was reality being paid £9.00, £10.00 or even £11.00 an hour depending on the particular job in question.
The number of female dominated (claimant) jobs which enjoyed access to bonus schemes back in 2005 was - 0, zero, nada, none.
In other words, traditional male jobs which demanded a great deal less responsibility, skill and/or qualifications than comparable female jobs - were nonetheless being paid thousands of pounds a year more.
The Scottish council employers, including Glasgow, City Council had pledged to deal with this scandal of 'unequal pay' as far back as 1999, but six years later nothing had changed.
More to follow in the days ahead.
So watch this space because my next post will explain that pay differences between male and female jobs are still enormous under Glasgow's 'unfit for purpose' WPBR.
Why Glasgow's WPBR Sucks (2)
The table above shows the pay differences between a Home Carer (MW5) and a Road Worker (MW4) - both before and after the Glasgow City Council's infamous Workforce Pay and Benefits Review (WPBR) in 2007.
Now Home Carer on grade MW5, was on a higher grade on the male Road Worker on MW4 and that ought to have meant that the Home Carer was paid more than her male colleague - because the council's grading system awarded the Road Worker a lower grade.
However the pay reality (which had existed for years remember) was very different and the relative earnings of the two jobs was actually as follows:
Pre-WPBR
Road Worker (MW4) - £24,901.78
Home Carer (MW5) - £12,438.00
Pay Difference - £12,463.78
Post-WPBR
Road Worker (MW4) - £23,308.16
Home Carer (MW5) - £16,646.49
So the pay difference narrowed after the introduction of the WPBR, but the Road Worker did much better out of the WPBR with all of its complicated and non-transparent 'rules' such as the NSWP which were designed to give a better outcome to traditional male jobs.
For a good example, look no further than the NSWP 37 hour 'rule' which pays £1,000 a year but only to jobs which are contracted to work 37 hours or more every week.
98% of council employees who are not contracted to work 37 hours or more every week - are women, of course.
The big question is - "How did a WPBR scheme which was supposed to tackle the widespread problem of 'unequal pay' and big, hidden bonuses - end up favouring Glasgow's City Council's traditional male jobs?"
Because after all has been said and done, Glasgow's 'unfit for purpose' WPBR rewards a Road Worker with almost £7,000 a year more than a Home Carer.
Not just that, of course, because back in 2005 senior City Council officials rushed in a compensation scheme which was capped at a total of just £9,000 when the real pay difference between a Home Carer and a Road Worker stood at £12,463.78 a year.
The council compensation scheme took no account of hours worked (i.e. overtime) and left many groups of workers out - even though they had perfectly valid claims.
Lots more to follow - so tune in again soon for 'Why Glasgow's WPBR Sucks (3)'.
Why Glasgow's WPBR Sucks (1)
A4ES held a special briefing meeting on equal pay in Glasgow on Friday 9 February 2018.
A group of claimants were present, along with representatives from Unison and GMB (the other claimant organisations) - Glasgow's constituency MSPs and MPs were all invited to attend along with to 'List' MSPs.
The briefing kicked off with Stefan Cross explaining the nature of the discriminatory pay arrangements which existed across Glasgow back in 2005
At that time 133 traditional male (comparator) jobs in Glasgow City Council enjoyed access to bonus schemes which boosted their basic pay by 50% or more.
So a male worker being paid £6.00 an hour was reality being paid £9.00, £10.00 or even £11.00 an hour depending on the particular job in question.
The number of female dominated (claimant) jobs which enjoyed access to bonus schemes back in 2005 was - 0, zero, nada, none.
In other words, traditional male jobs which demanded a great deal less responsibility, skill and/or qualifications than comparable female jobs - were nonetheless being paid thousands of pounds a year more.
The Scottish council employers, including Glasgow, City Council had pledged to deal with this scandal of 'unequal pay' as far back as 1999, but six years later nothing had changed.
More to follow in the days ahead.
So watch this space because my next post will explain that pay differences between male and female jobs are still enormous under Glasgow's 'unfit for purpose' WPBR.
