Glasgow - Job Evaluation Update

Glasgow City Council has drafted in some new faces to help dig the council out of its equal pay problems.

For example, Rosie Docherty has been brought on board as an external adviser on job evaluation and as regular readers know, Rosie has featured on the blog site before over the nefarious goings on at North Lanarkshire Council (NLC).

North Lanarkshire actually used the Scottish Joint Council job evaluation scheme (JES) which was jointly recommended by COSLA and the national trade unions although the SJC scheme, on its own, was never a guarantee of success.

Because the council's senior management manipulated the scores and results of the JES (behind closed doors) which meant that many female dominated jobs received far lower grades and pay than comparable male jobs.

Same old story, I'm afraid, but the good news is that North Lanarkshire's shenanigans were exposed by Daphne Romney QC who acted for the A4ES clients at a long-running Employment Tribunal in Glasgow.

In effect, Daphne drove a coach and horses through the Council's application of the Scottish Joint Council job evaluation scheme scheme and the way in which the JES was applied to female dominated groups such as Home Carers.

Way back in 2006 Rosie Doherty was drafted in by North Lanarkshire to conduct an Equality Impact Assessment (EIA) - an exercise designed to test that an employer's pay arrangements have eliminated gender discrimination and treat male and female dominated jobs equally.

Incredible as it seems North Lanarkshire's Equality Impact Assessment gave its new (2006) pay arrangements a clean bill of health and it took years of battling through the tribunals to expose what had really gone on.

So Rosie Docherty's re-appearance as an external JES adviser to Glasgow City Council is an interesting development to say the least - and this could be good news or it could be bad news, as far as the ongoing settlement negotiations are concerned.

If you ask me, this will depend on whether Glasgow is approaching settlement on the basis of what the Council says it can afford - or on the basis of the pay and pensions people have actually lost from working under the 'unfit for purpose' WPBR for the past 12 years.

North Lanarkshire Update (19/05/15)

I wrote the other day about the process for re-evaluating various council jobs that now appears to be underway in North Lanarkshire.

Now I don't know this chap Ian Brewster who has apparently been appointed as an independent person who will oversee the process, but there was someone with the same name who acted a member of the Job Analyst Team back in 1999 which helped to adapt the UK 'Gauge' Job Evaluation Scheme (JES) for use in Scotland.

At that time Ian Brewster worked in the Personnel Department of South Ayrshire Council and the Job Analyst Team reported to the Technical Adviser and Project Manager, a woman named Rosie Docherty.

Regular readers will remember that Rosie Docherty was invited by North Lanarkshire's head of personnel, Iris Wylie, to carry out the Equality Impact Assessment (EIA) demanded by the trade unions back in 2006.

And the EIA proved to be pretty useless if you ask me, because it failed to look at the huge differences in pay between male and female jobs after new pay arrangements were introduced in 2007.

So what was the point of the Equality Impact Assessment?

Not a lot, as far as I can see, but I wonder if the Ian Brewster who was involved in the COSLA JES exercise back in 1999 is the same Ian Brewster whom North Lanarkshire have appointed to oversee this further re-evaluation in 2015.

Now you would think that this information would be on the Council's web site for all to see, along with details of how the appointment was made, what terms of reference have been agreed and by whom.

Yet no one seems to know, or if they do know they're not sharing the information with the Council workforce which doesn't bode too well for the future.

North Lanarkshire Update (28/04/15)

Here's the letter from North Lanarkshire's head of human resources, Iris Wylie, which was only made public after a long battle with the Council and an 'order' to release the document following a decision by the Scottish Information Commissioner (SIC).

Now if you ask me the intervention of SIC was completely unnecessary, because this kind of information ought to be freely available to anyone who asks for it, especially the workforce in North Lanarkshire whose jobs and livelihoods were being affected by decisions that were being taken behind closed doors.

The crux of the issues is that the Equality Impact Assessment (EIA) was supposed to ensure that the Council's new pay arrangements were fair, objective and no longer discriminated against predominantly female jobs.

But as everyone now knows that is not what happened and the new NLC pay arrangements introduced in 2007 continued to favour traditional male council jobs which is astonishing, I have to admit.

Even more astonishing is the fact that the Council has not instigated an investigation to discover how this happened and report its findings to elected councillors - and the workforce, of course.

Gerry Crawley, by the way, is or at least was a regional officer (full-time official) with Unison and I'm sure that all of these issues, and more, were discussed in great detail by the local trade unions.

More to follow in the days ahead, but the big question for the workforce in NLC to ponder is:

"If this could happen once, what's to stop it from happening all over again?"

North Lanarkshire Update (09/02/15)

I promised to share the letter from North Lanarkshire's head of personnel services setting out the terms of reference for an Equality Impact Assessment (EIA) of the Council's new pay proposals back in 2006.

Now it's pretty clear that this EIA didn't do the trick because what we've ended up in North Lanarkshire with is a 'dog's dinner' of a mess and more equal pay claims that you can shake a stick at.

I will have more to say on the contents of the letter in the days ahead, but in the meantime here is what the Council wanted to prevent people from seeing - a letter from Iris Wylie (now head of human resources) to Gerry Crawley of Unison.

From: Head of Personnel Services
Sent: 07 March 2006 12.10
To: 'g.crawley@unison.co.uk'
Cc: Chief Executive; Director of Administration; Dinwoodie Linda; Selkirk Brian
Subject: JOB EVALUATION - EQUALITY IMPACT ASSESSMENT

Gerry,

The Chief Executive has passed to me a copy of your e-mail of 6 March, 2006 in response to the Council's final offer. You have confirmed your request for an Equality Impact Assessment to be carried out by the Council with a jointly agreed independent pay expert being commissioned to undertake this assessment.

You have not specified the areas you would wish to have covered in the impact assessment. Could I suggest that the Equality Impact Assessment focus on the following areas:-

for the pay model overall, identify the number of males and females who are green, white and red circles as well as the proportionate percentages

within each of the 18 grades within pay model NLC 5C, identify the number of males and females within each grade as well as the proportionate percentages

within each grade identify the number of males and females who are green circles i.e. moving up the rank order as well as the proportionate percentages

within each grade identify the number of males and females who are red circles i.e. moving down the rank order as well as the proportionate percentages

identify predominantly male or predominantly female jobs in the existing grading structure and confirm how they move within the new evaluated rank order of jobs i.e. upwards or downwards

check whether any predominantly female jobs are close ti the upper boundary of a grade

check whether any predominantly male jobs are close to the lower boundary of a grade

Unless there are any other points which you feel are essential to cover in the Equality Impact Assessment, I would suggest that the work be taken forward as specified above. If you wish to revise the specification in any way, please let me know by close of business today if at all possible.

From the discussions which you had involving John O'Hagan, Director of Administration, last week I understand that Rosie Docherty, consultant to the Cosla Job Evaluation Consortium would be an acceptable independent expert to undertake this work. I should be grateful to receive your confirmation and I shall then engage Rosie to undertake the work specified above.

I look forward to hearing from you.

Iris

Glasgow, Politicians and Equal Pay (19/11/19)

Over the next 18 months Glasgow will witness another fierce battle over equal pay as the City Council replaces its 'unfit for purpose' WPBR pay scheme with a new, job evaluation scheme - free from discriminatory practices such as the cockamamy 37-hour rule.

Now I've written about Glasgow's WPBR on many occasions, but not once have the city's elected politicians (councillors, MSPs and MPs) shown any great interest in what has been going on for years - or what they can do to help.

For the most part the politicians kept their heads down and left things for the Council 'leadership' to sort out instead of making themselves aware of the big issues at stake - and without appreciating that at least some of the Council 'leadership' have been defending Glasgow 'unfit for purpose' WPBR practices for years.

So let's hope that things change going forward because there's going to be a big battle in the months ahead to ensure that Glasgow, Scotland's largest council, has active all-party support for putting its equal pay 'house' finally in order by 2021.

Glasgow, Equal Pay and Sore Thumbs (19/11/18)

James Dornan, the MSP for Glasgow Cathcart, got a little tetchy when I pointed out on Twitter that not a single one of the city's SNP MSPs managed along to the March and Rally in support of Equal Pay on 23 October 2018.

Mark Irvine
For example, every one of Glasgow's local constituency MSPs was absent from the March and Rally in support of equal pay on 23 October 2018. http://action4equalityscotland.blogspot.com/2018/11/glasgows-fight-for-equal-pay_18.html …

James Dornan
Yep and yet the same party are the ones who are eventually going to get it fixed Mark. Let your Labour politicians pals march and protest, meanwhile the SNP will just get on with the work as usual.

Mark Irvine
Let’s hope so - the March and Rally on 23 October was open to all by the way including Glasgow’s 8 SNP MSPs. Such a shame that not one of you managed to come along and show your support!

As regular readers know, I've given Labour a very hard time on equal pay over the years but that doesn't mean other that parties including the SNP are above criticism.

So while Nicola Sturgeon, for example, professed support and admiration for 'the women' - the absence of Glasgow's 8 SNP MSPs stood out like a sore thumb.

Glasgow's Fight for Equal Pay (18/11/18)

Here's an interesting news story from 'Glasgow Live' which reports that the Scottish Government is directly involved in drawing up a Fair Work Charter for Severe Weather.

Now that seems like a good idea to me, but compare this to the Scottish Government's approach to equal pay which has been very much 'hands off' and 'nothing to do with me guv'.

Here's a typical response claimants in Glasgow received from the Scottish Government after raising the issue of equal pay with the First Minister, Nicola Sturgeon (see post below dated 24/04/18).

Dear M

Local Government Division and Analytical Services Division

The difference is like 'night and day', I would say, and there are plenty more examples of politicians trying to keep their distance over a much bigger issue such as the fight for equal pay.

For example, every one of Glasgow's local constituency MSPs was absent from the March and Rally in support of equal pay on 23 October 2018.

So let's see what happens in the run up to Christmas 2018 because if there is not a settlement, in principle, of Glasgow's long running dispute the issue of equal pay is going to be back up to the top of the political agenda.

https://www.glasgowlive.co.uk/news/glasgow-news/new-rules-been-brought-glasgow-15423788?

New rules have been brought in for Glasgow workers during extreme weather

The Scottish Government's Fair Work Charter for Severe Weather has been developed in response to concerns raised following the 'Beast from the East' snowstorm earlier this year.

By - Magdalene Dalziel - Glasgow Live

People walk along the roadway at Great Western Road (Image: Kirk O'Rourke/PA Wire)

A new charter has been launched in a bid to establish fairer conditions for workers during adverse weather spells.

The Scottish Government guidelines have been developed in response to concerns raised in the aftermath of the 'Beast from the East' snowstorm earlier this year.

The Fair Work Charter for Severe Weather provides principles which help employers make contingency plans for the future - including the recommendation that all employers have a severe weather policy.

Economy and Fair Work Secretary Derek Mackay said: "During the extreme weather last winter, most employers made sensible and responsible decisions regarding their workers.

"While many businesses faced challenges, we were encouraged by the flexibility provided to staff.

"However, not all employers had severe weather policies to ensure workers understood what is expected. This is why we have developed this charter, because fair work is good for workers, good for employers and good for Scotland.

"We look forward to continuing our dialogue with employer organisations to get the Severe Weather Charter into every workplace in Scotland. It offers a sensible and responsible approach to balancing the safety of workers with service delivery when the weather strikes hard."

Created in partnership with the Scottish Trades Union Congress (STUC), in collaboration with the STUC, the charter has been designed using contributions by employer organisations.

Grahame Smith, General Secretary of the STUC, added: "Our extreme weather survey revealed major concerns in many sectors. We were heartened by the efforts of workers to keep essential services operating, but also how they organised together within their unions to expose bad practice, including forcing workers to travel in dangerous conditions and denying pay to those who were unable to get into work.

"We are glad these guidelines encourage employers to engage with workers to develop clear, pro-active policies and procedures for future periods of extreme weather. We urge all employers to recognise trade unions and give adequate facility time to Health and Safety Reps. Our survey clearly showed that trade union membership and collective bargaining is an important factor in determining how satisfied workers are with employer behaviour in difficult conditions."

First Minister and Equal Pay (24/04/18)

I am a fan of the First Minister Nicola Sturgeon, especially after her speech on equal pay at last year's SNP conference in Glasgow.

Equal pay claimants have been writing to the First Minister recently to express their concern about the painfully slow progress in settlement negotiations with the City Council and are receiving a standard response like the one below.

Dear M

Thank you for your email of 8 March to the First Minister, Nicola Sturgeon MSP, regarding the settlement of outstanding equal pay claims by the City of Glasgow Council. I have been asked to reply.

Councils are independent of the Scottish Government and are responsible for meeting their legal obligations to their employees, including those on equal pay. Ministers therefore cannot force councils to settle equal pay claims. However, Ministers have repeatedly made clear that delays by councils in settling equal pay claims are completely unacceptable.

Following the resolution of outstanding legal action last year we understand the council has been meeting Trade Unions to negotiate a settlement. Whilst the Scottish Government cannot intervene directly the First Minister said at the SNP conference on 10 October that equal pay will be delivered for women council workers in Glasgow. We hope the Council and Trade Unions will reach agreement and resolve all outstanding claims soon.

I hope this reply is helpful.

Yours sincerely

Anthony Romain
Local Government Division and Analytical Services Division

Now this strikes me as 'Yes Minister' response because the civil servant who wrote this letter doesn't seem to know that Action 4 Equality Scotland, GMB and Unison are all involved in the settlement negotiations with Glasgow City Council.

A point of detail, perhaps, but civil servants are supposed to be very strong on detail, so who knows what's going on.

In any event, the real issue is nonsensical line that "Councils are independent of the Scottish Government......yadda, yada yada".

Because the point is not that people expect the First Minister, or any other politician, to storm the City Chambers and seize the levers of power.

Instead the point is that the First Minister and other Glasgow politicians are perfectly free to speak their mind and speak up on behalf of their local constituents - about the 'unfit for purpose' WPBR pay scheme or its blatantly discriminatory 37 hour 'rule', for example.

Now Glasgow's politicians comment publicly on all kinds of things, as they should, on a daily basis and the fight for equal pay in Glasgow is no different, especially as this struggle is taking place in their own backyard.

Yet they seem strangely reluctant to say a great deal even though blatant examples of pay discrimination are occurring every day right under their own noses.

So over the next few weeks (in the run up to 22 May) we should aim to bring out the 'Wild Bunch' side of their personalities because for far too long they've been the 'Quiet Bunch', sitting on the sidelines as spectators.

First Minister and Equal Pay (21/04/18)

Here's an excellent and heartfelt letter which a long-serving Home Carer has written to the First Minister, Nicola Sturgeon, about the fight for equal pay in Glasgow.

Dear Nicola.

As a woman working in a mainly dominated male environment and getting to the top slot in your chosen profession, I find it so frustrating to see the Scottish Parliament is allowing a long drawn out equal pay claim from GCC.

After having seen the salaries these officials are handing out to each other, what is the SNP going to do about a clear abuse of power in the biggest council in Scotland.

I have been a SNP voter since Margo Mcdonald won Govan in the 60s.

What powers if any, do the elected counsellors have in running GCC.

Having looked at the shambles the officials have created since 2005, if they were employed in the private sector they would have all been sacked for causing their company all the expense that was just disgraceful management in their part.

These officials who are giving themselves these massive pay rises plus pension increases are using the council as their own personal bank.

I have to wonder are there any grounds for the fraud squad to have a look at what they have been up to for years.

I would like to think that as the first minister you could do something to help out all these ordinary working women who are at an age where some of them have actually died awaiting a pay out from these council Oligarths.

So please please help us Nicola we need you.

YOURS SINCERELY

Existing Cordia Worker For 22yrs

Now I can't say that I see any grounds for the 'fraud squad' to intervene, but I do take G's well made point that if this had happened in the private sector some of the people involved in Glasgow's decade long equal pay scandal would have paid a heavy price by now.

So I hope G's letter will inspire others to contact their local councillors, MSPs and MPs in the run up to the next settlement meeting with the City Council on 22 May 2018.

Believe me politicians do take these kind of letters seriously and the more people who take the time and trouble to state their case honestly and sincerely - the better it will be for all concerned.

One suggestion I would make is that a group of equal pay claimants from Nicola Sturgeon's local constituency (Glasgow Southside) should get together and ask Nicola for a meeting as the local MSP.

I don't expect Nicola Sturgeon or any other Glasgow politician to barge in somewhere they don't belong.

But Glasgow's politicians are entitled to speak out on important issues on behalf of their local constituents including:

Glasgow City Council's discredited WPBR pay scheme which Scotland's highest civl court, the Court of Session, has condemned as 'unfit for purpose'
The WPBR's bogus 37 hour 'rule' which was deliberately designed to disadvantage female dominated jobs in Cordia and elsewhere within the Council
The nonsense of senior officials refusing to disclose vital information on the WPBR because this might cost Scotland's largest council more than £600.

So let's hope that Nicola and other Glasgow politicians come off the fence, find their voice and start to speak up on behalf of local constituents who have been treated as second class citizens for years.

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