51福利1080

Section 1: Report of the strategy and finance committee (SFC)

1 Strategic overview

1.1 The strategy and finance committee (SFC) keeps a strategic overview of the work of the union. It receives reports from the general secretary on the overall industrial picture, demands on the union鈥檚 resources, work with other unions and the TUC, in the political arena, including in the devolved nations, and on the general secretary鈥檚 activities undertaken on behalf of the union.

1.2 The committee also receives regular reports on the union鈥檚 membership figures, and an annual report on participation in Congress.

1.3 Under normal circumstances, the committee oversees the implementation of Congress resolutions (i.e. motions that have been passed) allocated to it by the NEC. In any other year this report would start with a table of priorities agreed by the SFC and approved by the NEC, which reviews and aligns the union鈥檚 priorities 鈥� the focus for its resources and activities - in the light of Congress policy. It would also append an item-by-item update on the progress that has been made in implementing Congress resolutions under the committee鈥檚 remit.

1.4 However, the pandemic meant that Congress was unable to meet in May 2020, as originally scheduled, and instead took place on an interim basis on 13 and 16 February 2021. At the time of writing, in February 2021, the results of voting on the Interim Congress motions were unknown and NEC had not yet met to allocate resolutions to SFC or other committees.

1.5 Instead of reporting on the implementation of Congress resolutions, this report therefore gives a broad overview of the work which the union has done since the pandemic started and in the absence of Congress. It then proceeds to more detailed accounts of the areas of work that would normally pertain specifically to SFC, such as finance, democracy, and joint union and international work.

2 Industrial and political agenda

2.1 Much of the union鈥檚 work during this period has been in support of an industrial agenda concentrating on health and safety and the need to protect jobs. New guidance has been issued and constantly updated in all these areas and meetings take place on a very regular basis to lobby officials and ministers in Westminster and the devolved nations.

2.2 The union鈥檚 UK-wide positions on campus health and safety in HE and FE have attracted widespread press coverage while branches and regional and devolved national offices have worked hard to challenge employers where risk assessments and practices have been unsafe.

2.3 Guidance issued to branches in September encouraged branches to ballot members for industrial action over health and safety where other approaches had failed. In November, Northumbria University 51福利 became the first branch of any trade union in the UK to cross the 50% turnout threshold in a ballot over Covid-related health and safety. Other 51福利 branches have since followed their example and won significant concessions from employers.

2.4 The other main threat arising in relation to the Covid-19 pandemic has been to jobs, both casualised and permanent, and post-16 education has suffered as much as many other sectors of the economy in this respect.

2.5 Many employers moved to cut sessional teaching and other contracts early in the pandemic, in the face of concerted national and local campaigning by 51福利. In HE, numbers of casualised contracts were protected after 51福利 lobbying to extend the government鈥檚 furlough scheme to casualised staff, but employers throughout our sectors have nonetheless abandoned their basic duty of care to their staff, and their treatment of casualised workers during the pandemic powerfully reinforces the need to centre anti-casualisation in all of our struggles, locally and nationally.

2.6 A number of branches have now negotiated agreements to protect jobs, several after successfully balloting for (and in some cases taking) industrial action, with early success at Heriot Watt where in summer 2020 a strong strike ballot result forced the university to pull back on plans for compulsory redundancies and to commit to partnership working. Other local struggles against job cuts remain live.

2.7 At time of writing in February 2021, 51福利 has balloted over 10,000 members for industrial action across all sectors in statutory postal ballots, and many more members in consultative e-ballots. This is very likely to be the highest of any UK trade union during the pandemic, both as a raw number and a proportion of total membership. 51福利 has implemented a militant industrial strategy and GTVO methods more quickly effectively under lockdown and other pandemic restrictions than any other TUC-affiliated union, thanks to the extraordinary work of activists in branches and of 51福利 staff.

2.8 Other crucial elements of the union鈥檚 broader industrial agenda 鈥� from pay and pensions to equality and workload 鈥� have continued to involve significant work for branches, committees, and staff and are covered in the reports from HEC and FEC.

3 Member engagement and participation

3.1 Much of the union鈥檚 effort to move core functions online has centred on finding ways to engage members without the ability to meet in person.

3.2 A series of interactive, live online events launched in the summer and involved work by a number of departments in our head office and regional and devolved national offices. This included events which those not in attendance could watch back later, increasing members鈥� ability to access to their content. Surveys of members and branches on a range of topics, including online learning, industrial action, health and safety, and equality and workload, have seen response rates as high as 20,000 members or more.

4 Legal services

4.1 The union鈥檚 Legal Support Panel of elected members has continued to meet during the pandemic. The 51福利 legal services department has informed the union鈥檚 guidance on a range of issues that have newly arisen or changed as a result of the pandemic, from health and safety to online learning, while continuing to support members and win significant victories in individual cases. At the same time the union has initiated legal action against the Westminster government in pursuit of a judicial review of its decision to reopen universities and colleges to mass in-person work from September 2020 onwards.

4.2 Other current projects include work to identify potential precedent-setting cases that can be taken up on behalf of casualised members, and drafting of guidance for 51福利 reps and staff on GDPR-compliant organising.

5 Finance

5.1 The union鈥檚 finances are the subject of regular reports by our elected Honorary Treasurer to SFC, including the sharing of interim accounts during the financial year, which runs from September to August. The Honorary Treasurer also presents the annual budget to SFC and then NEC for approval, before it is eventually presented to Congress.

5.2 The progressive moves in the evolution of subscription rates, as per the review of subscriptions mandated by the 2018 Congress, continue this year and more details are presented in the Honorary Treasurer鈥檚 report.

6 Democratic structures

6.1 SFC approved an initial paper on democratic continuity in April 2020, which included the inevitable postponement of an in-person Congress meeting in May 2020. The officers, SFC and NEC have continued to keep arrangements under review. As in other areas, 51福利 members and staff have risen to the challenge of keeping the union鈥檚 democracy functioning during the pandemic.

6.2 The NEC, its sub-committees and other national committees and working groups have continued to meet online, debating and voting on reports from officials and motions from members.

6.3 Despite considerable time and effort, plans for an ambitious on-line Congress In October 2020 could not be successfully realised. However, the Democratic Services and Bargaining and Negotiations departments, along with elected representatives, have now overseen the smooth running of sector conferences in both FE and HE, with branches able to send their full delegate entitlement and vote on motions after the event. This format was replicated at the rescheduled interim on-line Congress in February 2021. Efforts to improve and develop the running and accessibility of on-line meetings continue.

6.4 After an initial delay, elections for casual vacancies to NEC and officer posts 鈥� which the union remains obliged by law to carry out by post 鈥� were held over the summer, with a similar turnout to non-pandemic elections. At time of writing in February 2021, a full round of NEC elections is underway with a record number of candidates.

6.5 Branch meetings and annual elections have continued to take place throughout the union, often with support from officials, and in many cases have seen record levels of participation thanks to the opportunities for accessibility created by the use of Zoom, MS Teams and other platforms.

7 The TUC

7.1 The 2020 TUC Congress took place in mid-September as planned, albeit in a heavily revised format, with changes to the normal procedures for debates and voting on motions, and affiliates prevented from sending their full complement of delegates to participate in the event.

7.2 51福利 submitted its full complement of two motions, which were both passed after the compositing and amendment process: one on decolonisation and education, highlighting the work of the Rhodes Must Fall campaign and the inequalities facing Black workers in educational institutions; the other calling on the government to underwrite funding for the post-16 education sector during the pandemic.

7.3 The general secretary addressed TUC Congress on the issue of health & safety, highlighting 51福利鈥檚 work in challenging the government and employers on their plans for reopening campuses at the start of term.

7.4 51福利 also has members on the TUC womens committee (Sue Abbott); disabled workers committee (Elane Heffernan); LGBT+ committee (Martin Chivers); and the Race relations committee (Gargi Bhattacharyya).

8 International and joint union work

8.1 51福利鈥檚 European and International work covers both solidarity and education policy issues. This work is overseen by the International Working Group, who held two online meetings in 2020-21.

8.2 The Covid-19 pandemic has meant that a number of our international activities have shifted online. In November we hosted a webinar with Justice for Colombia on human rights in Colombia and supported online actions in defence of teacher trade unionists under threat in Colombia. On Palestine we have continued to co-host the Fobzu education, occupation and liberation programme and supported the Palestine Solidarity Campaign鈥檚 online day of action for Palestine.

8.3 In line with the main international motion for the interim Congress, we have promoted solidarity actions in support of educators at risk in places such as Turkey, Egypt, Iran, Jordan and Colombia. This included a statement and joint union letter in support for staff and students at Bo臒azi莽i University in Turkey, who have been protesting about attacks on academic freedom and university autonomy.

8.4 51福利 remains an active participant in our global union federation, Education International (EI) and its European region, the ETUCE. In December 51福利 participated in the online ETUCE quadrennial conference and took part in EI鈥檚 International Further and Higher Education and Research Conference in February. The latter focused on developments regarding education technology and academic freedom during the pandemic. During the year, a key part of the international work has been sharing information and strategy about responses to Covid-19, including in relation to the reopening of schools, colleges and universities.听听听听

9 Update on action on Congress motions 2019

9.1 Motion 45, Financial training and support for organising, was considered by SFC鈥檚 sister committee ROCC. It called for a training course to focus on recruitment, GTVO and industrial action, and funds to regional offices for training and GTVO support including telephone banking. During industrial action balloting in 2020, additional staffing resources were agreed at regional and head office level to support the largest phone banking operation in 51福利鈥檚 history. As noted in the ROCC section of this report, the training called for has been developed.

9.2 Motions 53-56 relate to the appointment of auditors, receiving annual accounts and approving the budget and subscription rates for 2019-2020. The budget set by the NEC for 2020-2021 was implemented by SFC and NEC in accordance with the democratic continuity plan agreed at the start of the pandemic.

9.3 Motion 57, Repayment of incurred expenses, called for head office help to purchase travel documents and accommodation, and the reimbursement of claimed expenses within 28 days. The expansion of provision in this area has not been prioritised recently as the vast majority of travel to meetings has ceased.

9.4 Motion 58, Efficient data management, called for specific reports and information to be available in and from the membership database. A major project to replace the current database platform is ongoing and this motion has fed into that process.

9.5 Motion 59, Protecting employment rights and Brexit, called for 51福利 to defend employment and equality rights and support members who are EU citizens, and to continue its work opposing racism and xenophobia, and called for a national day of action to defend EU nationals. As reported ahead of Congress 2020, the general secretary wrote to the prime minister on the issue of the rights of EU nationals. 51福利 continued to provide support to members who are EU nationals via a specialist legal firm. The TUC鈥檚 Brexit campaign focuses on workers鈥� rights and the rights of EU citizens in the UK. 51福利鈥檚 continued work opposing racism and xenophobia is included in the equality committee report.

9.6 Motion L1, Membership of Alternative for Germany, called for continued campaigning against far-right organisations and for 51福利鈥檚 rules to be strengthened in respect of refusal of membership or expulsion from 51福利 of members of far-right organisations. A slight change to the existing rule is proposed to Congress 2021.

9.7 Motion 60, International campaigns and solidarity work, called on 51福利 to build and continue its international solidarity work include through Education International (EI), the TUC and Amnesty international, and to include in this the fight for the rights of disabled people internationally. 51福利 responded to UNESCO鈥檚 inquiry on disability inclusion. Paragraphs 8.1-8.4 above outline 51福利's ongoing international work, noting how this has been shaped by the global pandemic.

9.8 Motion 61, Solidarity with Brazil: fighting the far right, called for work with broad-based groups to support the Brazilian people in defending democracy, human rights and social progress, support networks in UK universities for Brazilian academics, and invite Brazilian academics to speak at events. 51福利 supported the Brazil Solidarity Initiative meeting and an urgent resolution at the EI World Congress, and has donated to and publicised the Scholars for Academic Freedom in Brazil campaign. 51福利 has continued to support the TUC鈥檚 work on Brazil, particularly around challenging the far right policies of the Bolsonaro government.

9.9 Motion 62, 51福利 support for Sudanese protests, called on the NEC to meet Sudanese trade unionists, write to the UK government, and demand an immediate end to military sales to groups in Sudan responsible for human rights abuses. 51福利 wrote to the UK foreign office in respect of military sales, and to the Sudanese Embassy about the disappearance of the president of the Sudanese Teachers鈥� Committee. 51福利 met with the Sudanese Professionals Association (SPA) and has publicised their work.

9.10 Motion 63, Fairtrade, called on 51福利 to serve Fairtrade tea and coffee where possible and to ask the Fairtrade Foundation to deliver a presentation to Congress 2020. 51福利 provides Fairtrade tea and coffee at its head office and at external events wherever possible 鈥� coffee served at Congress 2019 was Fairtrade (tea was Rainforest Alliance certified). When in-person Congress meetings resume, an invitation to the Fairtrade Foundation to have a stall can be made.

9.11 Motion 64, Stop Trump, called for 51福利 to oppose any state visit by Donald Trump and support broad-based protests. 51福利 supported the July 2019 protests against Trump鈥檚 visit. Trump was voted out of office in November 2020.

9.12 Motion 65, Venezuela, called on 51福利 to campaign against US intervention in Venezuela and to affiliate to the Venezuela Solidarity Campaign. 51福利 continues to be affiliated to the Venezuela Solidarity Campaign and supports its campaign against US-led 鈥榬egime change鈥�.

9.13 Motion 67, Breach of human rights, called for the initiation of a 鈥楥ivil Crimes Tribunal鈥� to investigate how austerity policies have breached conventions on human rights, and to gather materials and attribute blame. As explained verbally to Congress 2019, 51福利 does not have the means to set up a civil crimes tribunal, but the motion has been brought to the attention of the TUC and the Trade Union Co-ordinating Group (TUCG).

9.14 Motion 68, Monitoring of electronic communication, called for greater transparency in respect of third party electronic monitoring systems such as ESafe and for an investigation of their legality. Branches have been given advice and support in resisting the misuse of ESafe and 51福利 will continue to challenge all reported cases of misuse.

9.15 Motion 69, Use of non-disclosure agreements in HE/FE, and motion 70, Discrimination against workers and the use of non-disclosure agreements, called for 51福利 to make an annual FoI request in respect of non-disclosure agreements (NDAs), including the cumulative amount paid out; to oppose their use and gather information about their use in race discrimination cases. 51福利 is lobbying the government against the use of NDAs in harassment and discrimination cases. 51福利鈥檚 amendment calling for the outlawing of the misuse of NDAs was passed at the TUC Congress. Further guidance for branches and caseworkers was identified by the committee as a priority.

9.16 Motion 76, Interim report of the democracy commission, included two recommendations for action. Firstly, in respect of making Congress and sector conference policy searchable, including progress on implementation. It was hoped that this could be launched shortly after Congress 2020, for members to access via the website; unfortunately the shift in priorities caused by the response to the pandemic means that this has yet to happen.

Secondly, the NEC鈥檚 standing orders were updated in November 2019 in line with the commission鈥檚 recommendation that NEC members be able to present discussion papers.

9.17 Motions 77 and 83-85, all rule changes, were incorporated into the current rule book and acted on as appropriate.

9.18 Motions 71-75 were remitted due to lack of time. Where a remitted motion is already existing policy, it can be implemented where possible within existing work plans; it is not implemented where this would create substantial new policy. There are no updates to make on these remitted motions.

Section 2: Report of the higher education committee (HEC)

1 Introduction

1.1 This section of the annual report covers the work of the union within the higher education sector. In the space available it is only possible to give an overview of the enormous amount of work undertaken by the bargaining and negotiations department. This has been a uniquely challenging year dominated by the union鈥檚 response to the pandemic at all levels within our structures. This has meant that not all of the union鈥檚 priority areas of work have been progressed at the same pace or to the extent we had originally planned. However, there has been progress in these areas and this is reported below and in the update on the progress of motions to the special HE Sector Conference in September 2020 and HE Sector Conference in December 2020. We continue to progress the work from Congress 2019.

2 听Covid 19

2.1 The impact of the pandemic, its duration, and the differing range of governmental, public health and employer responses has resulted in unprecedented challenges for all of us in higher education. As a consequence, we have reprioritised the work of the union this year. 51福利 staff have focused on supporting branches and members on the front line dealing with the unfolding pandemic. 51福利 members have responded magnificently to the crisis. The rapid shift to home-based working, blended learning, three lockdowns, mass student migrations, the public health crisis and highly problematic government responses, particularly from Westminster, has meant members have had to adapt to new ways of working at pace.

2.2 Campuses never fully closed and all staff groups represented by 51福利 have provided the highest possible standards of education and support to students. The resulting threats to members鈥� health and safety and jobs has formed the basis of the resource and work reprioritisation, which saw a significant expansion in the wide range of different advice and guidance developed for members and branches. This was also supported by on-line seminars, briefings and podcasts. In many cases, through their collective efforts, members have ensured the viability of their institution. Branches report that members鈥� workloads and mental health are both suffering. Some of the biggest and most detrimental impacts have been felt by staff who are employed on various forms of casual, fixed or short-term contracts. The disproportionate equality impact of Covid has meant that black and disabled members have been badly affected.

2.3 As the pandemic changed, 51福利 produced and made available a wide range of guidance documents for branches and members:

/coronavirus

/media/11295/Critical-worker-status-in-HE-in-England-guidance/pdf/ucu_covid19_critical-workers_he_eng_jan21.pdf

/media/11298/Key-worker-status-in-HE-in-Scotland-guidance/pdf/ucu_covid19_key-workers_he_scot_jan21.pdf

/media/11293/HE-member-Covid-19-hs-update/pdf/ucu_covid-19_he-updated-member-guidance_jan211.pdf

/media/10891/ARPS-Covid-19-guidance-update/pdf/covid19_arps-guidance-update.pdf

/media/11064/BAME-members-risk-assessment-guidance/pdf/ucu_c19_bame_ras.pdf

听听听听听听听听 The guidance covers all four UK jurisdictions and is regularly updated.听

2.4 Some employers have used the pandemic and its impact on institution finances to attack members鈥� job security, and propose a range of detriments such as, but not limited to, pay freezes, pay cuts, promotion freezes and workload intensification. In response some 51福利 branches have lodged disputes and some have moved to statutory ballots and won impressive victories. The picture however is mixed. Branches have also negotiated changes acceptable to members and others have unfortunately not been able to beat the anti-union ballot thresholds despite members voting for action.

2.5 51福利鈥檚 campaign to shift all non-essential teaching on-line has been and remains very effective and widely supported by members. The 51福利 Five Tests for the safe full re-opening of campus after the first lockdown have also proven to be popular as a framework for local negotiations and disputes. Recent member surveys on Covid and equality and the track and trace outbreak reporting tool highlighted the failures of employers and governments to effectively manage the pandemic. Our latest guidance covers key workers, vulnerable workers and the new variant strains of the virus.

2.6 At the time of writing this report, active consideration within UK governments and the sector is being given to the post 8 March end of lockdown next steps. Whatever these may turn out to be, 51福利 will continue to prioritise the protection of its members.

3 New JNCHES

3.1 The emergence of the pandemic last March impacted directly on the Four Fights dispute. At the time, members were taking part in the second phase of strike action that totalled 22 days. The national employers at UCEA did not improve their offer. The re-ballot proposed by HEC for June was cancelled as a result of HEC adopting the recommendations of Branch Delegate Meetings that month. The Four Fights dispute was effectively paused and no further action has been taken.

3.2 During this time the 2020/21 JNCHES negotiating round began. The HE trade unions agreed the joint claim and submitted it to UCEA in early March. The agreed schedule of meetings spanning March to May did not start as planned. As the pandemic unfolded and employers become focused on their own institutions rather than national (UK) level negotiations. UCEA did not respond to the claim until June, when they proposed a pay freeze for 2020/21. UCEA refused to engage in meaningful talks until the autumn. A series of three meetings were agreed at which UCEA continued with their position of a pay freeze. They eventually proposed some limited work on specific pay equality and related matters, details can be found here:

/he2020

The HE sector conference in December accepted the report and recommendations of the national negotiators:

/media/11278/51福利BANHE75/pdf/51福利BANHE75.pdf

3.3 UCEA failed to improve their offer during dispute talks. At the time of writing this report, branch briefings are taking place and a consultative ballot of members with a recommendation to reject the offer is live. HEC meets on 26 February to decide the next steps.

4 USS

4.1 As with Four Fights, the USS dispute, which HEC determined would be linked, was directly impacted by the emergence of the pandemic last March. At the time members were taking part in the second phase of strike action that totalled 22 days. During protracted negotiations UUK did not accept the 51福利 policy position of No deficit No detriment. This meant that as a result of the (flawed) 2018 valuation agreed by the trustee, member contributions were set at 9.6% with no change to benefits. The schedule of contribution increase linked to 2018 means that in the absence of a new schedule of contributions coming into effect, in October 2021 member contributions will rise to 11%.听 During the year, 51福利 along with UUK and USS representatives met as part of the JEP recommended Tripartite Group. The work of the group can be found at

4.2 A condition of the 2018 valuation, itself linked to the disputed 2017 valuation, was that another valuation should take place by 2021.听 At the JNC, 51福利 objected to this and the choice of March 2020 as the date chosen for the snap shot of valuing the scheme鈥檚 assets. During this time 51福利 and UUK worked constructively together in the Valuation Methodology Discussion Forum (VMDF). The forum was able to consider, in some detail, the building blocks of the valuation, however not all 51福利 requested data was or has been made available by USS. Ultimately the trustee ignored the work of the VMDF. 51福利 negotiators have repeatedly challenged the flawed methodology and assumptions used by the trustee to value the scheme; see the SWG report to HE sector conference: /media/11183/SWG-report-to-HESC/pdf/51福利BANHE74_SWG_report_to_HESC.pdf

4.3 Over the summer and into autumn, the trustee issued its technical provisions (TP) consultation with employers. As with the first JEP report, USS ignored a number of the recommendations of the second JEP report in the TP proposals. The TP consultation has been widely criticised, not least by the UUK actuarial advisers at AoN. The trustee is seeking a range of direct support from employers in order to reduce the range of (unaffordable) contribution increases it says are required to maintain current benefits.

4.4 UUK have not confirmed the level of support they are prepared to commit to the trustee. This issue is dominating discussions at the JNC and informally between the stakeholders and trustee. An increasing feature of this valuation is the pronounced involvement of the pensions regulator. At the time of writing this report the trustee has not issued the section 76 report on contribution increases. It is likely that 51福利 will again be in dispute with employers following that report.

5 Anti-casualisation work

5.1 We have developed a 'protecting precarious workers' page as part of our Covid pages on the website. We have also developed the 10 step solidarity pledge as part of the Fund the Future campaign.

5.2 We produced guidance on the Coronavirus job retention scheme and lobbied for government support to be extended to staff on fixed-term contracts (both teaching staff and research staff) at risk of their contracts ending during the pandemic. We've produced guidance for self-employed members and those employed by agencies in response to the pandemic.

5.3 We've supported the campaign for funded extensions for all PGRs as a result of the pandemic. We've held webinars for casually employed staff, for GTAs and for PGRs.

5.4 Local campaigns have been promoted and supported, focussed on protecting casually employed staff from job cuts, linking the fight against job cuts to the fight against increased workloads for more securely employed staff. The anti-casualisation element was kept central to our claim to UCEA to try and move them into taking more concrete action. In line with HESC policy, we developed a GTA contract to feed into negotiations with UCEA.

5.5 51福利 has launched a major report based on HESA data looking at the levels of casualisation in HE, the interplay with equality and taking a look at changes over the past 10 years. This report also provides institutional level data, including a time line on individual institutions鈥� use of fixed-term contracts.

5.6 An anti-casualisation organising and training event in November over two half-days had 40-50 attendees on each day and attracted very positive feedback.

5.7 More recently we have worked with Pandemic PGRs to develop the PGRs as staff campaign which we launched in November 2020. Work continues with the anti-casualisation committee to progress other anti-casualisation motions through advice and/or workshops at the annual meeting for staff on casualised contracts.

6 Climate and sustainability

6.1 A key piece of work has been the development of a 51福利 Green New Deal model claim. This comprehensive bargaining advice sets out strategies and references evidence to support branches advancing climate and sustainability agendas within their workplace, together with model claim letters. There is a specific 51福利 Training course to accompany the GND.

6.2 We have worked with SOS-UK (Students Organising for Sustainability), a charitable arm of NUS, with the aim of developing closer links with local branches and student unions in driving through successful claims. The claim covers the following key bargaining objectives: institutions to declare a climate emergency, agree concrete time-limited action plans on environmental policies, embed climate and climate justice into curriculums, sign up to ethical investment and banking strategies, review food and land use, travel policies and carbon and energy management commitments.

6.3 Over the past 12 months 51福利 has continued with its joint work with other trade unions via the TUC鈥檚 TUSDAC (Trade Union Sustainable Development and Advisory Committee) with its focus on Just Transition and the Green Jobs Taskforce.

6.4 51福利 has jointly responded with Teach the Future and SOS-UK to the Prime Minister's 10-point plan and lobbied for the establishment of a new network of National Centres of Excellence in Low Carbon Skills at a number of further education colleges, each focusing on different aspects of the low carbon skills gap.

6.5 51福利鈥檚 Green New Deal model claim sets out a number of bargaining areas for branches to submit to their institutions. Two of those key areas will be brought together as our focus for COP-26.

6.6 We have for the first time this year rolled out a number of Climate and Sustainability themed CPD courses available free to all 51福利 members. 51福利鈥檚 first Climate and Sustainability annual conference, which is open to all members 鈥� branch nominated Green Reps and those interested in getting involved - will take place on-line in March.

7 Academic related, professional staff

7.1 Many APRS members remained on campus throughout the pandemic. We have produced specific advice for ARPS members, most recently:

/media/10891/ARPS-Covid-19-guidance-update/pdf/covid19_arps-guidance-update.pdf.

7.2 The guidance focusses on a number of areas, but in particular on libraries. We know from branches that libraries are opening to students and this is causing some concern for members.

7.3 On-line interim HESC which took place in December passed two resolutions specifically regarding ARPS members. The APRS committee will develop a campaign on the theme of 鈥楲ove our ARPS鈥�. The committee will also develop a model claim based on the demands in the APRS manifesto with the aim of enabling branches to negotiate improved working conditions and opportunities for career progression and CPD for ARPS staff.

7.4 Three important ARPS events will take place before HESC 2021: a model claim webinar, a focus group for library staff and an ARPS interactive event for branches.听听听

8 Teachers鈥� Pension Scheme

8.1 The age discrimination case (McCloud) has resulted in the government announcing that the remedy for age discrimination in the public sector schemes will be that members will have the choice at the time of retirement to decide whether their pension for the remedy period 1 April 2015 to 31 March 2022 should be in the old final salary scheme or the new career average scheme.听 This is called deferred choice option (DCO).

8.2 It is important that all members realise that from April 1 2022 everyone will be in the career average scheme. The final salary scheme will be ended.

8.3 The department in consultation with the unions will be putting out information and 51福利 will be issuing communications. This decision could be complicated and 51福利 are involved with ongoing technical discussions.

8.4 The Treasury has decided the cost of this legal remedy is a member cost so this may affect the planned improvements to benefits which were put on hold. The 2016 Valuation is being revisited in light of the court case, however, there has been a guarantee of no member benefit reductions. Talks start on this soon.

9 Action on motions 鈥� special HE sector conference September 2020

9.1 Motion HE1 called on 51福利 to pursue safe and healthy workplaces, a diverse and vibrant well-funded university sector, fair work, avoiding redundancies and cuts to terms and conditions, secure employment contracts, manageable workloads, and an end to the gender and race pay gaps. The latest health and safety guidance can be found at /covid19.

9.2 51福利 continues to make the case to all four UK governments to provide additional resources to the sector.听 We support branches challenging redundancies and have issued revised guidance /media/10898/Protecting-jobs-in-HE-from-the-impact-of-Covid-19/pdf/ucu_covid19_he_protectingjobs.pdf

9.3 We have sought a UK-level job security agreement at New JNCHES. Secure employment, workloads and pay inequality are demands in the national claim.

9.4 Motion L1 called on universities to abandon face-to-face activities and to work remotely until 51福利鈥檚 tests have been met, exceptions for face-to-face activities only where necessary. To encourage branches with 51福利 support to declare disputes and begin the process of balloting for industrial action for an end to f2f activities until 51福利's Five tests are met.

9.5 The general secretary made the call to move all non-essential teaching to on-line for the remainder of the academic year.听 Where branches have declared disputes and moved to ballots on H&S grounds, 51福利 national, regional and devolved offices have provided direct support to GTVO.

9.6 Motion HE2 called for a number of actions; to encourage branches to campaign, negotiate and pressure management and governments for agreements on: no face-to-face teaching and student support in 2020/21; ensuring that staff are not pressured to teach or meet students face-to-face if they don't feel safe and willing to do so; all on-line teaching to be accessible; provision of ICT and safe quiet study spaces for all students as required; provision of IT equipment and safe quiet work spaces for all staff and PGR students who need them; support, training and workload recognition for staff in on-line teaching; no staff, casualised or permanent, to risk losing jobs if they do not teach face-to-face; additional government funding to cover shortfalls and additional costs. Called on the national union to organise collective action to protect the rights of its entire membership to a safe workplace. Resolved to: i. take any necessary action to protect the safety of our member鈥檚; ii. organise with branches to declare disputes and organise industrial action ballots where unnecessary face to face provision continues.

9.7 51福利 continues to make the case to all four UK governments to provide additional resources to the sector, supporting branches challenging redundancies and have issued revised guidance /media/10898/Protecting-jobs-in-HE-from-the-impact-of-Covid-19/pdf/ucu_covid19_he_protectingjobs.pdf

9.8 We have sought a UK-level job security agreement at New JNCHES. Secure employment, workloads and pay inequality are demands on the national claim. Where branches have declared disputes and moved to ballots on H&S grounds, 51福利 national, regional and devolved offices have provided direct support to GTVO.

9.9 Motion HE3 resolved to supply all branches with clear guidelines on the rights of workers to refuse to work in dangerous conditions; to immediately launch a campaign advising all members of their rights under ERA 1996, not to be subjected to any detriment by any act, or any deliberate failure to act, by their employer, to provide full material and political support to members and branches who refuse to work in conditions which they judge to involve serious and imminent danger for themselves or others d. to support all members who need to work online for any reason.

9.10 The NEC was briefed recently on the use of the law and 51福利 congress in February was provided with an overview of the same. We produced individual letters covering clear and imminent danger and the ERA 1996; /covid19letters

9.11 Motion HE4 called for bargaining guidance to be issued on challenging the Covid-age calculator, protecting early career academics against exploitation and health and safety risks, Equality Impact Assessments on staff demographics prioritised for face-to-face teaching. 51福利 called for the Covid calculator to be abandoned, challenged it where we have become aware, produced guidance on a wide range of Covid related employment issues and continues to update guidance in response to changing circumstances; /coronavirus

9.12 Motion HE5 called on HEC and branches to campaign for UK-wide and local agreements on consultation with disabled members and equality impact assessment of all changes to policy and practice including online teaching; proactive, supportive and speedy provision of reasonable adjustments, including reductions in hours but not pay; mandatory disability equality training for managers. Working with the Equality team 51福利 has produced guidance:

/media/10869/Equality-issues-during-Covid-19-51福利-briefing/pdf/ucu_covid-19_equality-briefing.pdf

/media/10838/Coronavirus-and-disability/pdf/ucu_main_v41.pdf

/covid19letters

9.13 Motion HE6 called on the union to renew and update its bargaining guidance on virtual and on-line learning, drawing on the recent 51福利 Scotland commissioned report 鈥淭he Automatic University鈥�; and to support branches with local workload claims in light of Covid-19. We have produced new guidance which can be found here:

/media/11173/Guidance-on-GDPR-moral--performance-rights-and-accessibility-in-recorded-lectureslessons/pdf/ucu_lecturecapture_guidance_oct20.pdf

9.14 Motion HE7 called for sustainable government funding of UK HE, an end to reliance on unsustainable international student fee income and a reduction in the international student fee to enable less well-off students to attend. We continue to make the case for greater government funding. The Fund the Future campaign was launched last spring and has been developed during the pandemic to incorporate these and other demands -

9.15 Motion HE8 resolved a new JNCHES claim with a demand for UK-wide agreed minimum standards on redundancy collective and individual consultation;听 redeployment and other forms of redundancy avoidance; extending minimum notice periods from three to six months; enshrining equal treatment for fixed term and hourly paid staff, and building in thorough equality monitoring. A sector-wide agreement for redeployment between universities and colleges, facilitated by the current online working conditions, with a JNCHES consultative subcommittee to oversee it.

9.16 The HE trade unions met in January to begin discussions regarding a joint claim for 2021/22 for submission in March. These demands were discussed. At the time of writing no final position has been reached on the joint claim.

9.17 Motion HE9 resolved to fight back against the ruinous impact of a marketised higher education sector through seeking to end gross pay inequality by campaigning for a 1:6 pay ratio between the lowest paid university staff and the highest paid, including VCs and senior management teams, and to incorporate this demand into future bargaining rounds 2. Immediately creating a comprehensive range of resources to enable branches to access financial information to inform collective bargaining 3. Establishing a commission to develop a new pay framework agreement that is fit for purpose.

9.18 The HE trade unions met in January to begin discussions regarding a joint claim for 2021/22 for submission in March. These demands were discussed. At the time of writing no final position has been reached on the joint claim. No other issues have been progress. The Rate for the Job tool can be used to assist also:

/rateforthejob

9.19 Motion HE10 resolved to include demands that GTA work occur on a contracted basis in our national bargaining, that contracts include an appropriate workload allocation mechanism, guarantee that all GTAs are paid at the appropriate grade for the work they are conducting; receive paid training, and have access to the same rights and entitlements as all permanent members of staff. To ensure all labour is paid for what it is worth and ensure scholarships do not have an unpaid work requirement in line with UKRI policy. This demand should be included in all future negotiations with UCEA.

9.20 The HE trade unions met in January to begin discussions regarding a joint claim for 2021/22 for submission in March. These demands were discussed. At the time of writing no final position has been reached on the joint claim.

9.21 Motion HE11 resolved to establish a principle that acknowledges original postgraduate research as labour like any other work at universities and resolves to campaign for PGRs to be recognised as members of staff. 51福利 has recently worked with Pandemic PGRs to develop the 鈥楶GRs as staff鈥� campaign which was launched in November 2020.

9.22 Motion HE12 resolved 51福利 should explore a UK-wide legal action against employers who refuse to abide by the Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002; 51福利 should consider a nation-wide campaign empowering and supporting FTC staff in securing a fair treatment, and wherever legally entitled, a permanent contract, in light of existing regulations. Discussions have taken place at the Anti-Casualisation Committee and a plan is under development.

9.23 Motion HE13 resolved to make securing national employment standards a key part of any new claim put forward to UCEA,听 to build a campaign of escalating industrial action over this academic year, supplemented by a wide range of effective ASOS and assessment boycotts, designed to maximise leverage through targeted disruption of/assessment periods.

9.24 The HE trade unions met in January to begin discussions regarding a joint claim for 2021/22 for submission in March. These demands were discussed. At the time of writing no final position has been reached on the joint claim. The new claim has not been submitted and HEC has not agreed an escalating campaign for action nor a date for it to be launched.

9.25 Motion HE15 resolved to conduct a qualitative survey of members in October-November 2020 to determine levels of support across a range of industrial actions (IA), the potential impact of these actions on employers, and what concrete demands members prioritise in a dispute claim; to engage qualitative researcher(s) to analyse the data;听 to develop a plan for gradually escalating IA based on the results, beginning with ASOS and boycotting a range of activities reflecting members鈥� different job roles, and eventually culminating in strike action; to run an IA ballot beginning December 2020, including actions which reflect survey findings; to develop online materials on the IA strategy and make them available during the ballot and any subsequent IA; to instruct 51福利 to give twice weekly 'live' updates to branch officers on turnout through the ballot period during any future industrial HE ballots.

9.26 51福利 has commissioned Civica and two leading industrial relations academics who designed and tested the survey, which was launched in January. In response to prioritising the demands from branches to support members鈥� health and safety, local disputes and jobs, some slippage in the timetable has occurred. HEC meets on 26 February to consider the initial findings of the survey and decide the next steps in the campaign.

9.27 Motion HE16 resolved that 51福利 continue to use disaggregated ballots, and to campaign for electronic voting for trade union ballots.

10 Action on motions 鈥� HE sector conference December 2020

10.1 Motion HE1 was the 51福利 USS negotiators report (SWG) to conference, its recommendations were all carried unamended:

1. Continue to defend defined benefit pensions in USS.

2. Continue to negotiate for the lowest possible member contribution rate and the protection of member benefits.

3. Continue to seek opportunities to work constructively with UUK in defence of the scheme.

4. Engage more frequently and strongly with the Pension Regulator, with UUK if they will support our position, to highlight the dangers of the current valuation approach and try to change their position and, on occasion, negative influence on USS.

5. Develop a parliamentary political strategy, including developing links with
politicians in the House of Lords who put forward amendments to the Pensions Bill in support of defined benefit pensions, and campaign for government to agree to underwrite USS in extreme circumstances, without government control.

6. Encourage branches to use the First Actuarial briefing (see Appendix A) to engage with employers and persuade them to make a public statement based on the briefing and also on the need to maintain a high-value defined benefit pension scheme for USS members.

7. Update branches and members and provide them with analysis on the 2020 valuation.

8. Encourage branches to establish joint 51福利/management working groups to discuss the USS where they do not already exist.

9. Organise branch briefings in the run up to the Special HESC on USS later this year/early 2021.

10. Organise Pension Officers briefings to ensure branches are well informed and can play into the discussions.

11. Negotiate to establish the ethical fund as the default in the Investment Builder section of the scheme.

12. Campaign together with Ethics for USS and Share Action for USS to have a strong ethical investment policy, using what USS has already done in offloading some carbon investments, with the aim of persuading USS to withdraw from carbon investments, such as airports.

10.2 An update on USS is provided in paragraphs 4.1-4.4 above.

10.3 Motion L1 Conference called on the general secretary to write to Universities UK, USS and the Pensions Regulator making it clear that the pre-92 sector is heading towards a crisis caused by a failure by USS to deliver a valuation that commands trust and provides a sound basis for negotiation, and calls on the HEC to develop a pressure campaign to effect change. Se 4.1-4.4 above, and /media/11183/SWG-report-to-HESC/pdf/51福利BANHE74_SWG_report_to_HESC.pdf

10.4 Motion HE3 was the National Negotiators (New JNCHES)report, 听its recommendations were all carried unamended:

1. Consult members on the UCEA offer (if made) during the third and final negotiators鈥� meeting on 5 November. We hope that UCEA improve their offer in such a way that it is not necessary to enter into dispute, but, based on our experience of the negotiations to date, we anticipate advising members to reject it.

1) Trigger and exhaust the new JNCHES dispute resolution process.

2) Organise a series of branch briefings (where input from members is maximized) in order to promote the survey and build the widest possible support for Industrial Action and Action Short of Strike (ASOS).

3) Call Special meetings of the HEC (as needed) to consider the results of the survey and feedback from branches; formally establish the grounds of the dispute, the ballot timetable and the campaign.

4) Hold a formal Branch Delegate Meeting before triggering an Industrial Action ballot. The meeting should allow branches sufficient time to consult widely and the questions asked of members should be consistent.

5) Continue to encourage and support branches lodging local claims with respect to precarious contracts, pay inequality and workload.

The dispute process was exhausted on 19 January. A final offer was made and a member consultative ballot and branches briefing organised; /he2020

HEC meets on 26 February to decide the next steps.

10.5 Motion HE5 resolved that 51福利 should actively explore options around multi-year bargaining with the other New JNCHES trade unions, in advance of the 2021-22 bargaining round, that baseline negotiating position should include sustained above-inflation pay rises and concrete benchmarks for addressing pay inequalities, workload and casualisation on a UK-wide basis. The HE trade unions met in January to begin discussions regarding a joint claim for 2021/22 for submission in March. These demands were discussed. At the time of writing no final position has been reached on the joint claim.

10.6 Motion HE6 called for continued focus on UK-wide priority demands at UK and branch level which include: work to support and empower our branches to implement any UK or sector level agreements; pursue local claims in relation to casualisation, the gender and race pay gap and workloads; ensure bargaining guidance and campaign packs are integrated into all appropriate training resources; ensure the delivery of interactive branch briefings and training events tailored to these priority issues; ensure that agreements and success stories are shared and publicised widely by the union; ensure locally achieved gains on these priority areas are used as examples to strengthen negotiations in an appropriate way at sector level.

10.7 Responding to the demands from branches and the prioritisation of supporting members respond to the pandemic and threats to jobs, has meant some slippage in the timetable of progressing the action in this motion.听 However, the HE trade unions met in January to begin discussions regarding a joint claim for 2021/22 for submission in March. These demands were discussed. At the time of writing no final position has been reached on the joint claim.

10.8 Motion HE8, an APRS motion, called on HEC to set policy which calls for national oversight of all local agreements to ensure all staff groups are equally represented, to develop guidance on how to include ARPS staff in negotiations on local issues, to continue to raise the profile of ARPS staff at all levels within 51福利 and amend the model branch rules to require branches, where applicable, to elect an academic-related and professional services staff representative to their branch committee. See paragraphs 7.1 鈥� 7.4 above.

10.9 Motion HE9 an ARPS motion calling on UCU to hold a UK-wide week of coordinated action, focused on academic-related and professional services staff. This HESC resolves that Love Our ARPS Week will: highlight the demands in the ARPS Manifesto; boost recruitment of ARPS staff to 51福利; launch and lodge local model branch claims to bargain and negotiate for improved working conditions and opportunities for career progression and CPD for ARPS staff; require the production and distribution of ARPS resources to branches; be highlighted as a significant campaign by union officers and activists. See paragraphs 7.1 鈥� 7.4 above.

10.10 Motion HE10 resolved to commission its own Research Concordat reflecting the experiences of research staff, to highlight the issue of research staff in the current dispute with specific reference to 51福利鈥檚 model policy on research staff management and avoidance of redundancy, to demand accurate figures on numbers of FTCs from HEIs, including those styled as 鈥榦pen-ended鈥�. See paragraphs 5.1-5.7 above.

10.11 Motion HE11 resolved to demand that employers ensure that there is no detriment, e.g. in terms of lost pay, to any member of staff, regardless of contract type or visa status, as a result of virus-related closures, cancellations, or isolation, to demand that staff who are at higher risk of contracting the virus suffer no detriment for taking extra precautions, to stand in solidarity with all staff and academics facing escalating racial discrimination following the outbreak of COVID-19.

10.12 Working with the equality team and Black Members鈥� Standing Committee, 51福利 has produced a range of equality focused guidance to support our black members:

/circ/pdf/51福利BANAB22.pdf

/covid19letters

/media/11064/BAME-members-risk-assessment-guidance/pdf/ucu_c19_bame_ras.pdf

10.13 Motion HE12 called on HEC to support action, up to and including strike action, in any HEI threatening attacks on pensions, jobs or working conditions under the guise of savings demanded by pension contribution rises, and organise a high-profile national campaign to demand the government funds HEIs to meet the increased employer contributions. We have reprioritised the work of the union this year on supporting branches and members on the front line dealing with the unfolding pandemic to protect their health and safety and jobs and the Fund the Future campaign was launched last spring developed during the pandemic to incorporate these and other demands.

/coronavirus

/media/10898/Protecting-jobs-in-HE-from-the-impact-of-Covid-19/pdf/ucu_covid19_he_protectingjobs.pdf

10.14 Motion HE13 called on 51福利 to produce the data on the number of Black researchers in HE institutions, data on those doing paid and unpaid work, more formalisation of the type of work they are doing and ensure that they are paid for such work on a par with work of similar grade. 51福利 to push that HE institutions provide Black researchers with mentorship/sponsorship to ensure progression and recognition for work done and develop avenues to ensure that Black researchers gain permanent contracts within their HE institutions, and 51福利 to hold universities responsible for producing annual report tracking the number of Black researchers and their progression showing explicit commitment to equal opportunities. Working with the 51福利 equality team and Black Members鈥� Standing Committee we will develop guidance for branches and develop a survey.

10.15 Motion D44 called on 51福利 to obtain legal, actuarial and other relevant advice on separation of the DB and DC components of the scheme, ending the mastertrust status for the DB scheme avoiding any negative consequences of doing this, obtain modelling and actuarial advice on options for bringing benefits above the threshold into the DB scheme in a cost-neutral way. See paragraphs 4.1-4.4 above. The SWG report can be found here:

/media/11183/SWG-report-to-HESC/pdf/51福利BANHE74_SWG_report_to_HESC.pdf

Section 3: Report of the further education committee (FEC)

1 Introduction

1.1 This part of the annual report deals with 51福利鈥檚 work in the further education sector, including ACE and Prisons, over the last year. In the space available, only an overview of the work undertaken can be reported.

1.2 A large part of the work of the union in further education during the last year has necessarily focused on supporting branches in their response to the many challenges created by the Covid-19 Pandemic. This means that progress on work associated with the FEC鈥檚 agreed objectives and key work areas has not been as substantial as would otherwise have been expected. Nonetheless the priority work areas for FEC are pay, gender pay gap, anti-casualisation, protecting members鈥� TPS benefits and work to reduce members鈥� workloads.

2 Covid-19

2.1 The vast majority of FE curriculum delivery moved to remote and online in late March 2020 for the first lockdown. However, face to face teaching in FE continued throughout each lockdown for those 16-19 year old students whose parents are key or critical workers. Provision was also maintained for students who are vulnerable or have special educational needs. Face to face forms of provision were also maintained in the prison youth estates with other attempts made for local face to face delivery in some prisons.

2.2 The quick move to remote online delivery for the majority of FE staff created its own set of challenges. 51福利 provided guidance to branches on these and advocated a 鈥渄o the best you can鈥� approach to branches and employers.

2.3 51福利鈥檚 approach to the unprecedented health and safety issues raised by the Covid-19 crises focused on employers undertaking suitable and sufficient risk assessments in consultation with 51福利 representatives and employees. This approach was used to protect staff required to continue on site delivery, and when any expansion of on site provision was proposed. 51福利鈥檚 position remains that risk assessments are regularly reviewed together with reps and employees.

2.4 Some FE staff faced the prospect of a return to on site working from the beginning of June 2020. In May 2020 51福利 produced and launched the following to support branches:

路 FE workplace return branch negotiating guidance.

路 Covid-19 joint trade unions agreed five tests for any return.

路 Covid-19 FE鈥檚 five Ws questions to inform discussions on any return.

路 Letter to all FE England employers setting out 51福利鈥檚 expectations around any return.

路 A suite of template letters for members with Covid-19 safety concerns who have returned to on site working.

路 Webinars to support branch officers with risk assessment employer consultations.

路 A webinar for FE employers and reps where the unions鈥� position was set out to over 100 FE employers.

路 An agreed checklist with the AoC and joint FE unions for on site return discussions.

2.5 It is widely accepted by government ministers, the Department for Education (DfE) and the Association of Colleges (AoC) that the sudden move to remote online delivery and moves back to more on site delivery occurred remarkably successfully and smoothly. 51福利 can claim significant credit for this. 51福利鈥檚 support to its branches and the sector through this period made this possible. The work is not yet finished but has made a big difference.

2.6 51福利鈥檚 Covid-19 guidance and resources in FE and generally continue to be revised and developed and can be found here. Further guidance available includes but is not limited to:

路 Critical worker status in England and Wales

路 Awarding qualifications

路 Delivery of online and blended teaching in FE

路 BAME members risk assessment guidance

路 Guidance on support for agency workers during the Covid-19 crisis

路 Equality issues during Covid-19

路 Disability and the coronavirus

路 Guidance on support for agency workers during the Covid-19 crisis

2.7 In addition to the above 51福利鈥檚 Covid-19 work in FE includes weekly meetings with the DfE, the joint trade unions and the AoC, regular meetings with relevant government ministers, press and political interventions on government Covid-19 policies as they arise and consultation responses. Regional office staff have also provided maximum support to branches dealing with Covid-19 related issues locally.

3 FE Pay England

3.1 The context for the 2020/21 pay round is that a 拢420 million increase in FE funding was announced in August 2019 and arrived in colleges from 1 August 2020. Over 拢200 million of this extra money was available to be spent on staff pay.

3.2 During the 2019/20 pay talks the joint unions demanded a 鈥渄own payment鈥� for staff as more money was coming and in respect of the decade of below inflation pay rises. The AoC鈥檚 response to this was to make a 1% recommendation saying the money had not yet arrived but committing to a more significant increase in 2020/21 when the money arrives.

3.3 Talks on the FE England joint trade unions 2020/21 pay claim were delayed by the Covid-19 crises and commenced in November 2020 with a commitment that any recommendation would be back dated 1 August 2020. The heads of the FE England joint trade unions claim were:

路 For a significant move towards the full restoration of college pay levels to where they would be had college pay kept pace with inflation since 2009

路 For the living wage, calculated by the Living Wage Foundation, to be the minimum wage in the sector, with all further education colleges in England becoming accredited living wage employers with the Foundation

路 For all contracted-out services to be brought back in-house with improvements in terms and conditions equal to those already directly employed by the college.

3.4 The AoC鈥檚 recommendation for 2020/21 is yet again just 1%. The AoC鈥檚 excuse for not honouring its previous commitments to a more significant increase was that increased funding had been absorbed by increased costs and reduced incomes associated with Covid-19.

3.5 51福利 members in FE England branches are, for the first time in five years, being asked to respond to a consultative ballot on their willingness to vote yes for taking strike action in support of a significant increase in FE pay. 51福利 is campaigning for a YES vote. Statutory strike ballots will follow where appropriate turnouts are achieved in consultative ballots to allow branches to have live strike ballots for the beginning of the new academic year.

3.6 A webinar to support branch officers in FE England and Prisons in developing and submitting the national claim locally has also been held. Branches that secure a positive result and turnout in the consultative ballot will have the freedom to use this mandate in support of a claim submitted locally with local elements.

4 听#FEMissingMillions

4.1 The AoC鈥檚 offer is a betrayal of the trust the FE staff put into joint campaigning with the employers for increased funding.听

4.2 51福利 launched a high-profile campaign on the #FEMissingMillions demanding an explanation about where the money went. An online tool for branches to identify the extra cash their colleges should have got and a recorded webinar on how to unpack college accounts from an independent financial expert can be found here: /missingmillions

4.3 The outcome of unpacking college accounts will vary from college to college. Members deserve an explanation, and we need the information. 51福利鈥檚 approach will continue to be to fight at multiple levels to secure better pay and conditions in FE England whether it be:

鈥�听听听 with government for a once in a generation increase in FE funding, or

鈥�听听听 with the AoC on their failure to deliver as promised, or

鈥�听听听 with colleges locally who are not prioritising staff pay and conditions

4.4 The knowledge gained from the #FEMissingMillions campaign and process will support our work at every level in support of our new campaign.

5 听#RebuildFE

5.1 51福利 has launched an ambitious campaign to focus and bring together a number of our messages about the problems that exist in FE. The campaign sets out a positive demand in the form of #RebuildFE and has the ability to be flexible and incorporate the many facets that expose the existing failures of funding and staff pay. The campaign also provides a vision for what FE can and needs to be for the nation鈥檚 recovery.听

5.2 Everyone agrees, FE is at the heart of any national recovery following the Covid-19 pandemic. Before Brexit and the pandemic, we had a stubborn and endemic skills shortage in the economy which will be made worse by both. The mental health and social dislocation that the multiple lockdowns have caused for all generations are only beginning to be fully understood. FE is at the heart of the answer to these issues, both economic and social recovery.

5.3 The #RebuildFE launch campaign video and other consultative ballot resources produced can be found here /RebuildFE and will be further developed as the campaign progresses.

6 #LoveOurColleges

6.1 The extra 拢420 million of funding the FE sector received is a direct result of the joint work done in support of this campaign between unions/employers and other stakeholder groups. Nonetheless the increased funding has now become contentious.

6.2 51福利 convened a meeting with the AoC to discuss how to progress this campaign or how we can support each other鈥檚 campaigns where this would be more achievable and useful on the funding front. AoC re-tweeted 51福利鈥檚 #RebuildFE launch video.

6.3 A further meeting including other FE England trade unions, the AoC and other sector stakeholders will be held to discuss a joint approach and further work.

7 Wales

7.1 The further education (FE) joint trade unions (JTUs) met with the employers (CC) on 11 Nov 2020 to discuss their response to the pay offer from Colegau Cymru (CC). As a consequence of the differential offer on pay the JTUs informed CC that they were only able to note the offer. Following that meeting CC wrote again to improve their offer to business support staff as follows:

7.2 'Following the meeting, members have had an opportunity to reflect on the allocation of funding available. As a result the following settlement will be actioned in order to hopefully reach pay packets as soon as possible. The exact terms are as follows:

路 business support staff of 3.1%

路 staff on MG1 8.48%

路 staff on other MG grades 3.75%

路 staff on UP grades 2.75%

路 managers 2.75%.

7.3 Pay increases are to be backdated to 1 August 2020 and be paid in the December 2020 pay packet.

8 Northern Ireland

8.1 Members in Northern Ireland鈥檚 six FE colleges took strike action on 24 March in a dispute that revolves around the Stormont assembly failing to agree and fund a claim by FE staff to address their concerns on pay and terms & conditions.

8.2 The dispute centres on Northern Ireland Minister for the Department for the Economy (DfE) Diane Dodds and her department's failure to increase college funding so that employers can pay staff fairly.听

8.3 College employers advised 51福利 the most they could offer from within existing college budgets for a pay award was 7% over a four year period. The employers acknowledged the offer is insufficient, both in terms of properly rewarding staff, and addressing ongoing problems of recruitment and retention.

9 Anti-casualisation

9.1 A 'protecting precarious workers'has been developed (see /article/10736/Protecting-precarious-workers ) as part of the Covid pages on 51福利鈥檚 website. The 10-step solidarity pledge has also been developed as part of the Fund the Future campaign.

9.2 Guidance on the Coronavirus job retention scheme has been producced and the government lobbied for support to be extended to staff on fixed-term contracts (both teaching staff and research staff) at risk of their contracts ending during the pandemic. Guidance for self-employed members and those employed by agencies has been produced in response to the pandemic.

9.3 An Anti-Casualisation organising and training event held in November over two half days had 40-50 attendees on each day and attracted very positive feedback.

9.4 There are examples of meaningful achievements for getting good deals to reduce precariousness in FE. However work is ongoing to seek more FE branches to engage directly in the working of the anti-casualisation committee.

10 Adult and Community Education

10.1 A successful online annual meeting for Adult and Community Education (ACE) was held in February 2021. Discussions at the meeting included:

路 Political environment and moment for FE post Covid-19

路 The state of bargaining in ACE

路 How do we build better and more meaningful bargaining in ACE

路 Results from the ACE member survey

路 Ian Mearns MP, member of the Education Select Committee spoke to the meeting and engaged passionately with members.

10.2 Four workshops were held which covered:

路 Developing a local claim

路 Building your branch

路 Keeping safe in the workplace

路 Vision for a 51福利 ACE manifesto

10.3 It was clear from the meeting that there is a strong wish to develop a more meaningful and effective local bargaining strategy in ACE, including to support and develop a 51福利 ACE manifesto which could speak to the funding and other matters and support the local bargaining agenda. Building branch power will be pivotal to both of these and also keeping members in ACE safe.

11 Teacher鈥檚 Pension Scheme

11.1 The age discrimination case (McCloud) has resulted in the government announcing that the remedy for age discrimination in the public sector schemes will be that members will have the choice at the time of retirement to decide whether their pension for the remedy period 1 April 2015 to 31 March 2022 should be in the old final salary scheme or the new career average scheme.听 This is called deferred choice option (DCO).

11.2 It is important that all members realise that from April 1 2022 everyone will be in the career average scheme. The final salary scheme will be ended.

11.3 The department in consultation with the unions will be putting out information and 51福利 will be issuing communications. This decision could be complicated and 51福利 are involved with ongoing technical discussions.

11.4 The Treasury has decided the cost of this legal remedy is a member cost so this may affect the planned improvements to benefits which were put on hold. The 2016 Valuation is being revisited in light of the court case, however, there has been a guarantee of no member benefit reductions. Talks start on this soon.

12 Prisons

12.1 51福利 has grown its relationships and influence with the MoJ, other unions in prisons and other stakeholders. Work on this includes 51福利鈥檚 support and facilitation of the Joint Unions in Prisons Alliance (JUPA). JUPA has built an alliance across all unions operating in prison and has created greater leverage on health and safety issues with the MoJ.

12.2 51福利 also continues to be a part of and engage actively with the Justice Unions Parliamentary Group which has been invaluable in facilitating parliamentary questions that have put pressure on ministers and the MoJ and achieved benefits for our members.

12.3 51福利鈥檚 members in prison were subject to some of the most unreasonable demands in relation to on-site and face to face working amongst all members. 51福利 member surveying work and production of guidance and template letters for our members has ensured that 51福利 has done the best it can to keep its members working in prisons safe.

13 51福利鈥檚 latest Covid-19 advice for members working in prisons can be found here: /prisons .

14 Motions passed at FE sector conference December 2020

14.1 The FE sector conference passed 40 motions at the rescheduled 2020 meeting which took place in December. Work on these has begun, though resources remain heavily committed to meeting members' needs as government and employers continue to respond to current developments in the pandemic. Motion 1 No return to face-to-face teaching and motion 2 Safety reflect this and the ongoing work is described in paragraphs 2.1-2.7 above.

14.2 The lobbying for funding called for in motion 3 Funding is reflected in the campaigns described in paragraphs 4.1-6.3 above.

14.3 Motions 14-18 on FE pay and pay campaign feed into the work described in section 3 above.

14.4 Work on all motions will be progressed as far as possible within current priorities and resources, including on themes of equality, workload, anti-casualisation, adult education and prisons, which were strongly reflected in the conference motions. The committee will continue to look at their implementation together with further motions from the sector conference to be held on 2 June 2021. This will no doubt create a substantial programme of work which will need to be carefully prioritised.

Section 4: Report of the education committee (EDC)

1 Introduction

1.1 Throughout 2020/21, the education committee has continued to focus on developing work around the theme of 鈥楨ducation from Cradle to Grave鈥�, with priority areas of focus including:

路 Widening access to education

路 Defending academic freedom

路 Opposing marketisation and managerialism

路 Promoting the transformative impact of FE and HE.

1.2听听听听 As in previous years, the committee鈥檚 work to implement Congress policy has been informed by three long-standing priorities:

路 to develop clear policies for education which have the support of members and have broad political appeal;

路 to provide forums for members to discuss policy both with each other and with politicians and other external stakeholders;

路 to respond to political initiatives quickly and in line with 51福利 policy.

1.3 听听听 In delivering on its priorities, the committee has continued to maintain strong links with the recruitment, organising and campaigning committee (ROCC) as well as working to embed equality more centrally within 51福利鈥檚 education policy work.

2 Covid-19 and education policy

2.1 Much of the committee鈥檚 work this year has revolved around responses to the unfolding Covid-19 crisis. The committee has been focussed on meeting challenges arising from the cancellation of GCSEs and A-levels, the increasing shift to digital and teaching and learning, and the pressures on both institutional and research funding.

2.2 On the issue of funding, 51福利 has continued to develop the 鈥楩und the Future鈥� campaign to defend members鈥� jobs, win increased financial support from government for education institutions, and increase support for a publicly funded, fully accessible education system.

2.3 On assessment, 51福利 has contributed to the Ofqual consultations on alternatives to GCSE, A-level and vocational qualification exams. 51福利鈥檚 responses focussed on ensuring fairness for students, flexibility for staff and reducing additional workload related to the production of centre-assessed grades.

2.4 The committee has also taken a keen interest in the significant implications for staff of the shift to online teaching and learning. 51福利 is developing further work in this area building on the 51福利 Scotland Report 鈥楾he Automatic University鈥� by Dr Ben Williamson, which was published in summer 2020.

3 Delivering on policy priorities

3.1 Although a physical 鈥楥radle to Grave鈥� policy conference was not possible in 2021 due to the pandemic, the committee has worked to develop a week-long programme of online events in April, around the theme of 鈥楨ducation and Liberation鈥�. These events aim to provide opportunities for wider engagement with members on the priority themes outlined above, as well as on the specific policy challenges facing prison educators.

3.2 Plans for a dedicated 51福利 conference on the issue of managerialism were frustrated by the pandemic but an event on this theme formed part of the online Cradle to Grave programme.

3.3 Following several years of sustained campaigning from 51福利 on the need for a fairer approach to university admissions, there is now a clear political consensus that the current admissions system is not fit for purpose.听 In August 2020, 51福利 published 鈥楬igher education admissions: The time for change鈥� by Prof. Graeme Atherton, which showed broad support for reform across the education system.

3.4 In January, the government launched a consultation on options for a post-qualification admissions (PQA) system, which followed closely on the heels of a Universities UK review of admissions. 51福利 has commissioned further work to examine the practicalities of a move to PQA; this is due to be published in April 2021 and will inform 51福利鈥檚 response to the consultation.

3.5 51福利 also responded to the recent consultation on reform of Level 3 qualifications, focussing on the need for a broad range of options to meet the diverse needs and ambitions of learners.

3.6 The committee is continuing to press UNESCO to respond to our complaint about academic freedom in the UK. 51福利 has responded robustly to the government鈥檚 recent rhetoric around free speech, highlighting the threats to academic freedom which derive from ministerial interference, job insecurity and managerialism.

3.7 51福利 has continued to work to highlight the transformational nature of further and adult education. This agenda is increasingly important in light of the FE white paper which seeks to entrench the government鈥檚 employer-led skills agenda at the expense of wider learning opportunities, and which 51福利 described as a 鈥榤issed opportunity鈥�. 51福利 has supported calls by the Centenary Commission on Adult Education for a properly funded national strategy for adult education, to be accompanied by increased investment.

3.8 In our response to the publication of the Department for Business, Energy and Industrial Strategy鈥檚 (BEIS) Research and Development Roadmap, 51福利 called on the UK government to ensure that universities and their staff are central to the implementation of its research strategy. We also reinforced the importance of adequate public funding, decent working conditions for staff and academic freedom in underpinning high-quality research in our universities.

3.9 In December 2020 it was announced that the UK would no longer be taking part in Erasmus+. The committee has been working to scrutinise the replacement 鈥楾uring Scheme鈥� as details have become available, highlighting concerns about the lack of staff mobility and inward mobility for international students within the new initiative.

3.10 On the issue of the climate crisis, 51福利 is continuing its joint work with other trade unions to focus on Just Transition and the Green Jobs Taskforce. 51福利 has jointly lobbied with Teach the Future and SOS-UK for the establishment of a new network of National Centres of Excellence in Low Carbon Skills at a number of further education colleges. As well as supporting the 鈥楩ridays for Future鈥� day of action in September 2020, 51福利 has also produced guidance for branches on developing local Green New Deal claims and engaging with local authorities on climate change. 51福利 has joined the COP-26 coalition and is developing a programme of engagement around the theme of decarbonising and decolonising for climate justice.

4 Update on actions on Congress motions 2019

4.1 Motion 24 called upon the education committee to continue to prioritise work around admissions reform; academic freedom; the creation of a national education service; international staff issues; and increased funding and recognition for FE and HE. 听As outlined above, the committee has undertaken a range of work in these areas and worked to engage members in this activity, for example through the online Cradle to Grave programme.

4.2 Motion 25 called for students to be empowered critically and for an education policy which encourages positive inclusion. The union has continued to work closely with NUS on a range of education issues, notably on the Fund the Future campaign for additional education funding.

4.3 Motion 26 called upon the union to sign the FSFE 'public money public code' declaration and to work with the public money public code campaign for open software in education. 51福利 signed the declaration and continues to support the public code campaign.

4.4 Motion 27 called for the union to provide some updated guidance on issues surrounding lecture capture. The committee is working closely with the bargaining team on the implementation of this motion. A branch action note was issued with the purpose of establishing comprehensive information on the current policies operated by employers. The next step will be to test such policies against legal advice before we move to update the 2013 advice issued to branches on this issue.

4.5 Motion 28 called for a range of activity by 51福利 in support of action in response to the climate catastrophe. The committee prioritised this work during 2019/20, including supporting a climate learning week during February - which featured some great campaigning by 51福利 branches 鈥� and theming our flagship Cradle to Grave conference around climate campaigning. Work to engage members, politicians and other stakeholders on the Green New Deal agenda continues, including through 51福利鈥檚 involvement in TUSDAC (Trade Union Sustainable Development and Advisory Committee) and as part of the COP-26 Coalition.

4.6 Motion 29 (remitted) called upon the union to embark upon a range of campaigning activities against climate change. As outlined above, the committee has continued to supported significant activity by 51福利 in this area.

4.7 Motion 30 (remitted) called upon the union to produce and distribute campaigning and organising materials on opposition to nuclear weapons and climate change as two major threats to continued existence. The committee has undertaken substantial policy and campaigning work on climate change, including the development of bargaining advice and a model claim for branches, and guidance on how to engage with local authorities on this issue.

4.8 Motion 31 (remitted) called on 51福利 to investigate whether remote, and not only on-site, access can be made available for university and college staff who have retired. The committee has not been able to prioritise this issue in its current session.

Section 5: Report of the equality committee (EQC)

1 Introduction

1.1 The equality committee has ensured that equality remains central to the work of the union by working with other 51福利 national committees to embed equality within all areas of the union鈥檚 work.听 51福利 also continues to work in partnership through the TUC and other education unions and sector bodies as well as the campaigning bodies to which we are affiliated.

2 Embedding equality in 51福利鈥檚 response to Covid-19

2.1 A core focus for the committee over the past year has been on responding to the Covid-19 crisis. 51福利 has produced a wide range of equality-focussed guidance material for branches and members highlighting the impact of the pandemic on different groups, and the standing committees have been meeting regularly throughout the pandemic to discuss latest developments.

2.2 In April 2020, 51福利 gave a submission to Women and Equalities Select Committee鈥檚 inquiry 鈥楿nequal impact: Coronavirus (Covid-19) and the impact on people with protected characteristics鈥�.听 Evidence submitted to first inquiry was used for the sub-inquiry into Coronavirus, disability and access to services.

2.3 51福利 has also produced a range of template letters for staff who are facing pressure to undertake face to face work in unsafe circumstances. These include tailored versions for staff who are black, pregnant, older, disabled, clinically extremely vulnerable and/or who have mental health conditions.

2.4 51福利 conducted a survey of members in December 2020 to capture the short and longer-term impacts of Covid on those with different characteristics. The survey received over 12,000 responses.

3 听听 Campaigning for equality

3.1 Over the past year, the equality unit has coordinated a number of well-attended webinars on a range of equality issues. Topics covered include:

鈥� Creating a fully inclusive education system

鈥� Decolonising education

鈥� Bargaining for equality during Covid

鈥� Balancing work and caring responsibilities

鈥� Health and safety of black and disabled staff

鈥� Everyday ableism

鈥� Organising disabled workers

鈥� Trans awareness

鈥� Mapping LGBT+ progress

鈥� Brexit and immigration

鈥� Supporting migrant members

鈥� Tackling systemic racism

鈥� LGBT+ mental health

3.2 Although delivery of some training courses has been impacted by the pandemic, 51福利 has successfully delivered equality training including the equality reps training and the challenging sexual harassment course. The equality team is also developing a range of CPD provision for members on issues including decolonising the curriculum, community accountability, disability inclusion, tackling sexual harassment and allyship.

3.3 51福利 actively supported the UN anti-racism day on 20 March 2021, which saw a number of local socially-distanced events.

3.4 51福利 commemorated Holocaust Memorial Day on 27 January by encouraging members to attend the national online memorial ceremony as well as encouraging branches to hold local events and use 51福利鈥檚 extensive range of resources in relation to the Holocaust.

3.5 51福利 held its annual equality conferences from 3-5 December, online via MS Teams.听 The event included half-day conferences for each of the five equality strands, and a plenary session focussed on the impact of Covid-19 featuring a range of speakers including Shadow Secretary of State for Equalities Marsha De Cordova, as well as discussion workshops providing a chance for networking. The conferences were well attended and the feedback from delegates was on the whole very positive.

3.6 The equality reps conference due to be held in April 2020, was postponed until 28 May, and was held online via MS Teams.听 The meeting was well attended and looked at the 鈥榚quality aspects of the issues facing 51福利 members during the current Covid-19 crisis鈥�, and heard from Louise Regan from the National Education Union who outlined the action taken to support their members.

3.7 The committee met with the chair of the 51福利 Task Group on Sexual Violence and was able to establish clear mechanisms for ensuring the work of the equality structures is able to inform the task group鈥檚 work.

3.8 51福利 responded to the government consultation on public toilets, raising concerns about the need for improved provision of gender neutral and accessible toilets in public and educational spaces.

3.9 51福利 submitted a motion to TUC Congress on decolonisation of education which was carried.

3.10 51福利 also continues to influence the European and international equality agenda.听 The union has submitted a number of projects for inclusion in the ETUCE database of good practice in inclusive education.

4 听听 Equality for black members

4.1 Following the shocking murder of George Floyd and the wave of global Black Lives Matter protests which it sparked, 51福利 issued a statement reaffirming our commitment to tackling racism of all forms, and our solidarity with Black Lives Matter.

4.2 Guidance for branches was also produced on 鈥楤uilding Anti-Racist Workplaces鈥�, focussed on the need for collective responsibility in developing understanding of, and zero tolerance towards, racism in education settings and beyond.

4.3 To mark Black History Month, 51福利 commissioned a new wallchart detailing the contributions of black activists throughout history. The wallchart is accompanied by a poster series focussing on influential individuals, and these resources can be downloaded from the 51福利 Black History Month webpage.

4.4 51福利 put forward a motion to the annual TUC Black Workers鈥� Conference on the theme of defending anti-racist education, in response to government criticism of the field of critical race theory.

4.5 The annual Black Members鈥� Conference was very well attended - the theme of the conference was 鈥楰now Your Past, Shape Your Future鈥� and featured Zarah Sultana MP as a keynote speaker. The conference also featured a range of workshops for members covering themes of decolonising education, developing Black activists, BLM beyond 2020 and protecting and empowering Black members in the workplace.

4.6 This year鈥檚 Week of Action Against Workplace Racism was focussed on community accountability. 51福利 produced two new resources for branches and hosted a webinar to discuss the theme during the week.

4.7 Work is continuing to develop a mobile app which will allow members in HE and FE to directly report incidences of discrimination.

5 Equality for disabled members听

5.1 A series of webinars were held that looked at what a fully inclusive education system can look like for disabled people and what needed to change, balancing caring and work, black and disabled workers鈥� health and safety, organising disabled workers, and everyday ableism.

5.2 At the start of the lockdown, committee chair Elane Heffernan spearheaded a series of informal 鈥榯ea break鈥� meetings in which disabled members, many of whom were shielding, living in isolation etc. could come together to talk and network.听 These tea break meetings have continued with involvement and support from members of the committee during and after lockdown.

5.3 The third annual day of action for disability equality was held on Wednesday 25 November 2020 with the theme 鈥極rganising for disabled workers鈥�.听 Two webinars were held, the first, to launch the event, saw contributions from members of the standing committee and invited guest, Colleen Johnson, from NEU.听

5.4 A second webinar looked at the issue of ableism again with contributions from members of the standing committee and Katouche Goll from the Alliance for Inclusive Education (ALLFIE), who gave a personal perspective of ableism.

5.5 51福利 continues to work with our partners - UNISON, NEU, NASUWT, TUC, National Disability History Month (NDHM), Disabled People against the Cuts (DPAC), and Alliance for Inclusive Education (ALLFIE) on this annual event.

5.6 Disability History Month took place from 18 November to 20 December. The theme was 鈥楢ccess - how far have we come?鈥�. 51福利 took part in events organised by the TUC.

5.7 Building on a branch initiative from the committee vice chair Lucy Burke, 51福利 has also produced an interactive accessibility checklist for branches and other 51福利 representatives organising events.

5.8 51福利 has continued to promote the reasonable adjustment passport and reinforce the importance of reasonable adjustments in response to changes to working practices linked to Covid, as well as the need for suitable adjustments for those affected by Post-Covid Syndrome (Long Covid).

5.9 51福利 Disabled Members鈥� Conference took place on 4 December and had the theme 鈥極rganising disabled members鈥�. It featured a keynote input from the PCS national vice president and workshop sessions on intersectionality and reasonable adjustments.

5.10 The TUC Disabled Workers鈥� Conference took place online from 10 鈥� 11 March 2021.听 Themesa Neckles was put forward as 51福利鈥檚 nominee to the Disabled Workers鈥� Committee.听 A motion entitled 鈥楾he future of mental health鈥� was put forward.

5.11 51福利 continued to support branches to raise awareness of the TUC 鈥楧ying to Work鈥� campaign. The campaign calls for additional employment protection for terminally ill workers.听

6 Equality for LGBT+ members听

6.1 51福利 has worked with sector partners and the TUC to promote and mark both LGBT+ History Month (February) and the International Day Against Homophobia, Biphobia, Intersexism and Transphobia (IDAHOBT) in May.

6.2 51福利 also encouraged branches to commemorate Trans Awareness Week and Day of Remembrance (November), and hosted an online event about trans and non-binary gender. Speakers were Flora Renz, Mel McKenna, and Ben Vincent.

6.3 Although there were no physical Pride events in 2020 due to the pandemic, 51福利 produced a range of social media graphics and encouraged members to use social media to describe what Pride means to them using the hashtag #PrideMeans. This initiative will be rolled out more extensively in 2021.

6.4 51福利 has raised awareness about LGBT+ liberation from heteronormative and cisnormative cultures by organising a webinar with speakers Maria Exall (chair, TUC LGBT+), Jordan Daly (TIE 鈥� The Inclusive Education project), Flora Renz (Future of Legal Gender project), Pav Akhtar (UK Black Pride and NHS Equality Lead), and Trude Sundberg (University of Kent). 51福利 has also supported a research project focussed on LGBT+ experiences in higher education.

6.5 51福利 has been supporting a research project focussed on challenging heteronormativity and cisnormativity in higher education. The pilot phase was concluded in spring 2021.

6.6 Submissions were made to the Scotland consultation on the Gender Recognition Act and the Women and Equalities Committee Select Committee Inquiry into the UK Government鈥檚 announcement on next steps regarding gender recognition, and the Ministry of Housing, Communities & Local Government review of public toilet provision.

6.7 Communication with the Office for National Statistics about LGBT+ inclusion in Census 2021 has continued.

6.8 The 2020 LGBT+ conference focussed on the intersectionality of LGBT+ with asylum and race and trans. The main speakers were Sen Raj, Rohit Dasgupta, Trude Sundberg and Sam Heyes. As part of the conference business, a motion was passed about LGBT+ asylum seekers and gender identity.

6.9 The 2021 TUC LGBT+ Conference took place online. 51福利鈥檚 motion was about non-binary rights. Martin Chivers is the nominee to TUC LGBT+ committee 2021 - 2022.

7 听听 Equality for migrant members

7.1 51福利 held its first Migrant Members鈥� Conference in February 2020; the conference heard from a range of speakers including Furaha Asani, an academic facing deportation, Naina Kent from Hackney Adult Education and Philip Proudfoot from Lesbians and Gays Support the Migrants.

7.2 The February conference passed eight motions covering a range of issues including migrant identity, immigration costs, surveillance and monitoring of international staff and students, tackling the hostile environment, legal support for migrant staff and freedom of movement. This set a clear agenda for the work of the committee, who have been working to develop branch guidance on these issues.

7.3 Responding to the unfolding Covid crisis, 51福利 provided dedicated information for migrant members outlining the impacts of the pandemic on immigration matters. The committee also hosted a webinar in August 2020 on the topic of supporting migrant members during the Covid crisis.

7.4 51福利 has also worked to improve awareness amongst migrant members about the availability of legal support for complex applications for leave to remain. 51福利 is supported in this work by expert immigration lawyers Bindmans LLP.

7.5 51福利 has published a number of legal FAQ documents relating to the changes to immigration processes linked to Brexit. The union also hosted a webinar in December with lawyers from Bindmans to discuss the new points-based immigration system which came into effect in December 2020, and the requirements of the EU Settlement Scheme.

7.6 The second annual Migrant Members鈥� Conference took place in December on the theme of tackling the hostile environment and recognising intersectional migrant experiences. Delegates heard from a range of speakers including Gisela Valle from the Latin American Women鈥檚 Rights Service (LAWRS), disability rights campaigner Dickson Tarnongo, Anne Stoltenberg from Migrant Voice, Gwyneth Lonergan from Unis Resist Border Controls and Moira Dustin from the SOGICA project.

7.7 A mailing list for migrant members has been created and anyone who wishes to receive relevant material should email eqadmin@ucu.org.uk to be added to the list.

8 Equality for women members

8.1 The women members standing committee (WMSC) has continued to work and campaign with a number of external organisations on improving employment rights of parents at work, as part of the Working Families Coalition, chaired by the charity Working Families, and the Alliance for Maternity Rights, chaired by Maternity Action.

8.2 51福利 has also worked on a joint project with Maternity Action on precarious employment and the report 鈥業nsecure Labour: the realities of insecure work for pregnant women and new mothers鈥� was published in November 2020. The report was presented at the 51福利 annual women members鈥� conference on 3 December 2020 where Kate Moran from Maternity Action was one of our keynote speakers.

8.3 The committee has been particularly concerned about the impact of the pandemic on women with caring responsibilities. 51福利 hosted a webinar on 28 September which explored how the recent changes to working life are continuing to impact on parents and carers, and what support is needed to ensure that work and caring can be balanced effectively.

8.4 The need for support for those with childcare responsibilities was also reinforced in 51福利鈥檚 guidance on critical worker status in FE and HE, published in January 2021, which reinforced that employers should not be pressuring parents to send their children into schools while infection rates are high, and called for employers to make appropriate adjustments to workload for parents.

8.5 The theme of the 2020 annual women members鈥� conference was 鈥淩e-shaping the future: protecting women鈥檚 rights鈥�. The event featured two panel sessions, one on employment issues with a particular focus on casualisation, and one on Black Lives Matter, chaired by Juliana Ojinnaka. One motion was received from the University of Leeds on the subject of 鈥楥aring responsibilities during the pandemic鈥�, which was carried. A minute鈥檚 silence was also held in memory of Nita Sanghera.

8.6 51福利 has continued to work with the 1752 Group, the NUS and Universities UK (UUK) on tackling sexual harassment in universities and colleges. The publication of a guidance document was delayed due to the pandemic but is expected in spring 2021.听

8.7 The 鈥楥hallenging sexual harassment in the workplace鈥� training course continues to run as part of 51福利鈥檚 ongoing work on this issue. The Equality Team has also provided the 51福利 Task Group on Sexual Violence with a range of background material to inform their work.

8.8 The 2021 TUC Women鈥檚 Conference took place online on 3-5 March. 51福利 nominated Sue Abbott to TUC women鈥檚 committee. The committee submitted two motions; one on 鈥榃omen, Covid, caring and workload鈥� and one on 鈥楽exual harassment in post school education鈥�. 51福利 also submitted an amendment to a motion by NEU on 鈥楤uilding back better for a gender equal workplace鈥�, proposing a bullet point be added for a further demand as follows: 鈥業mplement changes to the Gender Recognition Act (GRA) according to the recommendations of the suppressed GRA consultation鈥�.

9 Update on actions on Congress motions 2019

9.1 Motion 1 called for 51福利 to develop resources to fight against harassment in all forms.听 51福利 has held a week of action on sexual harassment in May 2020 and responded to Government consultation on sexual harassment.听 The launch of the Challenging Discrimination toolkit mentioned above is also relevant. It is expected that the 51福利 Task Group will also produce further resources to this end.

9.2 Motion 2 called for 51福利 to campaign for sufficient mental health support.听 51福利 has continued to promote its mental health training course and to use awareness days to raise issues faced by members.

9.3 Motion 3 called for greater awareness of LGBT+ mental health issues.听 51福利 held its first equality research conference in May focussing on the areas of data, casualisation and LGBT+ mental health. 51福利 Coronavirus advice also focussed specifically on the challenges for LGBT+ mental health presented by lockdown and isolation, and signposted to support.

9.4 Motion 4, further supported by motion 6 asked 51福利 to continue to work with NUS and Stand up to Racism.听 51福利 continues to support and work with these organisations and is part of the TUC coordinating group campaigning against the rise of the far right, supporting the UN anti-racism day and Stand up to Racism day of action.

9.5 Motion 5 called for the National Executive to consult on whether the political fund can be used to help finance campaigns against far-right parties in future election.听 51福利 has agreed that the political fund can be used for this purpose.

9.6 Motion 7 called for the right of Shamima Begum to retain her British Citizenship and the right of return for all Windrush deportees.听 51福利 invited Michael Braithwaite from the Windrush campaign to share his experience and to develop solidarity and campaigning links. The Migrant Members鈥� Committee is planning further activity for tackling the hostile environment.

9.7 Motion 8 called for an end to the hostile environment and all deportations and to develop solidarity networks to support the resistance of deportations.听 51福利 invited Michael Braithwaite from the Windrush campaign to share his experience and to develop solidarity and campaigning links. Ending the hostile environment is to be part of the challenging the far-right training.听 51福利 is developing policy and campaigning on the rights of EU and non EU citizens including free access to healthcare.

9.8 Motions 9 and 10 called for 51福利 to implement under its equality structures representation for migrant members.听 51福利 agreed the rule change by instigated a new Migrant Member Standing Committee and Conference (held in February 2020) and this strand is now well established within 51福利鈥檚 structures.

9.9 Motion 11 called for a message of solidarity and a donation to the trial fund of the 鈥楽tansted 15鈥� who prevented a flight to remove asylum seekers and other migrants from taking off, which was done.

9.10 Motion 12 called for 51福利 to support the campaign to prevent the deportation of Bamidele Chika Agbakuribe. The campaign was notified to members and a motion brought to STUC.

9.11 L2, Support Feyzi Ismail鈥檚 claim for permanency: This motion demanded that the member鈥檚 grievance against SOAS be heard and a full-time contract sought. Substantial support and legal advice was given to the member.

9.12 Motion 13 called for 51福利 to develop guidance for branches to tackle disability discrimination.听 51福利 has promoted good practice for branches to adopt and has included as part of its parliamentary campaign on disability equality, a review of building regulations.

9.13 Motion 14 called for 51福利 to promote the social model of disability.听 As this is existing policy, 51福利 has continued to promote the social model in all its policy guidance and campaigning work, including guidance available on negotiating disability leave.

9.14 Motion 15 called for employers of their responsibilities under the PSED and to promote capturing LGBT+ data.听 51福利 has held its first equality research conference in May 2020, looking at issues of LGBT+ data collection. Planning is under way for the next LGBT+ research conference to take place in autumn 2021, dependent on the status of the pandemic.

9.15 Motion 16 called for solidarity and condolences to the family and partner of Lyra McKee 鈥� these were sent and a donation made to the fund set up in her name.听 July 2019 saw amendments to the Northern Ireland Formation Bill which saw same-sex marriage legalised.

9.16 Motion 17 called for 51福利 to seek further opportunities to work co-operatively across the sectors to tackle gender based violence.听 51福利 Scotland produced a toolkit for use in HE to tackle gender based violence in institutions.

9.17 Motion 18 called for a campaign countering the use of non-disclosure agreements involving accusations of sexual harassment.听听 51福利 has responded to the Government consultation on sexual harassment and have kept pressure on the government banning their use in harassment and bullying cases; undertaken a FOI exercise to obtain data of the numbers of race and sex discrimination cases settled with a NDA; making recommendations through the UUK sexual misconduct task force seeking institutions to include not include using confidentiality clauses in harassment and bullying cases and to provide guidance to caseworkers on ensuring members are aware of the implications of signing NDA also to be included in caseworkers training.

9.18 Motions 19-23 were remitted due to lack of time. Where a remitted motion is already existing policy, it can be implemented where possible within existing work plans; it is not implemented where this would create substantial new policy.

9.19 Motion 19 Accountability of colleges and universities: sexual harassment (remitted): This motion called for 51福利 to highlight the rise of sexual abuse in colleges and universities and to promote the need for management to take issues seriously. See paragraphs 8.6 and 8.7 above.

9.20 Motion 20 Gender identity after the 2018 Gender Recognition Act (GRA) consultation (remitted): This motion called for 51福利 to campaign for further legal change guaranteeing gender self-identification.

9.21 Motion 21 Respectful dialogue on gender / gender diversity (remitted):听 This motion called for 51福利 to reaffirm its commitment to academic freedom in research and teaching, to condemn the harassment of feminist academics for expressing views on sex and gender and to construct spaces in which gender diversity can be explored through respectful dialogue.

9.22 Motion 22 Seeking justice for women facing retirement (remitted):听 This motion called for the NEC to undertake an active campaign with other trade unions and campaign groups to seek justice for the many retired 51福利 women members whose state pensions have been deferred without adequate notification.

9.23 Motion 23 Extension of Equality Act protection to single people (remitted): This motion called for the Equality Act to be extended to include single people as a protected category.

51福利

University and College Union