51福利

51福利/857听听听 23 March 2018

University and College Union

Carlow Street, London NW1 7LH, Tel. 020 7756 2500, www.ucu.org.uk

To听听听听听听听听听听听听听听听听听听听 Branch and local association secretaries

Topic听听听听听听听听听听听听听听 NEC annual report to Congress

Action听听听听听听听听听听听听 For information; for adoption at Congress 2018

Summary 听听听听听听 The NEC鈥檚 annual report to Congress, which is presented to Congress and used by the Congress Business Committee to structure the order of Congress motions.听听听听听听听听听听听听听听

Contact听听听听听听听听听听 Catherine Wilkinson, Head of Constitution and Committees (cwilkinson@ucu.org.uk)

 

Dear Colleagues

NEC report to Congress

This circular contains the NEC鈥檚 annual report to Congress, which is presented for Congress to adopt and used by the Congress Business Committee to structure the order of Congress motions. The report is set out in sections corresponding to the NEC鈥檚 sub-committees:

1            Strategy and Finance Committee (page 2)

2            Higher Education Committee (page 8)

3            Further Education Committee (page 20)

4            Education Committee (page 33)

5            Recruitment, Organising and Campaigning Committee (page 38)

6            Equality Committee (page 43)

 

Hard copies of this report can be sent to branches if required 鈥� please contact Kay Metcalfe, email: kmetcalfe@ucu.org.uk.

Yours sincerely

Sally Hunt

General Secretary 听听听听听听听听听听听

Section 1: Report of the Strategy and Finance Committee (SFC)

1听听听听听听听 Priorities for 2017-2018

1.1听听听听 The following table of priorities was agreed by SFC in its strategic role and approved by the NEC for work over the year to Congress 2018:

 

2听听听听听听听 Strategic overview

2.1听听听听 The committee keeps a strategic overview of the work of the union. It receives regular reports from the General Secretary on the overall industrial picture, demands on the union鈥檚 resources, work with other unions and in the political arena, including the devolved nations. This year, the union鈥檚 Get the Vote Out strategy has required substantial national, regional and local resources but it has been a crucial part of the union鈥檚 response to the Trade Union Act 2016. This successful strategy has produced ballots above the 50 per cent turn out threshold in both FE and HE, including pay ballots in FE in England, and the USS dispute. These achievements have strengthened the union industrially at national and local level and this will remain a priority area of work.

2.2听听听听 The free membership offer to postgraduates who teach in HE and sub-lecturer teaching grade staff in FE has brought thousands of new members into the union. The committee continues to review the effect of this and other strategies aimed at growing the union.

3听听听听听听听 Finance and property

3.1听听听听 The committee receives regular accounts and updates from the Honorary Treasurer in order to keep a good overview of the union鈥檚 finances. The committee monitors the expenditure agreed by Congress in the budget against its agreed priorities.听 SFC continues to emphasise the need to build and protect 51福利 reserves against future demand and turbulence.

3.2听听听听 SFC also carefully monitors the effects of other decisions of Congress that require additional resources. All such decisions, are then reflected in the budget 2018-19 that SFC is recommending, via the NEC, to Congress 2018.

4听听听听听听听 TUC

4.1听听听听 At TUC Congress in September 2017, Sally Hunt was re-confirmed as a member of the General Council and Executive Committee and elected as TUC President for the 150^th anniversary year of the TUC. Sally continues to serve as TUC spokesperson on international affairs, and on ETUC Executive and ITUC Executive. Vicky Knight was also elected to serve on the General Council following her nomination in light of her chairing of the TUC women鈥檚 committee. 51福利 also has members on the disabled workers committee (Malcolm Day); LGBT committee (Martin Chivers); and has members of the Race relations committee (Gargi Bhattacharyya and Nathaniel Adams Tobias).

4.2        TUC Congress was held in Brighton from 10-13 September 2017. 51福利 submitted two motions, on free movement of labour and post-16 education. Both motions were passed.

4.3        51福利鈥檚 amendments to a motion on STEM subjects and Brexit, was accepted and passed. An amendment to include the importance of skills and adult education in an industrial strategy motion was ruled out of order and not taken. Members of the delegation spoke to a number of other motions and attended and spoke at different fringe events throughout the week.

4.4        The full text of motions passed is available at

5听听听听听听听 European and international work

5.1听听听听 51福利鈥檚 European and International work covers both education and union solidarity issues. This work is overseen by the International Working Group, who held two meetings in 2017-18.

Middle East and North Africa

5.2听听听听 The Middle East and North Africa region was a key focus of 51福利鈥檚 international solidarity work.

5.3听听听听 Egypt: 51福利 continued to participate in the Truth for Giulio Regeni campaign, including a protest to mark the second anniversary of Giulio鈥檚 murder.

5.4听听听听 Iran: 51福利 wrote protest letters to the authorities regarding the ongoing imprisonment of teachers鈥� leader, Esmail Abdi as well as the arrests of hundreds of activists and students in early January.听听

5.5听听听听 Saudi Arabia: 51福利 sent joint letters to the Saudi authorities and the FCO regarding the potential execution of 14 young men for participating in peaceful protests.

5.6听听听听 Palestine: 51福利 supported the Friends of Bir Zeit University (FoBZU) summer and winter scholarship appeals:听 and criticised the Israeli authorities over its new travel bans.

5.7听听听听 In July, we challenged the Open University鈥檚 ban on admitting Cuban students. Following pressure, the OU announced an end to the ban in November.

Education International and ETUCE

5.8听听听听 51福利 continues to be a key participant in our global union federation, Education International (EI) and its European region, the ETUCE. 51福利 policy officer Rob Copeland was elected chair of ETUCE鈥檚 Higher Education and Research Standing Committee. Two meetings of the committee took place, with key topics such as teaching, casualisation and academic mobility on the agenda. In February, a 51福利 delegation participated in the Third EI World Women鈥檚 Conference in Marrakech, including chairing a special workshop on FE.听听

5.9听听听听 In October, the 51福利 President participated in a teachers鈥� union delegation to Bosnia as a guest of the 鈥楻emembering Srebrenica鈥� charity.

5.10听听 In November, the 51福利 President participated in a panel event on academic freedom at the Council meeting of the Canadian Association of University Teachers.

5.11听听 In December, 51福利鈥檚 vice president attended the first criminal trial of 鈥楢cademics for Peace鈥� in Istanbul.听

 

6听听听听听听听 Rules and standing orders

6.1听听听听 The Standing Orders and Rules Group (SORG) has discussed and made recommendations to SFC on a number of issues. Minor standing order changes intended to streamline the conduct of Congress business are intended to come forward to this meeting of Congress. SFC also support SORG鈥檚 recommendation that a prioritisation process for Congress motions should be re-considered. Other issues discussed, some of which require work over the longer term, included the role and organisation of retired members, improving the definition of membership in the rule book, and job sharing of elected roles.

6.2听听听听 The group has discussed amendments to the union鈥檚 conduct of members (rule 13) procedure, for recommendation to the NEC.

6.3听听听听 SFC has received reports on the implementation of the 2017 rule change requiring all branches to submit their local rules to head office by 1 December 2017, or be deemed to have adopted the model local rules. The union鈥檚 position in respect of local rules has been considerably improved by the implementation of this rule.

7听听听听听听听 Action on Congress motions 2017

7.1听听听听 Motion L1 condemned the terrorist attack in Manchester. 51福利 donated 拢1000 to the fund for the victims鈥� families.听

7.2听听听听 Motion 1 called for 51福利 to publicise international solidarity activities and to engage members in relevant international work. This has been done using online appeals, protests and photo-actions, and a series of public events on issues such as Turkey.听

7.3听听听听 Motion 2 focused on opposition to Trump鈥檚 proposed visit to the UK. At the time of writing no visit has been scheduled. 51福利 proposed a motion on Trump for the TUC Women鈥檚 conference in March.

7.4听听听听 Motion 3 on Syria called on 51福利 to publicise the plight of refugees and encourage practical support for migrant workers and refugees. A new practical guide on supporting refugees will be published shortly.

7.5听听听听 Motion 4 called for actions to defend academic freedom and campaign against repression in Turkey. 51福利 wrote to the FCO and UK vice-chancellors regarding the attacks on educators in Turkey, and published a new campaign briefing for members and a branch template letter. 51福利 has participated in a number of solidarity conferences on Turkey. See also paragraph 5.11.

7.6听听听听 Motion 5 criticised the Israeli travel ban on 51福利 member Professor Kamel Hawwash. 51福利 wrote to the Israeli embassy and the FCO urging the Israeli authorities to lift the ban on Professor Hawwash and other non-violent human rights campaigners.

7.7听听听听 Motion 6 called for various actions in defence of gay men in Chechnya. 51福利 seconded a motion at the TUC LGBT conference, distributed postcards at Pride, publicised the online Amnesty petition and hosted an Amnesty speaker at the 51福利 LGBT+ conference.

7.8听听听听 Motion 7 expressed concerns about the rise of the far right in France. 51福利 continues to oppose the far right in the UK and beyond, via our support for Stand Up to Racism, Hope not Hate and Unite Against Fascism.

7.9听听听听 Motion 8 called for 51福利 members to support the Central European University in its efforts to retain its university status in Hungary. 51福利 added its name to the 鈥淚 support CEU鈥� campaign and encouraged individual members to do the same.听听听

7.10 听 Motion 17 called for a motion to be submitted to the TUC Congress covering an extensive list of points relating to climate change, jobs and stopping airport expansion. The NEC, whose role it is to determine motions to the TUC, decided that a motion on post-16 education should be submitted instead.

7.11 听 Motion 19 called for an exploration of ways that 51福利 members might be encouraged to contribute to the National Pensioners鈥� Convention (NPC). Consideration is being given to how best to communicate to members about the NPC鈥檚 work.

7.12听听 Motion 20 called for an investigation into job sharing of elected roles within 51福利. Following an extremely low response to a consultation, SFC decided to promote job sharing locally and was supportive of the principle in respect of national positions, but agreed that the work involved to instigate this could not be prioritised at this time.

7.13听听 In the light of a Supreme Court judgement, motion L6 asked the NEC to investigate the legality of reclaiming strike pay deductions made at a rate higher than 1/365. Legal advice was taken and noted the difference in members鈥� contract types; cases are being pursued on a branch by branch basis.

7.14听听 Motions 21-24 relate to the appointment of auditors, receiving annual accounts and approving the budget and subscription rates for the current year. All aspects of these motions were implemented; see also section 3 above.

7.15听听 Motion 25 called for a further examination of subscription rates to ensure membership is affordable to those in lower income brackets. Recommendations on subscription rates will be made to Congress for approval.

7.16听听 Motion 26 called for more information to be gathered about academic related and professional staff including on pay and grading, and consideration of a new subscription rate structure to encourage new ARPS to join. A large survey was carried out and discussed by the ARPS committee. Subscriptions continue to be reviewed by SFC including subscription banding (see paragraph 3.3 above).

7.18听听 Motion 27 called for the possibility of further merger to be explored with the new National Education Union (NEU, formed by merger of ATL and NUT). Informal discussions by the General Secretary with NEU continue. The new union is concentrating on the integration of the two former unions at this time.

7.19听听 Motions 28 and 29 focussed on trade union victimisation and support for those who experience it, including legal support. Support and campaigns continue to be offered to reps suffering victimisation and the legal support review panel continues to assess individual requests for support on a case by case basis. This continues to be a priority.

7.20听听 Motion 30 asked 51福利 to review its legal support threshold and ensure effective legal representation in race equality cases. The legal support panel noted that the legal regulations already make explicit reference to the obligation to promote equality. By the start of the autumn term 2018, 51福利 will be providing training and guidance to branches, on supporting 51福利 to run effective and successful cases.

7.21听听 Motion L9 called for the membership of the commission on industrial action to be elected from Congress delegates, one per region, and for its recommendations to be discussed by a special Congress. The commission was elected, met regularly, and its report will be circulated ahead of Congress and, by the commission鈥檚 agreement, discussed at the annual Congress and sector conference meetings.

7.22听听 Motion 70 called for guidance on the conduct of electronic meetings. Guidance was drafted and considered by SORG informed by the experience of some branches who already make sure of electronic meetings, and will be issued to branches.

 

Section 2: Report of the Higher Education Committee (HEC)

1听听听听听听听 Introduction

1.1听听听听 This section of the annual report deals with 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 at branch, regional, and national levels. The team has undergone a number of changes in personnel during the last year and has prioritised its work in line with HEC objectives. Following Congress each year, HEC agrees a set of objectives and key tasks to provide a focus for our work and act as a guide when allocating finite resources. These all fit within the NEC鈥檚 priority to fight all forms of casualisation; bargaining to improve pay and conditions; building on and extending effective national and workplace pay and conditions campaigns, workload intensification and closing the gender pay gap. This report is largely structured around these priorities.

1.2听听听听 At each scheduled meeting of HEC, the committee secretary provided a report on action taken to progress the motions carried at the Higher Education Sector Conference (HESC) in May 2017.

2听听听听听听听 HE pay 2017-18

2.1听听听听 UCEA made their final offer on pay of 1.7% (spine point 16 and above) and pay-related matters on 27 April. The national negotiators鈥� report to HESC (51福利BAN/HE16) reported on the New JNCHES negotiations for this pay round. The negotiators鈥� report also contained a number of recommendations for next steps. The report was considered alongside other pay-related motions.

2.2听听听听 HESC resolved a number of next steps should take place in the autumn in regards to the pay campaign should members vote for industrial action following a consultative ballot.听 HESC also tasked HEC with developing a plan for action if members rejected the UCEA final offer. The plan was to include:

路      preparations for an industrial action ballot;

路      preparations for the Get the Vote Out Campaign (GTVO);

路      consideration of the possible forms of industrial action;

路      convening autumn briefings to involve branches in developing the action plan;

路      calling a special HESC to consider industrial strategy.

2.3听听听听 A key variable in progressing these actions and the other pay resolutions was when a member consultation on the final offer took place. The negotiators鈥� report recommended June so the result would be known before the start of teaching. HESC however rejected a June consultation but did not determine when members were to be consulted.

2.4听听听听 At its meeting on 30 June HEC considered the HESC pay resolutions and the optimum time to consult members to deliver the HESC approved autumn timetable. HEC discussed how the outcome of the consultation would determine whether or not 51福利 could ballot members for industrial action in the autumn, and should members vote for action, when it could start. HEC also considered differences within the sector in regards to how semester and term times operate, that September is a very busy time for members and branches, that the other HE unions were consulting on the final offer, and that by the second week of December, HE institutions start a rolling programme of closures for the Christmas holidays. HEC also discussed important differences about when and how exam times operate within the divergent UK HE sector.

2.5听听听听 HEC approved a member e-ballot consultation starting 4 July and ending 28 July so that the result would be known in good time to implement HESC resolutions at the start of the new academic year. The UCEA final offer was put to members on the basis that it was the best achievable through negotiation. The e-ballot included both the option to accept or reject the employers鈥� final offer and, in the event of rejection by members, whether they were prepared to take industrial action either in the form of strikes or action short of a strike. On a turnout of 48.6%, 64.6% of members voted to accept the offer and 51.4% of members voted that they would not be prepared to take industrial action. Following the result 51福利 wrote to UCEA and accepted the final offer.

2.6听听听听 On a separate but related matter, The Performance Related Pay guidance was revised in light of the study 51福利 commissioned on pay and reward, and reissued to branches along with the research.

 

3听听听听听听听 Pensions

USS

3.1听听听听 USS has been and remains a significant focus of the team鈥檚 work.

Last May HESC approved the recommendations of the Superannuation Working Group (SWG) report to conference which, among other things, resolved that 51福利 should continue to challenge the flawed USS methodology and assumptions used by the trustee and supported by Universities UK (UUK); the SWG objective at all times is the defence of Defined Benefit, equality, intergenerational fairness and a reference to the Teachers鈥� Pension Scheme (TPS) as a comparator.

3.2听听听听 Around the time of Congress, the contested USS valuation and assumptions created the scheme鈥檚 Technical Provisions (TP) which showed a deficit at the time of circa 拢5 billion, which meant that if benefits were to remain at the current levels, employer and employee contributions would have to increase by around 6%.听 The problems created by the USS approach to the valuation remain compounded by a series of self-imposed counterproductive tests and a flawed de-risking strategy based on holding fewer return-seeking assets and moving into low risk, low return, high cost assets such as government backed gilts and bonds.

3.3听听听听 Throughout the valuation discussions the SWG promoted an alternative methodology developed by our advisors First Actuarial (FA). The SWG pressed for a Best Estimate minus approach which looks at USS assets and liabilities in a different way and produces a more positive valuation outcome based on the underpinning strengths and real performance of the scheme.听听听

3.4听听听听 During September UUK undertook a consultative exercise with pre-92 USS institutions based on the then TPs, the contested deficit and the levels of contributions needed to maintain current pension benefits.听

3.5听听听听 SWG participated in a number of formal and informal meetings at this time and continued to press UUK for an alternative valuation and to work with 51福利 to protect the hybrid Defined Benefit/Defined Contribution (DB/DC) scheme. UUK however were not willing to do so.听

3.6听听听听 During this consultation period the Pensions Regulator (tPR) become more active in the valuations process and wrote to both the trustee and UUK. TPR expressed views on the TPs, especially the strength of the employer covenant, the level of risk and the ability of the scheme to respond to the need for short-term contingency e.g. additional contributions.

3.7听听听听 The UUK consultation responses indicated a majority of employers were prepared to accept the TP assumptions. 听However, in response to tPR the trustee revised the TPs and created an even bigger notional deficit of 拢7.5 billion with contributions increases of circa 11%.

3.8听听听听 51福利 pressed UUK again to work with us to challenge these more detrimental assumptions and outcome but they would not.

3.9听听听听 HEC called a special meeting of pre-92 USS branches on 9 November where branches debated the issues and made a number of decisions which were reported back to HEC.

3.10听听 On 13 November UUK tabled their shocking and hugely detrimental DC only proposals. UUK also refused to extend the negotiating timetable.听

 

3.11听听 On 17 November HEC met and unanimously rejected the UUK proposals, reconfirmed the union鈥檚 policy position and negotiating parameters for the SWG, approved the development of counter proposals, approved a ballot of members and increased the campaign resources and frequency of messages to branches and members. HEC commissioned FA to critique the UUK proposals. In all member scenarios modelled by FA, members suffered a loss of pension in the range of 20-50%, or 拢10,000 per year on average.

3.12听听 SWG and UUK continued to meet and SWG pressed for an alternative to DC only. 51福利 secured an extension to the JNC negotiating deadline on 19 December in the face of UUK opposition. During December and January SWG made a number of proposals without prejudice and in line with HESC policy. UUK refused and still refuses to negotiate an alternative to DC only; UUK refused and still refuses to increase contributions on a temporary basis, and refused and still refuses to indicate a level of DB accrual they could propose.听

3.13听听 On 19 January, 51福利 announced some of the best ballot results in recent trade union history; 61 of 68 branches secured 50% plus turnouts and 80% plus votes in favour of action. Seven branches were re- balloted as they fell short of the anti-trade union legislation threshold.听

3.14听听 HEC met on 22 January and approved the biggest programme of industrial action the sector has ever seen, commencing on 22 February and including 14 days strike action over a four week period supported by ASOS.

3.15听听 On 23 January the JNC met and considered UUK鈥檚 DC only proposals and 51福利鈥檚 proposals, which included a change in the accrual rate to keep the current salary threshold with an increase in contributions for members and employers for a temporary period of time. On the casting vote of the chair of the JNC, UUK鈥檚 DC only pension changes were forced through.

3.16听听 At the JNC on 31 January, 51福利 called for more time for meaningful negotiations, to use ACAS to assist, for UUK increase contributions slightly so that DB accrual is possible. At the time of writing this report UUK have not moved their position despite some VCs publically calling for an alternative and the NUS calling for urgent ACAS talks. The strike action is due to begin on 22 February.

听Teachers鈥� Pension Scheme

3.17听听 The Teacher鈥檚 Pension Scheme valuation is at an earlier stage than USS and is carried out differently as an unfunded public sector scheme. The work is just starting and it is too early to predict if there will be any changes.听 51福利 continues to be actively involved with other teacher unions in ensuring a trade union voice in the new governance arrangements for the scheme.

4听听听听听听听 Gender pay

4.1听听听听 51福利 has maintained its drive to ensure that more universities address their gender pay gaps. As part of the settlement of the 2015/16 pay round, a JNCHES working party was able to agree on joint guidance 鈥楨qual Pay Reviews and the Gender Pay Gap Reporting Guidance for Higher Education Institutions鈥�. This guidance has been promoted at well attended joint events and distributed to branches.

4.2听听听听 The union has also engaged with the government鈥檚 new reporting requirements, responding to the Equality and Human Rights Commission鈥檚 (EHRC) consultation on the government鈥檚 gender pay reporting requirements and publishing its own critique of their limitations.

4.3听听听听 51福利 continues to press universities to engage in full jointly agreed equal pay reviews as part of genuine commitment to identifying the root causes of and tackling the gender pay gap. Claims were lodged in more than 30 higher education institutions seeking an equal pay audit and support has been provided to branches in subsequent negotiations.

5听听听听听听听 Precarious Contracts - Stamp Out Casual Contracts

5.1听听听听 HEC has maintained its focus on the fight against precarious work, as organised through the Stamp Out Casual Contracts campaign. The JNCHES bargaining machinery once more failed to produce any meaningful action on casualisation. In November 2017, HEC approved 51福利 leading the Trade Union Side in withdrawing from a working group supposedly set up to look at variable hours contracts and fixed-term teaching contracts as it became apparent that it would produce nothing of value and tie up union side resources that would be better deployed elsewhere. The union conducted a Freedom of Information Request on universities aimed at exposing the amount of teaching being done by hourly paid staff. This was also aimed at countering UCEA propaganda which has claimed that only 3% of the work done in universities is accounted for by staff on hourly paid contracts. This report was published in February 2018 with media coverage featuring hourly-paid lecturers and the union鈥檚 comment. This focus on reputation has been accompanied by work to equip and support more branches to campaign and negotiate effectively on casualisation.

5.2听听听听 The HEC and NRP-HP approved new guidance to branches which was distributed in January 2018 and more than 40 branches began some form of negotiations with managements around a casualisation claim. New campaigns around claims have been supported among postgraduate students at Cardiff, Edinburgh and Leeds Universities. 51福利 at Portsmouth University have made notable progress in winning improvements to holiday pay, pay rates and a commitment to fractionalisation.

 

6听听听听听听听 Workload and safe, sustainable workplaces for 51福利 members

6.1听听听听 A number of initial pilot branches have agreed to progress the campaign locally in England, Wales and Scotland. Regional briefings on using a health and safety approach to tackle workloads have been delivered in five regions. Follow-up regional briefings on using workplace inspections, surveys and building a local campaign have been delivered in Yorkshire and Humberside, West Midlands and South East regions. 

6.2听听听听 Additional target branches and regional campaign networks have been established. Staged action plans to recruit and train additional health and safety (workload) reps in place for 2018.听 This includes: workplace inspections, recruitment activity, identification and utilisation of health and safety structures, workload surveys, utilisation of health and safety rights to information and consultation, establishment of working groups, development of winnable local claims and visible campaigns. 

6.3听听听听 Pilot branches report an increase in the number of health and safety (workload) reps throughout 2017/18. Pilot branches are engaged in local bargaining around workloads. 

6.4听听听听 51福利 1 training materials have been updated to include using a health and safety approach to tackle workload. A checklist, flow chart, briefing materials and resource pack have been delivered via regional and branch briefings. Online campaign materials, a website portal, HSE stress questionnaire and 51福利 local workload survey templates and resource pack have been developed for the campaign launch. The focus is an approach combining health and safety, building branch capacity and local bargaining. Joint work with the HSE has been carried out around benchmarking of stress survey data.

6.5听听听听 Additional work has been undertaken in HE, TUC, Hazards and joint trade union forums to build support and resources for workload campaigning and to share best practice. 

7听听听听听听听 Academic related, professional staff

7.1听听听听 The ARPS Committee has conducted three surveys in the last year. One for all academic related, professional staff, including non-members, secured 2,347 responses and identified some of the key concerns for ARPS. The second survey was about the impact of the UniForum data collection process which is occurring in 18 branches. The final survey was sent to all pre-92 branches to discover the extent of outsourcing in academic related areas and the involvement of branches in job evaluation processes. These surveys have informed the priorities which the ARPS annual meeting has been asked to endorse, and also the content of the annual meeting, which will be asked to reflect on the current academic related role profiles and whether or not they are fit for purpose.

 

 

8听听听听听听听 Health educators

8.1听听听听 The Health Educators Joint Liaison Committee with the health unions has been re-established.听 Discussions are ongoing about a possible conference after Congress and revisiting the health educators survey conducted in 2015.

9听听听听听听听 Trade Union Act

9.1听听听听 The union has issued initial advice to branches on facility time reporting after Congress 2017. We are awaiting government guidance on how reporting should occur before updating our guidance to branches.

10听听听听听 Industrial action

10.1听听 The ballot toolkit for branches and for regional staff has been revised to reflect the different requirements imposed in the Trade Union Act, and the differences across the nations. This continues to be updated as legal challenges clarify the requirements.

11听听听听听 New recognition agreements

11.1听听 The HEC has also maintained its focus on ensuring that we are bargaining for the changing higher education workforce. Following success in winning recognition at one of Coventry University鈥檚 subsidiaries in 2016, 51福利 has put in a claim for recognition at CU Coventry and also won recognition at Coventry ONCAMPUS, a subsidiary of Cambridge Education Group. Further recognition campaigns are under way among Study Group subsidiaries, building on success in 2015 with Sheffield International College.

12听听听听听 Local disputes

12.1听听 Branches and regional officials are involved in disputes throughout the three devolved nations and Northern Ireland.听 Since the last HESC, disputes where industrial action ballot procedures are instigated or there are particular issues requiring national attention are Leeds, Birmingham, Manchester and Brighton.

13听听听听听 Report on HE Sector Conference motions 2017

13.1听听 Motion HE1 set out an action strategy and the steps to be taken in preparation for an autumn industrial action ballot should members reject the UCEA final offer in a consultative ballot. HESC resolved that members were not to be consulted in June but did not determine when members were to be consulted. At its meeting in late June HEC approved a consultative ballot on the final offer to run throughout July. Members were asked whether they accepted or rejected the offer and whether they were prepared to take industrial action. The turnout was 49% with a 65% vote in favour of accepting.

13.2听听 Motion HE2 resolved a special HESC in the autumn to determine a national 51福利 industrial strategy. At its October meeting HEC called the special HESC in line with rule 16.11 to take place on 9 November. The quorum was not reached and the conference could not go ahead.

13.3听听 Motion HE4 called for more support for HEC members to visit branches in their regions especially during GTVO campaigning. In July HEC members and officials supported the pay campaign.听 Throughout the autumn and into the New Year SWG members and bargaining and negotiating officials spoke at numerous branch meetings and briefings in regards to the USS dispute and GTVO campaign.

13.4听听 Motion HE5 reaffirmed 51福利 commitment to national pay bargaining. 51福利 national negotiators met with the other HE unions in January to state the process of developing the joint trade union claim. HEC met on 2 March to approve the national claim.

13.5听听 Motion HE6 reaffirmed existing policy and called for branches and regions to have full involvement in developing industrial strategy, and that gender pay, job security, and challenging casualised and precarious contracts remain core 51福利 campaigns.听 The special HESC called in October to take place on 9 November was not quorate and the conference could not go ahead.

13.6听听 Motion HE7 reaffirmed existing policy and called on 51福利 to continue to build a union culture with campaigning and workplace organisation at its core, good local websites, GTVO reps networks and active branch committees.

13.7听听 Motion HE8 called for the inclusion of a 10:1 maximum pay differential in the national pay claim. The trade unions began discussing the formation of the pay claim in January and its themes were approved by HEC in March.

13.8听听 Motion HE9 called for 51福利 to highlight the threats to access to higher education as a result of the use of redundancy to re-organise institutions and to promote the use of e-ballots in union campaigns. 51福利 gave full public support to the Manchester Metropolitan University branch in its dispute and has made e-ballots a central part of union industrial campaigns.听

13.9听听 Motion L5 resolved that conference condemn the actions of Edge Hill University management and support members with legal resources to challenge Fast Track Redundancy. The branch has been supported.

13.10听 Motion HE10 resolved that if the University of Leeds did not reach agreement with 51福利 to resolve the dispute to defend academic freedom then the union would move to censure an academic boycott of the university. As part of the campaign the Privy Council, Universities Minister and local MPs were contacted. Members at Leeds took part in four days of strike action and are working to contract. HEC has set up an executive team which met and communicates with the branch officers. The VC has received the letter invoking the censure of the university as the first steps towards full academic boycott.

13.11听 Motion HE11 was the SWG negotiators鈥� report to HESC and called on 51福利 to take a number of steps in regards to the USS valuation negotiations and to prepare branches and members for possible industrial action. See paragraphs 3.1 鈥� 3.16.

13.12听 Motion HE12 called upon HEC to use FoI requests to analyse the true proportion of disabled staff at all levels in UK universities; the data to include black, female, LGBT+ staff. The results are to be used for campaigning purposes. Unfortunately it has been established that asking for information about disabled leaders would breach the Data Protection Act (DPA) as the numbers are too small. The Disabled Members鈥� Standing Committee will look at other ways to engage on the leadership question.

13.13听 Motion HE13 called on the union to work to secure more local agreements on casualisation and the gender pay gap and to build recruitment and work to increase facilities time into these campaigns. 51福利 has pursued claims relating to the gender pay gap in more than 30 universities, while claims relating to casualisation are being pursued in 40 HE branches. New campaigns to develop and lodge new claims are being established now and recruitment is a major part of this work.

13.14听 Motion HE14 asked for the rate for the job site to be updated with new data on women鈥檚 career progression, to prioritise equal pay cases and to make links with other intersecting issues. 51福利 has updated 鈥榬ate for the job鈥� accordingly and continues to work to identify and support equal pay cases.

13.15听 Motion HE15 called on HEC to contact branches for information about current policies impacting on LGBT people and use the information to work with the ECU to update existing polices in HE.听 The branch survey was distributed in February and the results analysed and a report produced in time for Congress 2018.

13.16听 Motion HE16 called on HEC to ensure that 51福利 guidance highlighted the issue of casualising clauses in part-time contracts and to update negotiators鈥� checklists accordingly. 51福利 has issued new and updated guidance for negotiators around casualisation which reflects this issue.

13.17听 Motion HE17 called on HEC to mount a public campaign in defence of the national contract in academic contracts, defending the link between teaching and research and to conduct a survey of branches to identify branches in the post-92 contract. Limited staffing and time resources have made it impossible to conduct this survey or to mount an identified national campaign in addition to those already running. However, 51福利 has issued new guidance to branches on the need to defend the teaching and research link through the concept of 鈥榮cholarship鈥� and has supported a number of branches in disputes and negotiations around this issue.

13.18听 Motion HE18 called on Research Councils UK (RCUK), the Welcome Trust and other major funding bodies to include mandatory questions on grant reporting for Principal Investigators (PIs), asking all fixed-term staff are notified of their employment rights and redundancy and redeployment options. 51福利 wrote to the new team at UK Research and Innovation (UKRI) to flag up key issues in relation to research careers, including FTCs. This was followed up with a request for a meeting to progress matters.

13.19听 Motion HE19 called on 51福利 to ensure that negotiators are aware of national checklists relating to casualisation. 51福利 has reissued and promoted fully updated negotiating guidance including these checklists.听

13.20听 Motion HE20 called on 51福利 to ensure that current arrangements for the representation of casualised staff on the NRP-HP continued and to ensure that negotiators had guidance and access to historic Framework Agreement commitments regarding hourly-paid staff. The NRP-HP has continued to meet under its existing representation arrangements and new, updated guidance has been issued to negotiators.

13.21听 Motion HE21 called on HEC to survey branches to establish whether there is meaningful trade union involvement in institutions鈥� job evaluation and grading process and whether the process produces outcomes that are detrimental to ARPS compared to non-ARPS staff. In December 2017 a survey was sent out to branches to establish the extent of branch involvement in job evaluation processes. Of the 68 branches contacted, 15 responded. Where branches were involved in the process they generally reported positive outcomes for ARPS, but almost all branches said that ARPS were treated differently because their jobs came up for job evaluation far more than academic jobs and there was a push to downgrade ARPS roles.

13.22听 Motion HE22 called on 51福利 to actively oppose any 鈥榥ew norm鈥� of two-stage capability procedures, to support local campaigns in this regards and to work with NUS and other unions to highlight the threat posed by such schemes. Unfortunately it has not been possible to progress the motion at this time due to the prioritisation of 51福利 resources in regards to the significant campaign demands in regards to USS, FE pay and local disputes.

13.23听 Motion HE23 called on 51福利 to lobby for a robust regulatory framework in higher education and to monitor developments in the for-profit sector. 51福利 has continued to argue for a robust regulatory framework in political work around higher education reform, through its press work and through its responses to government consultations. The union has also continued to draw attention to the problems emerging from for-profit HE.

13.24听 Motion HE24 resolved that 51福利 launch a UK-wide campaign to secure agreements to carry out suitable and sufficient risk assessments, to identify and control risks associated with unreasonable hours and workload, provide central and local campaigns and negotiating support and increase trade union safety representatives. See paragraphs 6.1-6.5.

13.25听 Motion HE25 called on HEC to lobby UCEA to instruct employers to audit mental health services for students and staff and to explicitly recognise mental health as a workplace issue and that a particular focus be placed on precarious workers. 51福利 is part of a UUK project which is conducting a sector wide research project to identify the scale of the crisis in student mental health and the provision of appropriate staffing and other services. The project is intended to deliver sector wide change with buy-in from VCs and university leaders, staff and students. This will involve a whole university approach and will include staff mental health. A number of HEIs will pilot the project at implementation.

13.26听 Motion HE26 called on 51福利 to defend the portability of REF outputs and protect the intellectual ownership rights of academics. 51福利鈥檚 response to the Stern review consultation reflected this and the situation is under regular review.

13.27听 Motion HE27 (part remitted) called on 51福利 to ensure gender equality issues are fully addressed in the debate around all aspects of the HE and Research Bill. 51福利 campaigned for full gender proofing of the Bill and did so in the run up to the parliamentary vote via MP briefings, meetings and other materials.听 Gender issues featured prominently in the union鈥檚 submission to the consultation on the bill.

13.28听 Motion HE29 called on 51福利 to continue to campaign for the Scottish Government to appropriately fund all areas of education from preschool to post 16 and adult. 51福利 Scotland continues to campaign widely on access in relation to the Scottish government. 51福利 Scotland hosted a conference in October, which included a session on access and a contribution from Peter Scott, the fair access commissioner in Scotland.

13.29听 Motion HE30 called on Scottish Universities to withdraw from the TEF. 51福利 published a briefing paper on the TEF in June 2017 in which this call was reflected.

13.30听 Motion HE31 resolved to launch a sustained campaign for the removal of NSS as a metric for TEF, for 51福利 leadership to work closely with the NUS and for branches to engage with their local student unions with a view to boycotting the TEF.听 51福利 has taken a number of steps in support of the campaign since HESC. A new briefing paper on the TEF was published in June 2017, which reiterated 51福利 concerns about using the NSS as a metric for TEF. 51福利 has also publically supported Senior Management Survey (alternative NSS) research and circulated the published report.

13.31听 Motion HE32 called for a campaign against the TEF and to brief branches on the implications for disabled staff and staff on casual contracts; to organise meetings and demonstrations with the passing of the act; to ensure disabled members rights and issues are included in discussions with government and employers on the implementation of the TEF including reasonable adjustments and supportive policies on disclosure. 51福利 published a new briefing paper on the TEF (June 2017) and continue to raise equality-related concerns around the TEF. In addition, 51福利 have launched 'David鈥檚 story' a practical toolkit to support branches to progress disability equality including disclosing.

13.32听 Motion HE33 called on HEC to campaign for the safeguarding of Modern Foreign Languages (MFL). 51福利 continues to campaign against attempts to reduce MFL provision in universities.

13.33听 Motion HE34 from the LGBT committee called on 51福利听 to survey branches about LGBT+ equality in the HE curriculum, for research work on current policies impacting on LGBT people and use the information to work with the ECU to update existing polices in HE.听 The branch survey will be distributed in February and the results analysed and a report produced in time for Congress 2018.

13.34听 Motion HE35 called for the abolition of the REF and other teaching and research 鈥榪uality鈥� exercises (TEF, NSS) that could be used to increase student fees.听 51福利 continues to campaign against the REF and TEF, especially the link between TEF and increased student fees. 51福利 published a briefing paper covering these matters in 2017.

13.35听 Motion HE36 called on HEC to campaign against the use of graduate destinations data as a measure of quality. This position was articulated through 51福利 briefings on the TEF in June 2017 and on the use of Longitudinal Education Outcomes (LEO) data.

13.36听 Motion HE37 called upon 51福利 to initiate an open-access, Creative Commons licenced journal of higher education trade union studies (as distinct from the Journal of Further and Higher Education) to provide a research focussed platform for sharing our union activities and associated research findings. Unfortunately it has not been possible to progress the motion at this time due to the prioritisation of 51福利 resources in regards to the significant campaign demands in regards to USS, FE pay and local disputes.

13.37听 Motion HE38 called for 51福利 to enact the censure and academic boycott of London Metropolitan University immediately and to put pressure on management to resolve the dispute.听 51福利 implemented the censure and academic boycott of the university following HESC. Negotiations have been ongoing since that time.

13.38听 Motion HE39 called on the union to campaign for no compulsory redundancies at Manchester Metropolitan University. 51福利 gave national support to the branch鈥檚 ballot, strike action and campaigning.

13.39听 Motion L4 called on 51福利 to fight compulsory redundancies at Manchester University. 51福利 gave national support to the branch鈥檚 ballot and industrial action including winning high profile for the campaign and highlighting issues of governance at the university.

13.40听 Motion HE40 called on HEC to campaign for implementation of Scottish governance reforms in England and for the defence of statutes, charters and contracts that embed academic freedom. 51福利 has made governance a high profile issue this year, including focusing national attention on university leadership and remuneration committees, raising issues of transparency and accountability and using high profile local disputes to highlight a crisis in leadership in the university sector.听

13.41听 Motion HE41 called on HEC to investigate the use of consultants in HE. In winter 2017/18, 51福利 conducted two surveys of some branches, one on outsourcing and the other on UniForum data collection. Use of consultants appears to be widespread across university services to achieve a variety of purposes.

13.42听 Motion HE42 encouraged a genuine staff-student partnership and for branches to adopt the 鈥楾ake Back鈥� platform to negotiate agreed campaigns, clear goals and core objectives between staff and students. Unfortunately it has not been possible to progress the motion at this time due to the prioritisation of 51福利 resources in regards to the significant campaign demands in regards to USS, FE pay and local disputes.

13.43听 Motion HE43 called on 51福利 to develop support for staff affected by the Brexit vote. 51福利 published advice for members which has been extremely popular. Our legal team reacted swiftly to demand and have partnered with external solicitors to ensure we have resources available to deal with the increase in queries from EU members concerned about their residency. There were also a number of members impacted by the first and now second US travel ban who have sought advice. They too are being supported.

13.44听 Motion HE44 called on 51福利 to work with branches, other campus unions and the NUS to mobilise against the visit of President Trump to the UK.听 51福利 keeps the situation under regular review as at the time of writing this report no date has been confirmed.

Motions passed by Congress, referred by the NEC to the sector committees:

13.45 Motion 18 called for an air pollution awareness raising programme, a campaign, training for 51福利 reps and joint work with organisations promoting air quality action. 51福利 delivered regional training events in partnership with Greener Jobs Alliance and the Hazards Campaign in London, Leeds and Manchester. Further joint work is in progress to develop an ongoing campaign network. 

13.46 Motion 72 called for a national workload campaign. 51福利 developed a pilot UK-wide workload campaign incorporating regional briefings; a branch resource pack; bespoke training for branches; campaign materials and resources; central support for pilot local workload campaigns in seventeen HE and twenty one FE branches. 

 

Section 3: Report of the Further Education Committee (FEC)

1听听听听听听听 Introduction

1.1听听听听 This section of the annual report deals with the work of the union within the further education sector. In the space available, it is only possible to give an overview of the enormous amount of work undertaken at branch, regional and national levels. In June 2017, FEC agreed a set of objectives and key work areas to provide a focus for our work and act as a guide when allocating finite resources. The priority work areas are pay, gender pay gap, anti-casualisation, protecting members鈥� TPS benefits and work to reduce members鈥� workloads. These all fit within the union鈥檚 national priorities and this report is largely structured around those priorities.

1.2听听听听 At each scheduled meeting of the FEC, the secretary provided a report on action taken to progress the motions carried at the Further Education Sector Conference (FESC) in May 2017 and those referred to the committee by the NEC following Congress. As this report is written only part way through the year, more progress will have occurred prior to FESC 2018.

2听听听听听听听 Pay bargaining

2.1听听听听 The Joint FE Trade Unions鈥� 2017/18 claim was submitted to the Association of Colleges (AoC) in April 2017. At a National Joint Forum (NJF) meeting on 17 May 2017 the AoC delegation declared that they had no remit to respond to the joint trade unions鈥� pay claim at that time and suggested a further meeting in September 2017.

2.2听听听听 At a meeting of the NJF on 19 September 2017 AoC representatives made a recommendation of a 1% increase with a minimum increase of 拢250. The AoC acknowledged that they were unable to make an offer that would meet the expectations of members and 鈥榳ished that they were able to make a better offer鈥�.

2.3听听听听 At the time of the NJF in September 2017 there was much talk of the government lifting the public sector pay cap. The AoC therefore offered to meet with the joint trade unions again in January 2018 to review the situation on college funding and public sector pay at that point in time.

2.4听听听听 The Trade Union Act of 2016 imposes new turnout thresholds for statutory industrial action ballots whereby a ballot is only valid where 50% or more of those balloted cast a vote. Therefore the October 2017 FEC voted to conduct a disaggregated consultative e-ballot of all members in England in line with the NEC鈥檚 GTVO policy to determine support for a statutory ballot with a recommendation to reject the 1% offer and support a strike ballot.

2.5听听听听 The aggregated result of the e-ballot was a 75% vote in favour of a statutory strike ballot on a 30% turnout. Therefore an aggregated strike ballot was not likely to achieve the required 50% turnout threshold.

2.6听听听听 Branches that achieved or came close to 50% turnout in the consultative ballot were allowed to proceed automatically to a statutory industrial action ballot. Branches above 40% but not close to 50% were asked to consider their ability to improve their turnout in a statutory ballot, determine if formulation of a part 2 claim would increase member engagement and develop an enhanced GTVO plan before proceeding to a statutory ballot. Branches that achieve a turnout between 30% and 40% were written to asking if they wished to develop a GTVO plan including demonstration of support for a statutory ballot in order to proceed and offered support.

2.7听听听听 Branches in twelve FE institutions chose to proceed to dispute and be balloted during late January and early February 2018. Seven of the disputes included local part 2 claim elements.

2.8听听听听 Eleven of the ballots exceeded the 50% turnout threshold with an average 63% turnout and a 93% vote in favour of strike action. At the time of writing this report, branches in 15 out of 16 colleges covered by the 11 successful ballots have taken strike action, with 14 colleges taking two days of strike action and indicating their intention to take a further three days action before the end of April 2018.

 

2.9 听听听 At a meeting of the NJF on 31 January 2018 the AoC made a presentation both on the state of college funding and their efforts to lobby the government for increased funding. The AoC representatives indicated that they were not able to re-open pay talks and that their 1% recommendation for 2017/18 remained. The AoC committed to a deeper cooperation with the joint trade unions on campaigning for increased funding for colleges.

2.10听听 At the time of writing initial discussions with the other joint trade unions had begun around the formulation of a joint trade union FE England claim for 2018/19 with a main focus on pay.

3听听听听听听听 Effective bargaining strategy

3.1听听听听 The AoC鈥檚 decision to make redundant its employment advisory team and outsource their employment advisory service to a law firm continues their behaviour of withdrawal from meaningful national bargaining.

3.2听听听听 51福利 continues to seek meaningful and binding national bargaining in further education in England while also pursuing a twin track approach by encouraging branches to submit the national pay claim locally together with local claim elements.

3.3听听听听 Branches that achieved sufficient turnout in their e-ballot regarding the AoC鈥檚 pay offer to support authorisation for a statutory industrial action ballot are not required to conduct a further e-ballot to enter disputes and statutory ballots in support of part 2 claims.

3.4听听听听 At the time of writing this report there were one hundred active local claims in colleges in England and Wales including part 2 claims, claims on priority areas and claims responding to local issues.

4听听听听听听听 Wales

4.1听听听听 The Joint Trade Unions鈥� (JTU) claim for 2017/18 was for 3.2% + 1% or 拢800 whichever is the greater. The FE employers offered 1% however, the Wales School Teachers Review Board made a recommendation that results in a 2% increase for school teachers in Wales.

4.2听听听听 The Wales Further Education Sector Committee (FESC) noted the 1% offer from the employers that was implemented.

4.3听听听听 Eleven colleges in Wales were balloted for industrial action in support of a claim and dispute on workloads. Five of the eleven ballots achieved the required 50% threshold and at the time of writing one college is being re-balloted with confidence that a 50% turnout will be achieved.

4.4听听听听 The FE employers in wales agreed to start negotiations over the union鈥檚 claim.听 However, at the time of writing not all matters included in the claim were to be covered therefore the Wales FESC had not withdrawn the dispute but had currently suspended local action.

5听听听听听听听 Northern Ireland

5.1听听听听 In the absence of government in Northern Ireland (NI) the Department of Finance maintained the public sector pay cap of 1%. The FE employers therefore offered a 1% increase which had not been agreed by the unions and had therefore not been implemented. No agreed pay increase has been implemented in NI FE colleges for a number of years.

6听听听听听听听 Gender pay

6.1听听听听 At the time of writing the FE FoI request data collection exercise is being finalised and will be used to produce a new report on the gender pay gap in FE for launch at Congress.

6.2听听听听 The results of the FOI will be analysed together with data published by colleges to target local claims in FE on gender pay.

7听听听听听听听 Casualisation

7.1听听听听 51福利 has continued its work to equip and support more branches to campaign and negotiate effectively on casualisation. The FEC approved new guidance to branches which was distributed in December 2017.

7.2听听听听 Casualisation has formed a key element of several claims over which members are being balloted for industrial action through the National Plus strategy. In addition, other FE branches have pursued local claims on casualisation. In total, around 20 branches tabled a claim around casualisation in the year 2017/18.

7.3听听听听 The union has also focused attention on subsidiary companies in FE, supporting the work of the Bradford College branch in organising and campaigning among hourly paid workers at its subsidiary company Beacon Recruitment and Placement Services Ltd.

8听听听听听听听 Teachers鈥� Pension Scheme

8.1听听听听 The valuation is delayed due to the Treasury working on Brexit. However, indications are that for the scheme in England and Wales and the Northern Ireland scheme, the valuation will bring little or no change. Considering the attacks on pensions elsewhere for 51福利 members this is good news. At the time of writing this report any changes to the scheme would be likely to occur in April 2019.

 

9听听听听听听听 Workload

9.1听听听听 The 2017 FESC endorsed an approach to addressing workload issues in FE through a UK-wide campaign to secure agreements with the employers to carry out workload risk assessments, to build organisational capacity and to support local campaigns and bargaining.

9.2听听听听 In England a branch health and safety resource pack was delivered via a series of half-day regional (stage 1) briefings in five regions. The resource pack includes health and safety guidance, a campaign checklist and a flow chart identifying a joined up approach to tackling workload issues via health and safety/campaigning and organising/local bargaining activity.

9.3听听听听 The stage 1 briefings focused on organising and campaigning activity utilising a health and safety approach to tackle workload issues, rights and functions of health and safety reps and employer legal duties to manage work-related stress.

9.4听听听听 The briefings also focused on branch health checks and the development of branch and regional action plans. Action plans focused on the identification and recruitment of workload/health and safety reps, workplace inspections, recruitment activity, identification and utilisation of health and safety structures, workload surveys, utilisation of health and safety rights to information and consultation, establishment of joint working groups, development of winnable local claims and visible campaigns. 

9.5听听听听 Bespoke stage 1 briefings were also delivered to a number of branches and regional committees.

9.6听听听听 Follow up stage 2 regional briefings were delivered to groups of target branches in West Midlands and Yorkshire and Humberside regions, focussing on confidence building in the use of workplace inspections, using survey and inspections results/risk assessments, engaging members in campaign activity to secure improved working conditions.

9.7听听听听 Additional stage 1 and stage 2 briefings are planned for the remainder of 2018 for regions, branches and workload/health and safety reps. Training materials have been updated to include using a health and safety approach to tackle workload. 

9.8听听听听 Twenty-one branches agreed to pilot the campaign at local level (with national support via regional offices) in England. Branch campaign outputs include (but are not limited to):

路     increase in the number of appointed health and safety reps

路     increase in 51福利 membership

路     improvement in branch capacity and organization

路     utilisation of bargaining machinery in parallel with health and safety structures

路     development of local campaigns to support bargaining claims / demands

路     visible and high profile 51福利 activity

路     a 鈥榳in鈥� on a local workload issue

10听听听听听 Prisons

10.1听听 The OLASS 5 or Prison Education Framework is ongoing, with providers beginning the process of bidding to provide education in small lots of prisons. 51福利 has been engaging with the Ministry of Justice (MoJ) and HMPPS to ensure that the health and safety of our members is locked into the contracts, and to minimise any tensions which might arise between our reps and their employers through governor-led commissioning.

10.2听听 51福利 are meeting with the providers and MoJ/HMPPS to specifically address current health and safety concerns, and 51福利 is part of a working group with the Education and Training Foundation to standardise prison education inductions and refresher training.

10.3听听 An agreed national framework for escalating unresolved health and safety issues locally, regionally and, where necessary, nationally within NOVUS and Milton Keynes has been agreed. At the time of writing this report discussions with the other current providers and the MOJ on the same are live.

11听听听听听 Action on Further Education Sector Conference motions 2017

11.1听听 Motion FE1 approved the report on the FE England 2016/17 pay round and progress in the 2017/18 round as circulated in FE branch circular 51福利BANFE/9.

11.2听听 Motion FE2 called for a pay campaign highlighting inequality between principal and staff pay; negotiators to develop a claim that closes the gap; a national day of action in support of the 2017/18 claim; organise a national ballot for industrial action if the AoC don鈥檛 meet the claim; set out a GTVO action plan for branches and organise regional briefings. See paragraphs 2.1-2.10.

11.3听听 A new tab on the FE 鈥楻ate for the job鈥� web page was introduced to highlight principal/CEO pay and difference with average lecturer pay. The pay claim submitted called for RPI at 1 August 2017 + 3% to close gap with principals/CEOs. A national day of action and wall of support was organised in support of the claim. A national e-ballot in support of industrial action was held with regional briefings and branch GTVO plans.

11.5听听 Motion FE3 called for a pay strategy that includes lobbying for equal pay audits to address gender pay gaps; permanent fractionalisation for the precarious; Living Wage accreditation; greylisting of colleges that do not pay the AoC recommendation; establish a 鈥楧isinvestors in People鈥� badge for colleges with poor pay practice.

11.6听听 The nationally agreed AoC gender pay toolkit calls for equal pay audits. National claim included call for permanent contracts after two years.听 AoC did not agree this element of the claim so branches are being targeted for part 2 claims on permanent fractionalisation claims locally. FoI data collection will allow for naming and shaming of colleges that fail to implement the AoC 1% recommendation.

11.7听听 Motion FE4 called for work with key stakeholders in the sector to compile and publish recruitment and progression data to include all protected characteristics.

11.8听听 A significant piece of work cooperating with the AoC and the Education Training Foundation (ETF) on a collaborative approach to workforce data collection was launched resulting in over 80 colleges agreeing to share with 51福利 the workforce data submitted to the ETF. This collaborative approach should improve the quality of the ETF data set used for their annual workforce diversity report.

11.9听听 Work is also ongoing with the Department for Education where 51福利 is urging the department to make FE workforce data collection mandatory.

11.10 Motion FE5 called for meaningful and binding national bargaining in FE England. 51福利 and the joint trade unions have repeatedly called upon the AoC for binding national bargaining both within the 2017/18 claim itself and on an ongoing basis at officer level. 51福利 continues to explore relationships with other sector bodies and groups for more meaningful negotiations.

11.11 Motion FE6 called for continued national campaigning pressure against precarious employment; to provide bargaining and negotiation support for branches to demand implementation of the AoC鈥檚 2016/17 recommendation on precarious employment.

11.12 In June, 51福利 published a new report, Precarious work in Further Education, which highlighted the extent of casualised employment in FE colleges based on their returns to 51福利鈥檚 FOI. This won some press attention and drew attention to the issue of subsidiary companies.

11.13 Updated bargaining guidance on precarious employment aimed at FE, Adult Education and Prison Education branches has been issued. Branches are encouraged to submit local part 2 claims on precarious employment issues.

11.14 Motion FE7 called for regional officers to support FE branches to identify members in precarious employment and to pursue fractionalisation and a national demand on this for FE branches.

11.15 The annual FoI in FE supports branches to identify precarious staff; the revised guidance issued to branches supports their bargaining and negotiations for precarious staff.听 Fractionalisation for precarious staff with more than two years鈥� service was included in the joint trade unions鈥� national claim for 2017/18.

11.16 Motion FE8 called for casualised staff to have equal access to CPD and for staff to be paid no less for training days. The joint trade unions鈥� national claim included a claim for equality of access to CPD.

11.17 Motion FE9 called for 51福利 to extend its work to campaign for a supportive environment and inclusive curriculum for LGBT+ people; to work with other FE sector organisations to explore support for LGBT+ staff and students and continue to support LGBT History Month.

11.18 51福利 launched an LGBT+ survey in February 2018 to help inform campaigning work for making FE more supportive for LGBT+ staff and students. Press work around the new survey and previous 鈥楶ride and Prejudice鈥� report recommendations has occurred. 51福利 is actively involved with and promoting LGBT History Month and the inclusive curriculum around it.

11.19 Motion FE10 called for 51福利 to continue to promote sexual orientation and gender identity training for reps and to support colleges and departments in celebrating and promoting gender identity diversity.

11.20 A guide to gender identity has been widely disseminated and incorporated into the equality reps training and gender identity and sexual orientation one day training course. 51福利 has promoted the use of non-binary options on all forms and data collection.

11.21 Motion FE11 called for work with Action for ESOL and other relevant groups to challenge cuts to ESOL and myths within the Casey Review and all party recommendations; build community work to highlight and fight hate crime and to establish resources to support branches in developing work such as 鈥榃e are all Immigrants鈥� themed learning.

11.22 51福利 is affiliated to Hope Not Hate and Stand Up To Racism and supports their community campaigns. 51福利 has developed briefings on religious attire and female genital mutilation (FGM).

11.23 Motion FE12 called for 51福利 to work with students, communities, colleges and all relevant political parties to promote and campaign for the establishment of the national education service. 51福利 is working closely with NUS and the Labour Party to promote and develop detail on the shape of a national education service.

11.24 Motion FE13 called for 51福利 to collect data on the racial profile of colleges; provide guidance to branches to help remove barriers to appointment and progression of black staff and promote racial equality; make available to branches and promote reports and resources from the 鈥榳e are all immigrants鈥� themed learning weeks.

11.25 51福利 conducts an annual FoI request and this year initiated a more collaborative approach to FE workforce data collection by working with the AoC and the ETF to encourage colleges to share data they give to the ETF with 51福利 and receive a smaller survey instead of the full FoI. The FoI and ETF workforce diversity data will allow analysis of staff appointment and progression.

11.26 Guidance on tackling racism within the workplace has been issued to branches and 51福利 provides full and ongoing support to the 鈥榃e are all Immigrants鈥� learning project.

11.27 Motion FE14 called for 51福利 to work with the sector and community organisations to promote LGBT+ visibility within ESOL. See actions for motions FE9, FE11 and FE13.

11.28 Motion FE15 called on the NEC in consultation with the ACC to find ways to contact and recruit more agency workers and invite them to request the establishment of an agency workers鈥� branch. Branch action note 51福利BAN/AB11 has been issued which reiterated this call, alongside other points about agency working in subsidiary companies.

11.29 Motion FE16 called on 51福利 to review how widespread the practice of utilising subsidiary companies is and research how the terms and conditions in subsidiary organisations compare with those in the main institution; pressure employers in order to protect jobs, terms and conditions.

11.30 51福利 has targeted subsidiary companies in FE in the press and in its reports. 51福利 is actively engaged in negotiating around employment in subsidiary companies at Bradford College and updated guidance contains advice on negotiating in relation to agency workers employed through subsidiaries.

11.31 Further research work will be conducted in late autumn and spring 2018 to identify significant subsidiaries and identify terms and conditions differences. 51福利 Wales has also conducted research on Welsh college subsidiaries.

11.32 Motion FE17 called for a report to FESC on the extent of colleges setting up subsidiary companies employing staff on inferior terms and conditions and without 51福利 recognition.

11.33 51福利 Wales is monitoring subsidiary companies in Welsh colleges. 51福利 is monitoring the use of subsidiary companies by FE colleges closely and is also undertaking a number of local projects to win improvements for staff employed through subsidiaries including a recognition campaign at South West Durham Training Unit and campaigning work at Bradford College Group.

11.34 A piece of research using a refreshed FoI request of colleges is in planning.

11.35 Motion FE18 called on 51福利 to demand publication of equality impact assessments in Area Reviews; asked branches to raise equality impact assessments and feedback information to national 51福利.

11.36 51福利 made representation at the first meeting of the National Area Review Advisory Group that it was invited to that equality impact assessments be conducted on all area reviews. BIS issued guidance to this effect. Guidance to branches recommends calling on employers to conduct equality impact assessments whenever there is any proposed change in the workplace that affects staff.

11.37 Motion FE19 called for an updated negotiating pack for branches on facilities time and for regions/regional officials to share good practice; to avoid discriminatory practices by allowing reps who are casualised to make full use of facilities time.

11.38 A branch action note (51福利BAN/AB9) has been issued which focused on college mergers and bargaining priorities and advice issued to ROs on obtaining information on mergers. Branch action note 51福利BAN/AB7 on Facilities Time reporting requirements has also been issued, to be used as a means to demonstrate its importance.

11.39 The government have yet to issue guidance on reporting facilities time, therefore work on the guidance is waiting, since this will have an impact on anything produced by 51福利. The government has scheduled no legislative time in the current parliament to approve this.

11.40 Discussions are ongoing with the AoC on joint guidance for the reporting of facilities time.

11.41 Motion FE20 called for 51福利 to consider establishing membership fees that put branches on an equal footing with other competing unions. A new membership offer including free membership for non-lecturer curriculum delivery staff was launched in October 2017.

11.42 Motion FE21 called on 51福利 to develop a clearer picture of ACE membership; support regional officers in developing ACE branches; create an online platform for ACE members to organise; make a recruitment video and give greater recognition to the unique position of ACE members who continue to work within a local authority.

11.43 51福利 met with HOLEX (The national network of local adult learning providers) to discuss a joint process for gathering data about ACE providers. HOLEX informed us in August 2017 that their planned survey was now delayed whilst the ETF were conducting their Training Needs Analysis. 51福利 has issued an FoI to ACE providers and will have preliminary results available in time for Congress.

11.44 The campaigns team have also surveyed ACE members about their needs and the best ways for the union to provide support. This gives a clearer picture of the ACE membership and what they want from 51福利.

11.45 A 51福利 ACE online Facebook/blog page will be established and moderated by ACE activists in the autumn.

11.46 Motion 22 called on 51福利 to liaise with other unions representing workers that will be affected by devolution of funding and ensure that HOLEX and 51福利 are working together to fight for jobs and conditions across the sector.

11.47 The devolution of ACE funding to the London region has been delayed until 2019. 51福利 have met with HOLEX to discuss the London area, and will remain in contact when this progresses. A joint seminar on devolution of Adult Education Budget (AEB) in Manchester has been held with UNISON and talks with the Manchester Mayor have begun. 51福利 have been invited to attend HOLEX Heads of Service network meeting in March 2018.

11.48 Motion 23 called on 51福利 to publicise any corrupt practices and campaign for greater staff representation on governing bodies, their composition to be more reflective of the local community and to end the practice of staff governors being required to withdraw when important decisions are to be made.

11.49 Regions provide support to branches wherever significant failures of governance result in negative impacts on members, including publicising failures where appropriate. Support is also provided where changes to governance structures are proposed in order to protect and enhance transparency and the role of staff governors. Also see actions for FE24.

11.50 Motion FE24 called for circulation of the Information Commissioner鈥檚 Officer (ICO) Definition Document, campaign for democratically elected staff governors and to fight to ensure all colleges publish financial documents and reports in the public domain.

11.51 51福利 and UNISON together with other FE unions held a staff governors鈥� conference on 1 December 2017 and are organising an annual event for late 2018. Branches supported in opposing changes to governance structures that remove democratically elected governor positions. See also actions for FE23.

11.52 Motion FE25 called on the union to oppose new insolvency regulations for colleges and to protect the interests of students and local communities. 51福利 continues to campaign together with other sector stakeholders for increased funding for FE and against insolvency of colleges in the interests of students and local communities.

11.53 Motion FE26 called on the NEC to launch a national prison education campaign and accompanying industrial strategy to address the issues of members working in prisons and for a full prison curriculum; work with the Prison Officers Association (POA) and to develop clear heath and safety guidance specifically tailored for prison educators; seek to negotiate its incorporation within the commissioning contract.

11.54 Discussions have now begun with all the providers about health and safety. Discussion and safe ways of working are progressing well with MKC and NOVUS, and are at an initial stage with Weston College and PeoplePlus.

11.55 The commissioning process for the Prison Education Framework (PEF or OLASS as was) will began in March 2018. The MoJ has negotiated a further extension of the OLASS 4 contract to March 2019. 51福利 have had input into the design of the PEF to highlight areas of concern in the governor-led commissioning process and to ensure a standard for health and safety in prison education. A specific part of discussions with the MoJ are focussed on health and safety and will be part of a review of prison inductions and refresher training, to standardise the induction information provided to educators.

11.56 Significant steps forward have been achieved via the establishment of health and safety consultative structures, reporting systems and escalation routes for unresolved safety issues at Novus and MKC. To support this a program of site safety inspections is being undertaken by 51福利鈥檚 national health and safety official at targeted locations in Novus and MKC prisons.

11.57 Bespoke health and safety guidance for members in prison education is in development with completion aimed for April 2018.

11.58 Motion FE27 called for 51福利 to gather information on sickness absences; to support branches in reaching agreements with employers on carrying out risk assessments on unreasonable working hours; support local campaigns on workload and to support an increase in the number of 51福利 health and safety reps.

11.59 A number of FE branches have been identified to be targets in the campaign to improve members鈥� workloads. Work has been done with those branches to identify and train more health and safety Reps, and ensure they are aware that they can tackle workloads via health and safety legislation. Depending on the progress in certain FE branches around recruiting and training health and safety reps, some branches will submit Part 2 claims asking for the issue of Workloads to be addressed. See also paragraphs 9.1-9.8.

11.60 Motion FE28 called for national guidelines for sickness absence policies for use as a negotiation and bargaining tool; to look into the right of members to keep medical records private and the authority of GP sick note.

11.61 Bargaining guidance on sickness policies exists and has been re-circulated in bargaining update for branches. Examples of doctors鈥� notes being ignored are assessed for potential legal challenge.

11.62 Motion FE29 called for 51福利 to campaign for an industrial strategy centred on the just transition to a low carbon economy, to work with the TUC and others unions to ensure apprenticeships are adequately funded and delivered primarily within the FE sector, provide quality training, decent pay, and lead to real jobs and address the skills needs of a low carbon economy.

11.63 A major focus of 51福利鈥檚 work is supporting Greener Jobs Alliance and the Cleaner Air project in Manchester. The chair of FEC took part in a TUC greener skills round table in December 2018 to argue for quality and well-funded green apprenticeships for a green skilled future.

11.64 Motion FE30 called on 51福利 to campaign for colleges as a community resource that should be protected; to put pressure on principals/CEOs to work with their Local Enterprise Partnerships (LEPs) in reducing competition in local FE provision; to work with the AoC to lobby parliament.

11.65 The 51福利 transforming lives project highlights the value of colleges in the local community. 51福利 continues to work with other unions and sector stakeholders to campaign for increased funding and in support of a national education service. Branches and regional officials encourage a collaborative approach through the area review process to reduce colleges competing.

11.66 Motion FE31 called on 51福利 for advice and information for branches on disability and learning walks and lesson observation; highlight good practice in order to support robust negotiations on observations and support branches campaigning against learning walks targeted on individuals, including positive support for branches seeking to ballot for action over the issues.

11.67 All branches seeking ballots for action in disputes on lesson observations and learning walks are supported. Comprehensive guidance to negotiating lesson observation policies has been circulated including policy that opposes learning walks being used to observe or provide feedback to individuals.

11.68 Motion FE32 called on 51福利 to make opposition to the introduction of cameras for quality assurance in teaching official policy. Current guidance is being revised to bring it into line with policy for FE Colleges and in relation to camera use more broadly such as the wearing of (body) cameras for security purposes in prisons.

11.69 Motion FE33 noted reports from branches that prison educators are increasingly being asked to carry out non-teaching roles and called on FEC to commission research into the teacher/learner relationship in prisons and the potential impact on staff and prisoners of this mission creep.

11.70 Work on this is live - a call for interested researchers has been made to the Prisoners Education Trust. The Trust has established the Prisoner Learning Academic Network (PLAN) which works to bring together researchers who work on issues relating to prisoner learning.听 Once respondents have been collated, a decision will be made and the project initiated.

11.71 Motion FE34 called on 51福利 to put forward its own charter for jobs and apprenticeships and to frame campaigns around apprenticeships in the wider defence of FE. Campaigning work in defence of FE and quality apprenticeships is ongoing.

11.72 Motion FE35 called on 51福利 to campaign against post-16 compulsory education and to campaign for the reintroduction of the Education Maintenance Allowance (EMA). 51福利 continues to campaign for restoration of the EMA and against compulsory post-16 education.

11.73 Motion FE36 called for a fact-finding team to be sent to Finland to gain knowledge and understanding of the themed-based learning changes. Contact has been made with 51福利鈥檚 sister union in Finland who observe that Finland has not abandoned subject teaching or adopted 100% theme-based learning. 51福利 continues to explore opportunities for exchange of knowledge in the area.

11.74 Motion FE37 called for the re-integration of University Technical Colleges (UTCs) into mainstream education. 51福利 opposes UTCs and campaigns against them.

11.75 Motion FE38 called for 51福利 to continue to use and support trade union studies departments; encourage sister unions to use trade union studies departments; campaign and fight for funding for trade union education. 51福利 uses trade union studies departments and campaigns within the TUC and with other unions for their continued support and use.

Motions passed by Congress, referred by the NEC to the sector committees:

16.80 Motion 18 called for an air pollution awareness raising programme, a campaign, training for 51福利 reps and joint work with organisations promoting air quality action. 51福利 delivered regional training events in partnership with Greener Jobs Alliance and the Hazards Campaign in London, Leeds and Manchester. Further joint work is in progress to develop an ongoing campaign network. 

16.81 Motion 72 called for a national workload campaign. 51福利 developed a pilot UK-wide workload campaign incorporating regional briefings; a branch resource pack; bespoke training for branches; campaign materials and resources; central support for pilot local workload campaigns in seventeen HE and twenty one FE branches. 

 

Section 4: Report of the Education Committee

1听听听听听听听 Introduction

1.1听听听听 During 2017/18, the Education Committee has continued to forge a strong relationship with the Recruitment, Organising and Campaigning Committee which is responsible for the union鈥檚 campaigning and political output.  The committee鈥檚 work continues to be around the theme of education 鈥榝rom the cradle to the grave鈥�. 

1.2听听听听 In implementing the decisions of Congress, the committee has focused on three key priorities:

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

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

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

1.3听听听听 The union鈥檚 team of policy professionals work, wherever possible, with academics who are expert in their field and their work is always informed and improved by the views of and interactions with 51福利 members themselves.

2听听听听听听听 Developing clear policies

2.1听听听听 During 2017/18, the committee has commissioned and adopted policy across many areas including:

路      widening participation; including our continuing campaign for reform of the admissions process and the axing of unconditional offers;

路      phase one of the acclaimed research, in collaboration with Dr Rob Smith and Dr Vicky Duckworth into the transformational impact of further education;

路      the gathering of evidence in support of a complaint to UNESCO about breaches of academic freedom in the UK;

路      developed a suite of policy and support for staff affected by BREXIT.

2.2听听听听 51福利 policy positions on these and other areas mentioned in this report are collected on the 51福利 policy hub at .

3听听听听听听听 The politics of education

3.1听听听听 The union continues to exercise considerable influence on education policy.听 We have sought to respond in detail to the Labour Party鈥檚 commitment to introduce a National Education Service (NES).听 Our vision for the NES can be viewed in the policy hub.听 We have brought together existing 51福利 policy in order to make a series of recommendations.听 While the NES is a Labour idea, it is important that the union engages with other mainstream political parties about the principle of an effective, coordinated sector which can respond to the education needs of the community.

4听听听听听听听 Engaging with others

4.1听听听听 The committee strongly believe that while the development of effective policy is crucial, engagement with 51福利 members and external stakeholders is equally vital.听 In short, 51福利 and its members must be part of the debate about the future of education rather than standing on the sidelines.听 To this end the committee:

路      organised a very successful 鈥楥radle to Grave鈥� conference attended by 400 members and with high quality academic and political speakers including Zoe Williams, Simon Marginson, Diana Reay, Fazia Shaheen, Lola Olufemi and many more;

路      agreed to promote smaller, regional and branch level events aimed at continuing the debate within the union;

路      continued to organise regular stakeholder meetings, including at party conferences, at which 51福利 policy priorities are discussed by MPs, civil servants and other stakeholders;

路      contributed substantially to the successful national demonstration held by NUS and 51福利 on 19 November 2016 and themed around Brexit and the rights of migrants.

5听听听听听听听 Future work

5.1听听听听 51福利 remains committed to reaching as wide an audience as possible with our policy work. For the future, the work already commissioned by the committee includes:

路      a comparative international analysis of admissions systems in higher education in support of our campaign for admissions reform;

路      phase 2 of the Transforming Lives project which is a large-scale survey of teaching staff and learners in Further Education institutions;

路      a major piece of work on the impact of the Teaching Excellence Framework on institutional behaviour which will include a series of seminars as well as a survey and final report.

 

6听听听听听听听 Action on Congress motions 2017

6.1听听听听 Motion 9 instructed the NEC to work with other organisations to help fight government policies with regard to BREXIT that will have a deleterious effect on the rights of our members or the future of our students.听 51福利 has produced extensive briefing materials for members and continues to campaign strongly on this issue /we-are-international.

6.2听听听听 Motions 10 and 11 called on members to write to MPs and MSPs from all parties to demand that they give voice to the positive case for immigration. The union has continued to make the positive case for immigration and members have been involved in a series of high profile write-in campaigns around BREXIT and other issues related to migrant rights.

6.3听听听听 Motion 12 called on politicians in Northern Ireland to commit, alongside the right to remain and current levels of protection for EU workers, to ensuring that HE institutions across the island can continue to collaborate on major research projects

6.4听听听听 The union has continued to make the case for the protection of the rights of EU staff and for cross-border collaboration.

6.5听听听听 Motion L2 agreed to support calls for the immediate launch of a full public inquiry into the BREXIT Leave campaign funding and the cover-up and for the Metropolitan police to pursue a criminal investigation.听 The union has raised this issue with politicians across the spectrum.

6.6听听听听 Motion 13 resolved urgently to campaign for the free movement of labour and opposition to the Points-Based Immigration Scheme; an up-front guarantee for existing EU/EEA citizens in the UK to stay; protection for EU research funding and EU students; full recognition of workers' rights throughout EU withdrawal negotiations.听 These tenets have informed all of 51福利鈥檚 work in this area including the widely circulated guidance we have produced on Brexit.

6.7听听听听 Motion 14 resolved to campaign to defend existing free movement of labour within the EEA; to guarantee full UK state pension rights to UK citizens living in the EU; to extend the right of freedom of movement to migrants from across the globe and oppose Point Based Immigration Schemes; to publicise the benefits of immigration to this country; rights of LGBT+ people should be recognised across the world. For those from nations where this is not the case there should be much better support and protection; for an up-front guarantee for existing EU/EEA citizens in the UK to stay; for improved rights for all workers and for full recognition of workers' rights throughout EU withdrawal negotiations; for removal of international students from net migration targets; for protection for EU research funding and EU students; lobby principals and VCs publicly to guarantee that for the indefinite future there will be no change in the employment or student status (including fee conditions) of EU/EEA staff and students; affiliate to the free movement of labour - campaign to defend freedom of movement across Europe post-Brexit and increased work with and promotion of the work of organisations that support and protect LGBT+ migrants and LGBT+ rights globally; to support any branch/LA that walks-out in defence of a member of staff or student threatened with deportation.

6.8听听听听 These tenets have informed all of 51福利鈥檚 work in this area.

6.9听听听听 Motion 15 demanded that Theresa May confirm the rights of EU nationals working here to stay and pledges to defend migrant colleagues' rights.

6.10听听 At a series of meetings with the government we have pressed the case for the rights of EU nationals to be protected.

6.11听听 Motion 16 on Just Transition resolved to work with members affected by a move to a low carbon economy, other trade unions, and environmentalists to ensure that the change from a fossil fuel to low carbon economy is one which is fair and just to all workers employed in those sectors affected.听 This approach has been a feature of the union鈥檚 environmental work in 2017/18.

6.12听听 Motion 35 asked the Education Committee to look at how universities and colleges support refugees; enable branches to localise the FE Transforms campaign; provide an effective critique of TEF and REF; produce the policy foundation for a campaign in support of Additional Learning Support funding.

6.13听听 A pamphlet on refugees which includes case studies from universities should be published by the time of Congress.听 Phase 2 of the FE Transforms campaign provides an ideal opportunity for branches to join the campaign as it involves a large scale institution by institution survey and report.听 In addition to our continued critique of TEF the union has commissioned a major study of the impact of TEF on institutions which should provide the basis for our evidence-based opposition to it.

6.14听听 Motion 37 asked for work by 51福利 on what a quality apprenticeship should look like; clear advice to branches on negotiating and organising around apprenticeship provision; and a national campaign to recruit and support staff working in apprenticeships who are very often expected to teach on non-lecturing contracts etc. often off-site and invisible.

6.15听听 51福利 policy on the need for focused, well-funded, high quality apprenticeships delivered by colleges has been adopted by many politicians.听 Our existing policy can be viewed at the policy hub.听 Advice for branches will be issued before Congress meets.听 The 鈥楩uture of the Profession鈥� free membership initiative is directly aimed at staff working on non-lecturing contracts.

6.16听听 Motion 38 committed to protecting 'turnaround time' as a measure of time determined by tutors not by centralised systems or league tables; working with NUS to promote a participatory model of marking and feedback which recognises the rights of staff; work at local/regional level to combat reductions in 'turnaround' time not accompanied by a corresponding reduction in marking load.

6.17听听 The committee produced a detailed analysis of turnaround times in 2016/17.听 The range between and within institutions was substantial and the committee was concerned not to endanger conditions in one institution by drawing public attention to a comparison. We have met with NUS and raised this issue as one where we could develop work together and will continue to raise the issue.

6.18听听 Motion 39 called on 51福利 to investigate the feasibility of establishing a required framework of initial qualifications and continuing professional development for the social care sector.听 51福利 has raised this issue with government and with other trade unions.

6.19听听 Motion 40 instructed NEC to bring to Congress in 2018 a statement in defence of academic freedom.听 The committee has prioritised the defence of academic freedom, through its work on the Karran report. The committee believes that further debate is required within the union as we roll out the Karran Report before a definitive statement is adopted.

6.20听听 Motion 41 called upon the committee to instigate, alongside ROCC, a major campaign on academic freedom in the UK, focusing on the key issues of autonomy about what to teach or research, security of employment and academic governance; challenge, and support members who challenge, fake news and deliberate distortion of evidence; and engage with the wider public on the importance of evidence, expertise and truth as the foundations upon which a civilised society is built.

6.21听听 The committee has decided to support a complaint to UNESCO on academic freedom in the UK.听 Professor Karran has been given a platform at a range of events by 51福利 including at our flagship Cradle to Grave conference. We are now collecting evidence for the UNESCO complaint and will use this as an opportunity to further campaign throughout the union.

6.22听听 Motion 42 resolved to call for and campaign for withdrawal of the Prevent statutory duty; support members boycotting Prevent where there's a clear breach of equality and anti-discrimination duties; encourage branches to order the Stand Up to Racism pamphlet: 'Prevent: Why We should Dissent' (with contributions from 51福利 NEC, NUT NEC, NUS, Michael Mansfield QC and Muslim Engagement and Development).听 This motion is a reiteration of existing policy as set out in our branch guidance.

6.23听听 Motion 43 committed 51福利 to redouble its efforts to defeat Prevent in education, and to do this by finding ways to publicly articulate our core values of equality, diversity, academic freedom and debate as central to post-16 education.听 This motion is a reiteration of existing policy as set out in our branch guidance.

6.24听听 Motion L7 opposes the deployment of armed police or troops on campus and any extension of the prevent agenda and resolves to make this position clear to government.听 The union has made the government aware of our view.

6.25听听 Motion 44 instructed the NEC to organise a national conference on anti-racist education and to encourage 51福利 regions and branches to develop a strategy to develop an anti-racist curriculum.听 This work has been taken forward in conjunction with the BMSC.听 Decolonising the curriculum was a key feature of the union鈥檚 Anti-Racism Day of Action in February 2018.

6.26听听 Motion 45 resolved to resource local branches to work strategically with (decolonial groups within) local student unions to 'Liberate The Curriculum'.听 The committee has worked closely with the BMSC on this area which was a feature of the Anti-Racism Day of Action. Lola Olumola who is a key part of the campaign at the University of Cambridge was one of the speakers at the Cradle to Grave conference.

6.27听听 Motion 49 instructed the NEC to highlight the impact of Tory post-16 education policy on people with impairment; work with disabled organisations and other unions in campaigning for sufficient resources for Reasonable Adjustments in apprenticeships, additional learning support (ALS) and disabled students鈥� allowances (DSA); call a national day of action in 2017.

6.28听听 The union has sought to join forces with a coalition of organisations campaigning around reasonable adjustment, ALS and DSA. To be effective a day of action would require support beyond 51福利 and we are still working towards that objective.

 

Section 5: Report of the Recruitment, Organising and Campaigning Committee

1听听听听听听听 Introduction

1.1听听听听 The Recruitment, Organising and Campaigning Committee (ROCC) has once again worked closely with its sister body, the Education Committee.

1.2听听听听 In setting the programme of work for 2017/18, the committee has continued to prioritise issues relating to the future of the profession such as the roll out of the free membership scheme; greater support for smaller branches; support for EU and other international 51福利 members; and political campaigning aimed at widening support for 51福利鈥檚 education policies.听 However, the work programme has understandably been dominated by the union鈥檚 Get The Vote Out programme.

1.3听听听听 This has, as always, meant the need to prioritise and where this has meant less progress than would be hoped with some motions passed by Congress and referred to ROCC, this is noted at the end of this report.

1.4听听听听 The committee has however sought to implement a comprehensive campaigns strategy with priority afforded to the campaigns below.

1.5听听听听 Following last year鈥檚 Congress, the NEC adopted a series of measures under the banner of 鈥楾ransforming 51福利 鈥� the future of the profession鈥�. A key part of this was 鈥榓ttracting those new to the profession鈥� and included four main parts:

路      the provision of free membership for two key target groups 鈥� research students who teach in HE; and staff who teach, instruct, or assess without a lecturing contract in FE;

路     encourage branches to make an annual claim to their employer on behalf of early career staff;

路     ensure that early career staff are represented within branch structures;

路      expand our existing CPD programme so that it provides online and face to face resources for early career members across the range of their professional needs with an aim to become an accredited provider.

1.6听听听听 All the union鈥檚 various materials can be viewed at our Future of the Profession page here /free.

1.7听听听听 Some indication of the success of this initiative is that as at 22 February 2018 the union had recruited 4,958 new members in the 鈥榝ree membership鈥� target groups.听 The broad split with regard to these new members so far is 75% HE, 25% FE.

1.8听听听听 Three branches (Leeds, Manchester and Bristol Universities) already have more than 100 of the new 鈥榝ree鈥� members.

1.9听听听听 As reported in the programme of work, we have also begun the process of expanding our CPD offer.听 The aim is to supplement the existing programme with high quality support for early career staff who operate in a highly competitive, casualised environment.听 While the union鈥檚 political and industrial opposition to the exploitation of early career staff is clear, we also need to provide practical support to colleagues.

2听听听听听听听 The rights of international staff in a post-Brexit world

2.1听听听听 ROCC put substantial resources into supporting international staff including: the continued provision of specialist immigration or visa advice for staff; the production of a widely used briefing on Brexit; extensive contact with politicians to press the case for the rights of EU nationals to be protected; the dissemination of specialist legal advice to staff who take strike action while on Tier 2 and 4 visas; a survey of the issues felt most important by international colleagues who have moved to work in the UK.

2.2听听听听 The survey picked up some interesting challenges for international colleagues 鈥� such as adjusting to what are sometimes very different performance regimes for staff in the UK; as well as to different learning styles and approaches. The survey shows pretty clearly that while members feel anxious about these issues there is often very little support from institutions. ROCC has therefore agreed to the development of a suite of services, including CPD support from within our Learning for Life programme, aimed at staff who are new to the UK.

3听听听听听听听 Widening support for 51福利鈥檚 policies on education

3.1听听听听 51福利 has engaged at a high level with politicians from across the spectrum on our ideas for education from cradle to grave. We were pleased that one party, Labour, included in its 2017 election manifesto a commitment to develop a National Education Service (NES). During this academic year we have worked with colleagues from the Education Committee to ensure that this idea becomes generalised beyond Labour and that 51福利鈥檚 priorities are reflected.

3.2听听听听 Early in 2018, we collaborated with the Labour front bench and the Fabian Society on a new publication called Life Lessons which sets out ideas for the NES.听 The publication can be viewed here: .

3.3听听听听 Our own version of the NES is being finalised as this report goes to print, having been agreed by the Education Committee and the intention is to promote it to all mainstream political parties.

4听听听听听听听 Get the Vote Out (GTVO) 鈥� winning disputes of national significance

4.1听听听听 GTVO work is quite righty consuming a very large proportion of the resources of the committee.听 Our policy has been developed over the past two sessions of ROCC and the union now has one of the most detailed GTVO policies of any trade union.听 It represents a key response to the Trade Union Act which set what was believed at the time by many to be an impossibly high ballot turnout threshold of 50% before industrial action could be taken.

4.2听听听听 The extent to which this work has been embraced across the union was first indicated by a series of local ballot successes including those at Manchester Metropolitan University, Leeds University and the University of Manchester in high profile disputes.听听 However, it has been the USS and FE (England) and FE (Wales) ballots which have really indicated how effective the strategy can be 鈥� not just in terms of delivering turnout but also in mobilising members in support of action.

4.3听听听听 It is important that Congress understands that while the strategy is proving very effective, it is very intensive and relies upon effective planning, communication with branches and members to ascertain which issues members think are important, an easy to understand narrative and then effective prioritisation of the union鈥檚 limited resources where they can make the most difference.

5听听听听听听听 Motions allocated to Recruitment, Organising and Campaigning Committee

5.1听听听听 Motion 62 instructed the committee to continue to focus its energy and resources on support of EU nationals and international colleagues; working with NUS on Prevent, boycott of NSS, refugee issues and the successful national demonstration; highlighting the transformative impact of FE, opposing the disastrous HE Bill; standing up for fair pay and transparency; working alongside the ACC and BMSC against casualisation and workplace racism; and supporting branches in dispute.听 The committee has made progress in most areas prioritised by motion 62, but GTVO has rightly been a dominant factor given the key disputes the union is prosecuting.

5.2听听听听 Motion 63 asked the NEC to contact branches with guidance on employers' obligations, negotiating advice, and asked branches to press employers to provide clear, up to date, and easy to access information on institution web sites including expense rates, how to claim, and maximum amounts.听 The committee agreed that guidance should be produced and it is intended that this be available by Congress.

5.3听听听听 Motion 64 called on 51福利 head office to produce all written materials bilingually for distribution in Wales.听 The committee noted that 51福利 now issues all campaigning material and all membership material in Welsh.

5.4听听听听 Motion 65 requested that 51福利鈥檚 NEC: step up the recruitment of union learning reps, with a particular focus on women, disabled, black and LGBT+ members, recognising that discrimination is often on multiple, intersecting front; investigate and implement more flexible ways of providing union learning and training; investigate and implement ways of providing accreditation for experience as well as training, particularly in the case of established activists who have gained experience at a time when little training was on offer; ensure all training recognises that casualisation is both a factor in and tool of discrimination and includes practical approaches for activists and branches to build the fight against this; provide tangible, practical help for staff on casualised contracts to obtain paid time for union learning and training.

5.5听听听听 The union is undertaking a wide-ranging review of our training for reps as part of the 鈥楩uture of the Profession鈥� initiative and these factors are being considered within that.

5.6听听听听 Motion 66 instructed the NEC to develop proposals for a consistent set of rules covering newly-joined members who approach the union for support.

5.7听听听听 The committee recognises the importance of this issue.听 It is important that this guidance works seamlessly with other matters such as the introduction of standard free membership; and the change in regulations regarding access to legal support.听 The guidance is now in production and will be published by the time of Congress.

5.8听听听听 Motion 67 requested that relevant officers begin plans for an Anti-casualisation Road Show that will visit as many areas of the country as possible; support the development and roll-out of the Anti-casualisation Branch Pledge which branches can publicly sign up to, committing to improving contracts for casually employed staff; ensure that anti-casualisation is at the heart of all our union鈥檚 activities.

5.9听听听听 The committee has worked closely with the Anti-Casualisation Committee to highlight the issues of insecure contracts.听 The road shows piloted by the ACC have been extremely successful. The new 鈥楽tandard Free鈥� membership scheme has increased the number of casualised staff in membership by around 3,500.

5.10听听 Motion 68 called on branches to be vigilant about the danger of back door zero-hours contracts.听 The committee has worked closely with the Anti-Casualisation Committee to highlight the dangers of zero-hours contracts and new guidance has been issued which highlights the importance of carefully scrutinising variable hours contracts in case they are de facto zero hours contracts.

5.11听听 Motion 69 instructed 51福利 to research and prepare a report on the advantages of classroom based training over online training and to set up a working group to explore the options for the future funding of trade union education.

5.12听听 The report should be ready for publication by the time of Congress. A working group of trade union educators meets regularly.

5.13听听 Motion L3 highlighted a request for support from the Tolpuddle Martyrs Museum for the purchase of letters written by the then Vicar of Tolpuddle.听 The union made a donation.

5.14听听 Motion 71 requested that all branches look to their own arrangements in order to secure the full rights to time off for their health and safety rep; ensure that 51福利 health and safety reps have sufficient facilities to undertake inspections of all premises; wherever possible, have at least one 51福利 health and safety rep per campus; and ensure all 51福利 health and safety reps attend training to enable them to carry out their functions.听 The union鈥檚 health and safety officer has prioritised this work with branches.

5.15听听 Motion 73 called for a review of the arrangements for the organisation, rights and support of retired members.听 This review is currently being undertaken.

5.16听听 Motion 74 instructed the NEC to coordinate with other trade unions to mount a sustained campaign to challenge the endemic inequity in pay in every sector of the economy.

5.17听听 The committee has continued to support work which highlights inequity in pay arrangements within higher and further education and has worked with a wide range of organisations including other trade unions to raise awareness of the lack of transparency in pay arrangements at the top.

5.18听听 Motion 75 called on NEC to campaign for the re-introduction of bursaries for professional health care training.听 51福利 has lobbied on this issue including to Labour who subsequently announced they would restore the bursary.听 Further campaigning, alongside other unions, is planned.

5.19听听 Motion 76 called on 51福利 to organise a campaign to lessen the impact of actuarial reduction on pension entitlement and make it easier to achieve retirement with enhancement on the basis of bad health.听 The union has been very active on pensions matters this year including of course the USS dispute and it has not been possible, at time of writing, to initiate a campaign on this matter.

5.20听听 Motion 77 called on 51福利 to lobby for the protection and adequate resourcing of public spaces which are vital, environmentally friendly, public assets.听 Given the calls on our resources so far this year we have not been able to allocate resources to campaign and lobby on this matter.

5.21听听 Motion 78 called on 51福利, while recognising that our union is not affiliated to any political party, to call in the 2017 general election for a vote for Labour.听 This motion was carried out.

Section 6: Report of the Equality Committee

1            Introduction

1.1听听听听 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. 51福利 also continues to work in partnership through the TUC with other education unions and sector bodies as well as the campaigning bodies to which we are affiliated.

2            Equality and employment rights

2.1        This year the committee has supported 51福利鈥檚 gender pay campaign and responded to the Government consultations on the gender pay regulations. The committees have also inputted into the equality aspects of both the Teaching Excellence Framework and area reviews.

3            Campaigning for equality

3.1        Further equality bargaining tools have been developed including Parents at Work.

3.2        51福利 has delivered equality training including the equality reps training, supporting members with mental health conditions, sexual orientation and gender identity awareness, and challenging sexual harassment.

3.3        51福利 actively supported the UN anti-racism day on 17 March 2018. It also supported the stand up to racism conference in March 2018.

3.4        51福利 has continued to campaign against anti-semitism. 51福利 commemorated Holocaust Memorial Day by encouraging branches to hold local events and use 51福利鈥檚 extensive resources.

3.5听听听听 51福利 continues to influence the ETUCE equality agenda. 51福利 responded to two ETUCE surveys on equality in unions and action against violence against women. 51福利 also attended the third EI women鈥檚 conference. 51福利 has developed resources for the 16 days of activism on gender based violence held at the end of November.

3.6听听听听 51福利 held a successful joint equality conference which focused on intersectionality including class. It also held specific sessions for higher and further education members.

3.7听听听听 The equality reps conference held in February was well attended and focused on tools for campaigning and practical actions for branches on 51福利鈥檚 equality priorities.

4            Black members

4.1听听听听 51福利 has worked positively with students and formed closer links with the NUS including former NUS President Malia Bouattia and NUS Black Students鈥� Officer Aadam Siciid Muuse, particularly in countering the Prevent agenda. The current NUS Black Students鈥� Officer, Ilyas Nagdee, is prioritising guidance on 鈥楢nti deportation鈥� which will be shared with 51福利.

4.2听听听听 51福利 secured two places on the TUC Race Relations Committee: Gargi Bhattacharyya and Nathaniel Adam Tobias Coleman.

4.3听听听听 The theme of the annual 51福利 Black Workers鈥� Conference was 鈥楪etting Organised鈥�. The three workshop sessions covered networking, anti-deportation campaigning, and surviving the workplace (protecting yourself against management tactics). The keynote speakers were campaigner/activist Linda Bellos and local (Birmingham) artist/activist Aliyah Hasinah.

4.4听听听听 Networks for Black Members: We have assisted with the development and growth of regional networks in Yorkshire and Humberside, the West Midlands, London and the South East regions. Work this year also covered Wales, Scotland and Northern Ireland.

4.5听听听听 The 51福利 Day of Action Against Workplace Racism was held on Wednesday 28 February 2018 and the theme was 鈥楧ecolonising Education鈥�. Branches were encouraged to host events exploring and disseminating the theme with a view to establishing connections with local NUS branches and their 鈥楲iberate My Curriculum鈥� campaign initiatives. Materials were made available.

4.6听听听听 The Equality Challenge Unit (ECU) continues to roll out its Race Charter Mark in the higher education sector. 51福利 has reservations about the robustness of the procedure and the looseness of the attendant consultation framework. 51福利 is engaging with the ECU. In further education, discussions are ongoing with stakeholders such as the Education and Training Foundation to develop similar initiatives.

4.7听听听听 51福利 has produced a briefing on challenging anti-muslim racism.

5听听听听听听听 Disabled members

5.1听听听听 Disability History Month took place from 22 November to 22 December. The theme was art and disability and was used for the Disabled Members鈥� Conference. 51福利 attended the Disabled People鈥檚 Summit organised during the month which has led to development work on a day of action for disabled members.

5.2听听听听 The Disabled Members鈥� Standing Committee (DMSC) produced a disability toolkit 鈥楧avid鈥檚 story鈥� which will support branches in progressing disability equality.听

5.3 听听听 51福利 produced more resources to support reps supporting members with mental health conditions and issues. The Carers鈥� guide was updated to cover 51福利鈥檚 support for paid Carers (and their unions) whose work goes unrecognised in terms of pay and status.

5.4听听听听 DMSC was part of a joint fringe with other equality groups at Congress on supporting migrants and challenging discrimination and hate crime. Fariha Bhatti, a disabled refugee and campaigner with 鈥楶ositive about disability鈥�, addressed the meeting.

5.5听听听听 51福利 has been promoting the 鈥楧ying to Work鈥� campaign. This campaign is calling for additional employment protection for terminally ill workers and for implementation of a terminal illness policy. The campaign is also calling for a terminal illness to be made a protected characteristic.

5.6听听听听 The TUC Disabled Workers鈥� Conference took place in May 2018 in London.

5.7听听听听 The DMSC has been involved in related activities including campaigns against changes to Access to Work, Disabled Students Allowance and Additional Support Allowance. 51福利 affiliated to ALLFIE (Alliance for Inclusive Education) which is the campaigning group for inclusive education.听

6听听听听听听听 Equality for LGBT members

6.1听听听听 51福利 sent a delegation to the TUC LGBT conference in July 2017. The 51福利 nominee to the TUC LGBT committee, Martin Chivers, was elected. A motion from 51福利 on LGBT Rights and Brexit was passed as was an emergency motion written with Unison.

6.2听听听听 The 51福利 LGBT members鈥� conference (November) was addressed by Dorota Obidniak (ETUCE) about ETUCE actions for LGBT equality, Simon Morley (Amnesty International) about campaigns Amnesty is engaging with internationally including in Chechnya and Egypt, and Beth Douglas (NUS) about Trans in sport in the post-school education sector.

6.3听听听听 Guides to Gender Identity, Non-Binary Gender, Europe and LGBT Rights, and LGBT Language in Use were published.

6.4听听听听 51福利 has continued to be involved in discussions about inclusion of Sexual Identity and Gender Identity in the Census 2021. This action has been led by the Office for National Statistics.

6.5听听听听 The LGBT Members鈥� Standing Committee (LGBT MSC) considered, advanced and proposed a change in name to LGBT+ in order to be more inclusive.

6.6听听听听 51福利 has worked with sector partners and the TUC to promote and mark both LGBT history month (February) and International Day Against Homophobia, Transphobia and Biphobia (IDAHOT, in May).

6.7听听听听 The 5th triennial research conference was hosted by 51福利 University of Manchester branch. Around 30 people attended this one day conference. Six papers were presented. Angelia Wilson, University of Manchester, was the main speaker. Angelia talked about using intersectionality in research.

6.8听听听听 Pride stalls were organised in Birmingham (27 May), Black Pride/Pride in the Park (9 July) and Manchester (26 and 27 August). There was considerable interest in the stalls, particularly in the petition supporting Amnesty action in Chechnya. 51福利 joined the march at London Pride on 8 July.

7听听听听听听听 Equality for women members

7.1听听听听 The Women Members鈥� 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.

7.2听听听听 51福利 developed a Working Parents guide for branch representatives which is a policy and negotiating toolkit to support parents at work. It was launched at the annual equality conference in November.

7.3听听听听 Following the launch of guidance last year to assist branches in how to deal with sexual harassment in the workplace, 51福利 developed a training course aimed at branch reps. The course has run three times so far and has been well received. New campaign materials were produced, including travel mugs and wristbands. 51福利 has also been in discussions with UUK and the 1752 Group about joint working around tackling sexual harassment.

7.4听听听听 51福利 produced a briefing on gender based violence and supported the 鈥�16 days in 16 ways鈥� campaign, a global campaign consisting of 16 days of activism against gender based violence. We asked branches to participate in this initiative, in particular encouraging them to raise the model policies on sexual harassment and domestic abuse in their institutions.

7.5听听听听 51福利 produced a briefing, 鈥楢bortion 鈥� a trade union issue鈥�. Two members from the WMSC attended an event held in October to mark the 50^th anniversary of the Abortion Act. We have continued to support the 鈥楤ack off鈥� campaign which seeks to establish protest free zones outside centres so that women can access services without being subjected to harassment and intimidation.

7.6听听听听 51福利 sent a delegation to TUC Women鈥檚 Conference and submitted two motions on career progression and the gender pay gap; and education, inclusion and safe communities for migrant women. Vicky Knight has been nominated to TUC women鈥檚 committee which she also chairs.

7.8听听听听 The annual women members鈥� conference 2017 was on the theme of 鈥楢 woman鈥檚 place is in the resistance 鈥� empowering women to empower change鈥�. The speakers were Shen Serefe, a McDonald鈥檚 striker, and Saffiyah Khan, activist and anti-racism campaigner. Workshops were held on progressing equality issues back in branches, such as sexual harassment and gender pay.

8听听听听听听听 Action on Congress motions 2017

8.1听听听听 Motion 46 Defending the equality agenda: this motion asked 51福利 to continue to respond to the discriminatory and hate agendas which have accompanied Brexit, Trump and the Government鈥檚 relationship with DUP. 51福利 has issued a briefing on challenging anti-muslim racism and a wider motion on this from 51福利 was on the agenda of the Black Workers TUC Conference. A briefing on abortion rights was also issued to branches. A survey on gender identity and sexual orientation has gone out to branches to look at actions around homophobia and transphobia. 51福利 will support activities against Trump鈥檚 visit when it is announced.

8.2听听听听 Motion 48 The disability pay gap: this motion called for the pay of disabled workers to be identified in pay audits as well as running a disclosure campaign. 51福利 has launched a new toolkit 鈥楧avid鈥檚 story鈥� which will support branch action on disclosure and inclusion of disability in pay audits is 51福利 policy and branches are encouraged to ensure its inclusion.

8.3听听听听 Motion 50 Women鈥檚 value in the workplace: this motion called for 51福利 to run a high profile campaign. Also to ensure regional and branch committees have gender equality as a standing item. 51福利 has in place the tools for branches to challenge sexual harassment including a model policy, training for reps, a counselling helpline and supported the 16 days of activism against gender based violence. Work with the 1752 group and the NUS continues to develop. The equality reps conference discussed how to develop effective networks and 51福利 guidelines are being reviewed.

8.4听听听听 Motion 51 Improving equality: this motion asked 51福利 to ask for detailed equality information from all educational institutions. This is 51福利 policy and branches are encouraged to do this through requirements under the Public Sector Equality Duty as well as through the priority of equal pay audits. There is a specific project being undertaken in further education to improve the data.

8.5听听听听 Motion 52 Dying to Work: This called on 51福利 to promote the voluntary charter, to encourage institutions to endorse the charter and work closely with the TUC. These actions have all been implemented with some institutions (including 51福利 itself) signing up. The campaign is visible on 51福利鈥檚 website and it has been publicised and promoted through the Friday email and at committees and conferences.

8.6听听听听 Motion 53 Campaigning for a woman鈥檚 right to choose: this motion called for 51福利 to continue its support of the 1967 Abortion Act and Abortion Rights UK. It called for support for Northern Ireland鈥檚 campaign and the right for time off for pregnancy decision counselling and appointments. A briefing was produced encapsulating these issues and members of 51福利 continue to work with Abortion Rights UK.

8.7听听听听 Motion 54 Inclusion of non-binary facilities and sport provision: This motion called for the provision of gender neutral facilities including sports provision. A guide to non-binary gender has been produced with reference to facilities for sports alongside more general gender neutral facilities provision. Discussion with NUS about continuing to advance this is ongoing with action including the NUS LGBT+ (women鈥檚 post) officer addressing the 51福利 LGBT members鈥� conference in Birmingham in November 2017. Gender neutral facilities provision, including for sports, is an action included within the recent survey of reps about sexual orientation and gender identity equality.

8.8听听听听 Motion 55 Gender identity:听 This motion called for 51福利 to develop policy on gender assignment at birth as well as raising awareness of the issues around gender identity including non-binary visibility. Thinking and practices in relation to gender identity have been addressed in the guidance about gender identity equality and also non-binary gender. 51福利 has a training course about gender identity and sexual orientation that has been run several times to enable reps to take action in this area. 51福利 has taken action to include non-binary options within monitoring, membership and survey forms. A proposal to campaign for the removal of the requirement and practice of gender assignment at birth has been made to the TUC LGBT+ committee by 51福利.

8.9听听听听 Motion 56 Education, sex workers safety and collective organising: This motion called for 51福利 to work with the NUS and other groups to highlight the impact of cuts and fees which traps workers in the sex industry as well as supporting decriminalisation of sex work. 51福利 has met with the NUS to discuss the motion and will continue to promote and support the policy.

8.10听听 Motion 57 International Holocaust Remembrance Alliance (IHRA) definition of antisemitism: This motion called for 51福利 to identify any repressive uses of the definition, promote academic freedom, research the implications of its use and ask the government to review its use. A branch circular was issued in February 2018 asking for information from branches.

8.11听听 Motion 47 (remitted) Enforcing the DDA: This motion called on 51福利 to enforce disabled members鈥� rights. 51福利 continues to work with branches and members on collective campaigns and individual casework relating to disabled members鈥� rights. The new toolkit 鈥楧avid鈥檚 story鈥� will assist with progressing equality at institutional level. 51福利 continues to respond to Government consultations and work with other organisations to counteract the extreme discrimination facing disabled people through the welfare system and at work. The developing day of action will assist with the focus.

8.12听听 Motion 58 (remitted) This motion called for 51福利 to grant observer status to all branch equality reps to the equality conference. The conference is made up of four separate sessions for those who self-identify as black members, disabled members, LGBT+ members and women members. There is a joint plenary which equality reps who do not self-identify in any of the four categories can attend. It was agreed by the Equality Committee that the conferences should remain a space for members from those equality groups to share experiences and debate, propose and influence policy relating to their protected characteristic without being observed. It was agreed to implement the LGBT MSC amendment which called for a written report to go to all equality reps after the conference so they are aware of the issues raised and debated.

8.13听听 Motion 59 (remitted) Using the term LGBT+: This motion called for 51福利 to adopt LGBT+ as the descriptor for this group to be more inclusive. This has been agreed by the NEC and a rule change is being brought to this Congress.

8.14听听 Motion 60 (remitted) Racist interference in elected roles: This motion called for support and guidance in challenging harassment and threats particularly via social media. This has included working with the NUS and was discussed at the equality reps conference. Guidance is being prepared.