Salary scales on the agenda at MacmillanUnfair discrepancies between salaries and the secrecy shrouding information on what salary goes with which posts have probably been the single biggest concern of the joint NUJ/Unite chapel at Macmillan since it was founded six years ago. Unfair discrepancies between salaries and the secrecy shrouding information on what salary goes with which posts have probably been the single biggest concern of the joint NUJ/Unite chapel at Macmillan since it was founded six years ago.
There is a strong suspicion that two people joining the company under similar job descriptions and with similar skills and experience may be offered starting salaries that can differ quite widely – depending for instance on the pay they were receiving in their previous job. Unless it is challenged – hard to do when all the info is secret – this differential may then remain as the two continue their careers at the company. Not only is it unfair, but it can end up contributing to the many factors that lead to women earning less than men in book publishing.
Every year the demand for a transparent salary scale has featured prominently on the chapel’s claim. And every year the company has refused to discuss the matter, claiming, somewhat lamely, that in their view everything is perfectly fair and there is no cause for concern.
Late last year, however, a new sense of confidence in the chapel committee, and a change at the top at Macmillan led to the welcome beginning of a meaningful dialogue, conducted in informal meetings, starting with a consultation over working hours and discrepancies in the way overtime is compensated across the company.
Last month, the issue of salary structures finally hit the agenda. This time, Bankie Williams, the new temporary MD (not the same one who consulted over working hours – Macmillan’s management is going through a rather choppy period) appears to have accepted that the chapel is making a reasonable request, and has agreed to look into it.
While this falls somewhat short of a promise to deliver, the committee was encouraged to hear that Bankie has had experience in developing salary structures before, and would consult his files to see how it was done and whether it could be applied to Macmillan.
It is now clear that Bankie Williams is leaving at the end of April, although there has been no official announcement about his imminent departure nor any information about his replacement. The chapel committee is determined not to let the issues under discussion drop. “We will make every effort to resume talks as soon as possible,” said the NUJ FoC Alan Dury.
HOW FAIR IS YOUR PAY?
According to a pay survey of book publishing in the UK carried out in 2001, men were on an average salary of more than £26,000, while women earned on average slightly more than £22,000. The survey also noted that the gap was widening: men achieved an average salary increase of nine per cent, women seven per cent [it would be nice to see some of that in Oxford - ed]. The chances are that these discrepancies are reflected throughout Oxford’s book publishing industry, but without greater transparency in pay scales, it is very hard to find out.
AW 2008-05-03
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