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ALIA West
November 2002Relativities: Industrial issues in the academic and research library environmentOn the 17th of September, the Academic and Research Libraries Group held a discussion titled "Relativities: Industrial issues in the academic and research library environment". Speakers included Phil Teece, Industrial Relations and Employment Advisor at ALIA, and Union Representatives from CSA (Civil Service Association). Issues concerning pay equity and work value were discussed, in particular the New South Wales Pay Equity Inquiry and the recent NSW Test Case. Librarians were one of the professional categories put forward by the NSW state government during its gender Pay Equity Inquiry. As part of this inquiry, a sizeable historical study was conducted (dating back to 1955) and work value was assessed. Comparisons were made between government-employed librarians and some of the male dominated occupational categories. Teece outlined that librarianship is a traditionally feminised profession, and that librarians were being paid a salary of 85 per cent in comparison with masculinized professions. Evidence also suggested that salaries of senior professionals tend to 'round off', whilst the male dominated professions continued on a 'strong upwards gradient'. In terms of the NSW test case, the case has set strong precedent. The findings of both the inquiry and the Full Bench were that librarians suffered a "severe work value problem." A judge from this case stated "Librarians have been seriously undervalued, and have had no work value exercises done, despite the fact that in the last ten years or so they have had work value increases of the highest order possible." The NSW pay dispute led to a 26 per cent pay rise for the librarians involved (these figures are included below). Although library technicians were not mentioned in terms of the test case, evidence suggested that library technicians should also receive similar salary increases because of the same gender pay equity and work value issues. As Teece stated in the May 2002 issue of inCite. 'It is vital to recognise that the decision is not just a statement about historic gender-based discrimination. It is certainly that in part. But the size of wage increases indicates that the Full Bench has gone much further. The NSWIRC (New South Wales Industrial Relations Commission) has awarded increases of this magnitude because librarians and technicians have also experienced major increases in work value during the past decade. This was not reflected in their salary levels. In other words, the decision is both a pay equity and a work value judgement' (Teece, 2002, p8). Although the NSW pay equity inquiry and test case are evidence of change in NSW, similar changes are more difficult to achieve in Western Australia. The NSW Industrial Relations Act provides room for wage fixing principles. In Western Australia state jurisdiction does not provide these principles, and neither does Federal jurisdiction. This is likely to change due to recent changes in the West Australian Industrial Relations Act. The Industrial Relations Commission will have regard to gender pay equity, which will provide room for wage fixing principles. Another difficulty facing West Australians is due to enterprise bargaining arrangements. Enterprise bargaining requires individual entities to bargain; bargaining cannot take place across an occupational group. In other words, each individual library service is required to bargain. Both speakers emphasised that these changes may be possible in Western Australia, but emphasised that this cannot happen without the significant contributions of individuals within the profession. Table comparing the pay rates of a West Australian University Library and the New South Wales Test Case outcomes
Further information can be found in:
Summary by Paige Luff
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