On a casualised contract? Tired of feeling alone, vulnerable and underrepresented? On Wednesday, 22nd January, University of Bristol UCU hosted A Precarious Life: A UCU Anti-Casualisation Workshop. Organised by Tracey Hooper, Bristol Vice President, and Jamie Melrose, Bristol Hourly-Paid Teacher (HPT) Rep, as well as Ana Lopes, UWE UCU Research & Associate Lecturer Rep, and Hedley Bashforth, University of Bath UCU Secretary, A Precarious Life saw HPTs, fixed-term researchers, graduate teaching assistants, UCU members and all manner of staff on casualised (as well as full time!) contracts, from around the Bristol and Bath area, come together to discuss and organise around the issue of casualised labour in Higher Education
The sessions that made up the day allowed participants to share their experiences; to detail the increasing institutional reliance on casualised staff in Bristol and Bath Universities and to begin to effectively organise around the issue. A Precarious Life kicked off with a keynote from Vicky Blake, Chair of the UCU Anti-Casualisation Committee (ACC). Vicky drew attention to how the concerns of casualised labour — job insecurity and workloads; the lack of institutional recognition — were becoming a key platform in UCU. The ACC is a good example of this. The casualisation of work in HE and Further Education (FE) is no longer a dirty, unarticulated secret: it is a matter of public concern. Vicky noted that union activity may seem like a bit of a jump for those currently in precarious jobs. One has potentially a lot to lose given the arbitrary way in which such labour is awarded. This acknowledged, UCU is increasingly aware it needs to be an open and inclusive organisation, aware of the casualised staff lot.
Know your rights
The session Know Your Rights, facilitated by Hedley and Nick Varney, UCU South West Regional Officer, focused on what UCU is doing with regard to insecure and low pay casualised contracts. Worryingly, these types of contracts are on the rise in HE and FE. There are egregious zero hours contracts with no working rights, agency contracts, and armies of teaching staff on variable contract (VHC) terms – where hours are agreed on a termly or annual basis. VHCs are often as insecure as zero hour’s contracts: no guaranteed hours or salary; teachers and researchers carrying out the activities of full time staff without compensation or equal treatment. HR departments often don’t even know how many people they employ on these contracts! After all, dismissal is only evidenced by not giving a new contract: many workers’ contracts end in May/June but they won’t know whether they have another contract until September.
In terms of what casualised staff should know, there are three key pieces of legislation:
- Equal pay legislation governing pay differences between men and women
- Part time workers legislation
- Fixed term workers regulations in which if a worker is employed for a series of fixed terms where the gap between terms is because of the organisation of the academic year, after 4 years, these contracts can be made permanent
The last piece of legislation is particularly noteworthy as UCU wants to end VHCs (unless in certain emergency conditions). A key task, then, is to establish clear ‘trigger points’ for when people are given guaranteed hours with exactly the same terms and conditions as full-time equivalent staff. In the Q&A, Tracey added that Bristol UCU is currently leading on moving to fractional contracts.
Early Career & Contract Researchers
In the workshop Early Career & Contract Researchers, facilitator Kirsten Forkert from Birmingham City University explored the lot of the early career researcher (ECR). Participants talked about the ECR ‘catch-22’: having to show publications at job interviews whilst employed in teaching jobs or in roles in which their research does not contribute to their own profile. There is also a lack of institutional acknowledgment of ECRs in universities on the part of managers and full-time staff. Because of cuts in funding, the demise of the post-doc and the demands of the REF ‘complex’, ECRs are expected to perform above and beyond, bereft of the necessary recognition of their precarious, isolated, condition.
How to deal with all this? When it comes to, for example, setting up support networks, participants felt ECRs might not want to get involved. They are understandably concentrating on trying to develop their own research profiles. Suggestions were also made about UCU setting out a clear vision of an alternative research culture. Equally important is to connect the issue of casualisation with the general trend in HE regarding said culture. It is still difficult to raise awareness about these issues with some senior staff seeing casualised labour as a necessary rites of passage rather than an institutional choice on the part of university managers to devalue the wok of researchers.
In the session Creative Protest, Chris Jury from Bath Spa University talked about the parallels between the 1980s deregulation of labour conditions in TV and film and what is now going on in HE and FE. For Chris, colleagues seem unable to conceive of what is coming their way in terms of casualisation: there seems to be an unwillingness to accept how much worse it can get. Most academics prefer not to oppose/organise but just persevere. Apathy is academia is unfortunately rife: private grumbling is not translated into public, collective action. There was some discussion about how to do this. Participants contended university workers need to focus on raising awareness about casualised contract conditions within universities. Moreover, a range of support and participation is crucial: The 3 Cosas Campaign at the University of London – staff and students working together – is a good example here.
In the concluding Q & A participants again reflected on the perennial issue: what is to be done. Jamie argued we need to think about modifying workplace behaviour: actively treating all university workers equally, rather than just passively assuming the supposed rigid “meritocratic” hierarchies enforced by senior and middle management. After all, when was the last time a Head of School proposed a genuine inclusive policy regarding casualised staff? There exists no real positive vision in our workplaces, our schools and departments, for how our research and teaching environments should resemble some of the values articulated by academics and UCU.
As for the general reception of A Precarious Life, there was a consensus that it represented an important first step in building a local and regional support network for staff on casualised contracts. The opportunity for people to meet fellow casualised staff served an important awareness-raising purpose. A Precarious Life will hopefully, at the very least, be the start of a sustained anti-casualisation effort at Bristol and Bath universities!
If you are interested in participating or finding out more about the above issues, please get in touch with us via email@example.com or Twitter @UCUAnti_Cas. If you’re in the South West please do get in touch with either Jamie Melrose — firstname.lastname@example.org or Tracey Hooper —email@example.com who organised the above event to get involved locally!
A special thanks to Cerelia Athanassiouand Maria Fannin for taking the notes!