It’s @UCUYorks_Humber hustings tonight for our next VP (from HE) and a casual NEC vacancy for LGBT+ members (from FE). I’ll try to live tweet as I can. Remember there’s also a national live hustings on Friday at 3pm. Make sure you read up, tune in if you can, and vote!
Four VP candidates are present: @justinemercer11 @ShowunmiV @MarianMayer20 @Gareth_S_Brown. Stephen Desmond is unfortunately sick. Both LGBT+ candidates are present - Peter Evans and Jennie Appleyard.
Appleyard kicks off. She is concerned about returning to work on our terms, as well as support for #FundTheFuture and other UCU campaigns. LGBT+ priorities include advancing GRA reform, as is UCU policy. Promises bravery and honesty if elected
Evans is next: supports what Jennie has said. Both candidates serve on LGBT+ committee. Evans argues for more democratization and bringing the union closer to members, eg. moving standing committees around nations and regions. Needs of older trans comrades are a priority for him.
Evans: opposed to marketization of post-16 ed. Needs of LGBT+ learners, particularly trans learners, often left out, particularly now. Wider need to fight against structural oppression and deprivation. Mentions need to support #BlackLivesMatter in more than symbolic ways.
On to VP candidates now, starting with @Gareth_S_Brown. Brown’s background is in political action and alter-globalization and eco movements, before going into academia in his 30s. Beginning of his career a series of grinding short-term contracts, and faced illegal redundancy
Brown: fought his own case and won and then became involved in branch from there. Now co-Secretary. Standing for VP because we’ve never faced a tougher challenge. Need a union that’s willing to take action, thinks critically and sees itself as part of wider social movements
Brown: need democratization and a true model “from below”. We also need a plan to win. Need to support members in driving change, using innovation in strategy and tactics, combatting precarity and climate change, intersectionality, and fostering a culture of care in the union
Up next @MarianMayer20: starts off with discussion of importance of this role. Acknowledges the tragic loss of @nita_4_VP_ucu. Chairing of committees is important role of VP - argues that experience is needed. She claims that from regional experience.
Mayer: been an activist for her whole life, including in environmental activism. Agrees with Brown that we’re in crises we have not made, but we can collectively work to improve lives on many of these issues. Also we member of anti-fascist movements. Agrees with Evans on BLM
Mayer: was a negotiator on #FourFights. Moved employers further than they ever have been - casualisation was toughest fight there. Covid changed line of argument. Argues for need to organize nationally
Next is @justinemercer11: stresses need for regional structures as places to meet unionists from other HEIs and FE. Fabulous that there is 5 candidates (usually 2-3). Turnout historically low, but please encourage people to vote.
Mercer: thinks we are at a crossroads because of the pandemic and because we have transformed as a union. Some successes can be celebrated, eg. at Bradford. Need to get out to regions and branches more.
Mercer: key priorities outlined in statement but include H&S, workload, job security. But we need to “box clever”. Should make better use of our expertise, need a longer plan (3-5 years, eg. OU), forge strategic alliance and improve membership density
Mercer: why me? Genuinely independent, experienced at branch, region and NEC level. Can work with anyone.
Last up is @ShowunmiV: inspired to stand because of @nita_4_VP_ucu. Didn’t always agree politically but supported each other as Black women in the union. It’s time we have a Black President and support the communities we represent
Showunmi: Equalities should be central to the union’s work. Background in FE and work outside university. Experience on short-term contracts so understands those issues. A single mother so understands those issues.
Showunmi: experience as chair of Black members committee and interim chair of HEC. Leadership needs to be visible and diverse. Supports the change in order to achieve a union that’s fit for purpose.
Showunmi: brings experience, compassion and sensitivity. Wants to support mentoring and engaging young people, particularly young women. Needs accountability and transparency of decisions, not serving just narrow, sectional interests.
Questions incoming: 1. To Brown - do you support decoupling of USS and FourFights? 2. To Showunmi and Mercer - do you oppose industrial action in all circumstances, given concerns about recent strategy?
3. Mayer - you support further action over FourFights, what tactics would you deploy in Covid times?
Brown - does not support de-escalation of FourFights. Arguments around decoupling with USS are compelling on both sides - needs member input in best ways forward.
Showunmi - never opposed strike action per se, however concerns from Black members around visibility and how their voices were being ignored. Showunmi did speak up about this, particularly the length of the strike and its impact on precarious staff
Mercer - not generally opposed to strikes. Supported 2018 strike, was picket captain. Participated in earlier strikes. But one of few NEC people who have voted for strike action and to end it. Leverage is key, as is the option of coming away with partial wins to build on.
Mercer - need strategic thinking, long-term planning and exit ramps. Members will come with us if they see the benefit. But 22 days was a big ask for many members. Took them with us in 2018, but less so in 2020. But not opposed to strikes in general
Mayer - 22 days of strike action is what brought employers to the table. Decided democratically at special sector conf and then HEC. I support action as it’s effective. Militant action short of a strike is not new - plenty we can do that aren’t strikes, eg. Blackout days.
Mayer - what we can’t do is leave branches on their own. We must take industrial action, including nationally. I have a plan, which I won’t reveal to employers now, but can be tabled at NEC.
Next Q from former pres and retired members branches Liz Lawrence: how would you support retired members? And from @rorfitelli: how do each of the candidates think we should take the FourFights dispute forward, not just what you think won’t work?
Mercer: retired members/branches are fantastic resource for helping GTVO. Engagement through regional committees allows us to learn from the past. In fairness, doesn’t know enough at this point, but would love to discuss more and learn more.
Mercer: on FourFights, only 1/3 of members could take action. Argues that pay is not the most effective means of mobilization, but difficult to win a ballot, particularly aggregated. Should shame institutions on equality issues - these can move employers.
Showunmi: key thing is to get voices involved. Role for retired members in mentoring and coaching for new people. On FourFights, need to strip down the elements. Effect of BLM on students and perhaps wider in HE and FE. Equalities strand needs more time on it.
Brown: at branch level, should actively recruit retired members. More effort and organizing for care. Difficulty of distinction between retired members (regional)and local branches - twinning may be one way to do that.
Brown: on FourFights, need to continue to fight, but there are real challenges, eg. in GTVO. Focus on formal twinning between larger and smaller branches, eg. pre and post-92.
Appleyard: has had lots of support from retired members in local branch. But would focus specifically on LGBT+ members. As FE, no comment on FourFights.
Mayer: focus on what we should do for retired members, eg. Tv license, WASPI, etc. They’ve supported us and we should support them. On FourFights, we have an outcome, but as a national negotiator disappointed that there’s been no action to get back to the table.
Mayer: we should aim for a resolution that doesn’t involve action, but if we need to, we should be militant. Covid changed everything, but the strikes got employers to the table.
New questions: 1. what’s the VP candidate strategies to win in FE, including pay disparity between FE and school teachers? 2. How would you increase visibility of LGBT+ issues in the union?
Showunmi: lack of awareness of ethnic pay gap, compared to gender pay gap. Little conversation about black women. Should have a campaign about revitalizing issues around pay gap. Members find themselves in a position that they can’t survive.
Showunmi: started off in FE so passionate about it. Need to hold hands with FE colleagues and work together. Lots of issues overlap. Should take away the snobbery of HE.
Evans: rights of LGBT+ workers - need to set up a committee, ensure compliance with Equality Act, follow Stonewall guidelines. On FE, disappointed to see VP candidates other than Showunmi and Mayer, largely ignore FE issues. More solitary between sectors needed.
Appleyard: FE is left off too often. Feel like a Cinderella service nationally, bad for that to be the case in our union too. For LGBT+ staff, more training needed in branches, including through online resources
Brown: took inspiration from Notts College dispute, eg. Nuts and bolts organizing in FE. Twinning strategies may work here, eg. Cross-sectoral. Lots of similarities to struggles - eg. same managerial logic. Meaningful outreach from HQ also needed.
Mercer: apologizes for not including FE in statement. Her father worked in FE. Covid presents an opportunity as people are reassessing what it means to be a skilled worker, including for FE. But FE misses out because HE takes up a big share of union resources - eg. Disputes
Mercer: would see her role as thinking more carefully about internal balance between sectors in the union’s structure.
Mayer: pitiful that our union treats FE branches and members as second class. Need to think how to raise FE disputes profile. We are not a pre-92 Russell Group union. If I was VP, I would be going to FE branches to ask how to raise profile. Pay differences resolved by campaigns
Final Qs: 1. What are the strategies for returning to work so we don’t die? 2. How do we combat privatization and outsourcing and get branch recognition? 3. Contribution of Black members to our union often not recognized - how can we correct that?
4. How do we confront structural racism as an ongoing issue, not just one that’s currently in the news?
Appleyard: focus on five tests for return to work and that members are listened to.
Mercer: five tests are key. Don’t have expertise in this area, but need to draw on members knowledge in those areas. Need to not just tinker with reading lists or focus on diversity but a top to bottom anti-racist approach
Brown: problem of privatization is widespread but the Sheffield recognition is one positive sign. Social struggles are visible on our campuses. Need to treat those movements not as external to our union and stop outsourcing activism, but central to what we do.
Showunmi: need equality impact assessments for return to work. Worked in private sector before so understand some of those issues. A lot of work needs to be done on addressing racism in our union.
Evans: if no testing, social distancing etc, we don’t go back to work. Works in private provider and not afraid to organize there. On BLM, white members need to educate ourselves, but union also needs to be led by Black members.
Mayer: needs recruitment drive in private providers. If can’t get recognition, aim for statutory recogntion. On decolonizing curriculum, have used Central St Martins branch motion to drive change locally with other unions. Five tests, etc needed before return to work.
That’s all folks, I’m off to give my thumbs a rest, but please do vote! There’s a national hustings again on Friday at 3. Come along and hear the candidates vision for the future of the union
You can follow @mark_pendleton.
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