Women and Cuts

The public spending cuts introduced by the coalition government are hitting people and communities across the country with job losses, cuts to benefits and cuts to public services. The cuts are disproportionately hitting the poorest and most vulnerable in society. We have a role in challenging these cuts.

The TUC have just published a toolkit that will help you to carry out human rights and equality impact assessments of the spending cuts on women, which you can use to question and challenge the decisions being made.

It’s a really helpful document and you can access it here

Proposed changes to public sector pensions

Why UNISON thinks women will be hit particularly hard by changes to public sector pensions

Women make up a larger proportion of the public service workforce, accounting for around 75% of workers in local government and 77% of NHS workers.

In adult social care and schools the figures are even higher: 80% and 82% respectively. Any changes to public service pensions are likely to affect significantly more women than men.

Women also earn less than men – 21% less on average in the public sector – and they tend to be concentrated in the lower paid professions.

As a result of their lower pay and often broken employment records, women already receive very modest pensions, so any changes to pensions contributions will hit them very hard.

The median pension for women who have worked in the NHS is just £3,500 a year (£67 per week): the average for women who have worked in local government is £2,800 (£54 a week).

It is being said that there is protection for the low-paid, so won’t these women be protected?

Only those workers earning less than £15,000 will not see a rise in their pensions contributions. For those working part-time their contributions increase will be based on the salary of a full-time equivalent position, so they may earn less than £15,000 but still end up paying more. The majority of part-time workers are women, so this will affect them in greater numbers too.

How many women will be affected by the pension changes?

These changes will directly affect around 3.7 million women – more than one in four working women in the UK and over one in three working women over 50 – who make up around 64% of the total public sector workforce.

The changes to retirement age will just even things up between men and women, won’t they?

Women will not only be hit by the changes in public service pensions but also the accelerated increase in their state pension age.

The retirement age for women is currently increasing gradually from 60 to 65, and the state pension age to 66 by 2020 for both men and women. This will mean that women face a much sharper retirement age increase than men.

About half a million women in their late 50′s will have to wait up to two years longer to retire than was previously the case.
What’s more, male dominated areas of public employment – the armed forces, police and firefighters – have been exempted from the latest increases in retirement age, while currently protected special classes of health workers, including nureses, midwives health visitors, physiotherapists and mental health officers, face increases of 11-13 years.

Women are also more likely to have childcare responsibilities. Around 1.3million women workig in the public sectore – more than one in three – are working mothers, and over 250,000 of them will be single parents. Many will find it hard to work the hours needed for an adequate pension.

Women and public service pensions

Coalition ministers want to make major changes to the pensions available to public service workers. These changes will directly affect around 3.7 million women – more than 1 in 4 working women in the UK, and over 1 in 3 working women aged over 50 – who make up around 64% of the total public sector workforce.

What is being proposed for public service pensions?
The combined effect of the proposed changes are that most people working in local government, the NHS, education and all our public services are expected to:

• pay more in contributions out of their salary – hundreds of pounds a year in most cases
• work longer before they can claim their full pension – to 66, then 67, then 68
• get less as a result of inferior ‘accrual rates’ and weaker inflation protection

Workers transferred to private or third sector employers may lose more pension rights.

What this means for women

Women will be hit particularly hard by these changes:

• women make up around 64% of the public service workforce – and an even higher proportion of those working in the NHS (77%), local government (75%), adult social care (80%), and schools (82%)

• male-dominated areas of public employment – the armed forces, police and fire fighters – have been exempted from the latest increases in retirement age, while hitherto protected ‘special classes’ of health worker (including nurses, midwives, health visitors, physiotherapists and mental health officers) face increases of 11-13 years

• around 1 in 3 working women are employed in our public services – an even higher proportion outside London and the South East – and will see their incomes in work and retirement reduced by these changes.

• women already receive very modest pensions, due to their lower pay and broken employment records – the median pension for women who have worked in the NHS is just £3,500 a year (£67 a week); the average for women who have worked in local government is £2,800 (£54 a week).

• women earn less than men – in the public sector, 21% less on average – and are concentrated in lower paid occupations. Even allowing for protections for the very lowest paid, this will make it harder to afford extra contributions, forcing many to opt out. Already 17.6% of women working in the public sector (around 600,000) aren’t saving into their scheme, leaving them much more exposed to poverty and insecurity in old age.

• women are more likely to have childcare responsibilities – available data suggests that around 1.3m women working in the public sector – over 1 in 3 – are working mothers, and over 250,000 of them will be single parents. Many will find it hard to work the hours needed to accrue an adequate pension.

• women are more likely to have other care responsibilities – available data suggests that at least 450,000 women public sector workers also care for an ill, frail or disabled family member, friend or partner. The largest number will be in the 50-59 age range – and will find it especially hard to work the extra years needed to earn a full pension.

• women simultaneously being hit with an accelerated increase in their state pension age – the government plan to increase the state pension age to 66 by 2020 for both men and women. This will mean women face a much sharper age increase than men. About half a million women in their 50s will have to wait up to two years longer to retire than was previously the case.

What is UNISON doing?
UNISON is working hard to get the government to think again:

we have submitted evidence that forced ministers to drop claims that public sector pensions are ‘gold plated’, and resulted in concessions on protection for the lowest paid

we are taking legal action against the government’s re-linking of pensions from RPI to CPI, denying millions of workers the pension they thought they were saving for

we have been leading negotiations with government and employers – but they are refusing to compromise and pushing ahead with changes without our agreement

we are balloting for industrial action, to initially start on 30 November, to stop these unwanted changes to our members’ terms and conditions of employment

What can you do?
UNISON is working hard to defend decent pensions. But we need your help:

add your voice to the campaign – talk to co-workers and friends, write to politicians and newspapers – you can get ideas and materials by clicking here

if you’re a public service worker, make sure you’re in a union – you can join UNISON online or by calling 0845 355 0845

if you’re in UNISON, and receive a ballot, make sure you vote YES. If you don’t receive one and think you should, call 0845 355 0845 or email pensionsdispute@unison.co.uk

National Women’s Conference 2012

The next National Women’s Conference is scheduled for 16th to 18th February 2012 in Brighton. (Thursday to Saturday)

The conference will begin at 2pm on the Thursday and finish at 1pm on Saturday 19th February. The conference will have formal debate on submitted motions; workshops; fringe meetings and guest speakers. Outside of the conference hall there will be stalls; unison and other organisations giving information on issues of concern to women.

Year after year women attend National Women’s Conference and have an inspirational and enjoyable time, learning from each others experiences, gaining new knowledge to bring back to the branch. Many of the women who attend then increase their involvement in UNISON afterwards and go on to become stewards or hold branch officer posts.

Every branch is entitled to send a woman delegate. Those branches with more than 2,000 women members can send two delegates and branches with more than 4,000 women members can send 3 delegates. There is no limit on the number of women visitors each branch can send.

In 2008 we made a short video which explains the benefits of attending National Women’s Conference. You can watch the video here

Branches sending a delegate to national women’s conference need to fund:
• Travel to and from Brighton
• Subsistence expenses
• Accommodation costs (Two/three nights in Brighton)

In addition it would be helpful if branches actively encouraged delegates to attend the women’s conference delegates briefing which is organised and facilitated by the Regional Women’s Committee. This event is to assist delegates to gain the most from attending National Women’s Conference; meet the regional delegate; meet other delegates and visitors and co-ordinate travel arrangements; understand how conference operates and discuss the agenda. Attending this event is £25 per delegate and will be held on Saturday 21st January 2011 in Cambridge.

Timetable
• Deadline for submitting Motions and Amendments to Standing Orders: 12.00noon, Thursday 20 October 2011
• Publication of Preliminary Agenda: Friday 11 November 2011
• Deadline for Registration of Delegates: 5.00pm, Friday 18 November 2011
• Deadline for Submission of Amendments: 12.00noon, Wednesday 14 December 2011
• Publication of Final Agenda: Friday 13 January 2012
• Deadline for submitting Emergency Motions: 9.00am, Thursday 9 February 2012

You can get more information and all the forms here
Please do all you can to ensure that all your branches have a delegate attending National Women’s Conference. If you have any questions about National Women’s Conference please contact me at l.durrant@unison.co.uk

Sickness Absence Monitoring?

The next Regional Women’s development and training day will be held on Tuesday 20th September at the Cambridge Professional Development Centre from 10.30am to 4.00pm, with tea/coffee/biscuits from 10.00am.

During this development and training day we will focus on employer sickness absence procedures; their impact on our members; what we need to do to support our members; potential outcomes and why sickness absence is an issue for women. This will be an activity based training day, raising knowledge and awareness of sickness absence policies and procedures and how they operate.

Women’s Development and Training days are very popular and as places are limited women are urged to apply early. The attached form should be completed and returned by no later than 3 days before the event. There is a £25.00 charge per delegate, this will cover the cost of refreshments, lunch and contribute to the cost of venue and speakers. A cheque from the branch for each delegate should be returned with the form. Branches will also be responsible for covering the travelling expenses of their delegates to this event. Delegates allocated a place on the day will be sent further information and a map to assist in finding the Cambridge Professional Development Centre.

Please do all you can to ensure that this event is well supported. The Women’s Development and Training Days are an opportunity for women members, stewards and branch officers to learn more about issues affecting UNISON members in a women only supportive environment. They enable women to make contacts throughout the Region and share knowledge and experience.

Women’s Weekend

We will be holding a women’s development weekend for our women activists from Friday 23rd to Sunday 25th September this year. The programme will be a mix of workshops and briefings, focusing on current issues and challenges.

The purpose of the weekend is to encourage and empower women to play a full and active role in UNISON. We will be working to boost the confidence and skills of women with the aim of building knowledge and involvement in UNISON at a branch and regional level; encouraging our women branch officers and stewards to organise around issues that affect many in our region and empowering women members and activists to pursue these issues through the unions’ structures and in their communities.

The weekend will be held in Potters resort at Hopton on Sea, overlooking the beautiful Norfolk Coast.

This is a unique event for the region and we expect there to be a high demand for places. We anticipate that the women that do attend this event will go away from the weekend brimming with confidence and enthused in their UNISON role, increasing their participation in our campaigns and branches. This is also an excellent opportunity for women to network across service groups and the region

The application form is here. All nomination forms must be returned to UNISON regional office accompanied by a cheque for £250 per delegate. All nominations must be received by 6th September.

FORCED MARRIAGES

It is alarming that each summer hundreds of girls and boys, largely from South Asian communities in Derby, Nottingham, Huddersfield, Leicester, Oldham, Hounslow in London, Middlesbrough, Newcastle, Bradford and Leeds travel with their families to India, Pakistan and Bangladesh where they are forced into marriages.

Many are physically threatened or emotionally blackmailed into the marriage. This is an abuse of human rights and cannot be justified on any religious or cultural basis. A forced marriage is not the same as an arranged marriage where you have a choice as to whether to accept the arrangement or not. The tradition of arranged marriages has operated successfully within many communities and countries for a long time.

Those working to stop the practice of Forced Marriages say the period just before the summer holiday is always their busiest time of the year and they are concerned that not enough people are aware of the Forced Marriage Act, which came into effect in November 2008. The Act allows local authorities and members of the public to apply for an injunction if they think a child is at risk of being taken out of the country.

Since November 2008, one hundred and seventeen injunctions have been used to save children from forced marriages; the youngest of these was eight years old. Exact numbers are hard to come by, but in 2006 it was reported that two hundred and fifty girls in Bradford alone were taken off the school roll and not returned to education the following autumn, thirty three of those girls have still not been accounted for. The Government’s Forced Marriage Unit, which repatriates around three hundred victims of forced marriages each year, says forty two per cent of those it saves are under sixteen.

Karma Nirvana’s “Honour Network”, the first national helpline for victims of forced marriages and so called honour violence, regularly sees a spike in calls in the run up to the summer holidays. In Just last year, for instance, it received seven hundred and sixty nine calls, double that year’s monthly average of around three hundred and fifty calls.

Many of these calls are around the summer holidays; some are from girls saying that fear they will be married off abroad. Others are from family members, friends or teachers, police officers and social workers. Each one of those calls is vital. The Honour Network Helpline is 0800 5999 247

OUR NHS – MORE THAN A BRAND NAME

In 1945 the UK national debt was 215% of Gross Domestic Product (GDP) – however the government chose to invest in public services and we saw the creation of the national health service. In April 2010, the UK national debt was 71% of GDP, and yet the coalition government has used this as an excuse to try and dismantle the NHS.

UNISON is appalled at the coalition government’s proposals for a further, destabilising reform of the national health service which will see strategic health authorities and primary care trusts abolished, to be replaced with GP consortiums who will be free to buy in services from private companies (any willing provider).

UNISON believes that the proposals are driven by ideology rather than a desire to improve patient care, and that the lack of any meaningful consultation, as well as the extreme haste with which the proposals are being driven, will result in chaos.

The quality of service provision is almost certain to deteriorate – specialist services or treatments for those with rare or complex conditions will be fragmented; there are likely to be greater geographical variations in service; waiting times, particularly for cancer patients, may lengthen.

More services will be privatised, despite a proven record of failure in the NHS and a clear conflict of interest in the profit-driven private sector.

Despite the government’s assurances that the NHS is safe, in real terms the NHS faces huge budget cuts in the face of an ever-ageing population.

The impact on women will be immense:

1) The vast majority of NHS employees – nursing staff, cleaners, admin and clerical workers – are women. Often these women are in low-paid, part time jobs, and evidence shows that where jobs are privatised or outsourced, terms and conditions suffer;

2) So called social enterprises provide services such as community nursing on time limited contracts, meaning staff have no stability and that equality proofed terms and conditions, negotiated through Agenda for Change, will be lost;

3) Women carry the burden of caring responsibilities, so where services fail, it will be women who step in to close the gap;

4) Specialist women’s services – including fertility, maternity and abortion services may fall foul of the postcode lottery;

5) Reforms to alter the funding of cancer care and to extend personal health budgets could lead to pressure for patients to “top-up” their free NHS care with their own money. Low paid women, older women on low pensions or those with already stretched family commitments will be unable to afford the care they need.

On April Fool’s Day, UNISON members across the UK are telling their MPs: “Don’t be a fool – support the NHS”.

As part of the TUC’s ‘All Together for the NHS’ campaign, UNISON wants activists, members and all supporters of the NHS to tell their local MP how concerned they are about government’s plans for the health service.

The government is trying to railroad the Health and Social Care Bill through as quickly as it can. That is why it’s important that we all act now.

The 1st April date aims not only to highlight the foolishness of some of the plans, but also coincides with a key stage in the progress of the Health and Social Care Bill through the House of Commons, before it reaches the House of Lords.

Book an appointment to meet your MP at their surgery on 1 or 2 April 2011

Our fact sheet is here

OVARIAN CANCER – THE SILENT KILLER

Ovarian cancer was one of the issues discussed at National Women’s Conference this year, it was an opportunity for unison women to talk about their own personal experiences of ovarian cancer and quite understandably, it was an emotional debate.

Ovarian cancer is the fifth most common cancer in women in the UK, affecting around six thousand and eight hundred women. It is the highest gynaecological killer of women in the UK and the fourth most common cause of death from cancer in women, with two out of every three cases of ovarian cancer being diagnosed when the disease has spread, thus limiting the treatment options.

Survival rates from ovarian cancer are low in the UK, with only thirty per cent of women diagnosed with the disease surviving five years beyond diagnosis. The survival rates have hardly improved over the past twenty years.

There needs to be an improvement in early stage diagnosis techniques and further research in prevention, detection, treatment and cures of ovarian cancer.

Ovarian Cancer Action have developed a symptom diary for women and GPs to use to clarify symptoms.

The symptoms of ovarian cancer are varied but:

Do you have stomach pain or pain lower down (pelvic area) that keeps coming back?

Has your tummy got noticeably bigger and you don’t know why?

Are you finding it difficult to eat? Suddenly being bothered by indigestion? Or are you feeling full quickly?

Do you need to rush to the loo to pee?

Are you noticing any other changes in your body?

Have you got any of these symptoms and have already been to the GP but have not got any better?

If “yes” then you and your doctor may find it helpful to learn how often and how bad your symptoms are by using the Ovarian cancer Symptom Diary

More information is available from here

Women’s Development and Training Days 2011

These days are organised and part funded by the Regional Women’s Committee. The purpose is to provide a women only learning and development opportunity, that is relaxed and relatively informal. The focus will be on raising levels of knowledge and awareness on specific topics and women participants will be encouraged to take their new found knowledge and information back to their workplace and branch. Each day will focus on a particular issue.

On the 5th April our topic will be Campaigning using social networking
We will be looking at campaigning skills and new ways of gaining support for our movement, how to utilise social networking and social media to support our organising and activism. With a focus on Facebook, Twitter and blogs, delegates will learn how to sign up to various sites and explore how they can support our agenda.

This is a crucial time for us to campaign effectively, reaching out to our members and communities, increasing our sphere of influence and engaging our members in speaking out against the many threats to the public sector.

Other dates and topics for this year are:
15th June – Understanding the changes in the NHS – what it means for women
20th July – Sickness absence monitoring – is it bad for women?
20th September – Negotiating domestic abuse policies with employers
16th November – Women into public office

Each of the days will be held at Cambridge Professional Development Centre commence at 10.30am and finishing at 4.00pm.

Women’s Development and Training days are very popular, they are an opportunity to learn more about UNISON’s work and your role in it; make new friends, share experiences and knowledge along with building contact networks across service group boundaries.

You do not have to be a workplace representative or branch officer to attend, though you do have to be a woman member of UNISON and your branch will need to fund your attendance. There is a £25.00 charge per delegate and this will cover the cost of refreshments and lunch. A cheque from the branch for each delegate should be returned with the Application Form . Branches will also be responsible for covering the travelling expenses of their delegates to this event.

If you have any further questions please contact
Linda Durrant, Regional Women’s Officer
Telephone on 01245 608907
e-mail: l.durrant@unison.co.uk