Independent data and research show that there are serious concerns about discrimination against black teachers when it comes to pay and promotion.
- Black teachers are severely under-represented at senior levels of the teaching profession including headship.
- Annual NEU Teacher Pay and Progression surveys have uncovered evidence of Black teachers being more likely to be denied pay progression.
All teachers and educational professionals have specific protection from discrimination at work on grounds of race under the Equality Act 2010. This guide to your rights to pay and promotion, will help you work with colleagues to tackle discrimination in the workplace.
You deserve to know how pay is decided and to be treated the same as other teachers whose circumstances are the same as your own.
- Pay decisions need to be transparent, so they can be properly monitored and where necessary challenged.
- All eligible teachers should get pay progression.
- You should be paid appropriately for additional responsibilities.
We want to support NEU members to work together to make sure their school or college follows the good practice set out below.
- Schools and colleges should have a pay policy which sets out how pay decisions are made and which is compliant with the Equality Act 2010.
- Schools and colleges should set out clear information about their pay structure.
- Teachers should be given ready access to the pay policy. Do you know where to find your school/college’s pay policy?
- The pay policy should be reviewed annually, in consultation with the teachers and union representatives at the school/college. Do you know the union rep who consults with the employer on your behalf?
- This should include the school/college providing details of pay outcomes by equality strand. Do you know how to request copies of pay progression survey outcomes?
- The pay policy should include the procedures in the school/college for teachers seeking to review a pay decision.
- The procedures in the school for addressing teachers’ grievances with their pay should be in line with the ACAS Code of Practice on disciplinary and grievance.
- This transparency should apply equally to all pay decisions – pay progression, payment of allowances such as TLR payments, and pay for school/college leaders.
- The school/college should also ensure that full information on and access to promotion opportunities is provided to all staff.
We want to support members to tackle these critical pay issues using our collective strength. Contact your school or college rep if you have any concerns about the issues above. If your school or college doesn’t have a rep, contact your branch.
You can find more information on pay bargaining below.