‘Lets try and make sure that this cake is cut a bit more fairly to raise those of us on low incomes out of benefit dependence and allow us a little dignity’  In other words, ‘A fair days work for a fair days pay’

It would be hard to argue against these statements, the idea of what is ‘fair’ is the most important part.   There is plenty of scope for an employer to ensure that their employees do a fair days work, clocking-on, timesheets, piece-work, targets met, numbers of customers served, profit margins etc. the list is endless, but what is a fair days pay?

There is evidence that the gap between top earnings and lowest earnings has widened over the last 20 years.   (Office of National Statistics, January 1999, after housing costs are deducted, the very bottom level has risen a little since the minimum wage, but in all other respects the picture is the same now.)

Craig highlights the problem:  “Wage rises on a percentage basis means that those who earn least will get a smaller increase than those who earn more. 10% of £5,000 is vastly different from 10% of £10,000. If you imagine all the money in the world as a big cake then for some to get more then others will always get less, we need to turn around this imbalance.”

It would be reasonable to suggest that a level of income that can support the worker and their family at a decent standard of living without relying on benefits, is a fair level of pay.

Yet a decent standard of living will vary according to the area that you live in due to house prices, rent, travel costs, proximity to shops and services etc., so as a result there will be a variation, country wide.

The ‘Minimum Wage’ (virtually the lowest in Europe) falls short of a fair wage for many workers as the Government is having to subsidise it heavily through tax credits, so how can we expect people to live with dignity on the Minimum Wage?   '.. the unfairness of low pay in Britain defies any rational or moral justification. Income inequality is the worst in Europe’ (Polly Toynbee, Guardian, 17^th January 2003)

So, what would be a ‘fair days pay’ or a ‘Living Wage’ for a worker in Sheffield and Rotherham?   And who would benefit?    This is one of the things that Work With Dignity aims to find out. 

The Collection of Evidence

An important component of this project is that we intend build on the relationship with the interviewers and encourage them to become involved as much as possible in the whole project.   Training will be provided by the Centre for Public Services (CPS) and help will be made available to encourage their personal development alongside the work in progress.   

What are the Issues?

·        Where in Sheffield and Rotherham are the low paid occupations?

·        How does low pay affect workers, their families and local communities?

·        Are there differentials for male/female workers or those from ethnic minorities?

·        What are the problems encountered by those with dependants?

·        What effect would a ‘Living Wage’ have on the worker, family and local community?

However, through the process of conversations with people who are affected by low pay other issues are likely to arise.    These too will be included in the final report.

The Plan

The plan is to carry out the research with people from communities who live and work in communities that are in the lowest quartile of the Office of the Deputy Prime Minister’s Indices of Deprivation, union branches as well as contacts in both public and private sector organisations who are known to pay low wages.   In this way the interviewers will hear stories from people who live on low pay.    Statistical evidence will also be collected.  

The Report

The Report will therefore contain evidence and supporting stories, alongside statistical data.   This information can then be used as a tool to raise awareness of this issue and push those in power to change policies and practices.  

An Invitation

If you or your union branch are in the Sheffield or Rotherham, South Yorkshire area and wish to become involved in this project or if you have knowledge of workplaces that could be used for the research, please contact:

Roger Wilde via email: roger@impactsheffield.plus.com  

or Tel 0114 223 0225

All information provided will be treated in the strictest confidence.

Who is Currently Involved in this Project?

• Centre for Public Services

• Church Action on Poverty

·      Family Budget Unit (FBU) of York University

• General, Municipal and Boilermakers Union

• IMPACT Communities in Partnership for Action

·     Industrial Mission in South Yorkshire

• Iron and Steel Trades Confederation

• UNISON

The Organisations Involved

IMPACT are managing the project and using their contacts with member communities to identify interviewees.

Church Action on Poverty will also use their contacts within the areas for interviewees and are involved in the Project as part of their Dignity at Work campaign.

CPS is a local independent research organisation and ‘think-tank’, and they will be contracted to

·        Train the interviewers

·        Draw together information from the interviews and

·        Prepare the Report.

The Family Budget Unit (FBU) at York University (www.york.ac.uk/res/fbu) will be contracted to establish what a ‘Living Wage’ would be for Sheffield and Rotherham.

The other organisations are represented on the Project Advisory Group.