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Pay equity for the library profession: an employer's perspective.

Article Excerpt
Pay equity, as a concept and outcome, is significant for libraries and librarians because it demonstrates the value of the library and information profession, and the significance of the work undertaken by librarians and allied professionals. The State Library's involvement in the NSW Pay Equity Case and precursor investigations into the worth of the library and information science profession contributed to public recognition of the professional stature of librarians. The case also highlighted the role and significance of libraries. The leadership role of the NSW Government in advancing progressive industrial relations was confirmed by the case and its outcomes.

Introduction

This article outlines the role of an employer, the State Library of New South Wales (SLNSW) in the 2002 NSW Pay Equity Case, the Pay Equity Inquiry and related matters.

The success of the NSW librarians' pay equity case relied on many factors--from historical issues to strategic intent. Thorough planning and a willingness to build a coalition from a range of interests and positions also influenced the outcome. Additionally, the willingness and interest of most parties to test and resolve an issue led to NSW librarians having a significant impact on the status of their profession including industrial recognition of its status.

The NSW public sector library workers pay equity case led to a substantial salary increase for librarians and related professions and additional funding for the most significant employer, the SLNSW. Public and industrial recognition of the profession's status is the most valuable aspect of the case, from an SLNSW perspective, as it cements the Library's reputation as a sought after employer in the Australian information and cultural industries.

An employer perspective on pay equity

The pay equity case outcome gave the SLNSW a significant edge, by enhancing its ability to attract a wide field of applicants for vacancies because of its recently realised capacity to pay professional salaries for professional skills. The organisation gained flexibility through local recognition of the diverse professional requirements of twenty first century libraries and librarianship The outcome also acknowledged and elevated the specific and unique role of the librarian.

Additionally, the pay equity case strategically positioned the profession and research libraries in Australia in the employment market place, and progressed focused workforce management planning. Demographic data is one of the few long range planning tools available to managers, however, workforce data has broader applicability across the Australian library sector.

The Council of Australian State Libraries (now National and State Libraries Australasia) collaborated on the collection of workplace data during the establishment of the SLNSW pay equity methodology, which proved a useful exercise for all involved. Collaborations through this coalition have strengthened individual members' positions by creating opportunities for sharing service and funding models. (Irvine 2003)

Industrial background

The industrial relations background to the pay equity case has been outlined by other commentators. Philippa Hall's article (Hall, 1999) provides a detailed reflection on the pay equity inquiry and its implications; Anna Chapman (Chapman 2004, p. 546) also outlines the 'state of play' and provides historical background as does Phil Teece's extensive commentary in Incite and elsewhere. The Australian centralised wage fixing system...