School Teachers’ Pay and Conditions (England) Order 2021

Debate between Baroness Blower and Lord Storey

Wednesday 1st December 2021 Lords Chamber

[Lord Storey (LD)]

My Lords, there is a wonderful expression that infant teachers often use: I am sad in my heart. I am sad in my heart that teachers in maintained schools are in this position and effectively having a pay cut. If we have a system where we consult on pay and conditions, surely the hallmarks of good consultation are, first, that it should be at a time when we can maximise that consultation and not at the tail end of the summer period—as we heard from the noble Lord, Lord Watson—and, secondly, that we really listen to the views of those people who know what they are talking about. In the last education debate in this Chamber, we all extolled the virtues of teachers and how important they were to young lives. We spoke of how we should value them, reward them and consider their worth. And yet this happens, so, yes, I am sad in my heart.

Let us understand what all the teacher associations or teacher unions have said. All have had the same reaction: that this will undermine our attempts to stem the constant haemorrhaging of teachers. Geoff Barton, the General Secretary of the Association of School and College Leaders, has said:

“Teacher and leader salaries have already failed to keep pace with inflation over the course of the past decade and the imposition of what is effectively another pay cut undermines retention of existing staff and makes salaries less competitive.”


The national teachers’ union described the Government as being “out of touch”. Its joint General Secretary, Kevin Courtney, said:

“The government’s pay freeze for teachers is demoralising”


and causes

“recruitment difficulties as we come out of the pandemic.”

It was interesting that he should use the word “pandemic”, because, at the time of the pandemic, the Government said how important teachers were and how much we valued them. Then we hear from the head teachers’ union, NAHT, which says the same thing: that this will be challenging in retaining and recruiting teaching staff, particularly for senior positions, and, again, that it is seen as

“eroding leadership supply, and risks prompting an exodus of leaders when the pandemic finally lifts”.

Finally, the National Association of Schoolmasters Union of Women Teachers carried out a survey in which 94% of teachers said they disagreed with the pause on pay uplifts, with 83% saying that it would have a negative impact on the recruitment and retention of teachers.

So I would be interested to hear what the Minister says. I have one cheeky, direct question for her: if it is all right for Peers to have their allowance updated for inflation, why is it not all right for teachers in the maintained sector?

[Baroness Blower (Lab)]

My Lords, I fully endorse the remarks of my noble friend Lord Watson of Invergowrie. The figures on teachers’ pay make depressing reading. Since 2010, teachers’ salaries have been in serious decline in real terms—we have heard the figures from the noble Lord, Lord Storey. Teachers on main scale 6, which is where they can get to before going through the threshold, would need an increase of 17% to make up for the loss against inflation since 2010. That is not even to get an increase; it is to make up for the loss since 2010. On the other pay spine, an increase of 21% would be needed, and the same figure holds good for the leadership group of teachers.

The School Teachers’ Review Body notes that teachers’ pay has worsened in the graduate labour market, as we have already heard. Is that not ironic, since, without teachers, there would be no graduates?

But worse, some would say, even than the overall level of remuneration is the lack of any coherence in the pay structure, bringing with it inherent unfairness and injustices. Performance-related pay, which was largely anathema to the profession when it was imposed, has failed on its own terms, with many teachers and school leaders seeing pay progression blocked even when they have met or even exceeded the objectives that have been set for them. This simply cannot be right, and it brings the system categorically into disrepute.

The NEU, the National Education Union—for which I worked in its predecessor form of the National Union of Teachers, the NUT—is very clear in calling for a national pay structure, with appropriate pay levels and pay progression to embed competitive and fair pay with a rate for the job. There are obvious advantages to such a system. It would assist teacher mobility and career development, allowing teachers to move between schools in the full knowledge of what their pay would be. As a young teacher and even a somewhat older teacher, I benefited from the national pay scales. Teachers, I am bound to say, were not well paid, but at least they knew what they could expect to be paid, both when they began teaching and as they progressed through their career.

It seems no coincidence that both teacher recruitment and retention are suffering under the present system of incoherence and pay cuts in real terms. The National Education Union and other unions have called for a fundamental review of issues relating to teachers’ pay. Performance-related pay certainly needs to be reviewed and revised. As my noble friend Lord Watson said, the Welsh Government and an increasing number of multi-academy trusts have already dropped it from any consideration of salaries of teachers whom they employ.

A coherent and fair pay structure would certainly render teaching much more attractive than it is now. While it is not an STRB matter, a root-and-branch reform of Ofsted, whose inspections are leading to an increased exodus from the profession, is also long overdue.

Finally, on timing and consultation for STRB reports in relation to teachers’ pay and conditions, these really should be held in term time. I hope that the Minister will agree, given her and other Ministers’ often repeated respect for and gratitude to our teachers.