Involvement, belief and loving the school: How Strathcona staff won out
Rep Ella Robinson explains the key elements of a successful campaign which sets a benchmark for what can be achieved when committed members hold firm.
I think there were two essential components that helped us succeed: the involvement of staff from all across the school, and a shared belief in our vision for working at Strathcona.
We had a really incredible uptick in union membership and attendance at meetings as the negotiation process developed. As an ELC-Year 12 school, it was essential that we had the views (and in turn, the support) of staff across the various levels to ensure that the Agreement would be genuinely representative of all our work.
The staff made an effort to become involved, ask questions when they were unsure, and really develop their voice both as individuals and as a united group. When we went to the school in negotiation meetings and said, ‘we have staff support on this’, we had the proof: huge numbers of staff engaging in protected action, wearing IEU t-shirts, or attending meetings. If we didn’t have that show of support, I’m not sure we would be at the spot we are today.
We also really believed in our primary claims regarding workload. As a staff, we all really love this school. The primary claims we put forward and fought for were an effort to ensure the school would remain a great place to work, which is also the view of our principal and senior leadership team. This meant that when the negotiations became more complex, we could always return to that common goal of protecting the things that make Strathcona an excellent school, while also creating the impetus for improvement. I think if the staff and the school leaders weren’t fundamentally on the same page in this area, we would find ourselves in a different position entirely.
The power of protected action
The campaign gained impetus because staff were brave and willing to participate in protected action. Speaking to those higher up the chain at any workplace can be really tricky, and engaging in behaviours that might be seen as ‘defiance’ is generally a no-go for an industry of people who enjoy rules and keeping the peace! The success of the campaign depended on staff being willing to take a stand and speak up – whether by asking questions, handing out flyers, or putting up posters.
The positive impact of collective action
There is definitely the most incredible feeling of unity amongst staff, that’s for sure. Beyond the campaign, I think securing this deal reminded staff that we aren’t designed – as teachers, or workers, or human beings – to operate in isolation, and when we band together we can do some amazing things.
At the school level, there is this feeling of hope and comfort for the future as Strathcona now leads the way in working conditions for teachers, which will of course lead to improved academic and socio-emotional outcomes for students. This new Agreement recognises the changes in the contemporary education landscape and that education (especially at an all-girls schools) is often female dominated, so it needs to offer features (such as superannuation on maternity leave) to support those trying to balance their career and parental duties.
Campaigning advice to IEU members at independent schools
Having honest conversations with school leadership – whether as a group or one-on-one – is incredibly valuable for providing context to the claims you bring forward. A school day for a classroom teacher and a deputy principal or principal differ significantly, and we can’t expect a full understanding of all the nuts and bolts of our teaching days. Taking time to explain why staff feel one claim is more significant than another can help union Reps and the school find a more tailored solution that fits the needs of the school. It requires a bit of bravery (and some vulnerability) from both sides, but the benefits that can come from this are huge.
