Online delegate proposing motion

Your issues debated

From demanding an end to sexual harassment, to an urgent appeal for help with the cost-of-living crisis - get the lowdown on all the hot debates.

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Sexual harassment

First to speak on a dignity at work issue was Jen Winning who works in Customer Contact. Jen proposed a motion aimed at ridding LBG and TSB of sexual harassment in the workplace. Sharing some shocking stats provided by the TUC, she told delegates that 1 in 2 women and 2 in 3 LGBTQ staff have experienced sexual harassment in the workplace - and 4 out of 5 didn’t report it.

Whether working in a branch, an office or on-line, Jen made it clear that employers must provide a sexual harassment free zone for all colleagues. She called out the increase in on-line harassment that colleagues have witnessed since the start of the pandemic and said, quite simply, it needs to stop!

Quite rightly, delegates overwhelmingly supported the motion. As Jen said, “it’s not just banter, it’s not a joke, it’s not a compliment and it’s not acceptable.”

We’ll review current policies with both TSB and LBG with the aim of delivering a sexual-harassment free zone all colleagues are entitled to expect. 

Thanks, Jen, for bringing such an important subject to the top of our dignity at work agenda.

Pay & grading

Delegates made it clear that there’s plenty of work to do on pay and grading in LBG and TSB.

Anthony Hua – a website delivery manager and Accord Rep in TSB – pressed the case for reward options for long serving colleagues at the top of their pay range. He made the point that such colleagues were in demand, often subject matter experts with a wealth of knowledge and expertise but don’t always feel valued. Particularly when a new employee joined the bank on an increased starting salary.

Kathy Littler from Kings Lynn branch raised the issue of pay rates for Grade A staff in branches who were expected to take on more and more complex work without any increase in pay.

Kathy was supported by other speakers – Steven Pratt who pressed for a definitive date to conclude the review of Grade A and B roles across every division and Jane Bunting from Leeds Lovell Park who had worked in branches and contact centres and felt that Grade A colleagues got all the flack but none of the recognition.

In support, Marie Crichton said she was genuinely concerned for the mental wellbeing of her Grade A colleagues who needed more support as well as the right level of pay for the work they were expected to do.

The debate was widened by Andrew Challenor – Accord’s Area Rep for London West – who made the point that LBG’s branch structure needed a complete overhaul to get the right people, at the right grades, with the right pay in the right place across the entire network.

But Emma Bennett from Grantham branch added a note of caution. She was concerned that the outputs of any review could end up downgrading roles and branches.

Finally, Emma Giblin from Rhyl branch and Steven Pratt from Customer Contact Belfast put forward reasons why LBG should conduct a full review of its grading structure, arguing that work previously carried out at a higher level was being passed off to lower grades without any increase in pay and benefits. Picking off small business areas for review was adding to the feeling of unfairness by those working in areas where no review had taken place.


Considering LBG’s long term strategic vision, Sam Lane made valid points about the need for much more investment in career mobility.

Acknowledging that digitisation was already part of LBG’s transformation plans, changes in customer behaviour meant it was now critical that the business unlocked an augmented workforce by harnessing people’s experience with technology, and insights. Investing in reskilling and redeployment were key to the business’s success.

She said that, across LBG, colleagues had knowledge and skills that were scarce in the external market – many of which were transferrable but not being used right now.

Her views were supported by Yemi Olayemi who knew many colleagues who had learned transferable skills as well as academically qualified colleagues sitting in jobs that were way below their capacity.

We’ve heard time and time again that maintaining the human touch is key to LBG’s success. This means re-skilling people to work alongside technology. And that’s the message Accord will be taking to both employers.

Pay & cost of living

Looking back over the last 2 years of unprecedented crises, Neil Taylor who works in Mortgages in Sheffield, made the case for employers to consider current and predicted future rates of inflation when reviewing pay.

Pointing out the current cost of living crisis exacerbated by Brexit, the pandemic, and the war in Ukraine, he referred to the fact that inflation had reached 9% - so much higher than the average pay rise in both banks.  He called for a decent wage to maintain standards of living both now and in the future.

Clarification was sought by delegate, Sam Lane, who questioned whether Neil was suggesting a pay rise to reflect the current rate of inflation or one that was equal to the rate of inflation at the time of review.

In his right of reply, Neil confirmed that the motion sought future-proofed pay rises until the next review. He said it was only right that employers properly supported their number one asset – their people.

Returning to the cost-of-living crisis, Michelle White who works in TSB’s telephone banking business, said it was scandalous that people were facing a heat or eat dilemma today. She spoke on a motion urging LBG and TSB to look at a range of options to support staff who were not immune from the crisis. She was unanimously supported by all voting delegates.

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What happens next

During Conference, Accord reps debated 26 of the 104 motions that were submitted and accepted by our Standing Orders Committee (SOC). All motions that weren't debated have been considered carefully by the new Principal Executive Committee (PEC). The outcomes of the PEC decisions are now viewable on our website.

Debating motions isn't where things stop, the challenging work begins now as we take forward the ideas, initiatives and concerns that you raised with us.

As part of our commitment to our members and reps to be a transparent and democratic union, we have published a full list of the motions on our website. We will be updating these throughout the next two years as we progress each and every one of them.

You can view all motions submitted and accepted to conference 2022, including those that weren't debated live at conference. We've split these into the policy areas that form the work of the union:

 Security of employment
 Fair reward
 Dignity at work
 Accord policy & external matters

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