I thought it might be interesting to show an example of how Stirling University conducts its sham grievance and disciplinary processes. Just days before I lodged my grievance against Kathy McCabe, the Principal wrote to all staff to tell us that the university is “strongly committed to equality and diversity”. In my grievance against Kathy McCabe I gave a cast iron example of Kathy's sex discrimination.
"Kathy has applied considerable gender bias when promoting and recruiting staff, as well as generally managing the team. The role of DBA had been a grade 3 role before I was appointed to it, but I occupied the role for two years and remained on grade 2. During that time, the role’s responsibility had increased significantly, and I was fully competent (confirmed by Kathy) and also working a lot of extra hours. I met with Kathy and requested grade 3, and she refused. I said that I’d need to look around because I knew that my skills and experience would easily attract a higher salary elsewhere. She threatened to have me dismissed. Then during the same meeting, she suddenly agreed to award me grade 3. Since then, I have helped recruit and trained two part time DBAs and effectively taken on the responsibility of Senior DBA, but Kathy has not recognised this by changing my job title accordingly, despite my request. While we were compiling the DBA role description for role evaluation, I included duties that I have been carrying out for roughly seven years. My DBA colleague was very happy to have them included, but Kathy told me to remove them.
In contrast, Kathy has created numerous new posts and awarded them to women she knew personally, and in some cases their competence and attitude have been highly questionable. For example, the System Assistants role description states that five years Oracle experience is required, but that is simply not true. A new position was created about five years ago. It was highly questionable if the new position was required at all, as the existing two System Assistants appeared not to have sufficient work. Restrictions were made to who could apply, and the post was awarded to Selina Gibb who had no Oracle experience, and has only very recently begun to receive some Oracle training after I gave her a SQL course."
On the face of it, this is a very simple example to investigate. You compare the job advertisement with the role description. You ask for evidence of Selina's Oracle experience. You then ask Kathy to explain the fraud. You ask her why a woman with no Oracle experience has occupied this role for six years when she says it requires five years Oracle experience. You include your findings in your report.
However, Stirling University does it differently. The grievance process is concluded with a report by Eileen Schofield that makes no mention of my allegation. It states "At the hearing meeting, KM presented her case rationally and succinctly, and referred to specific examples in the submitted documentary evidence to support her allegations and to refute those made by AG."
It goes on to say "I do not believe AG's grievance claim to be vexatious on the grounds that he and others think he genuinely believes the allegations made are true. However, by reasonable normal standards in light of the evidence submitted, I do not believe the allegations can be substantiated. Therefore I do not uphold AG's grievance claim.
And that's basically it. That's what you get. So, for the Employment Tribunal, I asked the university to provide details of how they arrived at a decision for each of my allegations. Their responses are included in the 'fraudulent document', but this allegation does not appear.
I asked the university to disclose the job advertisement to which Selina applied. It confirms that no Oracle experience was required. I also asked them to disclose the role description for this role, but they have refused to provide it, and said that it is personal data relative to Selina. Of course, it's not. It relates to a role, not a person. So I've had to ask the tribunal to order them to disclose the role description which will clearly demonstrate fraud. I also asked them to explain why this allegation wasn't investigated. They said that it was considered under the heading 'Recruitment Issues' in the fraudulent document, but that section makes no reference to this allegation.
The conclusion for that section is "Allegation not upheld ‐ considered that University processes were in the main adhered to ‐ considered that there were pragmatic reasons for slight deviation from standard process which had been discussed and agreed with HR Services.
That, readers, is how to conduct a sham grievance process. This is typical of the way they have handled all of my allegations. University Secretary, Kevin Clarke says he saw no flaws in the process when he dismissed my appeal. I look forward to cross examining Mr Clarke at the Tribunal. From what I hear, I don't think he is looking forward to it.
This was an allegation which demonstrated sex discrimination when, if you remember, the university was "strongly committed to equality". It also demonstrates Kathy's abuse of the role evaluation process. It also shows that the university is failing to comply with their legal obligation to ensure equal pay for work of equal value. This formed part of another protected disclosure I made to Peter Kemp who was Director of IS at the time. When I cross examine him at the tribunal, I will ask him what he did with all the information I gave him. In my protected disclosure to him in May 2008, I said:
"I voiced my concerns to a senior colleague. Apparently all of the other seniors had no doubt from the moment Kathy had presented her proposals that it was a plan to give Suzie a job in ISD. This colleague was also aware of another post, which very likely had been created specifically for Selina Gibb. My colleague went on to say that in Selina's case, strict rules were applied that prevented people who wanted to apply from doing so, and that it had caused upset with staff in other departments. Interestingly, the framework role outline for Selina's role states that 5 years Oracle experience is required. But Selina didn't have any Oracle experience when she got the job, and as far as I am aware, she still doesn't."
The university has objected to me calling Kevin Clarke, Peter Kemp, Christine Hallett and Gerry McCormac for cross examination.
The university has broken the law several times over. I have informed the MP for Stirling, Anne McGuire, who intends to investigate this matter.
Principal and Vice Chancellor, Professor Gerry McCormac says he knows how to get the best out of people. I lodged formal grievances with him against Kathy McCabe, Eileen Schofield and Kevin Clarke. Contrary to the university grievance procedure, and when the doctor had informed the university that he had considerable concerns about my well being, Gerry refused to action my grievances.
Who the fuck told this clown that he knows how to get the best out of people?
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