Orville W. Taylor, ContributorI ALMOST did not notice the rival newspaper's feature on Sunday regarding inequality in my 'wukplace.' The previous week a senior colleague at the University of the West Indies (UWI), recently promoted to professor, contributed an exposé in another newspaper alleging partiality and discrimination in promotion. I nearly missed that too because on Sundays I generally only buy two newspapers - two Gleaners! Hah! Seriously though, there were two main issues. First, the professor suggested that there was little transparency in promotion and frequently there was favouritism and discrimination. Of course, one wonders how he himself might then have got promoted. Smart move to comment after getting through. However, the indiscretion of the professor in going public, even to a not very popular newspaper, raises question about his judgment and suitability for elevated positions.
The second issue is the apparent gender bias within the senior academic ranks. According to the internally formed, Alvin Wint-led Professorial Task Force, women are noticeably missing from the higher positions in the academy. On paper and in policy there is equality of the sexes and there is not even discrimination based on perceived sexual orientation at UWI. Still, on this issue of discrimination we cannot "play di ass", to use a Trinidadian expression. Interestingly, only one of the five members of the task force is a woman. What irony! Insensitivity to women must be eliminated 'period', and Minister Pickersgill could not have made his comments at a worse 'time'.
STRUCTURAL PATTERNS OF INEQUALITY
Guided by the United Nations and International Labour Organisation's (ILO) standards on fundamental human rights, I am piqued by any structural patterns of inequality and discrimination. In the labour market, I am always instructed by the ILO's Conventions 100 and 111 on equal remuneration and discrimination respectively. Jamaica also has equal pay legislation for men and women. Similar but improved statutes exist in Trinidad and Tobago and other CARICOM countries like Guyana and Grenada. If we are committed to equality of the sexes (not sexuality) then any barriers to employment or equal pay for work of equal value must be removed. But, back to the promotion issue.
While the professor's allegations are somewhat undermined and compromised by his own seniority, they are not completely without merit. It is a fact that the recommendation of a supervisor, usually a head of department or dean (if the individual is a head him/herself), is crucial to an academic's advancement. It is possible that the head can make negative recommendations even where the individual is performing commendably. Furthermore, in the case of senior promotions there are external evaluators, selected by the head or dean. So, it is possible to appoint a set of "scallawas" who are real professors but hostile to the candidate's ideas and work. Me? My head of department and I get on very well. The former dean tries to follow the principles of Jesus and the current one reminds me of him.
Yet, it must be recognised that the danger of bias is also characteristic of the government service, large corporations, and the police and military, among others. What is good is that there is provision for appeal at UWI and if there is dissatisfaction, the union support can come from deep within 'Wi gut'. However, like anywhere else, I believe there is room for improvement in the system.
GENDER QUESTION
The gender question is not as clear however. Two days before International Women's Day we are ambivalent about our gender policy. Internationally, regionally and locally women with similar qualifications, doing comparable work or tasks of similar value, earn between 50 and 75 per cent of males' wages.
True, this is inequitable but I ask my disingenuous feminist friends 'Why not?' We advocate and legislate equality in the labour market but apportion different responsibilities to men and women in the family. So tell me then. If my wife is a lecturer like me, working at "UC" and is at an identical salary why should I have to pay her? It cannot be that I should give my wife money simply because I am having sex with her because sex is not a commodity. The sale of human flesh became illegal in 1838. If there is a price attached to our mutually enjoyable sexual act then her title is not spouse but something else. By the way, what happens when she wants it and he does not?
I believe in equality of the sexes. However, I fully recognise that if my wife is taking care of me I am her dependent, thus her subordinate and not her equal in the relationship.
We need to make our minds up as to what we want. Men in Jamaica have a legal obligation to support their wives even if they earn only a tenth of her income. On the other hand, there is no concomitant responsibility to even cooperate with him economically, although both are responsible for the maintenance of children. In Trinidad and Tobago, a man can claim maintenance from his financially better off wife. Not here though. If a man is obligated to support his wife according to the Maintenance Act then he is entitled to a higher salary. Therefore, married women ought not to be entitled to 'spouse allowances' that their husbands receive because they don't have to (help) mind the man under the law. OK, I know there are a few wutliss ones who, if the woman blinks, they fall from off her 'eyetop'.
I am a great believer in economic cooperation between the sexes because a woman or man who brings nothing to a relationship is a burden. Eve might have first tasted the fruit but she shared it with Adam. We must eliminate all forms of inequality.
Oh readers, remember what I said about security workers last week and in earlier columns. "No sey nuttn!"
Dr. Orville Taylor is a lecturer in the Department of Sociology, Psychology and Social Work at UWI, Mona.
