Archbishop of Canterbury to step down

Rowan Williams to stand down at the end of the year to take up position at Magdalene College, Cambri

The Archbishop of Canterbury, Rowan Williams, is to step down from his position to become master of Magdalene College, Cambridge.

Williams, who was appointed the 104th Archbishop of Canterbury in 2001, will leave his office at the end of December 2012, in order to take up his new position in January 2013.

In a statement, he said:

It has been an immense privilege to serve as Archbishop of Canterbury over the past decade, and moving on has not been an easy decision. During the time remaining there is much to do, and I ask your prayers and support in this period and beyond. I am abidingly grateful to all those friends and colleagues who have so generously supported Jane and myself in these years, and all the many diverse parishes and communities in the Church of England and the wider Anglican Communion that have brought vision, hope and excitement to my own ministry. I look forward, with that same support and inspiration, to continuing to serve the Church's mission and witness as best I can in the years ahead.

Williams' time as Archbishop of Canterbury has been defined by consistent adherence to his principles, even where this led him into controversy. As we wrote in a New Statesman editorial in October:

There is an admirable fearlessness about Rowan Williams, the Archbishop of Canterbury. Whether it is guest-editing the New Statesman, as he did in June, and using his platform to offer a cogent and dispassionate analysis of the failings of our political leaders - left and right - or challenging Zimbabwe's President Robert Mugabe, he understands that, as the leader of the worldwide Anglican Communion, he has a duty to be heard and to offer ethical guidance.

In particular, he was outspoken on behalf of those in our society most in need, even where this took him directly into the political arena, from which many men of the church have shied away. He caused an enormous stir after he used his editorial for the New Statesman in June to say that Britain was being committed to "radical, long-term policies for which no one voted".

All may not have agreed with him, but it is undeniable that his will be big shoes to fill.

Samira Shackle is a freelance journalist, who tweets @samirashackle. She was formerly a staff writer for the New Statesman.

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There's nothing Luddite about banning zero-hours contracts

The TUC general secretary responds to the Taylor Review. 

Unions have been criticised over the past week for our lukewarm response to the Taylor Review. According to the report’s author we were wrong to expect “quick fixes”, when “gradual change” is the order of the day. “Why aren’t you celebrating the new ‘flexibility’ the gig economy has unleashed?” others have complained.

Our response to these arguments is clear. Unions are not Luddites, and we recognise that the world of work is changing. But to understand these changes, we need to recognise that we’ve seen shifts in the balance of power in the workplace that go well beyond the replacement of a paper schedule with an app.

Years of attacks on trade unions have reduced workers’ bargaining power. This is key to understanding today’s world of work. Economic theory says that the near full employment rates should enable workers to ask for higher pay – but we’re still in the middle of the longest pay squeeze for 150 years.

And while fears of mass unemployment didn’t materialise after the economic crisis, we saw working people increasingly forced to accept jobs with less security, be it zero-hours contracts, agency work, or low-paid self-employment.

The key test for us is not whether new laws respond to new technology. It’s whether they harness it to make the world of work better, and give working people the confidence they need to negotiate better rights.

Don’t get me wrong. Matthew Taylor’s review is not without merit. We support his call for the abolishment of the Swedish Derogation – a loophole that has allowed employers to get away with paying agency workers less, even when they are doing the same job as their permanent colleagues.

Guaranteeing all workers the right to sick pay would make a real difference, as would asking employers to pay a higher rate for non-contracted hours. Payment for when shifts are cancelled at the last minute, as is now increasingly the case in the United States, was a key ask in our submission to the review.

But where the report falls short is not taking power seriously. 

The proposed new "dependent contractor status" carries real risks of downgrading people’s ability to receive a fair day’s pay for a fair day’s work. Here new technology isn’t creating new risks – it’s exacerbating old ones that we have fought to eradicate.

It’s no surprise that we are nervous about the return of "piece rates" or payment for tasks completed, rather than hours worked. Our experience of these has been in sectors like contract cleaning and hotels, where they’re used to set unreasonable targets, and drive down pay. Forgive us for being sceptical about Uber’s record of following the letter of the law.

Taylor’s proposals on zero-hours contracts also miss the point. Those on zero hours contracts – working in low paid sectors like hospitality, caring, and retail - are dependent on their boss for the hours they need to pay their bills. A "right to request" guaranteed hours from an exploitative boss is no right at all for many workers. Those in insecure jobs are in constant fear of having their hours cut if they speak up at work. Will the "right to request" really change this?

Tilting the balance of power back towards workers is what the trade union movement exists for. But it’s also vital to delivering the better productivity and growth Britain so sorely needs.

There is plenty of evidence from across the UK and the wider world that workplaces with good terms and conditions, pay and worker voice are more productive. That’s why the OECD (hardly a left-wing mouth piece) has called for a new debate about how collective bargaining can deliver more equality, more inclusion and better jobs all round.

We know as a union movement that we have to up our game. And part of that thinking must include how trade unions can take advantage of new technologies to organise workers.

We are ready for this challenge. Our role isn’t to stop changes in technology. It’s to make sure technology is used to make working people’s lives better, and to make sure any gains are fairly shared.

Frances O'Grady is the General Secretary of the TUC.