Our Response to the Migration Advisory Committee
In June 2019, the UK Government commissioned the Migration Advisory Committee (MAC) to carry out an in-depth analysis of;
potential future salary thresholds and the range at which they could be set
an ‘Australian-style’ points-based system and how this might work in the UK
Following collaboration with our members, Culture Counts have submitted written evidence to the MAC for this analysis. Read our full written responses to the MAC questions below, or download the full PDF.
Summary
Our co-creative response to this inquiry highlights key issues including;
consideration for part-time workers/employees who are essential to cultural sector
women working part-time earn 32 percent less per hour than women working full-time. Salaries in our current immigration system are judged by calculating earnings. This is wrong and is discriminatory
the current system in Australia for touring freelance entertainers is expensive and time-consuming
the cultural sector needs diversity because diversity fuels innovation through the exchange of ideas.
Shortage Occupation List should be reviewed annually by region/country
Culture Counts Written Answers
Q44. To what extent would the businesses/organisations you have engaged with agree or disagree with the (salary threshold suggested by MAC):
If you have an alternative model you wish to describe, please explain it here (in 200 words):
If the UK became ‘a third country’ and was no longer able to employ workers from the EEA:
a salary threshold of £35,800 or £30,000 would be a barrier for the cultural sector for some occupations.
in order to remain creatively competitive; many organisations in the UK currently regularly employ specialists who are highly skilled from a pool EEA of competitors.
A potential model: Could visa applicants earn additional salary-threshold points? where the salary for the job falls below the threshold? For example: Additional points would be granted due to the applicants’ contribution to soft power or to the social, cultural, economic or environmental benefit to the UK?
The UK is number one on the Soft Power Index.
There should be no minimum salary threshold below the real living-wage.
Q45. If there were tailored salary thresholds, to what extent would the businesses/organisations you have engaged agree they should be varied by Sector, Region/country, New entrants/young workers, Occupation?
Sector: Shortage Occupation List should deal with specific sector requirements. Shortage Occupation List should be reviewed annually.
Region/Country: There is a difference in earning expectation and potential outside of London, it’s not a regional or a country difference it’s an inside or outside of London issue.
New entrants/young workers: The salary threshold for young workers should be able to set salaries below the general salary threshold; though no salary should be set below the real living wage. Allow students to transfer from a Tier 4 student visa to a Tier 2 work visa.
Occupation: Occupational issues are and can be managed by the Shortage Occupation List.
“A salary threshold should be a salary threshold and should not be confused with calculating pre-tax earnings; which discriminates against women and caregivers.”
Q48. Do the businesses you engage with most commonly think that having a minimum salary requirement of £30,000 for an experienced full-time employee is:
There are many cultural occupations, £30k is generally too high for the majority of the occupations.
Q49. What do you think should be counted towards the salary for assessing whether an individual meets the threshold?
Part-time working patterns should count towards assessing wither an individual meets the threshold. A recent TUC report; The Motherhood Pay Penalty; found that women remain the primary caregivers. Over half of the mothers in the study (54 percent) who were in work at the age of 42 were in part-time work (compared to just 3 percent of fathers). According to the ONS women working part-time earn 32 percent less per hour than women working full-time. Salaries in our current immigration system are judged by calculating earnings. This is wrong and is discriminatory. A salary threshold should be a salary threshold and should not be confused with calculating pre-tax earnings; which discriminates against women and caregivers.
Q51. Are there any other issues we should consider? (In 200 words)
Cultural Export:
The cultural / creative industries sector is operated by a high number of freelancers. We asked some questions about the Australian systems in-place for freelancers working in entertainment and culture. Respondents told us that the current system in Australia for touring freelance entertainers is expensive and time-consuming. Quotes from the feedback we received include:
“The need to be in Australia to apply for an ABN tax waiver is crazy”
“I have chatted to the various managers and promoters within the South West who have experience of taking work to Australia. Most have had significant difficulties sending individuals unless part of rural touring showcases.”
“A significant worry is the additional bureaucracy to access visas, a Canadian style system may help with this. We have artists (especially folk and classical artists) who run tours of between 40-60 dates a year outside of the UK.
“Information about specific markets via “Export is Great” is often not very conclusive for the music sector and International Trade Advisers do not have creative sector specialisms.”
If there is a system to put in place for freelancers, the Canadian model is the overall favourite. The only dislike of the Canadian system is the arrangements for withholding tax.
END
Stay Informed
‘3 Actions’ is a newsletter for supporters of Culture Counts. Each month we share three things you can do to promote the value of the cultural sector.