The University Teachers Association of Ghana (UTAG) has rejected claims by the Ghana Association of University Administrators (GAUA) that disparities in market premiums and allowances for university staff constitute discrimination. UTAG described GAUA's argument as misleading. They insist that differences in remuneration do not automatically amount to unfair treatment.
This statement from UTAG follows GAUA's decision to reactivate its suspended strike. GAUA's strike concerns disparities in market premiums and related allowances for non-teaching senior members of public universities. UTAG's position highlights a growing tension within Ghana's public university system regarding compensation structures.
This dispute fits into a broader national conversation about public sector remuneration and equity. Ghana's Single Spine Salary Structure (SSSS), introduced in 2012, aimed to harmonize public sector pay. However, ongoing disagreements like this one show the challenges of achieving true equity and fairness across diverse professional groups. The SSSS established a 114 percent harmonised market premium structure, which UTAG now argues should not prevent subsequent adjustments.
UTAG stated in a release on Monday, August 10, 2026, that "A disparity, in and of itself, is not evidence of discrimination." The association acknowledges that various professional groups, including academics, administrators, accountants, and auditors, play complementary roles. However, UTAG stressed that their responsibilities, qualifications, and labour market conditions are not identical. Therefore, they should not necessarily attract uniform compensation.
Market premiums, according to UTAG, should be based on objective considerations. These include the complexity of duties, required qualifications, and the scarcity of specific skills. Labour market competitiveness and the need to attract and retain specialised professionals are also critical factors. UTAG also challenged arguments based on the 2012 harmonised market premium structure. They argue that remuneration systems must evolve with changing labour market conditions.
UTAG stated, "A past point of harmonisation cannot be invoked as a permanent argument against all subsequent differentiation." The association clarified it does not oppose improved remuneration for non-teaching senior members. It supports fair and sustainable conditions of service for all university workers. However, UTAG rejected the "false premise" that fairness requires eliminating differences between occupational groups.
UTAG has called on the government, the Fair Wages and Salaries Commission, and the Ministry of Education to conduct an independent review. This review should examine the remuneration framework for senior members of public universities. It should consider qualifications, workloads, responsibilities, and labour market comparisons. Promotion structures, retention challenges, and the overall compensation across different occupational groups must also be assessed. This independent review could offer a path to resolving the current impasse and ensuring long-term stability in Ghana's higher education sector. All stakeholders must engage in constructive dialogue to prevent further escalation of tensions.