Scooby, thanks for your reply. I accept that it's your personal opinion. Therein lies much of the problem! For example, for you (and no doubt for many others), one of the major stcking points is the revision to the standby procedure. However, that's not universally a problem, as far as I can tell. Others have other objections, but no-one seems to be collating these opinions - and obviously didn't do so effectively before the last vote. The problem now is that no-one really knows what the strike, if it happens, is actually in response to, and what is needed to resolve the issues that you collectively have. For example, it may well be that a change to the standby arrangements would seal the deal for you personally - but for how many others? It seems to me that a strike won't address the fundamental problems that you face because your Union doesn't seem to be aware of what you want. Or, if they are, they're not telling you what the majority opinions are amongst your colleagues. That's no way to run a campaign!
As I see it, both the Union and the Company should take a step back and admit that their negotiations have been flawed and need to be re-started. As a gesture of good faith, the Company should honour the pay elements of the agreed settlement without imposing any changes to working practices, on the understanding that negotiated working practice changes will occur subject to Union ratification. The Union, for its part, should then rapidly and comprehensively canvas your opinions of working practice changes, and then go back to the company confident that it knows what you want, what you will tolerate, and what you object to. A deal can hopefully then be struck that makes the best compromise between the Company's needs and the CC's needs, and also makes it clear which direction future negotiations will take and what the eventual aim is for CC pay and conditions.
It shouldn't be up to you to ask your mates in BA or wherever what their pay is; the Union should be able to provide you with that information in a way which makes it unarguable. I understand they said that was impossible due to Data Protection provisions; that's rubbish, and you should tell them so!
I hope that the transition from Unite to the T&G will improve your negotiating power, but the majority of your negotiating strength comes from the abilities of the team in place and its leadership. It wasn't BALPA that did so well for the pilots, it was a certain (then) First officer and a team of excellent, resourceful, clear-headed individuals. BALPA gave them the backing of their negotiating experts, but the real stuff came from those guys. I hope you manage to find a team of equal quality who can do it for you.