Role of British Trade Unions in Equality and Diversity Project - Essay Example

Role of British Trade Unions in Equality and Diversity Project The world has undergone dramatic and radical changes in the last fifty years or so. In the trade sphere there has been a shift from industrial era to services based society. The idea of 'global village' has transcended the conceptual parameters of media-based paradigm and evolved in a modern day exodus which defies natural and geographical boundaries. The flow and migration of people of different national, ethnic and religious backgrounds have turned previously homogeneous societies into a multi-cultural and diverse population. Such a situation is bound to have effects and impressions on all fields of life and knowledge. Resultantly workforce diversity has become a major concern and Diversity Management has emerged as an important aspect of HRM. "Workforce diversity has, indeed, become an imperative for organizational competitiveness and effectiveness and diversity management is increasingly becoming a principle of human resources management. Forces like globalization and internationalization of public issues contribute to expand the flow of labor across national boundaries and facilitate the constant exchange of materials, as well as symbolic and human resources. To remain competitive, organizations must adapt to and manage these environmental forces". [Ospina,2001]. Such diversity has serious implications for any organization, business concern and, indeed, the national economy. Therefore its management forms an important part of policies and regulations these days. At the same time more and more players are entering into this field to reap the benefits that it envisages. The concept of diversity management is that "an organization can effectively manage the differences between employees to the benefit of business objectives. The ultimate aim of diversity management is to utilize the best qualities and ideas of all of the different people in the organization in such a way as to reap diversity dividends in the form of measurable business outcomes." [Nankervis et al, 2005]. According to Samson and Daft "There are three necessary steps to changing corporate culture in an organization. The first is to work on the culture so diversity is valued, the second is to provide the supporting policies and structures for diversity, and the third is to provide diversity training." [Samson and Daft, 2003]. Trade unions are perhaps the most vital link in bringing about these changes. Unions are important for both individuals and companies alike. Good unions work with employers to help their members manage any difficulties they may have with their working lives. The migrant workers face many difficulties in Britain for which trade unions can play an effective role in their solution. These problems are:- Recruitment and Conditions of Employment. Many migrants need help in finding suitable employment because of a number of reasons e.g. insufficient proficiency in English for the post, being unaware of the job market trend and recruitment formalities etc Language Problems. Some migrants may have little or no knowledge of English. Though they may have required educational back-ground in their native language, but this aspect makes them unable to understand safety manuals or health regulations. Moreover, long working hours, pattern of shifts, transport and finance problems, and family obligations are some of the barriers in gaining the required proficiency of the language. Research has also shown that the smaller the community the more limited the information it gets about health and safety regulations and opportunities for improvement. Skills Training. Many migrants may need skill straining while taking up employment in Britain. It may be training from the scratch or enhancement of skill because of standards and regulations different from their native country. Induction, Orientation and Access to Services. Migrating and settling in a new country poses a number of problems which go beyond the job and work-place. These may be familiarization with facilities such as doctors, schools and utility providers, establishing liaison with local police and community representatives, and gaining general information about the neighborhood and community. Accommodation. Migrants usually face a lot of problems related to accommodation. These include inappropriate accommodation, unaffordable cost or rent, exploitation by accommodation providers, over-crowding and multiple-occupancy etc. Discrimination at Work. Just being a member of another race or ethnic group puts many migrants in a disadvantageous position. They may suffer discrimination at work because of lack of knowledge about their culture, lack of equality and diversity training among line managers in an organization, and because of social prejudices against a particular ethnic group. Trade unions can and are making valuable contributions in improving the situation of migrant workers. Many initiatives of the unions are internally motivated and locally based but lately there has been increasing awareness and coordination at national level also to address the problem of equality and diversity management. Innovative projects to help trade unions adapt to meet the challenges of the modern workplace were announced recently by Employment Relations Minister Gerry Sutcliffe. A prominent and winning initiative is by T&G. The T&G proposes to establish a Migrant Workers Support Unit offering services such as translation, advice on employment rights, and signposting to community support services. The Unit would also build links with other support services such as the CAB, Polish Workers Association, etc. The project will be a pilot, focusing on sectors and locations most affected by the Gang masters Licensing Act 2004. Another prominent initiative is by the Wales TUC. It plans to promote awareness of equality issues in partnership with organizations including Age Concern, DRC, CRE and EOC. Research will be carried out on the needs of disadvantaged workers, an awareness drive will promote the new discrimination legislation in 2500 workplaces, union equality reps and equality officers will receive diversity training and a network for equality bodies and union officers to share best practice will be established. The areas in which unions are currently working to promote equality and diversity management are as follows:- Campaigns and Publications. Unions are using their publications and are arranging campaigns to highlight the problems faced by migrants. A number of reports have been prepared at the national level recording the poor treatment meted out to migrant workers and recommending remedial measures to address the situation. Organizing Members. In 2002, a survey carried out by Labor Force found that only 20.4% migrant workers in UK belong to any union. The T&G has been most pro-active in this sphere by recognizing the fact that migrant workers can play a significant role in enhancing the union's membership. It has employed union organizers from within migrant communities and says that some eighty of its workplace campaigns now include a focus on migrant related issues. Its advice services are a testament of the value it attaches to migrant workers. The T&G has been outspoken in calling for an amnesty for irregular migrants, arguing that their contribution to the labor force is needed and that it would not be appropriate or feasible for them to be required to leave the UK. Ireland has recently experienced a significant increase in migrant workers and its experience is relevant to developments in the UK. One of its largest unions, SIPTU, recently announced the recruitment of 15,000 new members among foreign nationals working in Ireland. Advice and Information. A key role for unions is in providing advice and information to migrant workers on their rights in relation to core employment issues, and on matters such as housing, the cost of living and banking. There are a wide variety of initiatives, most taking place at local level. After the death of twenty Chinese workers in Morecambe Bay, T&G in the North West publicised 'drop in' sessions so that migrant workers could seek confidential advice and information in particular to combat exploitation by some unregulated gang masters. The TUC has also contributed to production of guidance aimed at those working with migrants, The Newcomers Handbook. It is a reference guide for advisors, representatives, advocates and others interested in ensuring that working age migrants are aware of their rights and of the help that is available in and out of work. Education and Training. Unions are playing a vital role in eradication of one of the biggest problems for migrant workers - learning English and enhancing education. The unions are arranging English language tuition and education and training courses aimed directly at the migrant workers. In the GMB Reaching Out Into New Communities project, the project workers developed learning partnerships with appropriate employers, organizations and agencies across Nottinghamshire and Leicestershire with a view to establishing English language tuition, focusing on ESOL and achievement of Skills for Life qualifications. This was tailored to migrant workers' working patterns, for example to suit shift working takes account of the transport needs of migrant workers living in rural areas. Support networks. Unions are helping to establish or support networks and groups that support migrant workers. The Overseas Nurses Network was launched by UNISON, for instance, in Glasgow in December 2003. It provides an opportunity to meet and get to know other nurses from overseas as well as providing information, such as access to training and support, both social and professional. It is evident that unions have an important role to play in the equality and diversity projects. The awareness is there, the will is there and the knowledge is there. What is needed now is that the initiatives at internal and local levels should be integrated and coordinated at national level to have the maximum benefits. Works Cited 1. Ospina, Sonia and Wagner, Robert F. Managing Diversity in Civil Service: A Conceptual Framework for Public Organizations. UN Expert Group Meeting on Managing Diversity in Civil Service. May 2001. 2. Nankervis, A., Compton, R. & Baird, M., 2005. Human ResourceManagement: Strategies and Processes 5th Ed. Melbourne: Thomson. 3. Samson, D. & Daft, R. L., 2003. Fundamentals of Management: Pacific Rim Edition. Melbourne: Thomson. 4. Cockburn, C (1995), Women and the European Social Dialogue: Strategies for Gender Democracy, Equal Opportunities Unit, European Commission, 5. Colgan, F., Ledwith, S (2000), "Diversity, identities and strategies of women trade union activists", Gender, Work and Organization, Vol. 7 No.4. 6. Darlington, R (1994), The Dynamics of Workplace Unionism, Mansell, London 7. Dickens, L (2000), "Promoting gender equality at work - a potential role for trade union action", Journal of Interdisciplinary Gender Studies, Vol. 5 No.2 8. Fairbrother, P (2000), Trade Unions at the Crossroads, Mansell Publishing, London, . 9. Heery, E. (1998), "Campaigning for part-time workers", Work, Employment and Society, Vol. 12 No.2 10. Hyman, R (2001), Understanding European Trade Unionism: Between Market, Class and Society, Sage, London 11. Mills, G (1994), "Proportionality - not just a numbers game", PSI Focus, No.4 12. Morris, H, Fosh, P (2000), "Measuring trade union democracy: the case of the UK Civil and Public Services Association", British Journal of Industrial Relations, Vol. 38 13. Trades Union Congress (2000), Resisting Racism at Work, TUC Read More