Can Women’s Structures Help New Zealand and UK Trade Unions’ Revival?

Abstract

In recent decades, UK and New Zealand unions have tried valiantly to counter dwindling membership and political clout. However, their revival strategies have stemmed, rather than convincingly reversed, such measures of union decline. This study draws on national survey, interviews, union documentation and website material from New Zealand and the UK to compare the extent and nature of a relationship between the activities of collective structures for women within unions and unions’ revival efforts. It emerges that, mediated by context, women’s structures positively contribute to union revival strategies in both countries. Further, this occurs not just in terms of quantitative and external outcomes, but also in the qualitative processes of engaging members. The findings inform a discussion of future directions for revival strategies and of the adequacy of union vitality gauges themselves.

The Coalition of Labor Union Women

“…In order to achieve its goals, similar to other union women's groups, CLUW attempts to achieve both women's representation and women's voice in the labor movement (Briskin 1999;Kirton 2006;Parker and Douglas 2010). In terms of representation, empowering women to take up union leadership roles is a significant area of activity.…”

Women and the Modernization of British Trade Unions: Meanings, Dimensions and the Challenge of Change

“…Extensive research has explored the way in which women's groups and structures may contribute to union change and transformation (Colgan and Ledwith, 2000;Dickens, 2000;Kirton and Healy, 1999;Parker, 2006Parker, , 2009Parker and Douglas, 2010). Women's groups are defined as 'collective spaces for women within the union setting that enable them to develop their strengths, advance their concerns and access empowering positions' (Parker, 2009: 78), based on the premiss that women have common concerns as a disadvantaged social group that require a 'separate space' (Parker, 2002).…”

“…For example, unions have sought to address women's under-representation through reserve seats on national executives and committees, and the number of senior women union officials has increased over the last 20 years, though remains way short of proportionality Healy, 1999, 2008). Deeply entrenched challenges remain, including: the reluctance of many union traditionalists to accept change; the attitudes of union leaders; the 'masculinist culture' of unions (Cooper, 2012); the proportion of female activists; and differences within unions over how to organize and bargain for equality (Parker and Douglas, 2010).…”

Reaching out for strength within? ‘Social movement unionism’ in a small country setting

“…Greenpeace, Cuba Solidarity, Amnesty International). For its part, the Lesbian, Gay, Bisexual and Transgender (LGBT) committee (Out at Work) has participated in international human rights events (also Parker and Douglas, 2010).…”

“…Union profiles have also changed, reflecting concentration in public services and as a result of mergers: the 10 largest unions now accounting for three‐quarters of membership, and women comprise three in five members. Union revival strategies, largely focused on recruitment, servicing, employer partnership and political influence, appear to be merely staving off further decline (Parker and Douglas, 2010).…”