Who stands to gain from union-led learning in Britain? Evidence from surveys of learners, union officers and employers

Abstract

This article considers the potential gains which the union-led learning agenda may provide for its various stakeholders in Britain. To do this, it draws on extensive surveys of individual learners, trade union workers and employers to evaluate the extent of possible gains. The article argues that the union-led learning agenda may open a new and novel channel for unions to develop voice around learning at the workplace within a liberal market environment. The findings show that purported gains have been realized by all parties, but suggest that any notion of mutuality is dependent on the workplace structures of voice and codification that unions are looking to build around learning, such as learning agreements.

Do union-management learning partnerships reduce workplace conflict?

“…In closing this section, the link between learning and career development was also clearly evident in the data. Supporting earlier findings (Stuart et al, 2010b;Stuart et al, 2012), evidence from this research suggested that increasingly this was seen by all partners as a key aspect of their learning strategy and agreement. A good example was at the food manufacturer, where shop-floor operatives needed to pass a maths and English test to progress to the next grade.…”

“…In that sense all interviewees stressed the importance of a clear learning strategy for their union and their organisations with equally clear benefits in terms of the 'bottom line'. This imperative to justify funding and achieve targets did not, as the discussion that follows indicates however, pre-empt for the majority of union respondents the scope to derive other benefits from the learning agenda, and thus supports recent research findings (Heyes and Rainbird, 2011;Findlay and Warhurst, 2011;Stuart et al, 2012). Unsurprisingly, the current economic climate and the pressures it put on organisations was also to the fore in most discussions.…”

“…Furthermore, recent research has revealed that learning has enabled the unions to utilise these new resources in terms of being better organised to support their members more generally, and so offers an opportunity to revitalise their broader position in collectively representing their members in the workplace (Hollinrake et al, 2008;Heyes and Rainbird, 2011;Findlay and Warhurst, 2011). Stuart et al (2012) offer the most recent critical review of the efficacy of 'the union-led model of skills development in Britain'. Their findings are particularly valuable in the context of this study in that they specifically identify gains for both employers and unions that could impact on how conflict is subsequently managed in the workplace.…”

“…Furthermore, there had been an increase in workplace representatives' capability and interest in taking up union roles. Significantly, from the employers' perspective, Stuart et al (2012) note that employers reported increases of 46% in general consultation and 40% in negotiation around learning in organisations where unioninitiated learning was taking place. These studies will be valuable in critically assessing the findings that are reported below.…”

“…Furthermore, all lead ULRs had dedicated 'buy out' to undertake their learning role and all organisations had, what Perrett, and Martinez Lucio (2008) identify as a key component of effective union learning project, a functioning and well-resourced learning centre to supporting learners in house. As Stuart et al (2012) also stress in their review of the efficacy of ULF projects this type of foundation is a pre-requisite for a successful learning partnership. The question was to what extent did this also provide the basis for better conflict management?…”