BUS305 - Coursework 2 (Copy a)

8/13/2019 BUS305 - Coursework 2 (Copy a)

1/10

Introduction

Amongst the various bodies that have worked towards employee rights in

the workplace, trade unions have been the most influential and successful. Trade

unions are collective bodies that represent employees within a specific

profession, industry or company and often bargain with companies the interests

of its members. Trade unions tend to exist in most developed nations and they

are recognized by law in much of North America and Europe. As they work

towards instituting the demands of their members, an interesting question that

arises is whether trade unions have any impact on the notion of diversity in

workplaces or not. Their role as representatives of the workforce implies that they

must have some form of impact on the notions of diversity and equality. In other

words, it is appreciated in literature that trade unions do tend to have positive

impacts on diversity and equality. The question that then arises is to what extent

- do unions tend to have considerable impact on the notion of diversity and

equality, or is the impact insignificant? In consideration of this, the aim of this

paper is to realize the extent to which trade unions tend to have a positive impact

on the notion of diversity and equality.

Impact on Equality

Research with respect to trade unions impact on diversity and equality

can be divided into two respective sections; trade unions role in advancing

equalityalso known as equality bargaining - and trade unions role in promoting

diversity. Firstly, the role of trade unions with respect to equality bargaining would


2/10

be considered. With respect to equality bargaining, the first major study was

conducted by Colling and Dickens (1989). Colling and Dickens defined the notion

of equality bargaining. The main components of equality bargaining were;

inclusion of issues of particular concern to women and equality dimension to

negotiation of change. With respect to equality bargaining, it was found that it

was largely amiss from the trade unions of the late 1980s. Colling and Dickens

(1989) realized that behind this were two reasons - parochialism of trade unions

and absence of bargainers focused on equality or diversity. Firstly, trade unions

were too focused on relatively small issues at workplace such as timings and

wages of majority members that they did not consider issues of equality.

Secondly, the membership of ethnicities and females in trade union was

relatively minor and as such the leadership of trade unions, i.e. the bargainers,

was not particularly focused on issues of equality and diversity. A follow-up study

by Colling and Dickens (1999) found that trade unions bargaining for equality at

workplace had increased. The reasons behind this were the support garnished

by equality at workplace in EU Law and UK Politics. Moreover, female

membership in trade unions had increased. Both of these factors had resulted in

increased equality bargaining by trade unions. It should be noted that while both

the studies reflected a change in trade unions agenda on equality bargaining, it

did not associate actual changes in workplace to the change in trade union

membership.

In the 2000s, several studies found that an increased female membership

in trade unions or even greater democratic union structures was not likely to


3/10

cause greater equality bargaining. This was first highlighted by McBride (2001) in

a comprehensive study on trade unions and gender democracy in their

structures. The reason behinds this was that most trade unions had two different

divisions for bargaining with respective organizations and for democratic

elections. As such, even despite females holding majority in a trade union and a

democratic system being in place, the notion of equality bargaining in the end

depended upon the bargainers themselves. This was particularly true where

trade unions were decentralized and union officers independently sought local

bargaining (Colling and Dickens (1989). However, it should be noted that it was

also found that in centralized trade unions, were pressure from women was more

affective, equality bargaining was more prevalent (Weiler, 2000). Nevertheless, it

should be understood from these studies that the effect of female membership on

the equality bargaining of a trade union is largely non-existent. Too many

prerequisites are needed (trade union should be centralized, should multi-

employer, should be democratic, women members should put pressure, union

leaders should be influential, etc.) for it to be said with confidence that trade

unions with significantly high female membership are likely to play a major role in

equality bargaining.

The most extensive study on equality bargaining, however, was conducted

by Heery (2006). In essence, Heery (2006) looked at survey data from nearly 514

trade union officers. Several findings were made from analysis of this data. First

of all, it was found that equality bargaining is quite widespread unlike what prior

studies might make one believe. Around 73% of survey respondents have


4/10

pursued bargaining for an equal pay issue. Moreover, it is quite relatively

successful, with nearly 70% or more of attempted bargaining in each equal pay

issue showing success. However, when Heery (2006) assessed the data even

further, several issues were found with equality bargaining. First of all, it was

noted that most equality bargaining efforts were relatively minor, i.e. amongst the

73% officers who pursued equal pay issues, nearly a third only pursued 1-3

issues and another third only pursued 4-6 issues. As such, only 26.6 percent of

the officers surveyed pursued equality bargaining rigorously. Moreover, it was

found that equality bargaining was pursued prominently in organizations either

within public service or at least associated to public service. The study however

dismissed the notion that trade unions that are facing declining membership tend

to indulge in equal pay initiatives to attract female membership. The study also

found that equality bargaining was dependent on a variety of officer

characteristics. Officers that possessed access to equal pay issue training,

reported commitment to equal pay, external union advice, university education or

were female were more likely to advocate for equal pay. On the other hand,

recent appointees and younger officers were less likely to advocate for equal pay

and focus on traditional union issues. Similarly, the study also found that equality

bargaining depended upon a lot of internal and external pressures. In short, the

findings within Heery (2006) reiterated the earlier finding that there are too many

characteristics and types of trade unions and union officers for it to be

definitively said that any trade union is likely to. However, it should be noted that

the findings of Heery (2006) do point out that if a trade union emphasizes on


5/10

members voice (i.e. individual members issues in context of specialist

understanding of the issues), possesses pro-equality representatives (as per the

choice model), and has a centralized and coordinated system of operations, the

trade union is likely to emphasize intensively on equality bargaining.

It should be noted that another issue with trade unions promoting equality

is the declining significance and power of trade unions. According to Tavora

(2012), participation of fresh graduates within UK in trade unions is quite low.

This is further supported by Parker and Foley (2010) which point towards

decreasing membership of trade unions within UK and Canada. Both of these

papers essentially take into consideration the issue of gender equality and the

role of trade unions, but find that trade unions influence has considerably

decreased over the last few decades. They point out that unions have become

too fragmented and labor mobility has increased to such an extent that if trade

unions make too many demands, it often results in increased eventual

unemployment or outsourcing of functions to lower-cost areas. This has

specifically been seen in the case of manufacturing over the years, as US and

UK manufacturing has largely been outsourced to China where lower-cost labor

is available and trade union pressure does not exist. This is further supported by

an economic proposition by Krugman (1994). The gist of Krugmans argument is

that when equal pay or greater incentives are beseeched by trade unions, they

tend to cost businesses money. However, businesses by nature operate on the

principle of profitability, and the increase in cost in one area of operations has to

be compensated by decrease in cost in another area of operations. According to


6/10

Krugman (1994), this area of operations tends to be one which is not represented

by a trade union. For instance, if a manufacturer has three factories of which

employees in one factory are not registered with any trade union, then they are

more likely to face the implications of increased pay for the employees of other

two branches. Hence, equality bargaining or collective bargaining does not result

in a more equal environment or a better working environment for the collective

employees of an organization but for only those employees who are registered

on the trade union. This is also known as the insider bias, and is one of the

reasons trade union bargaining is not appreciated in the greater economic

discussion.

Impact on Diversity

Much of the literature regarding diversity and the role trade unions play

with respect to diversity has been written and researched by Anne-marie Green

and Gill Kirton. In their first paper, specifically on the issue, Green and Kirton

(2004) realize that trade unions are not exactly open to the idea of diversity

management. The issue typically arises because of the difference of diversity

from its predecessor, i.e. equal opportunity or equality. The notion of equality

dwelled on the concept of sameness. On the other hand, diversity specifically

emphasizes on the notion of difference. The issue that according to trade unions

that occurs then is that it becomes too difficult to reach compromises in the

greater business context. For instance, diversity management might propose that

women should be hired in engineering professions because scientific research


7/10

that promotes their superiority in the field. However, the proposal underlying this

is that only women should be given jobs in the engineering function of the

business. Obviously, this would go against the rhetoric of trade unions that

promote equality. Hence, the primary issue that trade unions face with diversity is

that it differs from the sameness or equality that theyd like for their members.

Secondly, the issue that arises, according to Green and Kirton (2004), is that

diversity focuses on the individualistic case and is concerned with the business

case, whereas trade emphasize on the collectivistic focus and the social justice

case for equality.

It should be noted however that this does not mean that trade unions

absolutely shun the idea of diversity or diversity management. If the findings

within Green et al. (2005) are emphasized, it would be realized that trade unions

are not against the notion of diversity, per se, but rather the individualistic

approach and business case that it emphasizes. Moreover, the opposition to

diversity management as a policy approach is not universally opposed, but it is

actually accepted in Denmark as an appropriate manner to dealing with racial

discrimination at workplace. It should be noted however that Denmark has an

extremely negative political scenario with regards to racism, and any approach

that might better it might seem as Danish unions to be appropriate. It should also

be noted that diversity is accepted even by British unions when arguing

specifically for equality. The British unions realize that the business case that

diversity management proposes is useful in advocating notions of equality, and

this is exactly what they often base their arguments on. As such, it should be


8/10

noted, as per Green et al. (2005), the role that trade unions might play in

advancing diversity is dependent upon several other notions, one of which is the

national industrial relations and equality contexts.

The context and research on trade unions role with respect to diversity ,

however, does not specifically illustrate cases where diversity management or

diversity policy approaches have been specifically emphasized upon by trade

unions. Even in Green et al. (2005), the lone example of an equality specialist

that provides training in diversity management has been provided. Besides this,

there isnt any quantitative data to support the prevalence of diversity

management in Denmark. On the other hand, comments and quotations

mentioned in Green et al. (2005), from the UK trade union perspective, often

reflect those of the Trade Union Congresswhich is the largest trade union body

and can be held representative of the trade union thought in UK. It is also

mentioned in Green et al. (2005) that trade unions have been accepting of

diversity management but have not been largely aware of the individualistic

aspect of it. It is quite possible that if they become aware of the individualistic

aspect of it, they would realize the difficulty of applying diversity to alleviate

instances of discrimination. Hence, it should be noted that the findings in UK

context tend to be more holistically relevant than the Denmark context. This

should be kept in mind when considering the findings of Green et al. (2005).

Conclusion

From the aforementioned literature review and analysis, a few things are

quite clear. It should be noted that trade unions do play a significant role in


9/10

advancing equality and diversity. The issue is that this subject to too many

constraints and considerations. With respect to equality, the trade unions role is

subject to, according to Heery (2006), the influences of voice, choice and

opportunity and this often restricts the role trade unions might play in promoting

equality. Moreover, the declining membership of trade unions and the overall

negative impact of collective bargaining on non-members tend to be greater than

any benefit that union members might find, and at times further impedes equality.

It should also be realized that diversity management has not been accepted by

trade unions in UK, at least. Moreover, its acceptance is based on national

industrial relation and equality contexts. Hence, the role trade unions play in

advancing diversity is largely dependent upon the national industrial relations and

equality contexts of the region. Nevertheless, the strict business case focus of

diversity management and social justice focus of trade unions might impede a

complete focus on diversity management by trade unions and hence there will

always be some opposition.

In consideration of all this, it should be noted that trade unions do play an

extensive role with respect to promoting equality; however, this role can be

further intensified if trade union members are given more voice and trade union

officers are trained in equality issues. On the other hand, the role that trade

unions play with respect to advancing diversity is ambiguous and more

quantitative research needs to be carried out for a definitive statement to be

provided with regards to diversity.


10/10

References

Colling, T, and Dickens, L. (1989). Equality Bargaining: Why Not? London:

HMSO.

Colling, T, and Dickens, L. (1998). Selling the case for gender equality:

Deregulation and equality bargaining. British Journal of Industrial Relations,

36(3), 389-411.

Green, A, Kirton, G, and Wrench, J. (2005). Trade Union Perspectives on

Diversity Management: A Comparison of the UK and Denmark. European

Journal of Industrial Relations. 11 (2), 179-196.

Greene, A, and Kirton, G. (2004). Views from Another Stakeholder: Trade

Union Perspective on the Rhetoric of Managing Diversity. Warwick Papers in

Industrial Relations, Number 74.

Heery, E. (2006). Equality Bargaining: Where, Who, Why? Gender Work and

Organization, 13(6), 522-542.

Krugman, P. (1994). Past and Prospective Causes of High Unemployment.

Economic Review: Federal Bank of Kansas City, 79(4), 23-44.

McBride, A. (2001). Gender Democracy in Trade Unions. Aldershot: Ashgate.

Parker, J, and Foley, J. (2010). Progress on Women's Equality within UK and

Canadian Trade Unions? Industrial Relations, 65(2), 281-.

Tavora, I. (2012). Trade Unions and Gender Equality in the Workplace: Case-

based Evidence from the UK. University of the West of England.

Weiler, A. (2000). Innovative Agreements on Equal Opportunities: New

Horizons of Collective Bargaining. Transfer, 6(2), 209226.

Documents

BUS305 - Coursework 2 (Copy a)