Trade unions and gender equality in the workplace: case-based evidence from the UK

1.PurposeThis paper investigates the role of UK trade unions in promoting gender equality in the workplace. Previous research indicate that trade unions can play an important role in advancing gender equality but that, in practice, progress so far has been relatively limited. Survey research reveals that the contribution of trade unions to translating equal opportunities into effective workplace practices has so far been modest (Hoque and Noon’s, 2004, Heery’s, 2006; Walsh, 2007). The key question addressed by this article is why progress towards the implementation of equality measures has been so slow even in unionised workplaces. In particular, it explores the specific strategies pursued by UK unions to translate equal opportunities polices into practices, examines how gender equality is articulated into the bargaining agenda and explores the difficulties faced by unions in achieving better gender equality outcomes in substantive matters such as pay and career advancement. 2. Research strategyThis paper draws on twenty in-depth interviews with union reps, union officials and equality officers from six large UK trade unions. 3. FindingsPreliminary analysis of the interview data reveals a wide variation in the commitment and strategies employed by trade unions to pursue equality, The findings also highlight the under-researched issue of the tensions created by the equality agenda because acknowledging the disadvantage of certain groups of workers compared to others and drawing attention to the differences between different union members is at odds with the traditional strategy of building union strength upon members’ common collective interests and identity. Moreover, the process of the implementation of the single status agreement in different local authorities in the UK showed that pursing gender equality in practice may imply not only improving the pay of many women but it also may require the worsening of the conditions of some men. This creates internal tensions and dilemmas for trade unions, namely, how to promote gender equality without creating internal divisions or alienating male members.4. Research limitations/implicationsWhile this is a small scale study based only on 20 interviews it contributes to research debates on the role of trade unions in advancing equality in employment. Firstly it highlights the differences between and within unions in their commitment and approaches to equality which can partly explain the modest evidence provided by previous research of union engagement and/or effectiveness in promoting equal pay and equal opportunities in employment. An additional contribution for a better understanding of the slow progress of union engagement with and effectiveness in advancing equality is that it draws attention to the need to acknowledge the tensions and dilemmas that this creates for trade unions.5. Originality/value of the paperThe fact that this articles highlights the under-researched issue of the tensions created by the equality agenda is of particular value for research and trade union policy. With women now representing almost half the UK workforce, the success of union revitalisation strategies will depend to a great extent on how trade unions handle these tensions and resolve these dilemmas.