1. TUC EQUALITY AUDIT 2014 Sally Brett Senior Equality Policy Officer

2. Trade unions and equality “If unions can’t recruit from all sections of the workforce and don’t get equal participation in their bargaining and decision-making then they will struggle to sustain and grow their membership. Without strong unions, the workplace will be a less fair and more unequal place for everyone.” Frances O’Grady, TUC General Secretary

3. TUC Stephen Lawrence Legacy Made pursuit of equality condition of affiliation Recommended model equality clause: “The objects of the union shall include: a. The promotion of equality for all including through: i. collective bargaining, publicity material and campaigning, representation, union organisation and structures, education and training, organising and recruitment, the provision of all other services and benefits and all other activities; ii. the union’s own employment practices. b. To oppose actively all forms of harassment, prejudice and unfair discrimination whether on the grounds of sex, race, ethnic or national origin, religion, colour, class, caring responsibilities, marital status, sexuality, disability, age, or other status or personal characteristic.” Led to biennial audits of affiliates

4. Background to 2014 Audit Questionnaires sent to all 54 TUC-affiliated unions in Nov ‘13 for completion by Jan ’14 36 unions responded - 67% response rate, down from 87% in 2011 Covers over 5.6m members or 95% of TUC- affiliated union members Steering group set up and number of improvements made to final report

5. LABOUR MARKET DIVERSITY AND REPRESENTATION IN UNIONS TUC Equality Audit 2014

6. Women Women over-represented in membership Women over-represented in few unionised professions, but under-represented elsewhere P/T workers also under-represented

7. Women 69% of unions provided monitoring data Female membership varied from 4% to 81% In majority, women under-represented among shop stewards, H&S reps, branch officers, conference and Congress delegations and on union execs Over-represented relative to % in membership among ULRs and equality reps in majority of unions 46% women delegates at Congress 2014 but 38% of speakers were women 45% of General Council are women

8. BME workers Union density highest for Black/Black British but other BME groups under-represented Migrant workers significantly under-represented

9. BME workers Two-fifths of unions provided monitoring data BME membership varied from 2% to 16% In majority, BME members under-represented among shop stewards, branch officers, H&S reps, conference delegates and on union execs In most, well-represented or over-represented among ULRs and equality reps In 4 out of 7, BME members were well-represented on TUC Congress delegations 14.4% of Congress 2014 delegates identified as BME (up from 12.4% in 2013)

10. Disabled workers Disabled employees slightly more likely to be union members than non-disabled

11. Disabled workers 36% of unions provided monitoring data Disabled membership varied from 0.1% to 8% In majority, data suggested disabled members well-represented or over-represented in all union positions Is this the case? Or are those active within the union more comfortable about identifying as disabled/declaring disability status? 14.6% of Congress 2014 delegates disabled (up from 12% in 2013)

12. LGBT workers No reliable official stats on size of LGBT workforce 22% of unions provided monitoring data LGBT membership between 0.2% to 2% Data suggests LGBT members over-represented at all levels in the union but more likely that activists are more comfortable declaring LGBT status 3% of TUC Congress 2014 delegates LGB down from 6.2% in 2013 6 trans delegates, up from 5 in 2013

13. Young workers UK workforce is ageing but union membership is ageing faster

14. Young workers 44% of unions provided monitoring data Unions used own definition of young worker – cut off varied from 25 to 35 years old Young worker membership varied from 0.5% to 34% In all unions, young members under-represented among ULRs, H&S reps and on union execs In most unions, under-represented among branch officers, equality reps and on Congress delegations In three-quarters, under-represented on conference delegations 5.5% of Congress 2014 delegates were under 35 down from 7.8% in 2013

15. IMPROVING REPRESENTATION AND PARTICIPATION TUC Equality Audit 2014

16. Monitoring Significant increase in monitoring since 2011, especially of membership

17. Monitoring NASUWT, NUJ, PCS, UCU and Unite only unions who provided membership and (some) participation data for all groups Not all large unions carry out comprehensive monitoring Despite improvements in LGBT and disability monitoring only 51% of members are asked about disability and 44% LGBT status By contrast, 99% are asked gender, 83% asked age and 77% asked ethnicity

18. Targeted recruitment Young workers now most likely to be targeted Biggest increase in activity aimed at LGBT and disabled workers

19. Targeted recruitment Training & development – e.g. FDA leadership conferences, BECTU’s Reel Angels and Move On Up events, Unite’s management training for BME employees in bus industry, Equity casting events for East Asian and disabled actors, NUJ’s George Viner awards Campaigns – e.g. Usdaw’s safe journeys to work, TSSA’s equal pay campaign, PCS Proud’s ‘Proud to be Gay, Mr Putin’ social media campaign, Prospect Pioneers Support & guidance – e.g. UCU survival guide for BME members, NASUWT guide on race equality in education and support activities for LGBT teachers, GMB trans toolkit, TSSA’s neurodiversity champions

20. Targeted recruitment Recruitment materials – e.g. UNISON’s specific recruitment materials for LGBT, bisexual and trans members, Nautilus materials for migrant workers Networks – e.g. Napo Black Network, young member network in Prospect and UCU’s network for international workers Community outreach – many unions involved in Pride events both nationally and locally

21. Encouraging participation Rise in unions targeting BME, disabled, LGBT and young workers to get them active in union Slight fall for women and migrant workers

22. Encouraging participation Self-organised groups or networks – e.g. Nautilus’ Women’s Council, NUJ’s 60+ Council, PCS regional networks for LGBT and disabled members Training & development – e.g. NASUWT’s Women and BME Members’ Development Courses, UNISON LGBT branch officers’ training Mentoring – PCS mentoring pilot for women, Usdaw case study on BME mentoring project

23. Encouraging participation New routes to activism – e.g. NASUWT’s ‘workplace contact’ and job-share opportunities, Napo: Next Generation, ATL Future and Future TSSA Conferences and events – e.g. FDA uses TUC Disabled Workers Conference to encourage disabled reps

24. Equality committees Most significant change is the growth in national committees for young workers

25. Equality conferences Increase in equality conferences/seminars at national level, especially for young workers Activity suggests popularity/demand for events

26. Reserved seats Only small number of unions use them Use has increased for young, disabled and LGBT members

27. Reserved seats As largest unions most likely to use them, they cover high % of union members e.g. 61% of union members are in union with reserved seats for women on national exec Five of largest unions now using reserved seats for women on branch committees (up from 1 in 2011), covering 67% of members Six unions now have reserved seats for young people on conference delegations, covering 48% of union members

28. Equality reps About half of unions have a provision or practice for appointing or electing equality reps, covering 87% of union members New TUC briefing on equality reps http://www.tuc.org.uk/sites/default/files/Uni on%20equality%20reps%20briefing%202014.p df http://www.tuc.org.uk/sites/default/files/Uni on%20equality%20reps%20briefing%202014.p df Essential bridge for translating equality objectives, policies and structures into impact in workplace

29. Equality reps “If a new government enacts only one new piece of equality legislation it should be to require equality representatives at workplaces, who would be involved in drawing up and enforcing employment and pay equity plans. Trade unions were once part of the problem – today, they are an essential part of the solution.” Sir Bob Hepple QC

30. EQUALITY RULES AND ACTION PLANS TUC Equality Audit 2014

31. TUC model equality clause 75% of unions now adopted clause (or similar) in rulebook, up from around two-fifths a decade ago Majority of union members covered

32. Rules on far-right or racist parties 39% of unions have such a rule, but majority of union members covered

33. Equality action plans 56% of unions have an equality action plan in place, up from 27% in 2011 And 90% of union members are now in a union which has a plan to tackle discrimination and advance equality

34. TUC Equality Audit 2014 resources http://www.tuc.org.uk/equality- issues/equality-audit/equality-audit-2014- improving-representation-and-participation- trade http://www.tuc.org.uk/equality- issues/equality-audit/equality-audit-2014- improving-representation-and-participation- trade