The TUC Stronger Organising blog highlights an interesting survey of union equality rep’s which found that 63% of those rep’s with no previous union experience were women: The question is posed whether it is the equality focus of these innovative roles which has stimulated a new layer of women activists?
http://www.strongerunions.org/2010/01/19/what-makes-women-active-in-union/
At a general level women have always been attracted to trade unions. That’s why in UNISON the introduction of proportionality across the entire spectrum of lay activity has led to a new generation of women becoming involved in union’s leadership roles.
This is reflected in the fact that all national and regional committees have two thirds of women in committee positions and that on all NEC and other national committees a woman will be either chair or vice chair at least. However that is not a reason for complacency.
Too many branches have failed to engage in an active organising culture that encourages new blood to come forward. That culture change is the next big step that the union needs to take – yes it is imperative that we encourage the next generation of women to participate actively in the union but it is equally important to forge a future generation of capable lay activists schooled in organising and leadership skills.
Another significant factor in developing diversity in the union’s activist base has been self organisation. The extent to which self organisation has realised its full potential is a matter for future debate on UNISON Active. Suffice to say that objective academic studies have identified ‘the potential of self organisation as a site for collective action leading to organisational challenge, change and transformation’.
http://www3.interscience.wiley.com/journal/119048020/abstract?CRETRY=1&SRETRY=0
Jane Carolan
