The importance of trade union relationships in the post-pandemic landscape

Those as ancient as I will remember the Not the Nine O’clock News sketch in which northern male trades unions representatives bargained with posh male employers for better conditions that included the ’35 hour week, all that rubbish, use of the swivel chair and a the automatic bottle opener’ - plus several other demands that would simply horrify rather than amuse here in post-COVID Britain.

To retain workers and attract talent, employers must grasp what they want and work more closely with the new unions

Union relations have begun to seem as anachronistic as the sketch; a rise in individualism has led workers to feel the need to tackle concerns individually, leading to a great leap in industrial tribunals. Alongside the decrease in traditionally unionised industries, today’s employees often see themselves as an expert or consultant, rather than use the term ‘worker.’

Post-pandemic, union relationships will be key to an organisation’s survival.

And yet the pandemic saw an extraordinary collaboration between unions, employers and government, particularly in the furlough scheme, and employers would do well to consider the increasing influence of unions on their workforces when they are considering how to restructure and reopen in the future. Unions will be key in understanding profoundly what employees now want and need from their workplaces; embracing and listening to the unique insight offered by unions into the changed employee psyche will be key. Building on that relationship may be key to an organisation’s survival.

We deliver training to improve employers/union relations 

But COVID is only one of a series of profound influences on traditional union role. We hear weekly from employers wanting to improve union relations, but who have no idea how to structure roles, negotiations and future relationships. Many have no experience of negotiations, and those who do often approach the table in an outdated adversarial mindset and wonder why things fail, talks stall and the public boycott premises and services.

The gig economy has offered a new focus for union influence and collective activism has a new face. The New York Times was recently embroiled in controversy over advising tech workers not to unionise – the fact that many workers, not being part of the tech platform, were reduced to expressing their reactions in the form of angry emojis must have been an ironic moment.

Will UK workers gain influence over company policy on clients, advertising and ethics? 

Politics has been a growing force in the workplace for some time, and employers should also consider the Alphabet Union, recently set up at Google, whose voluntary membership eschews traditional demands for higher wages to concentrate on social and oppression-fighting issues. This approach will cross the pond as do most US workplace trends, and it is only a matter of time before UK workers gain influence over company policy on clients, advertising and ethics.

The traditionally vulnerable gig and migrant workers have recently shown they are capable of attention-capturing action and have garnered public sympathy and support. As retail and hospitality struggle on out of the COVID era, employers should remember the McStrikes and work closely with unions to ensure they retain reputation for fairness, social responsibility and focus on worker’s rights.

Data continues to grow as a currency; smart unions are collecting, analysing and deploying information, becoming increasingly tech-savvy as they attract more younger members whose passions and convictions will drive union agendas well into this century.

Article written by Elizabeth Smith, Director of Research 7.02.22

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This important programme, developed with experts as part of our 25-year track record in union: employer relationship conferences and training, addresses the real challenges and explores solutions for workers and companies.

• Effective Negotiations with Trade Unions Post-COVID Workshop - Wednesday, 29th June '22