| CHECK AGAINST DELIVERY
This is an excellent pamphlet that makes a vital
contribution to an important debate.
The first step to resolving a problem is
recognising that it exists. This report provides a thorough diagnosis of
the challenges facing the union movement.
I agree with many of the points that David makes
in his detailed yet readable analysis. He displays the astute judgement
that I grew to respect when he was a senior official at the TUC.
Like Government, Unions have to recognise that the
world is going through the most profound change, with significant effects
- economically, socially and demographically.
In Asia - unprecedented rates of growth. In our
universities - unprecedented technological advances. In our society - huge
demographic change with a falling birthrate and an aging population.
We have to face up to the implications and
challenges of this changing world and help the people we represent to
adapt and prosper.
There are three areas where I think the Trade
Union movement needs to reform.
First it needs to move on from the “male, pale and
stale” stereotype of trade unionists, towards a trade union base that
represents a mix of people, and properly reflects today’s diverse
workforce. It’s a welcome and important development that for the first
time the majority of union members are women.
Our movement needs to reflect the issues and
concerns of that changing membership. They want help balancing the
pressure of modern life and equipping themselves with the skills and
training they need to succeed.
The Warwick agreement is a big agenda that matters
to millions of people who will benefit from our commitments on bank
holidays, family friendly policies and the need to concentrate attention
on the most exploited and vulnerable workers.
We will bring all of this together by laying out
our Labour Market Strategy for this parliament in a paper that we’ll
publish early next year.
Second, an old style focus on “struggle, strikes
and strife” as David puts it in his pamphlet, can turn off those employees
who don’t want to be at war with their employer but do want to understand
their rights and obligations in the modern workplace.
Unions should be the enthusiastic champions of the
new Information and Consultation legislation. It is an opportunity to work
with employers constructively and build up trust through co-operation. An
opportunity to carve out a new role and demonstrate their value as the
collective voice of the workforce.
To help we’ve introduced the Union Modernisation
Fund which aims to help unions to meet the challenges of changing labour
markets. We see I&C as an integral part of this picture. Collaborative
working is part of modern, high performance workplaces.
There will be no return to the days of non-ballotted
strike action or the closed shop. Workers will no longer accept that
rights at work only come with a union card.
This Government is delivering basic, decent
minimum standards in the workplace for all workers whether unionised or
not. From the National Minimum Wage to the right to request flexible
working – these will change Britain’s employment landscape forever.
Finally, Unions need to extend their reach into
new areas, new sectors, industries and companies. Not only to stem
downward trends in membership but also to ensure they are delivering help
to the most vulnerable.
Today we have a common purpose in making sure that
the rights we have introduced are properly enforced. Making sure,
together, we tackle exploitation and abuse in the kind of sectors that
don’t normally appear on the radar - the hidden parts of British industry,
where some of the most vulnerable members of our society work.
Changes in union structures that reflect changes
in industry can only be welcomed. I led a union through a merger myself,
but the number of unions is not the key issue. What matters is the overall
size of Trade Union membership.
Let me close by congratulating David on his
report. These are difficult issues. But, as the report says, it’s time we
opened the “too difficult to think about” box.
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