New Unionismis about unions setting agendas, rather than just reacting to them. This network unites supporters of four key principles: organizing, workplace democracy, internationalism and creativity. Join» FAQ»
democracy@work WorldBlu has just announced its annual list of the world's most democratic workplaces. The 40 winners for 2009 are from the U.S., Canada, Mexico, England, India, the Netherlands, Switzerland, and Malaysia, and work in industries as diverse as technology, healthcare, telecommunications, media, manufacturing, aerospace and retail. more»
State of the Unions Here are our latest stats on the global union movement, along with country trends and links to reports on rights. Compiled with help from our growing team of national editors, this data confirms earlier reports of renewed growth in the union movement. Interestingly, it also shows (in looking at the world's 20 most unionised nations) that membership numbers and influence do not necessarily go hand-in-hand. more»
Volunteers wanted! To help working people network across borders we're building an open union directory. Can you help? We need a volunteer for each country to check our data and help fill gaps. If you've got at least 3 hours to spare, please email us here and we'll send more info.
Union membership The accepted wisdom is that unions are in decline. The last comprehensive study was done by the ILO, back in the days when Princess Diana was still alive. No update is planned. Abhoring vaccuums as we do, we've been collecting data and trying to update the story. We now have post-2000 data for 444 national union centres - which includes by far the majority of the world's unionised workers. In 51% of these cases we also found comparable data from other years. This has enabled us to start measuring trends. The graph below tells the story (updated from 2007). It's not one you will hear in the media. Strangely enough, you won't hear it from many unions either. You can find out more, and check the data for yourself (including links to all the sources), here»
Change in union membership
by national federation 2000-2007
We were so surprised by the result above that we checked it against the membership figures by country. We found post-2000 data for 107 countries (of a possible 194) with comparable data for 57% of them. The graph below speaks for itself. Unionists - we salute you! Contrary to the dominant narrative, unionism seems to be growing again. But don't take our word for it; click here» for the details, and for links to all of our sources. And if you know of any better information, please share it!
Change in union membership
by country 2000-2007
We are now beginning a third study, measuring post-2000 membership trends at individual union level. So far we have 5000+ unions (excluding locals, regional-based and single-employer unions). You can follow our progress and help us build the data set by way of our global union directory project here»
Networking 4 unionists How many of these words are you familiar with: Ning, iGoogle, meebo, polldaddy, Skype, reddit, Usenet, wikispaces, ChipIn, bebo? More to the point, how many of these social networking tools might be useful for union organizing? We've bounced it around a bit and come up with some ratings and simple descriptions. 'Cos quite frankly, understanding this stuff doesn't come naturally. more»
Union values survey Everybody knows - roughly speaking - what unions are opposed to. But what are we in favour of? What values should the union movement be asserting? As part of our ongoing discussion on this subject, the New Unionism network has been running a survey of union values. You can check out the results and add your own voice here»
Unionism meets workplace democracy An informal coalition of U.K. unions and thinktanks has produced an important new thinkpiece on workplace democracy. If this agenda is new to you, then here's a great introduction. Don't worry about the British/European focus - there's enough food for thought here for anybody who thinks their workplace needs a deep shake-up. Some members of this network felt there were limits to the report, but all were agreed: if you're interested in understanding the trajectory of New Unionism, read this report! download
Union E-cards
We've produced a series of 10 free e-cards which can be used to send memos to members, messages of encouragment, thanks to negotiators, reminders to vote, meeting notices, invitations to celebrate... whatever. You can check them out and send a card here»
Unions and economies What's the effect of strong unions on a nation's competitiveness? We don't much care for the whole competition model, but let's set the record straight anyway. This year's Global Competitiveness Index shows the same result as last year: high levels of unionism correlate positively with improved competitive performance. The top 5 countries for 2008 have an average union membership of 41.8%. The top 10 have an average of 37.6%. The top 20 have an average of 37.0%. The top 30 have an average of 32.9%. The top 40 have an average of 29.0%, and the top 50 have an average of 28.2%. Yep, that's right - the further down the scale you go, the lower the rate of unionism you're likely to find. We found the same pattern with the UN Human Development Index (see below). So why is it we keep hearing that unions are bad for the economy? Let's just call it idiology (sic). The annual UN Human Development Report ranks countries according to health and life expectancy; literacy and education; and standard of living. As we saw above, watch this trend as we compare the ranking with levels of unionisation: the top five countries have an average union membership of 56.6%. The top 10 have an average of 39.3%. The top 20 have an average of 39.7%. The top 30 have an average of 35.4%. The top 40 have an average of 32.5%. And the top 50 have an average of 29.1%. The curve would be perfect except for the blip caused by the U.S. (in 8th position). Laws denying 25% of workers the right to join unions effectively skew the data a bit for that group. But don't let this confuse you. In thinking about economics, unions should be listed as an asset, not as a liability! download spreadsheet of data & sources»
Relational organizing Relational organizing is an approach which sits equally well with trade unionists, community activists, and faith-based networkers. What these enthusiasts describe seems to be a variant on the organizing model, but with much heavier emphasis on building dynamic relationships within the group. As one organizer, who has used this approach with spectacular results, puts it: "This is about us, not them". If you're a union organizer then take some time to read this discussion; it may just change everything. Clickhere»
Valuing member$hip Can we calculate an actual value, in blunt financial terms, for union membership? In this discussion we look at the difference between union-pay and non-union pay (generally known as "the union premium") in 20 countries. We also look at some of the oddities involved in the math. In weighing the benefits of union membership, be prepared to think outside the market square. more»
Old new unionism There have been two movements in labor history known as "New Unionism", and they are closely related. The first began in the 1880s, as craft-based structures gave way to industrial unions. The new leaders argued that unions had to become more open and inclusive. Membership grew rapidly, and the results these early unions achieved were inspiring. Then came labor's "great split" in 1920, as three competing ideologies drove bureaucratism deep into unionism's soul. These divisions were to last until the end of the century, and their echoes are still plainly heard. But are we now picking up where those early new unionists left off?more»
Workplace democracy and class Workplace democracy is being touted as the way forward by unionists, entrepreneurs and employers, yet governments are not picking up on the agenda. Why? Recent work by US academic Ed Collom might suggest an answer. Collom's research confirms that there is "cross-class support" for the approach, but finds "inter-class" divisions within this. Among workers, union members support the idea more than non-members. Among employers, young entrepreneurs support it more than older managers. The self-empoyed, women, people of colour, and lower-paid workers are supportive; while those with conservative leanings or higher incomes are less so. Public service workers are supportive, as are professional and technical workers. Managers and supervisors are less so. Might these divisions suggest why governments are acting like the proverbial ostrich? "Hmmmm... I know I left my too-hard basket down there somewhere".download report»
Solidarity Idol Get Up, Stand Up by Bob Marley and the Wailers has won our readers' poll for best workers' song of the last 50 years. Union conferences need never be the same again!
Your next 4 choices in the poll were:
2. There is Power in a Union (Billy Bragg)
3. Between the Wars (Billy Bragg)
4. Fight the Power (Public Enemy)
5. None of Us are Free (Solomon Burke and the Blind Boys of Alabama).
As for Solidarity Idol, our hunt for an original new workers' anthem, the search continues. We've received six entries so far. You can download these and/or add your own contribution here.
Happier measures Economies work around "bottom lines" - measures of success which traditionally centre around production. However a recent survey in the UK found that 81% thought the government's primary objective should be the creation of happiness, rather than wealth. Is such a measure possible? Short answer: yes. In fact you can take your pick. "Triple Bottom Line" (TBL) accounting is very popular in ethical business circles. It balances the books according to people, planet and profit. Several steps further down the road one finds Bhutan, the kingdom where the economy is measured according to "Gross National Happiness" (GNH). Them there's the "Happy Planet Index" (HPI), which measures how successfully countries turn resources into long and happy lives for their citizens. You can sit your own personal HPI test here. And last but not least, there's the "Satisfaction with Life" index (SWL). So what's the bottom line in all this? Economics is an art, not a science. The rules are negotiable.
Factions:
from friction to Open Plan unionism Factional struggles can be bitter and damaging for any union, but need this be the case? In this discussion we look at what factions are and how they can be mapped. We then propose a system for consciously resolving faction-related problems. The tools of deliberative democracy are key to this, and can transform the union along the way. more»
The green collar worker "Protect the worker, not the job." It's got a nice ring to it, don't you think? However unions have traditionally been rather wary of this maxim. It's not that they disagree; just that the phrase is so often used to promote flexibility at the expense of security. Where are the employment options to come from? Now an influential U.S. coalition, including the United Steelworkers, believes they have found the answer. "Green collar jobs" are about to become "...the
greatest new engine for urban economic growth,
innovation and job creation in many decades." The Center for American Progress emphatically agrees», and Obama is pushing a variant of the same line. So is the ITUC (see below). Looks like the green collar job may be about to change the face of municipal and national public services. Saving planets can be a labour-intensive business. download report»
Global labour vs global warming Thanks especially to work done by the International Trade Union Confederation (see here), unions are developing a global approach to global warming. The Labor Strategies Network (LSN) has produced a very useful and readable paper on the subject. In it they raise a critical issue for the labour movement: "...who is in a better position to know whether a company is really reducing its carbon use than those who work for it? Unions are in a unique position to negotiate purchasing, transportation, and other company policies that affect global warming. But such a role raises the question of what does it mean to be a worker – are workers “hired to work not think,” or should they also play a workplace role as producer, citizen, and human being?" (italics added). This goes straight to the heart of New Unionism. It also illustrates how critical our struggle for industrial and economic democracy has become. The LSN paper is available here»
Flexicurity Flexicurity is a combination of an active labour market policy (at government level); relatively easy hiring and firing (for employers); and high benefits for the unemployed (providing security for employees). The aim is to reduce social fears of change. It was first implemented in Denmark in the 1990s, and then spread to Finland and the Netherlands. It is currently generating a lot of interest across Europe, and also within the ILO. What do the "social partners" make of it? Here's a good introduction to the discussion: more»
Don't be fooled again Meet the new boss, same as the old boss... Most CEO's are in the job for less than 3 years. This statistic is remarkably consistent across developed countries (more), and goes a long way towards explaining the short-termism of modern management. Which in turn played a huge part in the current financial crisis. Many CEOs never declare the clear conflict of interest they face: ie quick results are necessary for their CV, before they move on. A round of layoffs is the classic device for achieving this. Yes, evidence shows this will damage the company in the long term, but they'll be long gone by then. One solution to this is for employees to have a voice in succession planning and criteria. This is what LIUNA's pension plan is proposing (more). Another is for workers' pension funds, estimated at about one-third of the world’s total share capital (more), to be used to promote responsible governance. With the Board representing shareholders (including pension funds) and the union representing employees, might we see an end to the CEO's hidden conflict of interest?
Freelancers Canada's largest media union recently announced it was setting up a union for freelance workers (more). A second Dutch federation has begun signing up the self-employed as well (more). SEWA in India already has about 700,000 self-employed women members (more), and there is a Spanish union for the self-employed. The U.S. Freelancers' Union has grown phenomenally, and UK union BECTU offers freelancers legal advice and online services (more). Germany's Ver.di offers such workers a free support hotline. In Australia 35% of APESMA members are self employed, and these represent the fastest growing sector in the union. And of course there are others. But are these threads coming together in any way? Are we learning, as a movement, how to organise freelancers? The global union UNI recently set up a Freelance Network, along with a charter, for unions who work with the self-employed. You can find out more here»
Faith and unionism The influence of the religious right is on the decline. So what's next? U.S. preacher Jim Wallis says: "...a wider and deeper vision of faith and values is emerging. It's a renewal of faith that combines personal faith with social justice. A new social movement is on the rise." Similarly, the Workers' Interfaith Network is calling for a new ministry of work. Are we seeing a return to the socially-aware faiths of Martin Luther King, Dorothy Day, Cesar Chavez, the Jewish Labor Committee and the Catholic Worker? As Wallis noted so presciently in 2008: "Sometimes, politics becomes so broken that the hunger for change becomes overwhelming. That's what is happening this year."
Other voices in the faith community seem to agree: Monks in Myanmar»Christian Alliance for Progress»Matt Gladue»Priests vs Samsung»CBS story»Jim Wallis»
And check out these religious left gifts»
Organizing in China Union membership has been growing strongly and consistently in China for several years: from about 100,000,000 in 2000 to more than 150,000,000 in 2005 (details). Recently the organizing focus has been on multinationals. There are now unions in 60% of the 51,728 foreign-funded firms. 77 of Wal-Mart's 84 outlets are unionised, and by July '08 the ACFTU expects to represent 200,000,000 workers (details). How real this representation is remains a topic for debate, and justifiably so, however there are signs of change here too. The China Labour Bulletin, a harsh critic of official Chinese unions, recently stated: "we now believe multinationals will be best served working directly with local branches of the All-China Federation of Trade Unions" (more). The ITUC, largest and most representative of the global union bodies, has decided to resume international dialog (more).
Commodifying public services Richard Leitch takes a look at “The New Gold Rush: The new multinationals and the commodification of public sector work”, a collection of articles which examines the transformation of capital, labour, trade unions and service delivery in the drive towards public sector privatisation. Central to the process is the transformation of public services into standard replicable commodities, with their labour power effectively ‘recommodified’. more»
A union theory of management Nobody has more experience with poor management, in all its forms, than trade unions. What have we learned, and what model should we be arguing for instead? Unionists and labor academics within the network are invited to submit papers on this theme, with an aim to publication here, and in our newsletter, and also (we hope) in a forthcoming book. Email editor@newunionism.net for details.
Beyond hierarchy Conor Cradden takes a good hard look at organisational hierarchy and 'management's right to manage'. In doing so, he launches our new discussion series: 'Towards a Union Theory of Management' (see above). more»
Organizing meets social partnership Eddy Stam and Ron Meyer are experienced unionists from the Netherlands. One is a seasoned veteran, now working at international level, the other a determined young organizer working with the rank and file. They're good friends, and they're pretty much agreed: the European model of social partnership unionism has a lot to learn from the organizing model of the Americas. Interview»
From ideology to democracy The recent crop of stimulus packages presents us with a once-in-a-lifetime opportunity to compare economic strategies. The sums involved are staggering. How will we feel when we look back on this period in 10 years? Will we wish we had all adopted Thailand’s “trickle up” model, giving money straight to those who need it most? Or will we wish we had followed the US example, covering as many bases as possible? The European Union is turning the crisis into an opportunity, and taking significant steps towards a greener world. And then there’s the option of the big spend-up on infrastructure, as exemplified by countries like Norway. One thing is certain: unions must help bring economics under democratic control. The Age of Ideology is over. more»
High performance workplaces Max Ogden reports on some interesting work New Zealand unions are doing around the concept of “high performance workplaces”. In short, they are seeking to raise the quality of work against a backdrop of improved performance. Furthermore, they want to embed the process in collective negotiations. You can read more about the approach here» and/or download the handbook for unionists here»
EFCA: the real issue Eric M. Fink cuts through the crap with a clear summary of the real issue behind resistance to the Employee Free Choice Act. Card check is a smoke screen. Seems Obama isn't fooled either: "...if the business community’s argument against the Employee Free Choice Act is simply that it will make it easier for people to join unions... then they probably won’t get too far with me". You can read Eric's commentary here»
Parecon and union revitalisation Mark Evans discusses the historical roots of the identity crisis in unionism, and considers the value of an approach based on "participatory economics", or ParEcon—an alternative developed by radical economists Michael Albert and Robin Hahnel.more»
Organizing: Beyond fear and anger Peter Hall-Jones questions the view that unions exist purely to bargain for higher pay and protection. It is a model of unionism that has been in steady decline since the 1950s. Fear and anger are dubious drivers for organizing, now that workers have set their sights higher. more»
Best holiday read for unionists Jim Stanford's book "Economics for Everyone" has been voted "best holiday read for unionists". The choice was made from a shortlist of books published in 2008. Stanford's book is a 100% worker-friendly guide to understanding economics, and thoroughly deserves a place on every unionist's book shelf. It was reviewed for the network here. Second equal in the poll were "Wrestling with Starbucks", by Kim Fellner (reviewed by us here), and "Getting the Goods" by Edna Bonacich and Jake Wilson (reviewed by us here). The holidays may be over, but you still owe it to yourself to read these 3 great books.
Workplace democracy Conor Cradden takes an innovative look at the case for workplace democracy, starting right from the beginning. In doing so he considers how such a goal might tie in with a broader social agenda: that of democratising economics itself. Click here» for the web version or here» to download a copy of the paper (MS Word).
Collective bargaining rights Roy Adams discusses the 2007 Canadian Supreme Court decision which affirmed the human rights status of collective bargaining in a new article from Just Labour: A Canadian Journal of Work and Society. Adams traces the emergence and characteristics of the modern human rights regime, and reviews recent evolution and major aspects of collective bargaining as a human right. Finally, he suggests how Canadian practice might be brought into line with international standards.download»
Innovative trade union strategies
Dirk Kloosterboer, writing for The Netherlands Trade Union Confederation FNV, has produced a great booklet on how unions are responding internationally to changes in labour and production. It's a wide-ranging and genuinely open-minded investigation, and deserves to be read by anybody who's interested in contemporary union practice. Printed copies can be ordered through info@vc.fnv.nl (15€ plus p&p), or a PDF version can be downloaded here»
Young people and unionism Jodie Schluter looks at the relationship between young people and unions. All those meetings, workshops, sub-committees, forums, quotas, caucuses and motions... why is it that the young are still not flocking to join up?? Irony aside, this open discussion presents the issue through the eyes of young people themselves, including those working successfully in the field (as well as a few left-field gonks). more»
The Master-Servant relationship Peter Hall-Jones asks: "Why do we defer from 9-to-5?" In trying to explain this behaviour he looks at the "master-servant relationship" which still haunts workplaces and industrial relations. It's a feudal hangover passed down the generations through English common law. Nowadays, in their own different ways, many employers and most workers are wanting to exorcise the old ghoul. The way unions react to this, and to the workplace democracy agenda, may have a huge effect on the movement's future. more»
Reframing the debate Eduardo Gonzales poses a deceptively simple question: "what does the progressive movement stand for?". The fact that no simple answer comes to mind shows how completely conservatives have come to control the debate... until recently anyway. They have been setting the agenda; we have been reacting. And yet back in the 1950s conservatives were as divided as progressives are now. How did they manage to rebuild their unity and claim centre stage for so long? You'll find our collective discussion on this subject here»
New Unionism in the UK What lessons can be learned from the UK’s “New Unionism” project? When it was first launched in 1997, the stars seemed aligned for a phenomenal transformation of industrial relations. Then, all of a sudden, nothing happened. Or, rather, a lot happened - both good and bad - but nothing really changed. Does the whole agenda needs to be looked at again, with the luxury of a hard-earned hindsight? We argue that the missing element was workplace democracy. Click here» for more.
Mondo bizarro In researching global union membership statistics we have found clear evidence that unionism is a secret plot devised by Monty Python. Take a look at some of these examples, and pity the poor workers who have to sort out this mess! (nah - just kidding - most of it's just a bit on the weird side). more»
Looking for union staff? If you represent a union or a labour-friendly NGO which is looking for experienced union staff for just about any role, check out some of the great talent here. Just check the circle next to their name(s), send us your details, and we'll let the candidates know. This page is updated often, so keep an eye on it.
Workplace culture:
a union issue Depression, stress and anxiety are now the primary cause of workplace absence in most developed countries. It used to be back injury. This reflects changes in the nature and culture of work, and represents a major challenge for Health and Safety reps. How do unions change workplace cultures? It is an urgent issue. Japan and China both have a word for death by overwork (karoshi and guolaosi). In the USA more than 65 million suffer from the symptoms of stress. 80% of workers saying they feel stress on the job; nearly half saying they need help in learning how to manage stress; and 42% saying their co-workers need such help. Depression costs U.S. business at least $44 billion a year. 420,000 such cases are reported in the UK each year. “This is a really important area where unions can become more active,” says UK unionlearn representative Dave Eva, in announcing a joint programme to send workplace reps on 3-day training courses to learn about handling the problem from a union angle. We hope to report more on this soon. more»
Human solidarity Climate change is the defining human development challenge of the 21st century, according to the U.N. Human Development Report. They cite Martin Luther King: "Human progress is neither automatic nor inevitable... In this unfolding
conundrum of life and history there is such a thing as being too late… Over the bleached bones and jumbled residues of numerous civilizations are
written the pathetic words: "Too late".
"Business as usual" is a thing of the past. We need to develop workplace democracy not just to ensure waste paper is recycled, but to bring crucial social concerns into planning and production. Does your union negotiate at this level? If not, what can you do to help organizing around this issue? You can read the report summary here» and/or download the whole report here» For more on the global labour response, click here»
the story so far
(last updated 8th February 09)
The New Unionism network was launched at the beginning of 2007 - so now we are two. Here's our membership directory. In terms of demographics, 48% of members work for unions. The next biggest group is "rank and file" workers (at 31%), followed by academics (11%). The gender balance is 34%/66% female/male, which is a worry, although female membership has risen in recent months. We're well pleased with the balance between white-collar and blue-collar members. The nationality with the highest membership is the USA (23%), followed by Australia (22%), and then the UK (18%) and Canada (12%). As you'll see from the map below, we're needing to build our audience in South America and Africa in particular. There are more than 1100 subscribers to our Work In Progress newsletter.
In terms of finances, we are seeking donations to cover operating costs. Frankly, it hasn't been working, so we're scratching our heads a bit. At a minimum we want to get away from relying on volunteers to cover expenses as well.
Website visitors
The map below shows the location of our website since April '09. You'll find last year's map here» and the year before here» As you'll see, we need to lift our presence (even allowing for language and digital divide) in Africa and South America. Members' ideas on this would be very welcome.
Network membership There are two kinds of network member, although this in no way indicates a hierarchy. Founding members are experienced union reps and officials, supporters and activists who accept the principles of new unionism and want to put some work in to help us get established. Network members (including the founding members) are those who accept the principles and are willing to promote and/or apply them in their work.
Joining is free, but we hope you'll make a donation within six months. We ask you to consider giving the equivalent of one hours pay per year, on the basis that this is the average amount of time we spend per member, and that our time is worth much the same as your own. To join the network just fill out the form here» You can check who the other members are here» Thanks to the Internet, we'll be in touch within an hour.
THANKS Here's a few words of thanks and acknowledgement» to the good folk who have helped us along the way, be it with voulntary work, encouragements, donations and/or inspiration.
New Unionism is about unions setting agendas, rather than just reacting to them. This network unites supporters of four key principles: organizing, workplace democracy, internationalism and creativity. 
Here are our latest stats on the global union movement, along with country trends and links to reports on rights. Compiled with help from our growing team of national editors, this data confirms earlier reports of renewed growth in the union movement. Interestingly, it also shows (in looking at the world's 20 most unionised nations) that membership numbers and influence do not necessarily go hand-in-hand. 
To help working people network across borders we're building an open union directory. Can you help? We need a volunteer for each country to check our data and help fill gaps. If you've got at least 3 hours to spare, please email us 
We've put together a collection of quotes, facts and figures for union organizers. There's words of wisdom on 
How many of these words are you familiar with: Ning, iGoogle, meebo, polldaddy, Skype, reddit, Usenet, wikispaces, ChipIn, bebo? More to the point, how many of these social networking tools might be useful for union organizing? We've bounced it around a bit and come up with some ratings and simple descriptions. 'Cos quite frankly, understanding this stuff doesn't come naturally. 
Everybody knows - roughly speaking - what unions are opposed to. But what are we in favour of? What values should the union movement be asserting? As part of our ongoing discussion on this subject, the New Unionism network has been running a survey of union values. You can check out the results and add your own voice 
An informal coalition of U.K. unions and thinktanks has produced an important new thinkpiece on workplace democracy. If this agenda is new to you, then here's a great introduction. Don't worry about the British/European focus - there's enough food for thought here for anybody who thinks their workplace needs a deep shake-up. Some members of this network felt there were limits to the report, but all were agreed: if you're interested in understanding the trajectory of New Unionism, read this report! 
What's the effect of strong unions on a nation's competitiveness? We don't much care for the whole competition model, but let's set the record straight anyway. This year's 
Can we calculate an actual value, in blunt financial terms, for union membership? In this discussion we look at the difference between union-pay and non-union pay (generally known as "the union premium") in 20 countries. We also look at some of the oddities involved in the math. In weighing the benefits of union membership, be prepared to think outside the market square. 
There have been two movements in labor history known as "New Unionism", and they are closely related. The first began in the 1880s, as craft-based structures gave way to industrial unions. The new leaders argued that unions had to become more open and inclusive. Membership grew rapidly, and the results these early unions achieved were inspiring. Then came labor's "great split" in 1920, as three competing ideologies drove bureaucratism deep into unionism's soul. These divisions were to last until the end of the century, and their echoes are still plainly heard. But are we now picking up where those early new unionists left off? 
Workplace democracy is being touted as the way forward by unionists, entrepreneurs and employers, yet governments are not picking up on the agenda. Why? Recent work by US academic Ed Collom might suggest an answer. Collom's research confirms that there is "cross-class support" for the approach, but finds "inter-class" divisions within this. Among workers, union members support the idea more than non-members. Among employers, young entrepreneurs support it more than older managers. The self-empoyed, women, people of colour, and lower-paid workers are supportive; while those with conservative leanings or higher incomes are less so. Public service workers are supportive, as are professional and technical workers. Managers and supervisors are less so. Might these divisions suggest why governments are acting like the proverbial ostrich? "Hmmmm... I know I left my too-hard basket down there somewhere". 
Get Up, Stand Up by Bob Marley and the Wailers has won our readers' poll for best workers' song of the last 50 years. Union conferences need never be the same again! 
Economies work around "bottom lines" - measures of success which traditionally centre around production. However a recent survey in the UK found that 81% thought the government's primary objective should be the creation of happiness, rather than wealth. Is such a measure possible? Short answer: yes. In fact you can take your pick. "Triple Bottom Line" (
"Protect the worker, not the job." It's got a nice ring to it, don't you think? However unions have traditionally been rather wary of this maxim. It's not that they disagree; just that the phrase is so often used to promote flexibility at the expense of security. Where are the employment options to come from? Now an influential U.S. coalition, including the United Steelworkers, believes they have found the answer. "Green collar jobs" are about to become "...the
greatest new engine for urban economic growth,
innovation and job creation in many decades." The Center for American Progress emphatically 
Thanks especially to work done by the International Trade Union Confederation (see 
Flexicurity is a combination of an active labour market policy (at government level); relatively easy hiring and firing (for employers); and high benefits for the unemployed (providing security for employees). The aim is to reduce social fears of change. It was first implemented in Denmark in the 1990s, and then spread to Finland and the Netherlands. It is currently generating a lot of interest across Europe, and also within the ILO. What do the "social partners" make of it? Here's a good introduction to the discussion: 
Meet the new boss, same as the old boss... Most CEO's are in the job for less than 3 years. This statistic is remarkably consistent across developed countries 
Canada's largest media union recently announced it was setting up a union for freelance workers (
The influence of the 
Union membership has been growing strongly and consistently in China for several years: from about 100,000,000 in 2000 to more than 150,000,000 in 2005 (
Richard Leitch takes a look at “The New Gold Rush: The new multinationals and the commodification of public sector work”, a collection of articles which examines the transformation of capital, labour, trade unions and service delivery in the drive towards public sector privatisation. Central to the process is the transformation of public services into standard replicable commodities, with their labour power effectively ‘recommodified’. 
Nobody has more experience with poor management, in all its forms, than trade unions. What have we learned, and what model should we be arguing for instead? Unionists and labor academics within the network are invited to submit papers on this theme, with an aim to publication here, and in our newsletter, and also (we hope) in a forthcoming book. Email 
Eddy Stam and Ron Meyer are experienced unionists from the Netherlands. One is a seasoned veteran, now working at international level, the other a determined young organizer working with the rank and file. They're good friends, and they're pretty much agreed: the European model of social partnership unionism has a lot to learn from the organizing model of the Americas. 
Peter Hall-Jones questions the view that unions exist purely to bargain for higher pay and protection. It is a model of unionism that has been in steady decline since the 1950s. Fear and anger are dubious drivers for organizing, now that workers have set their sights higher. 
Roy Adams discusses the 2007 Canadian Supreme Court decision which affirmed the human rights status of collective bargaining in a new article from Just Labour: A Canadian Journal of Work and Society. Adams traces the emergence and characteristics of the modern human rights regime, and reviews recent evolution and major aspects of collective bargaining as a human right. Finally, he suggests how Canadian practice might be brought into line with international standards.
What lessons can be learned from the UK’s “New Unionism” project? When it was first launched in 1997, the stars seemed aligned for a phenomenal transformation of industrial relations. Then, all of a sudden, nothing happened. Or, rather, a lot happened - both good and bad - but nothing really changed. Does the whole agenda needs to be looked at again, with the luxury of a hard-earned hindsight? We argue that the missing element was workplace democracy. Click 
In researching global union membership statistics we have found clear evidence that unionism is a secret plot devised by Monty Python. Take a look at some of these examples, and pity the poor workers who have to sort out this mess! (nah - just kidding - most of it's just a bit on the weird side). 
If you represent a union or a labour-friendly NGO which is looking for experienced union staff for just about any role, check out some of the great talent 
Depression, stress and anxiety are now the primary cause of workplace absence in most developed countries. It used to be back injury. This reflects changes in the nature and culture of work, and represents a major challenge for Health and Safety reps. How do unions change workplace cultures? It is an urgent issue. Japan and China both have a word for death by overwork (karoshi and guolaosi). In the USA more than 65 million suffer from the symptoms of stress. 80% of workers saying they feel stress on the job; nearly half saying they need help in learning how to manage stress; and 42% saying their co-workers need such help. Depression costs U.S. business at least $44 billion a year. 420,000 such cases are reported in the UK each year. “This is a really important area where unions can become more active,” says UK 
Climate change is the defining human development challenge of the 21st century, according to the U.N. 
There are two kinds of network member, although this in no way indicates a hierarchy. Founding members are experienced union reps and officials, supporters and activists who accept the 
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