The New Unionism network New Unionism is an approach being developed by unions who want to make change and set agendas, rather than just reacting to them. The New Unionism network brings together supporters of 4key principles: organizing, workplace democracy, creativity and internationalism. As a network we have no formal structure; we do not have officers, policies or meetings. We have no links with any other organisation. We're just us, and we'd like you to be us too.
Here's our FAQ. Information on how you can join in is here
State of the Unions: 2008 The accepted wisdom is that unions are in decline. It is wrong. The story dates back to the last comprehensive international study, carried out by the ILO in the days when Princess Diana was still alive. No update on this study is planned. Because of this we have been collecting post-2000 data on national union centres. We now have stats relating to 444 of them - a data set which includes (by far) the majority of the world's unionised workers. In 51% of cases we have also found comparable data from other years. This enables us to start measuring trends. The graph below tells the story, now updated from our 2007 graph. It's not a story you will hear in the media. Strangely enough, it is not a story you will hear from 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 federation 2000-2007
From another angle: 2008 We were so surprised by the data above that we started cross-checking it against national membership figures. We now have post-2000 data from 107 countries, out of a possible 194. And we have comparable data from 57% of them. The graph below speaks for itself. Unionists - we salute you! Contrary to the dominant narrative, unionism is growing again. But don't take our word for it; click here» for details, and for links to all of the sources. And if you think you have any better information, please share it!
Change in union membership
by country 2000-2007
The network has now begin a third study, measuring post-2000 membership trends at individual union level. So far we have 4000+ unions (excluding locals, regional-based and single employer unions). You can follow our progress and help us build the data set by way of the global union directory here» Union values survey: 2008 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» Global union directory To help with recruitment and networking between unions, the network has built a global union directory here» It has more than 4,000 unions listed, with links to as many email addreses, websites, on-line join-up forms, membership stats and wikis as we could find. The next step is to offer unions a homepage on the site. It's free for unions in 50 countries, and by donation for others. Click here» to get your union homepage. E-cards for unionists
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» Unionism builds economies The annual Global Competitiveness Reportpoints to a clear correlation between high levels of unionism and high-performing economies. We've collected union membership data for 47 of the 50 most competitive economies (according to the GCR ranking), and then compared this with productivity rates. Check out the trend. The top 5 economies have an average union membership density of 43%. The top 10 have an average of 38%. The top 20 have an average of 34%. The top 30 have an average of 31%. The top 40 have an average of 30%. And the top 50 have an average of 29%. The pattern couldn't be clearer, could it? Isn't it a pity that facts can't speak for themselves? Nope, they must have ideologues to speak for them. You can weigh the data for yourself here» Facts, not ideology !! Here's an urgent memo to Messrs Bush, Mugabe, Álvaro Uribe and Ali Khamenei etc, assuming that they missed the story above. Not only is there a clear correlation between economic success and high levels of unionisation, the same is true of national development. The UN Human Development Report ranks countries according to health and life expectancy; literacy and education; and standard of living. Again, watch the trend. The highest ranked 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 for that group. But don't let this confuse you. It is time to put those tired 90s ideologies behind us and face the facts. For the sake of a nation's development and economy, unions should be listed on the asset sheet, not as a liability! We've collecting this and other data in a downloadable spreadsheet here» Reframing the debate What does the progressive movement stand for? The mere fact that no simple answer comes to mind shows how totally conservatives have controlled the debate over the last more-than-a-few years. They set the agenda; we react. And yet back in the 1950s conservatives were as divided as progressives are now. How did they rebuild their unity and claim centre stage? More to the point, can we do the same? The answer is yes. To find out more, check out our collective discussion here» Young people and unionism All these workshops, sub-committees, quotas, caucuses and motions... why is it that young people are still not flocking to join unions?? This networked dialogue (aka "hololog") presents the issue through the eyes of young people, including those working successfully in the field (as well as a few left-field gonks). 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
Putting a value on 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» The missing link? Have the folk at Harvard discovered the missing link between organizing and workplace democracy? Don't miss this inspiring tale of the (mainly) women who built a union from the ground up at Harvard University. The approach they took, and the results they achieved, may also point to a solution to what is normally referred to as "the representation gap": the vast difference between those who would like to join a union and those who actually do. more» 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. In this discussion we suggest that the whole agenda needs to be looked at again, with the luxury of a hard-earned hindsight. What was missing was a drive for workplace democracy. Click here» for more. Making strategic choices An increasing number of unions are developing clear, defined strategies for building membership and workplace influence. But how do these stratagic goals relate to the organizer's daily work? Professor David Weil has come up with a tool to ensure that unions can deal with their work in such a way that long term plans don't get lost in the mix. Innovative trade union strategies The Netherlands Trade Union Confederation FNVhas published a great booklet on how trade unions are responding internationally to changes in labour and production. Written by New Unionist Dirk Kloosterboer, 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 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 Flexicurity - the next big thing? 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: Alternatives to privatisation "Defend" and "oppose" have becoming depressingly familiar fixtures in the Left’s lexicon over the past twenty years. "Transform" has not been heard much. However union struggles against privatisation around the world have been quietly inspiring a new set of alternative strategies, and these are coalescing into an alternative approach which can now boast a solid record of success. This discussion, involving New Unionism network member Rolv Hanssen, uses examples from Europe to show that not only is another world possible, it works better! 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. Global labour rights Choikehas produced a short, clear introduction to the vital subject of labour rights; one of globalisation's major battlegrounds. It's a complex area, but it's one which is starting to unite unions and non-governmental organisations (NGOs). It's also an important area for workers to become informed about, be they employees of Wal-Mart, migrant nurses from the Philippines, child labourers in Turkey, or trafficked slaves in Mauritania.more»For those wanting more information on international labour standards, here» is a great place to start. Workplace culture as 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. And now for sport... Who's winning the race to the bottom? One leg of the race must surely be "flexibility of labor regulations". According to the World Bank, the easiest places in the world to fire workers include: Belize, Bhutan, Canada, Costa Rica, El Salvador, Fiji, Grenada, Guatemala, Japan, Kuwait, Marshall Islands, Micronesia, Nicaragua, Oman, Palau, Saudi Arabia, Singapore, Thailand, Tonga, Uganda, and the United States. (Pardon the italics). If we then add the Bank's "Firing Costs" index, we can find out the countries in which firing workers is easiest and cheapest. The clear winners, in a 6-way tie at the bottom (with a perfect score of 0) are: the Marshall Islands, Micronesia, Oman, Palau, Tonga and (pause for effect ) the United States. Given that development issues gave the others countries such a head start (ie they were much closer to the bottom to begin with), we feel it's only fair that the prize goes to the U.S. THANKS! Before going too much further here's a few words of thanks and credit» to the good folk who have helped us along the way, be it with donations, encouragements, or the sparking of ideas. So far this project has been carried out on a totally voluntary basis, with volunteers meeting most of the costs out of their own pockets... so thanks are due in that department too.
update for members
NEW
We have just finished our first membership meeting (1 to 15 May 08). We had three decisions to make:
1) Should we change our membership structure? (with proposal)
Votes: 17 in favour, 8 against, 2 abstentions
2) Should we develop more of an organisational form? (with proposal)
Votes: 24 in favour, 3 against.
3) Should the network become involved in union campaigning?
Votes: 21 in favour, 2 against, 2 abstentions and 2 non-votes.
A full record of the meeting is available here»
The story so far... (last updated 17/05/08)
The New Unionism network was launched in February 2007 - so now we are almost one and a half. Here's our membership directory. In terms of demographics, 46% of members work for unions. The next biggest group is "rank and file" workers (27%), followed by academics (15%). The gender balance is 32/68 (female/male). We're pleased to see a good balance between white-collar and blue-collar members. The nationality with the highest membership is the USA (23%), followed by Australia (22%), the United Kingdom (18%), and Canada (12%). There are 1200 subscribers to our two newsletters.
In terms of finances, we are seeking donations to cover operating costs. We have also put together five project proposals, and are seeking your support. These are:
1)
A global union directory, with emphasis on recruitment. Details»
2) A workplace culture analysis tool (stressing union involvement). Details»
3)
A global union recruitment service (known as Younionize) targetting those workers who make up "the representation gap". Details»
4)
A freeware union membership system (known as MemBrain), designed for small to medium sized unions who want to work smarter but can't afford an admin-heavy designer database. Details»
5) A global labor statistics database, using recognised indices to examine unionisms' effect on productivity, social capital, national development, life satisfaction, etc. Details»
Download» income and expenditure to date, plus budgets (general running costs plus projects) for 2007-2008
Website visitors
The map below will give you some idea of where our visitors have come from since April '08. You can compare this with last year's map here»
network membership There are two kinds of members, although this in no way indicates a hierarchy. Founding members are experienced and progressive trade unionists or workers in this field who accept the principles of new unionism and have helped or are willing to help us establish this network. Network members are people who accept the principles of new unionism and are keen to develop and apply them in their work, and in cooperation with others internationally.
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 the same as your own. To join the network just fill out the form here» You can check out who the other members are here» Thanks to the Internet, we'll be in touch within an hour.
If you'd like to subscribe to our bi-monthly newsletter or our fortnightly newswire just send us your email address (per box above). To the left are the kinds of story featured in the newsletter. Below are samples from the newswire. Stay in the loop regarding the huge changes which are occurring in trade unionism!
Check out our most recent stories here» New Unionism blog For some time now members have been sending us contributions we didn't have the right kind of space for: thinkpieces, strategy papers, organizing tools, theses... Well, we finally became last kid on the block to get a blog. You can find it here» We can email you a password to add things yourself, or you can send the text through to blog@newunionism.net. Thanks to Dave Feickert and Richard Leitch for the two pieces which launch the blog. Freeware membership system By far the majority of unions in the world have less than 5,000 members. In fact most have less than 1000. The cost efficiences and resource issues which follow from this are seldom discussed. In an effort to do something useful, two members of the New Unionism Network are developing a freeware membership system. We're hoping to have MemBrain v1.0 ready for release by the end of the year. If your union has less than 5,000 members, how'd you like to help us develop the system around your needs? All we need is some sample data and a person to liaise with. In return, you'll get a fully-registered free copy of the system and the ability to develop it further. For more information on the MemBrain project, and how it can help you in your work, contact membrain@newunionism.net. Is workplace democracy possible?
A plea for plain English Most of the current work on labour and globalisation is written in a language which few working people could penetrate. In effect, workers are excluded from the discussion. Here's a typical offender at work: "The original formulation of the global commodity chain approach by Gereffi and Korzeniewicz (1994), draws its inspiration from Wallerstein's world system approach, with strong roots in dependency thinking." and: "The acquisition, control and use of tacit knowledge by lead firms (vis a vis SMEs) is a theme which may have more serious implications than authors such as Palpacuer (2000) suggest." This is from "Trade Union Responses to Globalisation", written by the venerable Global Union Research Network (GURN). That's right - this is unionists writing for unionists! Here's a request for you union theorists: before publishing and being damned, why not run your work through this nifty online tool» It assesses the number of years of education required to understand your text. It's good, it's free, and it even offers tips on which sentences might be improved. Try the readibility test» Democracy at work: a human right? "Capitalism has pulled a clever trick..." writes Peter Wilby in the New Statesman. "It encourages people to define themselves through what they consume. Work is just a means to an end. " We have grown used to putting democractic expectations on hold from 9.00 to 5.00. We talk about "work-life balance" as if the former were part of something separate. At work we accept that there will be an autocrat at the top. He/she will implement systems for our bribery and punishment. Voting and accountability are out of the question. Consultation is an enlightened gesture (whether or not it is genuine). Our best hope is for an autocracy which is relatively benign. Dare we expect more? Some unions would say yes. More» and more» and more» and more» and more» and more» and more» The future of global unions If you've never read anything about the phenomenon of "global unionism" before then here's a very fine place to start. We may not agree with all of the opinions expressed, but congratulations to Alan Howard and Dissent magazine for running a story which the mainstream media, and even many labor journals, seem determined to ignore. 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» The rise of 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 and Clinton are both pushing variants of the same line. So is the ITUC (see below). The green collar job may be about to change the face of municipal and national public services. Saving planets is 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» 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. Many CEOs never declare the clear conflict of interest they face: quick results are necessary for their CV. A round of layoffs is their classic device. Evidence shows that this will damage the company in the long term, but they'll be long gone by then. One solution 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 the end of this hidden CEO agenda? 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 notes: "Sometimes, politics becomes so broken that the hunger for change becomes overwhelming. That's what is happening this year."
Others seem to agree: Christian Alliance for Progress»Monks in Myanmar»Matt Gladue»Priests vs Samsung»CBS story»Jim Wallis» And check out these religious left gifts» Unions and 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 cultural 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 growth in the U.S. The mainstream media in the U.S. is wrestling with a problem: how to report on a year's union membership growth? The 300,000+ new members are being written off as: "a statistical anomaly"; "a rounding error"; or: "virtually no change". They are: "the first faltering in the constant decline since 1983". The fact is that membership also grew in 1988, '93,'94, '98, '99, 2001 and '05. (more). And why does the media always cite such peculiar time periods? Because that way the picture looks grimmest (ie more newsworthy). Let's consider official figures forthe last ten years instead. Since 1997 U.S. union membership has decreased by a grand total of 2.5% (see comparable 1997 and 2007 figures). Of course one would expect to see a decline, given the shift from a manufacturing to a services base, yet without direct interference unions would probably have grown. In 1984 one third of non-members wanted to join a union. That figure is now up to 58% (more). If these people joined the movement would be 7 times larger (more). However 25% of U.S. workers are prevented by legislation from joining (more). Unions nevertheless represented 1.6 million workers in 2007 who were not members (more). So we say congratulations to you U.S. unionists; you are holding your ground magnificently. And "Earth to Murdoch & co": the ongoing decline is not in union membership, but in media independence! Organizing boom 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 the official 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). ITUC, the global union body, has also decided to resume international dialog (more). With solidarity, labour costs and worker protections increasing rapidly, many employers are now crying "D'Oh!" (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.
or union work? If you're an experienced unionist looking for work in the movement, or with a labour-friendly NGO, just click here and we'll do our best to make a link for you. Your name will not be published, and most other details will be kept confidential from all but potential employer(s). Please note that by "experience" we mean voluntary and/or professional union work (at least 2 years). Enron II cometh A shocking 56% of employees have witnessed ethical misconduct at work within the past year, according to a U.S. survey from the Ethics Resource Center. It was hoped, in the wake of Enron and subsequent scandals, that this culture could be challenged by legislation. However this clearly hasn't been enough; the beast still walks, and the problem is now worse than it was prior to Enron. The ERC survey also shows that employees don't like to use hotlines, preferring to discuss the ethical breaches they have observed with somebody they know. more on the survey» If the political will is really there, perhaps managers could learn from India's HCL Technologies. They may be the only company in the world where staff are asked to review and grade their management, with the results then being published for the whole company to see. "I believe this whole concept [of making management more accountable to workers] is going to get accepted as a way of life," says CEO Vineet Nayar. more on HCL»
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» 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» A new tactic for the new economy? "Workers (now) own... the critical means of production. In a modern company 70 to 80% of what people do is now done by way of their intellects. The critical means of production is small, gray, and weighs around 1.3 kilogrammes. It is the human brain." (here )
The Gallup organisation, among many others, has shown that workers' engagement is critical to high-performing workplaces (here) It is also vital to workers' job satisfaction (here ) As such, it is clearly a union issue. But might it also be a 21st century union weapon? As well as the strike, the work-to-rule and the go-slow, might we start to see engagement and disengagement arising as new forms of industrial action? More to the point, is it happening anyway? Gallup collected a database of 4.5 million employees in 12 industries in the U.S. and found that fully 60% were "not engaged", while another 20% were "actively disengaged". U.K. figures are almost the same. In other words about 60% of us work only enough to hold onto our jobs, while a further 20% would hurt the organization if they could. As the graph below shows, the level of engagement hugely affects company performance.
What more could you ask for... a strategic approach which rewards good employers and punishes bad ones, which is totally legal, which doesn't affect your take-home pay, and which is fully in keeping with the way workers are inclined to act anyway? Not only that, but it puts in place an evolutionary mechanism which rewards good employment practices and punishes poor ones. Workplace democracy There has been a lot of discussion about models of unionism, but almost all of it has centred around strategic practice (organizing, partnership etc). What about the actual goals? This innovative discussion paper looks at workplace democracy, and at how such a goal might tie in with a broader social agenda of democratising economics itself. Potentially heavy stuff, but it is written in a very user-friendly way. Click here» for the web version, or here» to download a copy of the paper (MS Word). Freelancers Canada's largest media union has announced it is setting up a union for freelance workers (more). A second Dutch federation has also begun signing up the self-employed (more). SEWA in India has almost 700,000 self-employed women members (more), and there is also a Spanish union for the self-employed. The U.S. Freelancers' Union has grown phenomenally, and UK union BECTU also offers freelancers legal advice and online services (more). Germany's Ver.di offers them a free support hotline. In Australia 35% of APESMA members are self employed, and 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? 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» The trickle up effect According to the latest BCG Global Wealth report, the world's total wealth increased by 7.5% last year. Hurrah for us. Except, hang on, none of this extra wealth found its way into the pockets of those defined as "non-wealthy". Not a plastic razoo. In fact it turns out that we haven't had an increase at all since 2001. Over the same period those with assets over $100,000 saw a healthy rise of 64% in value, amounting to $84.5 trillion. What's worse, 0.7% of the world's households now own over a third of the world’s wealth. The report covers 62 countries, and accounts for 96% of global GDP. more»
New Unionism is an approach being developed by unions who want to make change and set agendas, rather than just reacting to them. The New Unionism network brings together supporters of 
The accepted wisdom is that unions are in decline. It is wrong. The story dates back to the last comprehensive international study, carried out by the ILO in the days when Princess Diana was still alive. No update on this study is planned. Because of this we have been collecting post-2000 data on national union centres. We now have stats relating to 444 of them - a data set which includes (by far) the majority of the world's unionised workers. In 51% of cases we have also found comparable data from other years. This enables us to start measuring trends. The graph below tells the story, now updated from our 2007 graph. It's not a story you will hear in the media. Strangely enough, it is not a story you will hear from unions either. You can find out more, and check the data for yourself (including links to all the sources), 
To help with recruitment and networking between unions, the network has built a global union directory 
The annual 
Here's an urgent memo to Messrs Bush, Mugabe, Álvaro Uribe and Ali Khamenei etc, assuming that they missed the story above. Not only is there a clear correlation between economic success and high levels of unionisation, the same is true of national development. The UN 
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. 
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. In this discussion we suggest that the whole agenda needs to be looked at again, with the luxury of a hard-earned hindsight. What was missing was a drive for workplace democracy. Click 
An increasing number of unions are developing clear, defined strategies for building membership and workplace influence. But how do these stratagic goals relate to the organizer's daily work? Professor 
The Netherlands Trade Union Confederation 
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). 
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: 
"Defend" and "oppose" have becoming depressingly familiar fixtures in the Left’s lexicon over the past twenty years. "Transform" has not been heard much. However union struggles against privatisation around the world have been quietly inspiring a new set of alternative strategies, and these are coalescing into an alternative approach which can now boast a solid record of success. This discussion, involving New Unionism network member Rolv Hanssen, uses examples from Europe to show that not only is another world possible, it works better! 
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" (
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 
Who's winning the race to the bottom? One leg of the race must surely be "flexibility of labor regulations". According to the World Bank, the easiest places in the world to fire workers include: Belize, Bhutan, Canada, Costa Rica, El Salvador, Fiji, Grenada, Guatemala, Japan, Kuwait, Marshall Islands, Micronesia, Nicaragua, Oman, Palau, Saudi Arabia, Singapore, Thailand, Tonga, Uganda, and the United States. (Pardon the italics). If we then add the Bank's "Firing Costs" index, we can find out the countries in which firing workers is easiest and cheapest. The clear winners, in a 6-way tie at the bottom (with a perfect score of 0) are: the Marshall Islands, Micronesia, Oman, Palau, Tonga and (pause for effect ) the United States. Given that development issues gave the others countries such a head start (ie they were much closer to the bottom to begin with), we feel it's only fair that the prize goes to the U.S. 
Before going too much further here's a few words of 
There are two kinds of members, although this in no way indicates a hierarchy. Founding members are experienced and progressive trade unionists or workers in this field who accept the 
If you'd like to subscribe to our bi-monthly newsletter or our fortnightly newswire just send us your email address (per box above). To the left are the kinds of story featured in the newsletter. Below are samples from the newswire. Stay in the loop regarding the huge changes which are occurring in trade unionism! 
For some time now members have been sending us contributions we didn't have the right kind of space for: thinkpieces, strategy papers, organizing tools, theses... Well, we finally became last kid on the block to get a blog. You can find it 
By far the majority of unions in the world have less than 5,000 members. In fact most have less than 1000. The cost efficiences and resource issues which follow from this are seldom discussed. In an effort to do something useful, two members of the New Unionism Network are developing a 
All we need is some sample data and a person to liaise with. In return, you'll get a fully-registered free copy of the system and the ability to develop it further. For more information on the MemBrain project, and how it can help you in your work, contact 
Most of the current work on labour and globalisation is written in a language which few working people could penetrate.
"Capitalism has pulled a clever trick..." writes Peter Wilby in the New Statesman. "It encourages people to define themselves through what they consume. Work is just a means to an end. " We have grown used to putting democractic expectations on hold from 9.00 to 5.00. We talk about "work-life balance" as if the former were part of something separate. At work we accept that there will be an autocrat at the top. He/she will implement systems for our bribery and punishment. Voting and accountability are out of the question. Consultation is an enlightened gesture (whether or not it is genuine). Our best hope is for an autocracy which is relatively benign. Dare we expect more? Some unions would say yes. 
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? 
"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 
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 
The influence of the 
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 cultural 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! 
The mainstream media in the U.S. is wrestling with a problem: how to report on a year's union membership growth? The 300,000+ new members are being written off as: "a statistical anomaly"; "a rounding error"; or: "virtually no change". They are: "the first faltering in the constant decline since 1983". The fact is that membership also grew in 1988, '93,'94, '98, '99, 2001 and '05. (
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 (
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 
If you're an experienced unionist looking for work in the movement, or with a labour-friendly NGO, just click 
A shocking 56% of employees have witnessed ethical misconduct at work within the past year, according to a U.S. survey from the Ethics Resource Center. It was hoped, in the wake of Enron and subsequent scandals, that this culture could be challenged by legislation. However this clearly hasn't been enough; the beast still walks, and the problem is now worse than it was prior to Enron. The ERC survey also shows that employees don't like to use hotlines, preferring to discuss the ethical breaches they have observed with somebody they know. 
If the political will is really there, perhaps managers could learn from India's HCL Technologies. They may be the only company in the world where staff are asked to review and grade their management, with the results then being published for the whole company to see. "I believe this whole concept [of making management more accountable to workers] is going to get accepted as a way of life," says CEO Vineet Nayar. 
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". 
Climate change is the defining human development challenge of the 21st century, according to the U.N. 
"Workers (now) own... the critical means of production. In a modern company 70 to 80% of what people do is now done by way of their intellects. The critical means of production is small, gray, and weighs around 1.3 kilogrammes. It is the human brain." (
Gallup collected a database of 4.5 million employees in 12 industries in the U.S. and found that fully 60% were "not engaged", while another 20% were "actively disengaged". U.K. figures are almost the same. In other words about 60% of us work only enough to hold onto our jobs, while a further 20% would hurt the organization if they could. As the graph below shows, the level of engagement hugely affects company performance.
What more could you ask for... a strategic approach which rewards good employers and punishes bad ones, which is totally legal, which doesn't affect your take-home pay, and which is fully in keeping with the way workers are inclined to act anyway? Not only that, but it puts in place an evolutionary mechanism which rewards good employment practices and punishes poor ones. 
Canada's largest media union has announced it is setting up a union for freelance workers (
According to the latest 
