The Voice Trade Union Supplement 2017

Union

membership

is important to you...

The Voice is pleased to support the

TUC Black Workers Conference 2017 We recognise the role that unions play in empowering the lives of workers in several industries and at various levels across the UK

16 | THE VOICE APRIL 6 - 12, 2017

UNION SUPPLEMENT

Now is the time for action

L

AST AUGUST, Prime Minister Theresa May announced an initiative to tackle public services racial inequalities.

In a bid to reassure black voters that the government was taking race equality seriously, she said: “This audit will reveal difficult truths, but we should not be apologetic about shining a light on injustices as never before.

“It is only by doing so, we can make this country work for everyone, not just a privileged few.”

The aim, we are told, is also to allow members of the public to access data showing how their race might affect how they are dealt with in areas such as work, education and the NHS. For people in the black community that are experiencing problems in work, having trouble getting their children into the nearest schools or are trying to cope with a lack of access to healthcare for family members, access to data is no solution.

They do not need validation of these problems through government data, but for the government to take

By Wilf Sullivan TUC Race Equality Officer action against discrimination.

That is not to say that monitoring is not important.

The TUC, led by General Secretary Frances O’Grady, believes that ethnic monitoring is a valuable tool to tackling racial discrimination at work.

We believe that not only should all companies ethnically monitor their workforce,

but should publish the results.

Only when people see the size of the problem do they feel the need to act on it.

This belief was echoed by Ruby McGregor–Smith, former chief executive of the multinational company Mitie, in a report commissioned by the former Prime Minister David Cameron.

She recommended that government should legislate to ensure that all companies employing more than 50 people publish workforce data by race and pay band.

Unfortunately, Mrs May’s response has been to argue that, in the first instance, the best method is a business-led, voluntary approach and not legislation as a way of bringing about lasting change.

Sadly, Mrs May has missed the point that companies have had decades to change things by a voluntary approach.

The 1976 Race Relations Act was based on the idea that if you created laws and improved

KEY ROLE: Frances O’Grady, General Secretary of the TUC illustrates, this has not worked. practice in the public secHer report showed that: tor, the private sector would • The economy would follow suit. But as Baroness benefit by £24 billion if race McGregor-Smith’s report

‘The TUC believes that the time for rhetoric about tackling inequalities in society is over’

discrimination in the workplace did not exist.

• In 2015, one in eight of the working age population were from a BAME background, but BAME people make up only 10 per cent of the workforce and hold only six per cent of top management positions.

• The employment rate for ethnic minorities is only 62.8 per cent, compared with an employment rate of 75.6 per cent for a white worker.

The government has made no announcement about how it is going to address these inequalities or the problems that black communities face in accessing public services.

The TUC believes that the time for rhetoric about tackling inequalities in our society is over.

At a time when black communities are facing high levels of unemployment, disproportionate levels of job insecurity and problems accessing public services because of huge cuts and increased levels of racism in our workplace and streets, warm words about shining a light on injustices is not enough.

Now is the time for action.

APRIL 6 - 12, 2017

THE VOICE | 17

UNION SUPPLEMENT

Unite campaigns for black and Asian union members’ health, safety and welfare

M

ANY BLACK and Asian ethnic minority (BAEM) workers are employed in some of the most dangerous jobs and industries.

Additionally, as many BAEM workers do unsocial hours and are on zero hours contracts, they are more likely to suffer ill health as a result.

Unite ensures that all workplaces have an elected health and safety representative who can then run targeted safety campaigns to improve conditions.

We also want to make sure that health and safety and other publications are available in languages other than English.

BAEM workers have similar health and safety issues – however, it is known that some ethnic groups are more likely to have diabetes, prostate cancer, heart disease and other illnesses.

There are also some illnesses and diseases that are specific to African and Caribbean or certain ethnic groups, such as sickle cell and thalassaemia.

Unite recognises the importance of raising awareness and negotiating fair procedures around specific health problems that are prevalent among African, Caribbean or Asian people.

Some of these conditions are extremely severe and can be fatal. They can affect BAEM people acutely since they often go through a lot of pain and demanding treatments.

Unite will raise awareness with employers and our members on the seriousness of conditions specific to BAEM workers.

It will also campaign for a fair and decent system of care and support, devoid of race discrimination, in the health service.

Unite reps will ensure that employers have an understanding of specific conditions affecting BAEM workers. They negotiate for policies that provide support for BAEM workers’ health and safety at work.

In spite of the significant size

the poorer socio-economic position of BAEM people. It suggests that racism and discrimination, poor delivery of health services and poor take up of health services are among the main reasons. This inequality causes un7591-L BHM xxxxx.qxp_Layout 1 due stress for BAEM workers as a result of work pressures, race and sex discrimination, bullying and harassment.

By Harish Patel National Officer for Equalities of the UK BAEM population, the occupational health and safety of BAEM workers is under-researched and, in most instances, data is not collected.

However, Unite reps can negotiate with employers to collect this information to help prevent accidents and ill health.

Key to health and safety management is to take equality issues seriously, be inclusive and avoid making prior assumptions about what the hazards are and who is at risk.

Unite’s black and Asian ethnic minority health and safety reps play an important role in preventing and raising awareness on workplace health and safety.

It is vital to elect more BAEM members, particularly BAEM women as safety reps in all our workplaces.

Health inequality and BAEM workers Health, safety and equality at work is a key issue for Unite.

The Parliamentary Office of Science and Technology published a paper in 2007 which summarised research on ethnicity and health inequalities.

It said that Black and Asian ethnic minority people generally have worse health than the overall population, with some groups faring worse than others.

The main cause of this health inequality, the paper points out, is

An equality-sensitive approach to health and safety In recent years, the UK labour market has become much more ethnically diverse. Therefore, treating everyone in the same way is not only wrong but also means that opportunities for prevention can be missed.

Equality sensitive risk assessment is a way forward to prevent ill health and accidents at work and to implement action for a safe and healthy workplace for BAEM workers.

Role of safety reps To ensure the health, safety and well-being of black and Asian ethnic minority members, a range of issues need to be tackled including stress, musculoskeletal disorders, sickle cell and thalassaemia, mental health, HIV and cancer; tackle racial discrimination at work; raise awareness on the seriousness of certain conditions and negotiate fair procedures around specific health issues affecting BAEM members.

Legal protection Under Health and Safety law employers have a duty to protect the health, safety and welfare of all their employees. They should also consider equality issues such as race and gender discrimination.

Unite the Union Unite House, 128 Theobalds Road, London, WC1X 8TN 020 7611 2643 www.unitetheunion.org

‘Health, safety and equality at work is a key issue for Unite’

30/03/2017 15:14 Page 2

A positive agenda for health and safety and well-being of Black and Asian ethnic minority workers.

Tel: 020 7611 2643 www.unitetheunion.org/equalities equality@unitetheunion.org Unitetheunion1

@unitetheunion

18 | THE VOICE APRIL 6 - 12, 2017

UNION SUPPLEMENT

It’s good to talk... speakers fighting for a fairer society Line-up at the TUC Black Workers’ Conference 2017 FRANCES O’GRADY TUC General Secretary Frances has been an active trade unionist and campaigner all her working life. She has been employed in a range of jobs from shop work to the voluntary sector.

Before the TUC, Frances worked for the Transport and General Workers’ Union where she worked on successful campaigns to stop the abolition of the Agricultural Wages Board and for the introduction of a national minimum wage, equal pay for women and on a range of industrial wage claims.

In January 2013, Frances became the General Secretary of the TUC, the first woman ever to hold this post. Fair pay remains a core ambition – she was on the Resolution Foundation’s Commission on Living Standards, and has been a member of the Low Pay and the High Pay Commissions. Frances is a strong believer in protecting the public service ethos, opposes privatisation and leads the TUC campaign to save the NHS.

MARY BOUSTED TUC President Mary was elected President at the General Council on the final day of the 148th Congress. She will serve in the role for a year, until the 149th Congress in Brighton in September.

Mary became General Secretary of the Association of Teachers and Lecturers (ATL) in 2003. Her initial challenges included addressing declining union membership and profile. Under her leadership ATL developed a strong policy based on key educational issues such as curriculum and assessment changes, school accountability and school structures.

Mary led the fight against the coalition government’s plans to change teachers’ pensions – steering ATL through the union’s first national strike, a one-day strike by teachers in England and Wales on June 30, 2011.

Mary writes a regular column for the Times Educational Supplement. Her columns focus on the politics of education and the lives of education professionals, and are regularly accessed online by hundreds of thousands of readers.

DR FAIZA SHAHEEN Director for the Centre of Labour and Social Studies (CLASS) Prior to joining CLASS in February 2016, Dr Faiza Shaheen was Head of Inequality and Sustainable Development at Save the Children UK, where she led the development of a new global campaign on inequalities in child outcomes and Senior Researcher on economic inequality at the New Economics Foundation (NEF).

Faiza is an economist, writer, activist and commentator. She is the author of a range of materials and publications covering the most salient social and economic debates of our times, including inequality, austerity, immigration, youth unemployment and social mobility. Faiza is a regular contributor to debates on popular news programmes including Newsnight and Channel 4 News and has worked with Channel 4 and the BBC to develop documentaries on inequality.

SANDRA KERR National Campaign Director for Business in the Community’s Race Equality campaign Sandra is the National Campaign Director for a business-led network of organisations from the private and public sector working and committed to race equality as part of their good business practice.

Before joining the BITC, Sandra worked in the Cabinet Office advising on diversity and policies on race, disability, gender, and work-life balance across Whitehall.

From 2012 to 2016, Sandra chaired the Ethnic Minority Employment Stakeholder Group (EMESG) sponsored by the Department for Work and Pensions.

In 2014, she became Chair of the Trustee Board for Elevation Networks, an awardwinning youth employment charity that seeks to develop the leadership potential of young people to increase their employability.

APRIL 6 - 12, 2017

THE VOICE | 19

UNION SUPPLEMENT

FLAG WAVERS: Main image, delegates at last year’s TUC Black Workers’ Conference; above, attendees at TUC House; left, a speaker addresses the audience in central London Photos: Rod Leon

‘We are always stronger when we stand together, whether it’s for a better deal at work, or fighting discrimination in wider society.

Black trade unionists are coming together to organise and debate the issues faced by black workers everywhere’ Frances O’Grady

MALIA BOUATTIA President of the National Union of Students Malia is the president of the National Union of Students (NUS) and was elected at the National Conference in April 2016. She is the first female black British and Muslim leader of the NUS. She attended the University of Birmingham.

Malia served two years as Black Students’ Officer of the NUS. While in this position, she campaigned against the UK Government’s Prevent strategy. Malia also pushed for greater ethnic diversity among NUS candidates and campaigned for the establishment of a permanent officer for transgender students.

CHRIS BOOTH CHAPS Men’s Health Charity Chris is a founder and the Clinical Director at CHAPS men’s health charity.

The charity works extensively across eastern England to raise awareness, provide free tests at health events, and campaigns for better NHS services devoted to men’s health issues Before CHAPS, Chris worked for the NHS and established the Department of Urology at Colchester General Hospital commencing with his appointment as the first urologist in 1984. After achieving Regional Cancer Centre status for the department in 2006, he left the NHS to pursue other interests such as working for the Department of Health, Tower Hamlets Primary Care Trust and Care UK to establish new urology services in London

MARILYN REED Campaigning for a thorough investigation into daughter’s death Marilyn is the mother of Sarah Reed who was found dead in her cell at Holloway prison. She had been the victim of a notorious police brutality case in 2012 and suffered mental health issues known to prison officers, doctors, social workers, lawyers and police.

No further investigation has taken place and the family were told they could not see the body.

Marilyn is campaigning for a thorough investigation as to why her vulnerable daughter was put in prison and why she died in the hands of the state.

20 | THE VOICE APRIL 6 - 12, 2017

UNION SUPPLEMENT

Business at hand

Concentrated

All smiles

UNIONS IN FOCUS

Proud

Putting a point across

Photos by: Rod Leon

Images from last year’s TUC BWC event

Union business

Staying the course

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COMMENT Rosberg to salute Nico Sport would like One season but HE VOICE of of the 2016 Formula the year. best driver of as the champion room Hamilton as the may only have we hail Lewis championship rounds of racing The Formula One table after 21 rst at the end at the top of the that finishes fi for one name where the team standings do not but unlike football, the best, The F1 is heralded as of the season who has reflect driver superiority. the German racer course take away from throughout the This is not to a consistency any tivaliantly maintained brought him to the summit, has suffered the of the year that and he too has plaudits day it’s race last on the tle win deserves a title challenge heartache of losing of the year.

CROSS HEAD season course of the that over the and The fact remains races than Rosberg more Grand Prix Hamilton won story. season 12 poles this that tells its own born racer took won The Stevenage to win eight, he only managed while his teammate won nine.

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Lewis Hamilton may have lost out on the title but he’s still fans favourite

“I’d like it to be in Nigeria or Ghana”

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PEOPLES CHAMP: Hamilton

CONNECTING OUR COMMUNITY

IBF champion keen to emulate ‘The Greatest’

BOSS MAN: Chelsea boss Conte

By Rodney Hinds

“I have Nigerian parents and I’m still very in touch BF CHAMPION Anthony Joshua is keen the 26-year-oldwith the culture as well,” to fight in Africa. once said.

The heavyweight Joshua has now indicated kingpin recorded his 17th that he would win - all by way of knockoutprofessional like to emulate his hero, Muhammad Ali, put brave Dominic Breazeale - when he by having a bout in Africa. to the sword at London’s O2 Arena “Yeah, definitely,” he on June 25. said. “It’s been Now Joshua, born in Watford to a done before. It made massive news and Nigerian mother and father, history. I think that wants to fight was would be on the continent. The highly-rated boxer, massive. I would not turn that opportunity who grew up for much of his early years down. in Nigeria before returning “I’d like it to be in Nigeria or Ghana. to the United Kingdom, says he stays very much in Either one is good for me, anywhere. touch with West African “There’s no way I wouldn’t culture and fight there. hopes to fight there one It would be class, the day. whole history of it.

It would work.”

is now enjoying PLEASED: Moses Bridge life at Stamford

© GV Media Group Limited, 2006. The Voice is published West Drayton, Middlesex

by GV Media Group UB7 7QE, Telephone 01895 433 600 Reproduction Ltd, Unit 236 Elephant and Castle Shopping newspaper at the Post Centre, London SE1 6TE Office. of the contents of this Telephone 020 7510 0340. newspaper in any manner Printed by Iliffe Print Cambridge is not permitted without the prior written consent www.iliffeprint.co.uk . of GV Media Group Ltd. ISSN 0263-8169. Distributed For circulation subscription

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APRIL 6 - 12, 2017

THE VOICE | 21

UNION SUPPLEMENT

Protecting black workers’ rights T HE SCOURGE of race discrimination in the labour market continues to blight the ambitions and aspirations of black workers in the labour market.

The government’s recently published McGregor-Smith Review: Race in the Workplace reports that people from black and minority backgrounds are being held back in the workplace because of the colour of their skin – costing the UK economy an estimated £24 billion – the equivalent of 1.3 per cent of gross domestic product (GDP) a year.

This cost to the economy is huge, but the personal cost of racism and sustained levels of race discrimination to individuals’ earnings, living standards, health and wellbeing is immeasurable.

The review also found that unemployment rates are 12 per cent lower than for their white counterparts, and that just six per cent reach top level management positions, and concluded that now is the time to act. A key action that the government should take is to publish a comprehensive race equality strategy.

Despite more than 50 years of race equality legislation in the UK, progress remains slow and the emerging trend

By Gloria Mills National Secretary, Equalities since the British referendum to leave the European Union in June 2016 shows that the levels of racially motivated abuse, attacks and violence are increasing.

In 2015, the largest ever review of race equality in Britain, conducted by the Equality and Human Rights Commission (EHRC), concluded that “stark inequalities” remain.

The EHRC’s report, Healing A Divided Britain: The Need For A Comprehensive Race Equality Strategy, painted an “alarming picture of the challenges to equality of opportunity that still remain in modern 21st Century Britain”,

as highlighted by the EHRC chair. The report highlighted “fundamental issues, including persistent disparities in employment, structural inequalities and injustices, discrimination and racism, continue to be part of our society today”.

In addition, its report Is Britain Fairer? found that between 2010 and 2014, long-term unemployment for young black people aged 18 to 24 increased by 49 per cent, compared with a two per cent decrease for young white people.

What is also startling is that recent surveys of some major apprenticeship schemes found that they do not include black or ethnic minority apprentices.

Black workers are disproportionately affected by the growth in insecure and lowpaid employment, characterised by casual, temporary, zero hours and agency contracts.

The TUC report, Living on The Margins, showed that 11 per cent of black employees are in temporary employment, compared with six per cent of white employees.

Pay inequality is high and

the gap continues to widen.

TUC analysis shows black workers with degrees earn a quarter less, on average, than white workers with degrees.

This litany of research reinforces the findings of the UNISON-commissioned Freedom of Information requests, and research which found that disproportionate levels of job losses in public services have eroded black workers’ position in employment.

UNISON will be working to protect our hard-won gains – equality, employment

and workers’ rights in light of Britain exiting the EU. We will press for effective checks and balances, safeguard an effective parliamentary scrutiny to ensure no dilution and diminution in equal treatment, health and safety, working time and other EU-derived employment and equal rights.

We will continue to challenge racism in the workplace and beyond, building trade union capacity, recruiting and organising; and encouraging workers to join trade unions.

UNISON is challenging in the

‘Black workers are disproportionately affected by the growth in insecure employment’

Supreme Court the introduction of prohibitive employment tribunal fees in July 2013, which has led to a 78 per cent drop in the number of claims on race cases a year after its introduction.

These discriminatory practices, unfairness, unequal treatment and omissions must be challenged, and the enforcement regulators need to hold organisations to account for failure to comply with equality law and the public sector equality duty.

Public procurement must be used as a lever to accelerate progress. Companies that fail to recruit a diverse and representative workforce that looks like Britain today, should not be rewarded with public service contracts.

There are huge challenges ahead, but together we are stronger, and will campaign to ensure there is no slide towards social regression or a race to the bottom in terms of the UK adopting inferior rights, compared with workers in the EU. Unison – the Public Service Union 130 Euston St, London, NW1 2AY 0800 085 7857 www.unison.org.uk

APRIL 6 - 12, 2017 THE VOICE | 21

22 | THE VOICE APRIL 6 - 12, 2017

UNION UNION SUPPLEMENT SUPPLEMENT

USDAW

THE UNION FOR PEOPLE WHO READ THE VOICE Usdaw is the fourth largest trade union in the UK with more than 435,000 members – 40,000 of these are black minority ethnic members.

Usdaw members work in a variety of trades including retail, transport, distribution, clerical and food manufacturing industries. They are shopworkers, delivery drivers and warehouse workers – people like you.

Did you know Usdaw organised workplaces are: n Safer – you are twice as likely to have an accident in a non-unionised workplace. n Fairer – Usdaw’s network of 10,000 trained activists backed up by skilled officials will offer you advice, representation and support at work. n Better paid – private sector union members earn 8% more than workers where there is no union. n More secure – without a union you’re on your own if faced with changes at work or redundancy n More just – If you’re unfairly dismissed Usdaw will represent you and pay any fees. n Usdaw’s legal services also provide expert advice and representation and in 2016 recovered more than £19m in compensation for members injured or treated unfairly at work.

A customer will regret the day he shouted racist abuse down the line to call centre worker and Usdaw member Gabrielle ‘Gaby’ McDowall. Gaby reported him to the police, the man was prosecuted and ordered to pay Gaby compensation.

“I’m originally from Southern Africa, a child of Apartheid, so human rights and equality have always mattered to me,” said Gaby. “I wasn’t prepared to put up with that level of abuse and hope others will be encouraged to do what I did.”

Equality at work Equality in the workplace, and society, has been top of the Union’s agenda for many years.

Usdaw is committed to tackling racism, negotiating an end to insecure employment and promoting justice and equality at work. n For over 125 years Usdaw has been organising to win a better deal for our members at work. n We understand our black minority ethnic members face the same problems as everyone else in the Union such as low pay, suitable hours, and a safe working environment. n But our black minority ethnic members face additional problems such as racism, securing extended leave to visit family overseas or time off for religious holidays. n Being in Usdaw gives our members a voice at work and the support they need to raise concerns, solve problems and ensure fairness. n If you volunteer to be a rep you will also get first-class training to help you stand up for your colleagues at work.

Find your voice and join Usdaw!

Usdaw reps across the UK play a pivotal role in standing up for equality, fairness and justice in their workplaces.

Isaac Gidudu won Usdaw’s prestigious divisional award for his contribution to the Union’s equality agenda. While reps Mavis Ayitey-Hammond, Philipine Akaba, and Vaughn Spencer have all made significant contributions to the Union’s work and developed as individuals with the Union.

Lebo Phakoe is one of many busy reps. “I joined the Union because I believe in unity.

Together we can make a difference. I’ve had excellent training from Usdaw and met some great people.”

Isaac

Mavis

Philipine

To join Usdaw call 0845 60 60 640 or visit www.usdaw.org.uk General Secretary: John Hannett President: Jeff Broome Usdaw, 188 Wilmslow Road, Fallowfield, Manchester, M14 6LJ

Vaughn

Lebo