UWUA secures groundbreaking union victory

Michigan-based wind technicians who operate and maintain Vestas wind turbines have voted overwhelmingly to unionize, joining the Utility Workers Union of America (UWUA), This groundbreaking decision marks the first time Vestas wind technicians in North America have unionized.

“This victory is a big win for this group,” says Deirdre Brill, UWUA organizing director. “More and more renewable energy workers are recognizing how unions can help secure better, safer working conditions.”

Fed up with unsafe conditions, grueling 16-hour shifts and working holidays without proper pay, the technicians turned to UWUA for support. Safety and training will be top priorities as the union prepares to negotiate their first contract, ensuring that those who keep the turbines running are protected on the job.
 

“These workers took a remarkable step forward to take back their power,”

says UWUA president James Slevin. “They were up against a strong anti-union campaign. The company pulled all the usual stunts to try to get them to vote against this union campaign. We welcome these Vestas wind techs to our membership and we look forward to addressing their key concerns when we sit down to negotiate their first contract.”
 
The Vestas wind techs manage operations and maintenance for 128 turbines, including major component replacements.
 

“We stood united with the Vestas wind technicians who have bravely organized to secure their rights and improve their working conditions. We celebrate their determination and welcome them with open arms to the union family. We will continue to stand shoulder by shoulder as they negotiate their first contract,”

says IndustriALL general secretary, Atle Høie.
 

Last year IndustriALL affiliates from across the globe met in Vienna to discuss an organizing campaign in the wind power sector. The main objectives of the conference were to discuss the latest trends in the wind power sector and strategies to organize the workforce and organizing in companies like Vestas is a step in the right direction. 

Photo: Shutterstock

IndustriALL calls on the interim government of Bangladesh to uphold the spirit of the Roadmap

The Roadmap prioritises four areas for intervention namely: (i) labour law reforms, (ii) trade union registration, (iii) labour inspection and enforcement, (iv) addressing acts of anti-union discrimination/unfair labour practices and violence against workers. The Government of Bangladesh (GoB) is required to report to ILO twice every year on the progress of the work undertaken regarding the four pillars. 

The latest GoB report, dated 17 February 2025, mentions that the amendments to the Bangladesh Labour Act would be finalised by March 2025, however this seems unlikely.

IndustriALL affiliates have consistently pointed out that many of their recommendations, have not been considered so far. The GoB report also mentions the 18-point tripartite agreement which was signed in September last year to address workers’ concerns, heralding it as a major achievement; however, affiliates are concerned that the implementation of the agreement have not been uniform across different industrial areas.

Regarding the government’s commitment to make the trade union registration process easier, IndustriALL affiliates indicate that contrary to the claims in the GoB report, the process of offline application system is not parallel to the online system. After submitting the online application, it is mandatory to submit the hard copy of the application within three days, failing which the online application needs to be resubmitted. 

Furthermore, often the applications take longer to process than the legally mandated 55 days. The GoB report also claims that from July 2020 to December 2024- 46,000 individuals including workers have received training on the registration process but IndustriALL affiliates which represent more than 80 per cent of the readymade garment workers in the country remain largely unaware of such trainings. 

The GoB report mentions that a total of 15,576 inspections were carried out from July to December 2024. This indicates that about 85 inspections were carried out every day during the period. The number of inspections is highly questionable especially considering the number of labour inspectors available, which is 441 according to the report and the kind of work that needs to be done before and after an inspection. Regarding the action point on elimination of case backlogs at labour courts,

IndustriALL affiliates state that labour courts continue to operate without adequate number of judges and prosecutors and that it was pointless to establish new courts in areas with fewer factories compared to other industrial areas in the country.

Regarding the action point on addressing anti-union discrimination, unfair labour practices and violence against workers the government’s entire focus appears to be on training programmes, the outcomes of which are not mentioned anywhere in the report. Moreover, while designing the curriculum of these training programmes, no consultation was done with trade unions.

Atle Høie, general secretary of IndustriALL, says:

“IndustriALL urges the interim government of Bangladesh to implement all aspects of the Roadmap in consultation with IndustriALL affiliates.”

Photo: Shutterstock 

IndustriALL 4th Congress in Sydney, 2025

The Congress will serve as a platform to discuss and adopt IndustriALL's Action Plan for 2025–2029, which outlines strategic objectives and actions to combat growing inequalities, promote workers' rights and strengthen trade union power through organizing in global supply chains. The plan also focuses on leveraging capital through campaigns and shaping the future with a Just Transition, advocating for sustainable industrial policies, energy transition and gender equality in industrial sectors.

Key areas of focus include fighting precarious work, ensuring equitable economic growth, and promoting fair benefit sharing. 

“Organizing is central to everything we do and key for a sustainable trade union movement. Our 4th Congress will reflect our commitment to empowering workers through strong unionization. Congress will address critical challenges such as the impact of automation on employment, the necessity for comprehensive skills training, and the enforcement of fair labour standards across all industries,”

says Atle Høie, IndustriALL general secretary. 

“Sydney being the host city of IndustriALL’s Congress highlights our recognition of the dynamic role that Australian unions play in championing workers' rights. This event is made possible through the generous support of our affiliates from Australia and New Zealand. We also want to extend our gratitude to the New South Wales Government for their invaluable assistance.” 

Hosting affiliates include:

Delegates will engage in a series of sessions designed to promote collaborative strategies and share best practices. The Congress aims to equip participants with the tools and knowledge required to navigate the complexities of the modern labour landscape effectively. 

Additionally, the Congress will provide an opportunity to celebrate the achievements of the IndustriALL and the global labour movement and to honour the resilience and solidarity of workers worldwide. 

“As we prepare to come together in Sydney, we are committed to building a future where the rights and dignity of workers are upheld, and where economic progress is shared equitably through strong trade unions,”

says Atle Høie.

For more information about the IndustriALL 4th  Congress and to register your participation, please visit our official website

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South Africa: NUM national women’s conference vows to fight patriarchy, gender-based violence at work

The conference, in which trade union federations, global unions and civil society organizations participated was held under the theme: Working class women advancing socio-economic transformation. The union urged working women to confront and uproot patriarchal systems and practices from the world of work in South Africa. “The NUM continues to promote gender equality, challenge traditional gender roles and is committed to increasing women’s participation,” read some of the resolutions. The participants called upon law enforcement agencies to deal decisively with increasing cases of gender-based violence and femicide (GBVF).
 
Africa Civic Education Foundation (ACEP) which is working with the NUM, an affiliate of IndustriALL Global Union, on a programme to stop GBVF presented grim statistics on rape and sexual assault. ACEP said from October to December 2024 there were 11,803 cases of rape and 2,188 cases of sexual assault that were reported to the South African Police Service.

The unions said although South Africa has laws and policies to stop GBVF, implementation is poor. The laws include the Criminal Law (Sexual Offences and Related Matters) Amendment Act 2007 and the Criminal Procedure Act 1997. South Africa also has a national policy on the prevention of femicide. The policy states that: “Femicide, the killing of women and girls, is the most extreme and severe form of gender-based violence.”
 
The conference, which was convened by the NUM women’s structure which represents women workers from mining, energy, construction and metal industries, also coincided with the International Women’s Day, which participants celebrated.
 
The conference agenda included calls for gender equality and diversity, ending gender discrimination, demands for fair wages, protection from unfair labour practices, maternity protection, collective bargaining agreements that included women workers interests, closing the gender pay gap, inclusive skills development and training programmes, leadership training for women in the union, stronger enforcement of employment equity laws, health and safety, social security and revived union organizing and solidarity. The gender dimensions of the future of work, climate change and the Just Transition, were also discussed at the conference.
 
The participants called for 50 per cent representation of women in the union structures and to provide more training opportunities for women as well a review and update current training programmes.
 
Magrett Gabanelwe, who was elected chairperson of the NUM women’s structure at the conference, said:
 

“We remain resolute and united in defending the rights of women in the union and at work. Women continue to face sexual exploitation and gender-based violence and harassment and this must end.”

 
Paule France Ndessomin, IndustriALL regional secretary for Sub-Saharan Africa said:
 

“We urge the government of South Africa to enforce laws and integrate Convention 190 to end violence and harassment in the world of work into national laws. It is appalling that crimes against women at work and in society continue to increase sometimes with perpetrators never getting arrested.”

Union win at Nexperia Philippines after three day strike

The strike began on 6 March in the Nexperia production area and outside the Laguna economic zone. The company immediately blocked workers in the production area from accessing food and medicine. The settlement was concluded on 8 March, the company promised not to take retaliatory actions against striking workers.
 
Prior to the strike, the union went through 21 rounds of failed negotiations and three more conciliation hearings. The union conducted briefings with union members, but the company dismissed four union officials including the president, accusing them of blocking the company entrance and exit.
 
The union filed several strike notices and attended mediation meetings at the department of labour and employment (DOLE), which did not yield any concrete results. They also criticized the failed intervention of the labour secretary in this labour dispute. 
 
Julius Carandang, the secretary of Metal Workers' Alliance of the Philippines (MWAP) which represents Nexperia Philippines workers, said :
 

“The strike at Nexperia is justifiable as they fight for their right to negotiate and to have the four union officials who were illegally terminated reinstated. The Nexperia management is unreasonable in their negotiations, even in the presence of the DOLE, as they continue to insist on reversing their previous positions that could help resolve this issue. This has led the workers to launch a unified and strong collective action.”

 
IndustriALL regional secretary for South East Asia, Ramon Certeza, said:

“IndustriALL stands in solidarity with Nexperia Philippines workers who fight against union busting and a decent collective bargaining agreement. We call on Nexperia to reinstate the remaining two union officials and negotiate the collective agreement with the union in good faith.”

Workers at Pirelli Mexico make call for fair union elections

The workers want Pirelli Mexico to guarantee free and fair union elections at the plant in Silao, Guanajuato State, so that workers can elect a union to represent them in the collective bargaining process.

However, they claim that Pirelli’s management has given every advantage to the current incumbent, the Miguel Trujillo union, which is part of the Confederation of Mexican Workers (CTM). They also say that company managers have harassed workers, given them false information and threatened to take their contractual benefits away and that members of the Miguel Trujillo union have also tried to hinder their work.

Susana Hernandez Melendez, who has worked at Pirelli for 13 years, said:

“We are fighting to improve the benefits that all workers receive under the collective bargaining agreement. The company will soon mark its 14th anniversary and we still haven’t received any benefits because of the CTM union. We are working to increase La Liga membership, but CTM members keep trying to sabotage our work.”

The workers also say that Pirelli Mexico tried to convince the judge to throw out La Liga’s petition to run to represent workers in the collective bargaining process, falsely claiming that La Liga did not have enough members to do so.  There have also been attempts to get unions that do not represent any workers at the company to bid for the collective bargaining process in order to delay the vote.

La Liga members believe that Pirelli is resisting because it does not want to apply the union contract covering the Mexican rubber industry, which is one of the few sector-specific contracts in Mexico and one that undoubtedly offers major economic and work-related benefits for workers.

Even though all rubber manufacturers in Mexico are required to apply the union contract, some companies such as Pirelli, have avoided implementing it. Instead, they have imposed collective bargaining agreements that are much worse in terms of economic benefits and labour relations.

Juan Carlos Barriento Ramírez, who has also worked at Pirelli for 13 years, said:

“Throughout this entire time, the company and the current union have hidden the union contract from us. Pirelli has 19 plants worldwide and we are the second-most productive, yet our wages are the lowest. That’s why we are fighting for the union contract to be applied. We won’t rest until we have achieved our goal and reclaimed our rights as workers.”

In mid-2024, the workers filed a petition under the Rapid Response Mechanism provided for in the labour chapter of the United States–Mexico–Canada Agreement (USCMA). The US delegation found that the workers had been denied their rights, as the union contract for the Mexican rubber industry had not been applied.

The Mexican government, however found otherwise, stating that the company could simply integrate a few of the economic benefits set out in the union contract into the collective bargaining agreement without having to apply the sector-specific union contract in full.

In response, Pirelli workers are looking to hold union elections so that they can democratically elect the union of their choice. They want to win union representation in the collective bargaining process in order to demand full application of the union contract at the company.

IndustriALL Global Union general secretary, Atle Høie, wrote to Pirelli Mexico CEO Enrico Verdino and the Mexican authorities, calling on them to guarantee free and fair elections at the plant in Silao, Guanajuato State:

“IndustriALL considers that you must ensure that all workers that can be unionized at Pirelli Tyres are able to exercise their right to vote freely, secretly and in a well-informed manner, based on the principles of Mexican labour law and international conventions. We call for compliance with International Labour Organization Conventions Nos. 87 and 98, which promote freedom of association and collective bargaining.”

A new tool for trade unions to fight the gender pay gap

Based on the toolkit published by IndustriALL in 2022, the modules focus on three essential strategies to end the gender pay:

Last September IndustriALL already trained affiliates in Sub-Saharan Africa and more recently in Turkey, using these new modules. 
Following the training in Sub-Saharan Africa, trade unions have conducted surveys in several companies in Uganda, Ghana and Kenya to assess the gender pay gap. They have included this issue in ongoing collective bargaining and advocated for gender-sensitive HR policies, salary reviews and transparent promotion criteria to ensure equal opportunities for women.

“These modules provide trade unions and members of their collective bargaining teams with practical tools for negotiating an end to the gender pay gap. I encourage them to use this new tool. It can be easily adapted to each national context,”

says Armelle Seby, IndustriALL director for gender and white-collar workers.

Collective bargaining is an important tool for achieving pay equity and transparent pay systems. Studies show that when trade unions engage in collective bargaining on the issue the gender pay gap narrows.

These modules, which can be used as such, also includes slides and notes for trainers. They have been developed with the support of the Friedrich Erbert Stiftung (FES).

Photo: Shutterstock
 

A call for a gender-transformative social contract at Beijing+30

Against the backdrop of intersecting crises, including economic inequality, climate change, and technological disruption, global unions argue that existing economic systems perpetuate discrimination, exploitation, and inequality, disproportionately affecting women in the workforce. Freedom of association and collective bargaining rights are essential for fostering workplace democracy, ensuring fair wages, and promoting female leadership. Prioritizing progressive taxation and human rights over private profit will provide space for increased funding towards public services and infrastructure that support gender equality.

The global unions’ five core demands for the Beijing+30 Declaration:

Gender equality for social justice, democracy and peace

Democracy is under increasing threat from authoritarian regimes, while gender-based discrimination, violence, and xenophobia continue to rise. The declaration must commit to protecting fundamental rights, including freedom of association and collective bargaining, equal pay, and access to leadership roles for women. Additionally, it must address the unique challenges faced by women in conflict zones and advocate for their inclusion in peace negotiations.

Women’s labour rights as human rights

All governments must uphold the ILO’s fundamental principles, including eliminating forced labour, ensuring safe working conditions, and eradicating gender-based discrimination in employment. Establishing universal social protection systems, paid parental leave, and policies that recognize unpaid care work is essential for achieving economic justice for women.

Decent work for women

To achieve gender equality, governments must invest in creating 575 million new decent jobs by 2030, particularly in the care sector. A gender-transformative approach to employment should include fair wages, formalization of informal work, and ensuring workplace protections for all women. The digital transition must also be regulated to prevent automation from disproportionately disadvantaging women.

Equal pay for work of equal value

The persistent gender pay gap is a key factor driving the feminisation of poverty. There must be systemic approaches to close the gap, including enforcing pay equity laws, implementing pay transparency policies, and supporting women’s participation in traditionally male-dominated sectors such as science, technology, engineering, and mathematics (STEM).

A workplace free from gender-based violence and harassment

The ratification and implementation of ILO Convention 190, which addresses violence and harassment in the world of work, is a priority. Robust workplace policies that support survivors of domestic violence and ensure accountability for perpetrators are needed. Investment in prevention programmes, legal protections, and anti-violence public services is also necessary.

“With increasing challenges to gender equality, we insist that the Beijing+30 Declaration must deliver tangible commitments that address structural barriers and uphold women’s labour rights. By adopting a gender-transformative agenda, governments have an opportunity to create a more just, inclusive, and sustainable world of work. The upcoming CSW69 session presents a crucial moment to take decisive action towards lasting social and economic change,”

says IndustriALL assistant general secretary Christine Olivier.

IndustriALL is hosting a side event during UNCSW on remedy for textile and garment women workers through binding agreements. For decades, global supply chains have been plagued by systemic human rights violations. Voluntary regulations have failed to provide meaningful change, leaving workers vulnerable. A robust alternative exists: negotiated agreements between global companies and trade unions. These agreements, particularly when binding, ensure accountability, protect worker rights, and promote gender-transformative solutions.

 

A movement, not a moment: International Women’s Day 2025

"For women trade unionists, this fight is not about a single day, it is about the daily reality of demanding equal pay, safe workplaces and the right to lead in our unions. It is about breaking barriers, lifting others as we rise and ensuring that the next generation of women trade unionists do not have to fight the same battles over and over again.

"Our struggle does not last 24 hours. It lasts a lifetime. I know this because I have lived it.

"I started my journey in the labour movement in 1987 on the factory floor of an electronics plant in South Africa. I became a shop steward, a branch leader and later, the first woman regional chairperson of NUMSA Western Cape. I have seen firsthand what it means for women to step into leadership and the resistance we face when we do.

"I also know that no one rises alone. The progress we have made has been won through mentorship, solidarity and collective action. And that is why we must keep pushing forward, not just today, but every day.

Mentoring: building women’s leadership for lasting change

"At IndustriALL, we know that change happens through sustained action, solidarity and leadership development. That is why our mentoring programme is more than just training, it is a movement to build strong women leaders who will push for change within their unions and industries.

"Women who once doubted their ability to lead are now stepping into powerful roles. Mildred Naa Adoley Addo from Ghana describes how mentorship transformed her leadership confidence:

"This mentorship program has taken my confidence level from a 3 to a 6.5 so far! I am still learning, but now I step forward instead of holding back. I have grown as a leader—before, I would have panicked and avoided leadership opportunities. Now, I take them head-on!"​

"Mentorship does not just shape individuals—it creates a ripple effect. Tracy Faustina Dadson from Ghana, a mentee, is already mentoring another young woman at her workplace:

"The mentorship program is worth every cent invested. When I see my fellow female mentees, I see local unions and families that have been impacted. I have already started mentoring a young woman at work, passing on what I’ve learned. We need more of this."​

"When women see themselves in leadership, when they know they have support and when they are given the tools to navigate union structures, they change the system from within. This is how we break the cycle of exclusion and keep the fight moving forward.

Fair pay and economic justice: more than just words

"Mentorship alone is not enough. Women must also have economic security and financial independence. Pay equity is one of our biggest fights, because in every sector we represent, women are still paid less than men for work of equal value.

"As Tracy Faustina Dadson learned from her mentor, it is not enough to negotiate, implementation is key:

"Negotiation is an unending journey. Policies for the wellbeing of people should be well documented and we must be watchdogs ensuring all workers get what is due to them."​

"Unions must demand and negotiate for pay equity as a core part of collective bargaining. Governments must be held accountable for enforcing laws that ensure equal pay. We cannot afford to let this fight be reduced to reports and promises, we need action.

Ending gender-based violence at work: no more silence, no more fear

"Workplaces will never be truly equal until gender-based violence and harassment (GBVH) are eradicated. Women cannot be empowered if they feel unsafe, disrespected, or silenced by fear.

"At IndustriALL, we are fighting to make ILO Convention 190 a reality in workplaces worldwide. We have developed a comprehensive policy to end GBVH because unions must take the lead in demanding safer workplaces.

"Maria John Bange from Tanzania describes how mentorship gave her the confidence to stand her ground in the face of challenges:

"My mentor taught me that no matter the challenges I face, I must keep moving forward. She helped me see that leadership is not about waiting for permission, it’s about taking action."​

"Women should not have to fight alone for safe workplaces. Trade unions must negotiate strong protections, hold employers accountable and support survivors. Every woman has the right to work without fear.

A movement that never stops

"The struggle for women’s rights in the workplace and in unions cannot be reduced to a single day. It is not about celebrations, it is about resistance, power and progress.

"At IndustriALL, we are not just marking International Women’s Day—we are using it to mobilize for the future. The mentoring programme, the fight for equal pay and the campaign to end GBVH are not initiatives of the moment, they are the foundation of a movement that will keep growing.

"To every woman in our unions: your fight matters, your leadership is needed and you are not alone.

"To all women leaders: lift others as you rise. Mentor, support and advocate for those coming after you.

"To the next generation: step forward, claim your space and know that we are standing beside you.

"This is not a day. This is a movement. And we will never stop!"
 

Organizing and union building in the India's cement sector

The agreements signed in the Cement Wage Board, a tripartite advisory body responsible for determining wage structures, working conditions and benefits for workers in the cement industry of India, primarily apply to permanent workers and only to companies that are members of the Cement Manufacturers Association of India (CMAI). With the exit of Holcim from India, the two major employers in the sector are now Adani and Ultratech, neither of which is a member of CMAI.

Participants expressed grave concerns about the increasing number of workplace accidents in recent years. IndustriALL and its affiliates have been actively reporting these incidents through the media. Although safety committees comprising both management and union representatives exist, their effectiveness has been questionable due to a decline in safety standards. Unfortunately, in most reported cases, contract workers are the primary victims due to inadequate training and supervision.

The two major IndustriALL affiliates, INCWF and AICWF, primarily consist of permanent workers but have been advocating for contract workers on issues related to wages, working conditions, and safety. Another affiliate, PCSS, representing contract workers, continues to fight for workers' rights and expects support from permanent workers' unions during their struggles.

Delegates congratulated INCWF, which in February successfully signed an agreement with the Adani Group, securing a commitment for regular dialogue on improving working conditions, including occupational health and safety (OHS).

During the workshop, unions developed a six-month work plan focused on organizing contract workers and implementing measures to reduce workplace accidents. The plan clearly defines responsibilities and assigns specific individuals to ensure progress within the given timeframe. Additionally, the groups identified key issues to be raised during negotiations with management.