A safe pulp and paper industry is a key priority

Swedish union Pappers hosted meeting, which brought together unionists from Indonesia, UK, Brazil, Canada, France, USA, Belgium, Australia, Uruguay, Germany, Japan, Austria and Finland.

Starting off the meeting, participants acknowledged the important work done by retiring co-chair Leeann Foster, USW, thanking her for her commitment, and elected Breahn Quigley Knackert, USW, as the new co-chair. Pappers vice president Mikael Lilja is the other co-chair.

The Covid pandemic effectively halted physical meetings for a few years, and its effects were discussed in the meeting.

Brazil experienced horrible working conditions during the pandemic, but all pulp and paper plants remained open. In Japan, the industry is recovering to levels before the pandemic. In Sweden, the pandemic turned out to be very profitable for the pulp and paper industry, as sought-after products like tissue and toilet paper are produced in the country.

Reporting from Indonesia, Rahmat Hendra from FSP2KI, said that although the pandemic had virtually no impact on Indonesia’s pulp and paper industry, employers took advantage and delayed salary increases. Unions in the country are also fighting against the much-debated Omnibus law, which, among other things eliminates the sectoral minimum wage, allows an excessive use of outsourcing is allowed and reduces the nominal severance pay.

 

German union IGBCE joined several previous speakers and highlighted the shortage and need for skilled workers, a problem that will only become increasingly important for the industry.

Denise Campbell-Burns from CFMEU Manufacturing, Australia, told participants that the union is focused on maintaining workers’ rights and conditions.

“But we see emerging issues on training, and health and safety. As businesses aim to get leaner, health and safety is compromised with. In Australia, our sector has not had a fatality since 2010, but we fear a perfect storm.”

Reporting on the industry in the USA, Luis Mendoza, USW international vice president, stressed the point that pulp and paper is a dangerous sector and health and safety remain a main priority.

"We can never forget about the hazards. Our members and their families rely on us as unions for that."

Delegates from UK’s Unite the Union reiterated the importance and focus of health and safety in the sector, referring to the campaign a few years ago to promote health and safety, emphasizing workers’ rights to participate in safety management on the job.
 
The 3R campaign centred around three core rights:

Unions shared challenges and successes in ensuring space for women in the pulp and paper sector.

Canadian union UNIFOR spoke of agreements reached in the country where pregnant women could leave work if deemed dangerous for the baby. There are similar agreements for when breastfeeding, where women can leave earlier and still receive pay.

Under Australia’s new labour government, national laws now include ten days of family violence leave. Unions have been able to implement clauses into collective agreements where anyone suffering from family violence is entitled to leave without any questions asked and no loss of payment.

Given that women make up less than ten per cent of workforce in the industry, USW is trying to increase that number. The union is also making a push at the bargaining table to include language on issues of domestic violence in collective agreements.

Breahn Quigley Knackert said:

“The work on health and safety provisions for women workers is important and we are making headway. But we must also ensure that promises are realized and are not merely lip service.”

Participants agreed that more women need to be organized and that IndustriALL has an important role to play.
 
Håkan Juholt, former Prime Minister in Sweden and currently Sweden’s ambassador to South Africa, addressed the meeting, praising the important work of unions.

“Countries where unions are strong and able to change conditions are good countries to live in.

A visit to Swedish paper and packaging company Billerud’s mill in Skärblacka provided participants with an opportunity to learn more about labour relations in Sweden. Full-time union representative and Billerud board member Marie Olsén explained the Swedish model of union-employer negotiations on salaries and working conditions.

At the mill in Skärblacka

 
Rounding off the days in Stockholm, the sector co-chairs, together with Swedish affiliates represented at hygiene and health company Essity, Pappers, IF Metall and Unionen, met with company management to assess the work under the global framework agreement. The agreement was signed in 2018 and safeguards the rights of workers across Essity’s global supply chain.
 
Said IndustriALL sector director Tom Grinter:

“Bringing everyone together for a long-awaited meeting in person has provided the work group with energy, resilience and determination to keep fighting for a safe and sustainable pulp and paper industry. The meetings in Sweden reaffirms our commitment make sure that we are at the table when our issues are discussed to fight for our members.”

Steel workers demand better working conditions and a clear plan for navigating the green transition

A large trade union delegation from 15 countries took part in the OECD Steel Committee in Paris on 25 and 26 September which speaks to the rising concerns and challenges that workers in the industry face including low wages, job quality, health and safety and the need to protect employment as the industry prepares for decarbonisation and green steel.

On Ukraine, the discussion encompassed the role of the OECD in supporting the country’s reconstruction once the war ends. The Ukrainian delegation presented their “Green Marshall Plan” for the iron and steel sectors and TUAC raised the importance of social dialogue and involving trade unions from the early stages of the plan, to make sure that workers are not left behind.

Veronica Nilsson, general secretary of TUAC, said:

“The original Marshall Plan showed the importance of involving trade unions in deciding how resources for reconstruction are deployed to benefit European workers and their families. The Ukrainian government must learn from that lesson, making sure that the views of Ukrainian workers are reflected in the reconstruction plan, and that social conditions s, collective bargaining and freedom of association are respected as crucial ingredients in the reconstruction of Ukraine.”

The global steel market is facing deep challenges. On the one hand, production and consumption are falling, due to increasing prices and mounting interest rates that depress investment. On the other, many countries in Asia, Middle East and Africa are insisting on expanding production capacity, leading to continuous rise in global steel excess capacity. Furthermore, the cost-of-living crisis has put additional pressure on steelworkers, whose wages have not kept up with inflation, while performing demanding jobs, sometimes at their own personal physical risk.

Christine Oliver, Assistant General Secretary of IndustriALL Global Union, commented:

“trade unions firmly oppose cost-cutting at the expense of workers’ well-being and the environment. With substantial profits and dividends reported in the steel sector in past quarters, now it is more than time for multinational steel companies to direct significant investment into fair wages, improved working conditions, health and safety, workforce skills development and decarbonation.”

The need to reduce the carbon footprint of the steel industry poses an urgent challenge, but it is also another factor of uncertainty for the steel market and employment in the industry. Trade unions insisted that a socially just transition should be included in the to-be-revised mandate of the Steel Committee and stressed that investment and re-skilling policies will not be sufficient to preserve employment levels and guarantee decent jobs for all steel workers in the sector. OECD governments were urged to do their part, providing adequate industrial policy and economic development plans and social protection to ensure a sustainable green transition and future for steelworkers and their families.

Judith Kirton‒Darling, acting joint general secretary of industriAll European Trade Union, concluded:

“Assessing future skills needs is important to prepare for the twin green and digital transitions, but ensuring a just transition requires much more. Trade unions call for employment mapping and in-depth discussions between the unions, employers and regional/national authorities to ensure that no worker is left behind. Steelworkers are at the heart of the transition to a decarbonised steel industry, and they must be involved in the process from start to finish.”

The meeting sadly coincided with the passing of US United Steelworkers Union International President Tom Conway, a leading voice in the union movement and strong advocate of fair trade in the interest of workers. The Steel Committee remembered his work and legacy, while the US delegation re-confirmed the US Government’s commitment to work with the trade unions. 

MENA region forms chemical network

On 5 September about 40 unions from Tunisia, Jordan, Iraq, Lebanon, Palestine, Morocco, Bahrain and Kuwait attended this meeting. Also in attendance were representatives from German Chemicals, Mining and Energy union IGBCE, the Turkish union Petrol-IS and union leaders representing workers in multinational companies including Unilever, Sanofi and Dow. 

Tom Grinter, IndustriALL’s chemical sector director said:

“The sector is expanding and this is a great opportunity to increase the membership size and grow employment. There will be important technological developments, in this sector, like the development of the bioplastics industry and digitization and artificial intelligence and unions need to be prepared for this.”

Ahmed Kemal, IndustriALL regional secretary for the MENA region said:

“This sector is expanding in the MENA region. Unions are carrying out intense work at the national level, which is strong motivation for developing regional work and improving networking and solidarity.”

Hannes Hauke Kühn, international secretary of IGBCE said:

“The German experience in the field of due diligence law may be very useful for workers because it guarantees many rights and holds companies responsible workers’ reality in supply chains.”

Riza Köse, representative of the Turkish union Petrol-IS stated,

“It is key that companies negotiate with unions and recognize their important role. Organizing and joining these meetings is beneficial for us.”

Representative from the National Union of Phosphate Workers, the Moroccan Confederation of Labour, Khalil Kanaan, said: 

“The phosphate sector is witnessing stable social dialogue, but there are several problems related to digitization and market fluctuations. The most prominent challenge is training 50, 000 indirect workers (handlers). Challenges can only be conquered by changing mentality and work methods.” 

Hakimi Youssef from the National Union of Phosphate Syndicate said:

“Changes in the world of work imposes many challenges on unions such as the lack of decent working conditions that is adopted in Morocco by multinational companies.” 

President of the Federation of Petroleum and Petrochemical Union in Iraq said:

“Right now the most important union task is restarting the giant petrochemical plant, which includes five factories. This will have positive repercussions on workers and the Iraqi economy.”

Marwa Farja, from the Petrochemical Workers Union in Lebanon said:

“The economic situation is reflected in the union because the continuation of union work is a challenge.”

Sohar Abdo, from the National Petrochemical Union in Palestine, said:

“There are several problems facing woman, like the minimum wage law. A high percentage of female workers in petrochemicals do not receive the minimum wage.”

Abdelmajid Al-Amouri, a union official in the Moroccan Confederation of Labour said:

“The petrochemical sector will witness great development in the coming years, which makes it necessary for unions to combine the increase in members with efficiency and good organization.”

Hassan Baji also from Morrocan Confederation of Labour said:

“Those affiliated with the sector also live in a difficult reality because of the rise in prices. Subcontracting negatively affects workers’ rights, especially since Moroccan legislation does not serve the interests of workers.” 

Salouan Smiri secretary general of the General Union of Petroleum and Chemicals, said:

“Tunisia is witnessing some fluctuations, but the unions were able to achieve gains. It is necessary for unions to make efforts to develop the joint regional network in the chemicals sector.”

Kemal Özkan, IndustriALL assistant general secretary, said:

“Building union power through networks in our sectors is an important strategy for IndustriALL. It is a significant step to form a regional trade union network in chemicals. Because unity and solidarity are of great importance to change the balance of power in favour of workers in the face of capitalism. There are no other alternatives for unions to create their own future so that they are not part of a future in which they do not participate.” 
 

UAW threatens to expand strike as deadline approaches

Shawn Fain emphasized that additional factories would join the ongoing strike at three plants if substantial headway isn't made in negotiations by noon on Friday.

“We are not going to keep waiting around forever while they drag this out and we are not messing around. I have been clear with the Big Three every step of the way and I’m going to be crystal clear again. If we don’t make serious progress by midday on Friday, more locals will be called on to Stand Up and join the strike. That will mark more than a week since our first members walked out, and it will mark more than a week of the Big Three failing to make progress in negotiations toward reaching a deal that does right by our members,”

said Fain.

On 15 September, Senator Bernie Sanders addressed workers in Detroit, urging working people nationwide to stand in solidarity with the ongoing strike. He sharply criticized the Big Three, who are likely to collect profits that will exceed $30 billion this year, according to forecasts.

“It is time for you to end your greed and it is time for you to treat your employees with the respect and dignity that they deserve. It is time to sit down and negotiate a fair contract. What we are seeing in the automobile industry is what we are seeing all over this economy. Greed on top, suffering on the part of the working class and people are tired of it,”

said Sen. Sanders.

The actions go beyond just UAW members at the Big Three. Autoworkers throughout the supply chain, spanning the nation, have also embarked on strikes. For instance, in Alabama, ZF workers who manufacture parts for Mercedes have rejected the company's latest contract proposal and are holding out for more favorable terms. Meanwhile, over 1,000 employees at Blue Cross Blue Shield of Michigan are engaged in a strike, seeking a new contract addressing various concerns, including job outsourcing, wage disparities, and unfair labor practices.

More workers are waiting to be called to join the Stand Up Strike, which is a new approach to striking. Instead of striking at all plants at the same time, selected locals have been called on to stand up and strike. If the automakers fail to make progress in negotiations and bargain in good faith going forward, more locals will be called to join the strike. The union is demanding a decent standard of living, wages that grow with inflation, dignified retirement, worker protection and fighting against plant closures.

A key demand from the UAW is also an end to the two-tier wage system in the automotive industry. Currently, tier-two workers earn significantly lower hourly wages and receive fewer benefits compared to top-tier workers, leading to a division among union members. This system also results in prolonged periods for tier-two employees to reach top wages. The UAW argues that ending this tiered workforce is a top priority in their negotiations with the Big Three automakers to create greater wage equality and unity among their members.

"IndustriALL stands firmly behind UAW’s fight for a fair standard of living and wage increases that mirror the record-breaking profits these companies have amassed in recent years. It’s time for Ford, General Motors, and Stellantis to actively collaborate with the union and engage in negotiations in good faith. The workers, including those affected by the unjust two-tier wage system, play an instrumental role in the prosperity of these companies, and it is only just that they receive their rightful portion of it,"

said Atle Høie IndustriALL general secretary.
 

Union to contest unjust court judgment against Malagasy unionist

Sento, an SVS trade union representative at Etoile SA, was sentenced to 12 months’ imprisonment and fined 400 000 ariary ($89) for a social media post which provided feedback on a meeting with management at Etoile SA, a garment manufacturer and subsidiary of the ALSICO Group. This meeting discussed unpaid overtime, sick leave, workers’ concern over poor food quality in the factory canteen, and the outcome of union elections.
 
Sento, who was sentenced in August 2022, served eight months at Antanimora, one of the worst prisons in the world, before receiving a presidential clemency of three months. On his release he hoped to be reinstated to enable him to look after his family who suffered during his absence. But after losing the appeal his dreams of going back to work are shattered. 
 

“I have limited options. I have to look for temporary and odd jobs. It will be very difficult to find a formal job with a criminal record. Self-employment in the informal economy seems to be one of the limited options that I have now,”

says Sento.
 
Despite ALSICO’s claims to support social dialogue, SVS says the company lawyers were determined to ensure that the appeal was thrown out, but the union will fight this. 

SVS vigorously campaigned for Sento’s release. The union, IndustriALL and the ITUC submitted statements against the conviction at the International Labour Conference (ILC) where the report of the Committee on the Application of Standards said the government of Madagascar was violating International Labour Organization Convention 87 (Freedom of Association and Protection of the Right to Organize). 
 
The committee report recommended urgent redress by the government of Madagascar through the following actions:
 

“Immediately and unconditionally quash the conviction of Mr Zotiakobanjinina Fanja Marcel Sento; refrain from using the criminal law to target trade unionists; amend all provisions of the criminal code hindering the right to freedom of association of workers and employers.”

 
Atle Høie, IndustriALL general secretary said: 
 

“We support SVS in its sustained fight for workers’ rights in Madagascar. It is deceit for the ALSICO Group to talk about corporate responsibility while persecuting trade union leaders. IndustriALL concurs with the ILC that the conviction and sentence must be quashed.”

 
In rejoinders with ALSICO, which were facilitated by the Business and Human Rights Resource centre, IndustriALL wrote: 
 

“This injustice is intended to intimidate and instil fear into trade union representatives with the intention of discouraging them from defending workers’ rights that are protected by the Constitution of Madagascar and the Labour Code.”

Organizing workers in Bangladesh remains a challenge

The situation is grim when it comes to organizing or collective bargaining in a sector whose export profits generate 85 per cent of Bangladesh's GDP. Employers benefit when workers' rights are consistently violated and trade union voices are silenced because if they are not, workers will start to demand better wages and working conditions, which would cost money that employers are unwilling to spend. Meanwhile, the Bangladeshi government is failing to ensure that employers respect workers' rights and the ILO roadmap is properly implemented.

A complex web of state machinery and private actors make organizing garment workers in Bangladesh difficult. Despite promises to uphold the right to freedom of association and collective bargaining, the government is failing to do so. Trade unionists have been killed for organizing and speaking out against employers to protect workers’ rights.

Justice for murdered trade union leader, Shahidul Islam Shahid, protest human chain – BGIWF – June 2023

Recently, an organizer from Bangladesh Garment and Industrial Workers Federation (BGIWF) was beaten to death in Gazipur by factory-hired goons for raising his voice against non-payment of workers’ wages. Another organizer, from National Garment Workers’ Federation (NGWF), was murdered, allegedly for trying to organize workers in Ashulia. 

While the killings of trade unionists receive attention, the daily harassment faced by organizers for doing union work often goes unnoticed. According to IndustriALL affiliates in Bangladesh, employers, goons, local politicians and police work together to harass and pressure unionists trying to organize workers. Local goons acting on behalf of employers routinely threaten and physically assault factory-based union leaders. There are several instances of factory management forcing union leaders to resign from work in exchange for meagre payoffs. Should this tactic fail, then union leaders are simply terminated. 

Owners of the houses that workers rent also cause problems, by for example not allowing the workers to hold study circles. In addition, local police disrupt public meetings organized by union leaders. Factory owners are also complicit in anti-union activities, constantly warning workers that they risk losing their jobs if they attempt to form or join unions. To stoke anti-union sentiment in workers, employers also try to link union leaders to actions that appear to be detrimental to workers' interests.

There have been instances of false charges pressed against local union leaders by employers and police. An organizer from IndustriALL affiliate BGIWF, says:

“We organized workers in one of the factories in Ashulia and submitted the application for union registration. The moment management heard about it they terminated the union leaders after failing to convince them to resign in exchange for meagre payoff. Workers in the factory went on strike when seeing this. Thereafter, factory general manager not only physically assaulted the unionists but also threatened to file a criminal case against them. Striking workers were harassed by hired goons. There is a criminal case pending against those union leaders.”

It is difficult to get a job at another factory for unionists who are sacked for organizing, as they  are blacklisted in database of workers that Bangladesh Garment Manufacturers and Exporters Association (BGMEA) maintains. Terminating workers for organizing is used as a scare tactic to discourage workers for organizing. 

Trade union federations can submit complaints of unfair labour practices or anti-union discrimination to the labour court or with the Department of Labour (DoL). However, it takes a long time for the complaints to be processed. Government officials are often reluctant to even lodge the complaint, occasionally alleging that the union leaders are trying to destroy the country’s economy. 

Says an organizer from IndustriALL affiliate Sommilito Garments Sramik Federation:

“We had organized about 500 workers in a factory of 1,100 workers in Gazipur. As soon as we submitted the application for union registration, management fired the union president. The union president was also threatened by local goons on behest of the management to voluntarily resign. But he did not succumb to the pressure and was fired. We filed a case in the labour court and sent a letter to the DOL but there has been no response.”

Organizers frequently get summoned by the Directorate General of Forces Intelligence (DGFI) and industrial police, sometimes at odd hours in the night. They are interrogated and dissuaded to do union work and frequently threatened with death. Instances of physical assault of unionists during police custody in Bangladesh are not unheard of. 

Stock image garment factory – IndustriALL

An organizer from IndustriALL affiliate NGWF shared an incident of violation of trade union and workers’ rights in the Export Processing Zone (EPZ), an area where forming unions is illegal: 

“When I was working in one of the factories in the EPZ, I tried to organize workers. Protesting or striking is not allowed and there are no unions. They have workers welfare committees for which I contested once. But the Bangladesh Export Processing Zone Authority (BEPZA) did not want me on the committee and instead got their person in the committee. Then the pressure tactics to force me to resign from work started. Even the smallest mistake would result in shouting; my leaves would not be granted; and going to the washroom more than once would be questioned. The factory eventually shut down its operations, but we protested and won all the legal benefits awarded following factory closure. This entire time local goons threatened to kill me. I was even interrogated by National Security Intelligence for trying to organize in the EPZ.”

Not only organizing efforts are disrupted by the employers, the collective bargaining process is also very challenging. Affiliates have experienced situations where management did not negotiate in good faith and responded negatively to the union’s charter of demands.

Apoorva Kaiwar, south Asia regional secretary of IndustriALL says:

“We believe it is not only the government’s responsibility to ensure that workers’ right to freedom of association is upheld, but it is also the responsibility of employers and brands that source from Bangladesh to make sure that workers’ rights are respected and that trade union leaders are not targeted for organizing.” 

We need mandatory human rights due diligence laws now

Consensus is escalating that voluntary measures on human rights due diligence and responsible business practices are not sufficient to ensure corporate accountability because they are not binding. 

The speaker series is described as a platform for advocates working in business and human rights, drawn from business, investors, civil society, and governments who are fighting to end corporate impunity and empower workers and communities to stand up against violations. The series was hosted by the Business and Human Rights Resource Centre. 

Mary Robinson, the first female president of Ireland asked: 

“Is this a turning point for business and human rights? Are we finally reaching the moment when powerful governments in the north and south are confident enough to direct businesses through new regulations and incentives to address unsustainable inequality and climate breakdown in their operations and supply chains. A new social compact on businees and human rights is needed.” 

Kalpona Akter, executive director of the Bangladesh Centre for Worker Solidarity and president of the Bangladesh Garment and Industrial Workers Federation, an affiliate of IndustriALL, said:

“Trade union organizing, workers’ rights protection, freedom of association and safer working conditions will be enhanced by mandatory due diligence. This will act as a counterbalance to shrinking spaces of trade union organizing.”


She added that environmental and social governance approaches were now tools for green and ethical washing as they failed to stop workers’ exploitation through low wages, long working hours, child labour, and other human rights abuses.

Glen Mpufane, IndustriALL mining director, who was also one of the speakers said:

“Workers through trade unions are the most organized formation of civil society and powerful partners in ensuring sustainability. Unions are cautiously optimistic that the German Supply Chain Due Diligence Act is changing the narrative.”

He explained that there are several cases where the law has been used to challenge corporate violations. These include cases against automotive manufacturers VW, BMW, and Mercedes Benz, garment manufacturers, and Amazon for failing to meet due diligence requirements. 

To build trade union capacity, Glen Mpufane said:

“IndustriALL is carrying out awareness training on human rights due diligence jointly with IndustriAll Europe. Recently there was training of the automotive sector unions in Turkey and there will be a human rights due diligence in mining conference in Kenya, in October, which is being organized by the IndustriALL Sub-Saharan Africa regional office”.

The participants in the webinar heard that the African Union is integrating human rights due diligence through the African Charter on Human and Peoples’ Rights while the same is happening in Latin America and the Caribbean where similar initiatives were aiming to stop corporate human and workers’ rights violations.
 

Building organizing power in South East Asia

The programme was developed in response to the need to build stronger unions in the region and to organize throughout the global supply chain. Over the three years, ODP participants have been trained on strategic organizing campaigns, access to potential activists and union members, union-busting, online organizing tools, building a strong base, and different aspects to help unions build power for organizing.

“As an organizer for 20 years, ODP has reminded me to do mapping, strategic planning and analysis of each stage, as well as of our own resources,”

said Paitoon Bangrong, CILT, Thailand.

The programme started in 2021, focusing on multinational companies and their supply chains to identify how trade unions can tackle them by exploring the power resources approach. Following the first year, participants were asked to start working on their organizing targets with the acquired knowledge.

Their individual strategic organizing campaigns and progress were monitored and evaluated by the project. Many participants successfully formed a union at their targeted companies.

“We greatly appreciate our participation in the ODP. We learned to do an effective organizing campaign, as well as all the elements needed for a stable and strong union,”

said Elvira Castro Panes, PIGLAS, Philippines.

Many participants said that they had learned that listening to a worker rather than explaining what the union stands may prove more effective. Many started identifying organic leaders for the first time, realizing that the union’s power comes from the members.

“From personal communications to structural management, the mix of micro and macro strategies introduced in the programme was very tangible and comprehensive. This programme is definitely optimal in contributing to the development of organizer’s skills,”

said Hiromitsu Takagi, JCM, Japan.

The last workshop, co-funded by FES Thailand, was held on 21-25 August. It provided further techniques and knowledge on strategic organizing and included a session on human rights due diligence. Participants highlighted that the strategic thinking and different skills and knowledge acquired through the ODP has helped them to reach better working conditions for union members.

“Without ODP we can form a union, with ODP we now know how to gain more power and win our demands,”

said Sifa Nurul Azmi, FARKES, Indonesia.

 

5 steps for trade unions to close the gender pay gap

Pay Equity Toolkit

(ENGLISH)

Guía práctica sobre igualdad salarial (SPANISH)Ücret Eşitliği Araç Kiti (TURKISH)

Boite a outils sur l'équité salariale (FRENCH)

COMING SOON

    

Globally women are paid around 20 per cent less than men (ILO, 2022). The gender pay gap continues to persist, even though many countries have passed equal pay legislation and have also ratified the ILO Equal Remuneration Convention, 1951, No. 100 (which has a 93 per cent ratification rate).

Jane Pillinger (PhD) is the author of the Pay Equity Toolkit. She is a global expert on pay equity and gender-based violence at work and has been working with trade unions on gender equality for the last 35 years.

Pillinger summarizes in five steps how trade unions can work to close the gender pay gap:

  1. Raise awareness about pay inequalities between women and men, the causes of the gender pay gap and why it’s a key trade union issue.
  2. Address the structural causes of the gender pay gap, such as women’s burden of care responsibilities and the critical issue of the undervaluing of women’s work and skills.
  3. We need pay transparency. Unions can’t bargain on the gender pay gap if we don’t have data. Unions must seek data about the gender pay gap and build negotiating strategies around it.
  4. Address the issue for low paid workers, in the informal economy by building strategies around living minimum wages both in the law and in negotiation strategies with employers and public authorities. And for informal workers to build their rights to social protection and recognition for the work that they do.
  5. Find tools and structures to bring the gender pay gap into core trade union bargaining, rather than it being a sideline of a gender equality issue, it should come into the center of pay bargaining for example, an important strategy in the future for trade unions.

“The decision to develop this gender pay gap toolkit comes from the many discussions in our women’s committee.

We realize that there is still a misunderstanding when it comes to demanding equal pay for equal work and equal pay for jobs of equal value which the toolkit addresses outstandingly. We encourage our affiliate to use this toolkit to assist them in their efforts to close the pay gap,”

says Christine Olivier, IndustriALL assistant general secretary.

 

 

United Auto Workers on strike for share of profits

The union is demanding a decent standard of living, wages that grow with inflation, dignified retirement, worker protection and fighting against plant closures. UAW says that the corporations can easily meet their demands because their combined profit over the last 10 years has been a $1/4 trillion, a combined bottom line profit of $21 billion in the first six months of 2023 and $1.25 billion federal subsidy that a battery cell plant could receive every year.

Under the 2019 agreements with automakers, the members’ wages only increased by 6%, while inflation skyrocketed by 18% during that same time. Despite massive profits for these companies, factories continue to close, jobs move and worker conditions continue to deteriorate.

This round of negotiations is the most consequential that the union has faced in decades. With the auto industry’s rapid transition to electric vehicle production the future of the industry is being decided right now.

UAW president Shawn Fain says:

“The Big Three have been busy forming joint ventures to circumvent our master agreements and their commitments to our members. Meanwhile, the United States government continues to funnel billions of taxpayer dollars into subsidizing the electrical vehicle transition with no protections for workers. I can’t stress this point enough, the transition to electronic vehicles must be a just transition, where workers’ jobs and standard of living are protected.” 

“Our members today aren’t asking for the moon. We are simply asking for our fair share. I firmly believe we are in a strong position to win a better future in this contract cycle – but only if we are organized, ready to strike, and willing to hold the line for as long as it takes. This is our generation’s defining moment. What we win will set the standard not only for our members, but for the entire working class. The Stand-Up Strike begins with all our locals, from parts distribution centers to assembly plants maintaining a constant strike-readiness. Then, based on what is happening in bargaining, I will announce more locals that are being called to stand up and strike. This is our time to fight; for our families, for our communities, and for working people everywhere.”

Atle Høie, IndustriALL general secretary says,

“IndustriALL congratulates UAW on their courage and resolve in standing up for their members. We stand in solidarity with you for a strong contract. It is imperative that Ford, General Motors and Stellantis engage in negotiations with UAW in good faith and recognize that the workers are an integral part in creating the companies’ wealth.” 

Photos: UAW website