Union Renewal in Canada
Jan 07, 2009
Over the last few years there has been a growing perception that the union movement in Canada is at a standstill and perhaps becoming stagnant. Many labour analysts and union activists agree that unions have been focusing less on organizing and exploiting opportunities over the last ten years than in times previous. Some even argue that the movement itself may be losing its cohesion and larger sense of purpose.
Queen’s Industrial Relations Centre has recently released a paper entitled “Whither Unionism: Current State and Future Prospects of Union Renewal in Canada.” It reiterates that while union membership in Canada has been growing at a steady pace for the last 25 years, the membership as a proportion of the workforce (union density) has been slowly declining. According to Statistics Canada, union membership between 1997 – 2007 increased by almost 19 percent. However, total employment rose almost 25 percent over this period. So union density decreased from 31 to 29 percent despite membership growth.
The report also cites a study that found that some unions in Canada are indeed embracing change by making many modifications to their policies and reconsidering their broader long-term goals and strategies. The problem here, however, is that the incidence of this change is highly uneven and tends to be concentrated in a few large unions. The study found that this change is also fragmented and lacking a coherent vision and strategy. For example, unions are devoting significant effort and resources towards improving communication and training opportunities for their membership. These same unions, however, are less likely to engage in political change or to radically change their organizational strategies.
The Queens paper has found some encouraging signs. Unions are beginning to pay attention to organizing and harnessing the potential of unorganized non-traditional workers. Progress here is slow, however, and the numbers are small and not significant enough to halt the decline in union density. Nearly three-quarters of union membership growth can be accounted for by the public sector, in particular the education and health areas.
One of the main arguments of the report is that organizing has become a key element in union revitalization. This becomes especially important given that the organizing rate over the period of 2000 – 2005 is less than one-half of the average in the 1980s and early 1990s. However, it is also pointed out that organizing the unorganized is not given the attention it deserves in the context of union renewal. A survey done in 2003 indicated that only about one half of unions considered organizing a priority. Less than one-half had a person exclusively responsible for organizing.
The report concludes by stating that these trends in union density and organizing activity are evidence of stagnation and complacency in the labour movement. The continuing decline in private sector density indicates that the union movement in Canada could be facing a future similar to that of Australia or the United States. The labour movement may find itself marginalized unless steps are taken to hasten union renewal through more strategic thinking and an “integrated program of action.” Central and provincial labour federations must provide the leadership to coordinate the process of change.
It appears that there is a lot of work to be done.
Comments
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As a union advocate, I think the biggest challenge facing unions today is complacency. Most unionized workers have no idea of the struggles that have brought them things such as a collective agreement, wage increases, and benefit plans. They don't seem to understand the idea that they are what makes a union tick. If members aren't involved, then their union is weak. I hope the federal government's recent attack on labour rights in their last economic plan serves as a wake-up to union members across the country that everything others have fought for in the past can be taken away quickly by an anti-labour government.
Jerry - 2009-01-08 09:34
Thank you J for a good (and unfortunately true) response to this very important and timely message. Many of us in non-unionized work places must rely on the labour laws in the province for our benefits and rights, but for those of us working in a unionized workplace, just some of our benefits are listed here. These were hard fought, over many years, negotiated and bargained benefits that we must continue to ensure, through our respective union bargaining committees and throught the support of the members, are maintained for the future: Ambulance, Hospital, Semi-Private Insurance Health Spending Accounts Prescription Drugs Travel Health Plans Vision Care Plans Long Term Disability Compassionate Leave Maternity Leave Court Leave Life Insurance Vacation Leave Dental Plan Sick Leave Family Leave Pension Acting Status Overtime Pay Flexible Hours Grievance Rights Merit Increases
DEE - 2009-01-09 00:13