Working with UNISON members
Why is working with members important?
UNISON exists because of its members and it should be the members themselves who determine the priorities of UNISON at all levels.
This is essential if UNISON is to truly represent the interests of its members and if they are to become involved and active.
It is also a message to potential members that the union takes their issues seriously.
The workplace issues of any membership group should determine what the union campaigns about, what it talks to the employer about and what issues it organises and recruits new members around.
Of course, these must be in line with UNISON's aims and values, which are listed in the UNISON rule book:
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But to start with, you need to find out about your members.
Unless you know who and where your members are, you'll only be able to guess at the issues that concern them.
All stewards should have a constituency of members to whom they are accountable. Similarly, most workplace contacts will have a group of members with whom they work.
If you are unsure about your constituency, get in touch with your branch office or secretary.
The branch should be able to supply you with a list of your members, which will include name, workplace, occupation or pay code, and employer.
Where branches cannot provide this information, they should be able to help obtain it from either the regional office or the employer.
Branches may also be able to obtain lists of non-union staff in the workplaces they cover so that you can identify which staff need to be approached about joining the union.
However, the most effective way of gathering this information is to talk to your members and be available within the workplace.
Workplace mapping is an effective way of finding out what you do and don't know about your constituency - and what you need to find out - is by mapping the workplace.
Try sketching out the department or workplaces you cover.
On your map, mark down the number of UNISON members, the number of members by shift, the number of members of other unions, the number of potential members and which members might be interested in getting more involved in the union.
You need to know the extent to which members take an interest in getting involved, where there are current (or potential) workplace problems and what are concerns the staff have.
Then break these down according to where the individuals are based.
Central to UNISON's aims and values are the themes of proportionality and fair representation.
Proportionality means that women and men are represented in proportion to the number of female and male members in the electorate.
In other words, if a branch has 70% women members, 70% of branch committee members should be women too.
Fair representation means that UNISON representatives should include members from a broad range of the membership, taking into account such factors as the balance between full and part-time workers, manual and non-manual workers, different occupations, skills, qualifications, responsibilities, age, race, sexuality and disability.
Encouraging participation in the union by members who have traditionally been under-represented in the union's structures helps to build organisation and therefore a stronger union.
A broad-based union membership sends a powerful message to employers that the union speaks for the whole workforce. It also helps encourage new members to get involved and active.
Advice for activists | next: Recruiting new members
