- Conference
- 2005 National Black Members' Conference
- Date
- 19 September 2004
- Decision
- Carried as Amended
Conference, BME minorities currently make up 8% of the United Kingdom population, and it is estimated that between (1999) and (2009) that BME minorities will account for half the growth in working-age population of the United Kingdom.
Conference it is therefore important that the Government in order to make the best use of the talent and energies accepts the challenges and work together, with all section of industry, including Public, Private, and civil, to change and reflect the Communities they would serve.
Conference statistics show that there is considerable variations in the BME labour market, achievements of the BME Communities, statistics should that currently the Indian, and Chinese are on average doing well, and often outshine, and out perform their White counterparts in school.
Conference statistics show however that other BME Groups are doing less well, Pakistani, Bangladeshis, and African-Caribbean’s experience on average higher Unemployment and lower earnings than their White counterparts.
Conference it is clear that all who are concerned with these alarming statistics, and hold responsibility for Employment matters, and equality in the Workplace, need as a matter of urgency to develop and implement real strategies to deal with the imbalance of life chances that are currently overwhelmingly affecting out BME Communities.
Conference therefore calls upon the NBMC to work with the NEC and the TUC to develop clear and urgent strategic policies to deal with the under representation of BME Communities in Employment:
1. To work with the NBMC to develop UNISON’s input into any strategies that might be put forward to either the TUC, or the Government.
2. To work with the NEC to forward a report to the NBMC conference (2006) and to (NDC) (2007) and thereafter, on a bi-annual basis (starting in 2009) and until notified otherwise, update the NBM Conference and the NDC on changes in BME employment levels and BME wages (including gender differences) in comparison to their white colleagues, and the level of discrimination faced by BME employees.
3. To work with branches to collate information relating to the density of BME employees, in their respective regions, and service groups. This information would form the data from which the afore mentioned reports would be based
4. To monitor and collate data on a national level and use this to address areas of discrimination.
5. To ensure that any information collected includes a full range of data (including wages, training opportunities, differences in gender wage level, and grievance and disciplinary procedures) so that comparisons can be readily made with white colleagues doing similar jobs.
6. NBMC to ensure through working with the NEC and Regional Committee’s that all SOGs have reserved seats on all regional level committees.
7. NBMC representatives to support the RBMCs to target two to three branches in their region to help develop branch based self organised groups with a view to encouraging the region to devote a specific organiser and other resources to assist in this development.