- Conference
- 2014 National Black Members' Conference
- Date
- 1 January 2014
- Decision
- Carried
Challenging Discriminatory Practices, Defending Public Services
Conference as well as forming a significant part of the public sector workforce Black people are also primary users of public services. Cuts to funding are closing some services whilst putting significant pressure on remaining community and voluntary organisations supporting the Black and other vulnerable communities at a time when they are needed the most.
We know that:
a) The Office of National statistics (2012) reported that Zero hours contracts had reached the 200,000 mark with 23% of employers having it as one of their employment contract options. The National Health Services (NHS) is also one of these employers who have these contacts. Mainly for cleaning staff but increasingly other parts of the NHS are being included for example Physiotherapy, cardiac services, psychiatric therapy, and hearing services. Staff affected have no guaranteed level of earning each month and cannot make plans as they are at the mercy of the employers. Secondly with the changes in pension this requires the employers to contribute even less to their pensions because of their terms and conditions.
b) Under the Freedom of information act (2000) most information can be made available. However this must be requested in writing and a response is provided within 20 days working days. There are a few exemptions namely if payment is requested then the time of response can be extended.
c) In 2009 changes were made to Disciplinary and grievance guidelines to increase protection from discrimination and increase effective communication between employer and employee. However where by an individual could take their case to tribunal without paying for the initial service, now they will have to pay thousands of pounds if they made that choice. However if it’s a supported case UNISON will provide that financial assistance.
d) Challenging racism in the workplace.
.A review of 17 councils in London showed that Black workers were disproportionately affected by approximately 32% of job losses. Research has shown that Black members are more likely to be bullied or harassed at work. The consequence of this is adverse health problems sometimes as a result of stress, high blood pressure, heart problems or in some cases death. The current government has increased focus on the individual and the respect of dignity. This is evident in the 2010 Equality act which covers race, sex and disability discrimination to prohibit age, gender reassignment, sexual orientation and religion or belief discrimination.
Conference Challenging Racism in the Workplace must remain the focus on defending public services and fighting for Black member’s job’s and conditions of service. Using cohesive strategies to utilise information collated to challenge discriminatory practices on behalf of Black members and fight cuts to services affecting Black communities and all public sector workers.
The Councils like Sheffield are planning to dismiss and re-engage workers to force through yet another pay and increment freeze. Black workers employed in the public sector are concentrated in the lower grades and the impact on such pay restraints is significant.
However it is not just the lowest paid who are feeling the squeeze, but those in professional and technical jobs who are being paid less than their private sector counterparts.
UNISON’s recent freedom of information research confirmed the highly disproportionate attacks on Black workers and the over-representation in disciplinary, capability and redundancies.
Since the recession started in 2008 there has been a declining rate of employment for Black people in employment, clear evidence of an ethnic penalty on employment for most Black groups, this was also confirmed in the research conducted by the Runnymede Trust in partnership with UNISON.
The removal of Equality Impact Assessments, an over-representation in disciplinary procedures resulting in dismissals the impact on Black workers is unprecedented.
The Greater London region is the most diverse in UNISON, developing a regional equality strategy strengthens our work and the work we do in the workplace and branches. It underpins the principal of equality and aims to ensure that equality issues are mainstream throughout the region and in branches.
Challenging discrimination and winning equality needs to continue to be at the heart of trade union work, every trade unionist, every UNISON member or activist has a duty to challenge discrimination wherever they see it.
UNISON has a responsibility to lead the way through our campaigns, bargaining agenda and labour movement.
We call on the National Black Members’ Committee to:
1) Work with the NEC to highlight UNISON’s anti-cuts campaign.
2) Monitor and review the Equality Strategy across all regions and action work plan objectives to ensure it incorporates self-organised groups.
3) Encourage branches to use the ‘Making Equality Happens’ initiative and work with the Regional Black Members Committee to develop and support in implementing branch equality schemes.
4) Seek data from employers on disciplinary, capability and grievances by ethnicity, age and gender using the freedom of Information request by branches to collate within a certain time frame.
5) Report back the findings throughout regional and national mediums
6) Hold a fringe meeting at the National Black Members Conference in 2015 on the impact of the cuts, effects of discriminatory practices on Black workers, communities and UNISON’s continued campaign on defending public services.
Submitted by: Hammersmith & Fulham
Greater London Region