- Conference
- 2025 Local Government Service Group Conference
- Date
- 12 February 2025
- Decision
- Carried
Conference acknowledges that despite the significant presence of Black workers in frontline roles within local government, they remain disproportionately underrepresented in managerial and senior positions. Instead, they are often concentrated in lower-level roles, facing systemic barriers to career progression.
Research indicates that institutional racism continues to shape the experiences of Black workers within organisations, leading to their exclusion from development opportunities and career advancement (Brockmann et al. 2001; Kline 2012; Love 2019). Black workers, particularly those on fixed-term contracts, face persistent challenges in progressing to middle and senior management roles, resulting in widespread discrimination and career stagnation.
Conference firmly believes that every Black worker should have equal access to professional growth and advancement, irrespective of their background or contract type.
It is our collective responsibility to address these disparities by fostering inclusivity, diversity, and equality at all levels within the organisation. Recognising the invaluable contributions and unique perspectives of Black workers, it is essential to create an environment that supports their development and provides equitable opportunities for progression.
Conference supports the need to collaborate with employers to ensure a firm commitment to creating an inclusive, diverse, and equitable workplace that actively values and promotes the career progression of Black workers, including those on fixed-term contracts. Taking decisive action in this regard is a crucial step towards a fairer and more inclusive future for our Black members.
Conference calls on the Local Government Service Group to work in partnership with the National Black Members Committee and other relevant bodies within UNISON to:
1) Advocate for a thorough review of existing policies and practices related to recruitment, retention, performance, and career development, with a focus on identifying and addressing any discriminatory practices or biases;
2) Work with employers to assess the impact of fixed-term contracts on Black workers, ensuring they receive fair and equitable treatment, and prioritising their representation and career advancement.
By taking these actions, we can help break down systemic barriers and pave the way for greater career progression and opportunities for Black workers within Local Government.
