- Conference
- 2026 National Women's Conference
- Date
- 16 October 2025
- Decision
- Carried
Conference notes that in the current climate of growing division, many UNISON members, especially women members, are growing increasingly anxious about their own safety and security in the world of work.
A recent Guardian article reported that social care workers are being advised to travel to work in mixed-race groups and to carry panic alarms, following an increase in incidents such as “verbal abuse and spitting.” This can be a particular risk for social care workers and health care workers, particularly for those who work shifts, may have to travel to different locations, or may have to travel to work late at night. In the social and health care sectors, the number of women night workers significantly outnumber men.
Many health and social care workers may also be concerned that their migration or citizenship status makes them a target, either for abuse by hostile members of the public, or in the continuing climate of increasing barriers for migrant workers to establish security of residency in the UK. Conference welcomes UNISON’s partnership with the Joint Council for the Welfare of Immigrants (JCWI) to establish a helpline for migrant care workers.
In the voluntary sector, charities have reported that they are being targeted for their political views, with charities being targeted by far right groups. In October 2025 the Guardian reported that “Refugee and asylum seeker charities, Muslim, Jewish and ethnic minority organisations, women’s groups, youth bodies, homelessness charities and even charity shops have reported being subject to violence, threats and abuse.” This can create a frightening or dangerous working environment to employees of these organisations.
These issues may particularly affect women workers, who are less likely to work from home (according to the TUC). In 2024 UNISON welcomed the Worker Protection Act, which obliged employers to take proactive preventative steps to eliminate workplace sexual harassment; however, this did not change employers’ liability for third party harassment, such as harassment by patients, clients, service users and members of the public. A TUC survey found that 3 in 5 women had experienced sexual harassment, verbal abuse or bullying at work.
With a number of councils coming under control of Reform, UNISON members may also feel anxious about their job security, following that party’s proposals to establish ‘efficiency units’ to cut local government services related to diversity, inclusion, and green initiatives. Women, Black members, disabled members and LGBT+ members may also be concerned that if councils dismiss staff who work on diversity and inclusion, their rights at work may no longer be fully protected.
Policies negotiated by trade unions, addressing sexual and racial harassment, discrimination for protected characteristics, trade union victimisation, and unfair dismissal are essential to protect workers at work. Strong unions can also challenge unfair dismissal, redundancies and cuts, and can robustly address threats to workers in order that all can do their jobs in safety and confidence.
Conference believes that full representation of women is essential to sustaining the strong trade unions which can protect workers against harassment, discrimination, abuse, and violence at work. Young women, newly entering the workplace, also need to have the confidence that they can do their jobs in dignity and safety, and that they can take an active part in UNISON without fear of discrimination or unfair treatment.
Conference asks the National Women’s Committee to:
1)Continue campaigning for stronger protections against third party harassment at work.
2)Work with UNISON’s other Self-Organised Groups to examine the experiences of UNISON’s members, given the growing climate of division, and consider surveying UNISON women members about their experiences of abuse and harassment by third parties.
3)Publicise UNISON’s guidance and resources related to safety and security at work, particularly related to shift and lone working, sexual harassment, racial, homophobic and transphobic harassment, and protections against unfair dismissal and trade union victimisation.
4)Publicise UNISON’s Migrant Worker Network to branches, and the helpline available for migrant workers to access specialist immigration advice.
5)Work with Regions and branches to encourage more women, especially young women, to get involved in UNISON at a branch, regional and national level.
6)Work with UNISON’s National Executive Council (NEC) and other relevant areas of the union to counter the divisive narratives of the far right, make the case for strong unions across all public services, and defend the importance of policies promoting inclusion and equality in the public sector.
