Equal Opportunities Independent Review

Section 5

EMPLOYMENT, REPRESENTATION AND INCLUSION

Introduction

This area is a key part of the review and is concerned with investigating what the ethnic minority and gay and lesbian representation involvement is in various parts of the trade union. It is worth noting here that theoretically, it is relatively easy to measure ethnic minority representation at various levels, as their presence is visible. In respect of gay and lesbians, the issue is different and it depends whether or not they are "out" and hence it is more difficult to obtain precise information.

There is no firm number available, but we were given an estimate by the Equal Opportunities Department that ethnic minorities formed between 6 and 7% of the membership. This is based upon information returned from employers and is likely to be reasonably accurate.

Results of the Survey

In our survey branches were asked if they had any information on the ethnic minority origin of their members, even if this could only be a rough estimate.
YES 32%	NO 66%

Those branches who said they had some information were asked to provide some rough estimates. However, 78% of these said that they could not in fact provide any information in practice. This means that there is not enough data or overall information to draw any broad conclusions from this survey about membership across the union as a whole, as only a few branches could provide an estimate of ethnic minority membership.

Monitoring

We discovered that following a conference resolution, a decision had been made to pilot an ethnic monitoring questionnaire in some branches. However, we found that whilst some work was undertaken by the pilot branches on gathering information, with one branch collecting the information and obtaining a 80% return, this initiative to date has not been completed.

Member Representation and Branches

We also explored with members, especially in our group discussions, ethnic minority representation on branches. There is a general view that such representation was significantly lower then it should have been in relation to the membership.

Results of the Survey

In our survey branches were asked whether any of the branch officers or representatives included members from ethnic minorities.
YES 40%	NO 60%

We also asked how many ethnic minorities held such posts and we found that of the 40% who answered "yes":
21%	one representative (21 individuals)
7%	two representatives (7 individuals)
3%	3 and 4 representatives (6 individuals)
2%	five representatives (5 individuals)
3%	six representatives (3 branches)
1%	seven representatives (one branch)

Hence our survey results showed that there were just under 50 ethnic minorities who were representatives for branches in CWU. Taking account that this represented about 50% of the branches who responded to our survey we can estimate that the total number of ethnic minority branch representatives is likely to be less than 100, a disproportionately small number given the size of the union.

Branches were also asked whether they had actively encouraged members from ethnic minority and gay and lesbian groups to become branch offices and representatives or to become active in the trade union.
YES 56%	NO 44%

The overwhelming majority who had answered "yes" said that in fact they encouraged all their members to be active in the CWU and that they treated everyone equally. Hence in detail, there were actually very few specific references to any particular initiatives being addressed to ethnic minorities and gay and lesbian groups.

We also discussed the theme of member representation on branches in the group and individual discussions and the lack of minority representation. There were several and contradictory themes as to why this was the case. They included:

• Ethnic minorities simply did not come forward to apply for branch and representative positions.
• There was a perception from some, that white people, who were a majority, would not vote for an ethnic minority person, and a similar view was taken about an openly gay or lesbian person not being voted for by other members because of prejudice.
• Union branches were often "unwelcoming". They were seen sometimes to be run by a "clique", of predominantly white men. Potential activists felt excluded from the group and meetings were seen to be alien and boring.
• One view stated was that the reason that ethnic minorities were not involved in the union was because of racism.
  "There is more racism in our branch now then there has ever been. Public funds are seen to be focused on these communities and they get what they want, there is seen to be favouritism. Racism in this area is plumbing new depths."

Another reason that was given was that some ethnic minority and gay and lesbian members said that they had been afraid to get involved in the union because they feared victimisation from their employers.

Some branch officers said that their branch had done nothing to encourage members from minority groups and did not see it is an issue at all. Indeed, several of the members and branch officials said with confidence that there were no problems with either race relations or with gay or lesbian members. In terms of gay and lesbians some of the branch officials said, again with some confidence, that there were none in their branches. The predictable question then put back to them was how did they know this and how did they know if they had not asked the question whether members had any problems or not. Answers were not forthcoming.

We received several reports from members about branches being homophobic and unwelcoming to gay and lesbians, and making it difficult for members to be open about their sexuality. Many ethnic minority members also reported that branches seemed disinterested in them and never made any approaches to them. In fact they felt excluded.

On the other hand, and in stark contrast to these views, some branches had made a strong effort to encourage ethnic minorities and gay and lesbian members to become involved in the union.

A strong message therefore emerged. Where branch officials do nothing or do not actively encourage minorities to become involved in the union, then a self-fulfilling prophecy is delivered, they won't for example, have ethnic minorities represented on the branch. However, where efforts are made and positive encouragement is given, a very different pattern emerges with new people (including ethnic minorities and gay and lesbian members) becoming actively involved in the branch.

At present however, too often comments were made by ethnic minority and gay and lesbian members that indicated that they felt excluded from the union machine and felt that they were not encouraged to attend such events as the annual conference.

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