Equal Opportunities Independent Review
Section 8
CONCLUSIONS AND RECOMMENDATIONS
Our survey and review of the CWU and its membership in respect of its
membership provides a mixed picture. First, to deal with the negative side,
the picture reveals many shortcomings in how the union operates in relation
to race equality and lesbian and gay issues. For example there is an
information gulf and a considerable amount of ignorance expressed by many
branch officials, representatives and members on equality issues.
Importantly there is still not enough involvement by minority groups in
activities at a local level in the union, and often this is because
insufficient steps are being taken to involve both ethnic minorities and gay
and lesbians in the process and the work of the union.
It is not however just a failure of local and regional officials, there
is also a lack of direction at the centre of the organisation. While on
paper the CWU has done many of the right things and has set up an
infrastructure to deal with equality, there does need to be a greater
emphasis and direction on how equality can be delivered from the top.
On the positive side, the CWU has effectively stated their commitment to
making changes by commissioning an independent review of their organisation
on equality, and making the report openly available. There is also
undoubtedly a strong commitment throughout the union not to discriminate and
also to become a model nationally on equality issues. The challenge is to
translate this into action.
In addition, the union has set up an equality structure via its advisory
groups that forms a strong basis for an effective co-ordinating and advisory
system for equality within the union. There may occasionally be a thorn in
the side of the union, but sometimes that is what they are there for.
Most importantly however, is the wide range of good practice that already
exists throughout the union on equality matters and especially in respect of
this report on race equality and gay and lesbian issues. At the local and
regional levels there are many positive examples of branches involving and
supporting ethnic minorities and gay and lesbians into active involvement;
examples of training initiatives, sometimes with the employers; examples of
member's cases being taken on and won in an effective and sensitive way; of
the employer being tackled on discrimination practices; and of other
innovative approaches being taken on equality issues.
At the central level as well, there are positive initiatives being taken.
The advisory groups are acknowledged to be carrying out an effective job;
the training organised by Alvescot and Elstead generally receives plaudits
and recommendations; and advice and support provided by the Equal
Opportunity Department at HQ, is generally acknowledged as being of good
quality.
Recommendations
Monitoring:
Monitoring in respect of members has been agreed and tried in the past,
but not successfully implemented to date. It is suggested that some steps
should now be taken to introduce a system of monitoring in respect of
membership. However, there are a number of steps which should be taken to
help monitor progress and developments in the coming years. These include:
- Monitor new members as they join the union in respect of race, gender
and disability.
- Monitor the ethnic origins and other relevant equality areas of all
branch officers at regional offices and those on the NEC.
- Ask branch officers to estimate the number of ethnic minorities and
also other equality areas that are represented who are members in their
branches.
- Finally, it is suggested that the union should explore the monitoring
of the representation of all people attending the annual conference and
also the training courses run at the training schools. This would form an
effective snap-shot of some of the core activities of the union.
Equality officers: action should be taken to:
- Develop a clear role for these officers and in effect prepare a job
description.
- Develop an induction pack for new equality officers containing
relevant information and briefings
- Encourage development of networks with other equality officers and the
provision of relevant data
- Arrange priority training for such posts and the preparation of
regular updating/briefings on appropriate issues
- Explore how equality officers can have facility time arranged by the
branch.
- Ensure equality officers are part of the mainstream branch group.
Branch officers:
- All branch officers should as a priority receive equality training if
necessary by regionalised day training sessions.
- Branch officers should be made aware of their role and
responsibilities on equality matters.
- Should develop a strategy to encourage members proactively to become
activists in the union with a particular emphasis on minority groups where
they are underrepresented.
- To assist them in this work, consideration should be given to the
production of a user-friendly handbook in equality issues containing the
union's position, approach and strategy on equality; who the contacts are
for assistance locally and nationally, and bask advice on legislation
issues etc.
National:
- The NEC and leadership of the union must produce a national strategy
for the union on equality to ensure that it is delivered along with a
detailed time frame and monitoring arrangements.
- All officers in the union and senior staff should have training on
equality, including legislation.
- The leadership of the Union must take and be seen to take
responsibility for making this issue a priority.
- A clear statement be made from the NEC and the leadership of the union
that they view action on equality as a priority and that they take
responsibility for monitoring progress and agreed action.
- A commitment to report on progress to next year's annual conference.
Regional:
- The new regional arrangements will be an important mechanism for
delivering the equality strategy and implementing an agreed national
strategy.
Training:
- A review of courses should be carried out to ensure that they are
relevant and geared to the work of the branch and equality officers.
- Regionally based training and briefing courses should be developed as
a priority, usually of a day's duration on key issues in respect of
equality.
- Training programmes should be organised for all staff from the top
down at HQ, NEC members and all branch officers and representatives on
equality issues.
- The possibility of developing training for trainers' courses on
equality should be explored along with training packages.
- There should be an agreed focus for the co-ordination of all training
initiatives and relevant information across the union.
Communications:
- Regular briefings should be produced on equality issues for staff and
relevant members especially on legislation and case histories: if possible
this should also be available on the web and other links in respect of
equality information should be explored.
- Database should be reviewed to ensure that relevant contact names are
on them and that this is updated regularly.
- The development of service standards should be explored in relation to
response times to telephone calls and correspondence.
Employers:
- As part of the briefings and up-date, branch offices should be
provided with occasional updates on any national developments or
discussions on equallty issues with employees.
- In addition, such updates should include information about cases taken
or supported by the union on equality matters against employees along with
their outcomes.
- The union should pro-actively pursue equality issues with the
employers and place the issue firmly on the agenda at the national and
local levels.
- As a matter of course, allegations of discriminatory practice by
employers should be taken by branch officers (in conjunction with
headquarters where required).
Equality proofing:
- Key national agreements and other relevant agreements: arrangements
should be made that are not time-consuming or bureaucratic that
effectively equality proof such agreements.
Members:
- This review is concerned primarily with members and the service
provided by the union to them and also their involvement potentially in
helping to operate the union. It should be a priority to keep members
updated regularly on equality matters and progress and involve them in the
process. New ways need to be explored about how such communication and
involvement can be facilitated.
The Review:
- It is suggested that the content of the review be summarised in The
Voice possibly in a pull-out supplement that could be run on to produce
more copies for staff and members.
May 2000