This article considers how trade unions respond to systemic racism at work. Based on case studies in the UK, Belgium and France, it identifies a gap between the nationallevel anti-racist policies of several European trade unions and local-level union workplace practices: direct racism is often denied and indirect racism rarely challenged. It describes and analyses this gap arguing that unions must more consciously champion anti-racism and recommends a leadership role for workplace representatives.

Développement d'une migration de travail de femmes seules, augmentation du nombre d'enfants issus d'unions mixtes, désir de certaines de porter le voile, émergence de femmes politiques issues de l'immigration, travailleuses retraitées qui ne souhaitent plus rentrer au pays, conflits culturels et juridiques concernant le statut des femmes, domestiques en situation illégale dans le Sud de l'Europe, regroupements familiaux dans le Nord... Autant de facteurs qui mettent en lumière les tendances lourdes de l'immigration marocaine au féminin, et qui questionnent la capacité des différentes sociétés d'accueil en Europe à prendre en compte cette nouvelle donne.

This article reviews research into how European trade unions have responded to workplace racism against minority and migrant workers in the more difficult economic and political situation following the 2008 recession. Its main focus is on research carried out in Belgium, Bulgaria, France, Italy and the UK in 2003–2005, 2008–2009 and 2013. Union pressure for equal treatment had already weakened somewhat before the crisis. Subsequently, unemployment levels for ethnic minority and migrant workers rose much faster than for ‘national majority’ workers, and levels of tension in the workplace have often increased. The article distinguishes four main union responses: denial of racism and protection of the interests of national majority workers; the demand that minorities assimilate without special provisions; recognition of the need for minorities to have some special services and support; and the adoption of positive measures to promote equal treatment.

No abstract

No abstract