Explaining activity and exploring experience—findings from a survey of union learning representatives

Abstract

This article draws on data from one of the largest surveys to date of union learning representatives (ULRs) in order to build a unique picture of ULR experience and activity. It is found that ULRs made a contribution to increased diversity and represented an injection of 'new blood' within workplace union structures. Moreover, ULRs with no previous union involvement were just as likely to be active in promoting learning as their more experienced colleagues. At the same time, we found that a significant minority of trained ULRs were not active in union learning. While ULR activity was not confined within traditionally unionised settings, active and effective ULRs were most likely to be found in workplaces with substantive structures and institutions that underpinned union learning and reflected a clear commitment from the employer. ULR activity was more difficult to start and to sustain in workplaces in which this support was absent. The article concludes that in order for ULR activity to permeate such environments, some degree of additional statutory support may be necessary.

Union Learning Funds and Trade Union Revitalization: A New Tool in the Toolkit?

“…Further, UPOs reported that ULRs differed in sex and age from other workplace union representatives. Similar findings are reported by unionlearn (2008) and Hollinrake et al . (2008).…”

Union representation and training: The impact of Union Learning Representatives and the factors influencing their effectiveness

“…The results also point to the importance of management support in enabling ULRs to perform the role effectively (as also identified by Hollinrake et al, 2008;Thompson et al, 2007;unionlearn, 2006;Wood and Moore, 2005;Wray, 2007). In total, 37 percent of ULRs state that managers do not value them (a figure not dissimilar from Wallis et al, 2005, who found 45 percent of managers to be indifferent to the ULR role).…”

“…The analysis identified a number of factors as important. Starting with ULR activity, as also argued by Hollinrake et al (2008) and Wood and Moore (2005), the number of hours ULRs spend performing the role appears particularly important, with ULRs spending more than five hours per week on ULR activity being more likely to have positively influenced training than those spending less time on the role. This suggests an important role for employers in ensuring that ULRs receive sufficient paid time off to conduct ULR activities.…”

“…Indeed, as Hollinrake et al (2008) report, the longer ULRs spend in the role, the more active they become.…”

The influence of trade union Disability Champions on employer disability policy and practice

“…A further factor that might influence Disability Champion effectiveness concerns the support they receive from their union, from employers and from the broader bargaining environment. Where union support is concerned, support for new types of representatives such as Disability Champions might involve negotiating formal agreements for time off and facilities (Hollinrake et al ., ). However, given the somewhat patchy history of unions in relation to disability (Humphrey, ), it is debatable whether such support will be offered.…”