Hard times for trade union anti-racism workplace strategies

Abstract

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.

Sleepwalking into the ‘Post-Racial’: Social Policy and Research-Led Teaching

“…Transforming the narrow deracialised class logic of Social Policy's core theories requires an acknowledgement of the multi-ethnic composition of the working class in the UK (Virdee, 2014) (Virdee, 2000;Ouali and Jefferys, 2015;Wrench, 2015;Chakrabarti, 2016;Bassel and Emejulu, 2018;Ashe et al, 2019). With some important exceptions the unpacking of the recent fiction of the 'white working class' counterposed with the 'immigrant/migrant' (Virdee, 2017;Meyerson, 2020) -has not been central to accounts of the effects of neoliberal welfare since the financial crisis.…”

Erecting Walls Versus Tearing Them Down: Inclusion and the (False) Paradox of Diversity in Times of Economic Upheaval

“…Although workplace relations with peers go well in certain situations, supervisors and management are not as agreeable (Wanrooy et al, 2013;Castagnone and Salis, 2015). Where protective policies are in place at the company or union level, practice on the ground is still inconsistent for individuals of diverse backgrounds (Wanrooy et al, 2013;Ouali and Jefferys, 2015). Immigrants also struggle with power imbalances and barriers to advancement (Hudson et al, 2013;Castagnone and Salis, 2015;).…”

“…Protection from discrimination hasn't kept pace. Where protective policies are in place at the company or union level, practice on the ground is still inconsistent for individuals of diverse backgrounds (Wanrooy et al, 2013;Ouali and Jefferys, 2015).…”

International Perspectives on Securing Human and Social Rights and Diversity Gains at Work in the Aftermath of the Global Economic Crisis and in Times of Austerity

“…Research indicates that immigrants face limited or no management feedback and support, lack training opportunities on the job and often are not recognized for their skills, experience, credentials and hard work (Hudson et al, ; Kahanec et al, ; Wanrooy et al, ; Castagnone and Salis, ). More generally, individuals of diverse backgrounds still experience inconsistent application of protective policies in the workplace, when such policies do exist (Wanrooy et al, ; Ouali and Jefferys, ) Womens’ rights have also deteriorated post‐crisis, with greater pay disparities, higher levels of poverty, greater susceptibility of losing their jobs, and reduced access to benefits (Ward, ; Addabbo et al, ; Anastasiou et al, ).…”

“…Management's attitudes may be impacted by business considerations, political pressure, their own biases, or public opinions blaming ‘the other’ for economic ills and resultant austerity measures (Kahanec et al, ; Carastathis, ). Since the worldwide economic meltdown in 2008, organizational diversity policies and procedures have often suffered from inattention or attrition, thereby reversing or slowing down the hard‐fought advances in workers’ rights and diversity gains (Addabbo et al, ; Ouali and Jefferys, ).…”