Understanding the dynamics of inequity in collective bargaining: evidence from Australia, Canada, Denmark and France

Abstract

Unions and collective bargaining are generally considered to be the main vehicles for ensuring equity at work. This article questions this assertion by examining distinct forms of inequity between workers in unionised workplaces and, more specifically, the role of collective bargaining in creating, maintaining, reducing or avoiding them. Based on a study conducted in Australia, Canada (Québec), Denmark and France, the situations of inequity examined are related to employment and working conditions, and favour one group of workers over another group of workers performing the same tasks in the same workplace. To better apprehend these dynamics and distinguish between different situations, we develop an analytical framework to capture them. Then, we focus on one example observable in each country: two examples of inequity based on date of hiring (Canada and Australia) and two based on employment status (France and Denmark), showing how the four ideal-type processes interact in each national context. Based on an analysis of these examples, we demonstrate the segmentation between core and non-core employees, along the lines of segmentation theory, but also within groups of insiders or core employees and the key factors that explain how the collective bargaining process can lead to inequity: time, balance of power, and workplace institutions.

Multiple jobholding in the digital platform economy: signs of segmentation

“…To map the extent of income from digital platforms, we introduced three questions on digital platforms into the Danish Labour Force Survey (LFS) conducted in the first quarter (Q1) of 2019, the repetition of a survey carried out two years earlier (Ilsøe and Larsen, 2020). We chose the LFS, Authors' own construction inspired by Barton et al (2021).…”

A comparative assessment of digital platform worker protection in the EU and ASEAN

“…Representation and organization play a pivotal role in empowering platform workers by enabling them to effectively voice their concerns and advocate for their interests. In essence, they serve as mechanisms through which these workers can collectively articulate their needs and preferences within the context of their employment (Barton et al, 2021;Lin, 2022;O'Sullivan, 2017). In the context of the EU, some limited examples, like the Danish cleaning labor platform Hilfr, demonstrate that collective agreements can be established, offering a path for workers to gain collective representation.…”

Aboriginal and Torres Strait Islander employment provisions within enterprise agreements in Australian universities, the role of the National Tertiary Education Union and collective bargaining

“…Collective bargaining is viewed as a more effective tool [than legislation] for a fundamental and progressive change, in both leading social and labour-market legislation and ensuring its effective implementation through the incorporation of clauses of special interest… (Briskin, 2006: 12) Barton et al (2021) notes that trade unions and collective bargaining are considered the main vehicles for ensuring equity in the workplace. They note that decentralised bargaining can favour inequity as 'unions and collective bargaining are no longer meeting their responsibilities as instruments of social justice, protecting workers and promoting equity' (p. 115).…”

“…Barton et al (2021) notes that trade unions and collective bargaining are considered the main vehicles for ensuring equity in the workplace. They note that decentralised bargaining can favour inequity as ‘unions and collective bargaining are no longer meeting their responsibilities as instruments of social justice, protecting workers and promoting equity’ (p. 115).…”