REPORT OF THE SEMINAR "WHAT REASON DO TRADE UNIONS HAVE IN A MARKET WITH A DECLINING SUPPORT?"
This
was the topic during a two-day European seminar which took place in
Billund, Denmark. Focus of the seminar, which was organized by the
Christian Trade Union KRIFA (Kristelig Fagbevægelse) and the
European Organization of the World Organization of Workers – EO/WOW
in cooperation with the European Centre for Workers’ Questions
(EZA) and with the support of the European Union.
The
seminar with the theme “What reason for existence do trade unions
have in a market with declining support?” was well-visited by trade
union leaders from over 17 EU Member States. This clearly showed that
the them of the seminar is very topical and does not stop at the
borders. All countries are faced with the same development to a more
or lesser extent. We as trade unions have to find ways to countries
these developments in order to remain a representative bargaining
power.
|
The trade union STING delegation of Croatia at work with Lego learning to build and to communicate. |
The
way in which the economy is organized has changed. Whereas in the
past people often worked for the same employee for forty years, these
days people shift from one job to the other. Not always by choice,
but in most instances it is by choice. People are continuously trying
to improve and challenge themselves. This is also something they
expect form their employer. If the employer does not do this people
look for greener pastures.
What
can be seen is that society as a whole has become more individual.
There are a number of reasons for that, but one important
characteristic is the speedy development of certain kind of media.
Another characteristic is the fact that (young) people want to shape
their own future more and more and not be dependent on an
organization such as, for example, the trade union. But it can also
be seen when looking at the lower interest in being part of a
community (football-club, music-band, volunteers-work). People in
general feel a lesser need to belong somewhere.
The
individualization greatly affects the role of unions as well. People
not only shift from one job to the other, they may also, because of
this, may shift from one branch to the other. Trade union will have
to act on this development. Create means to keep members first and to
attract new members second. A way to do this is to do as the Romans
do. Meaning that if society is becoming more individual, the unions
should have a more individual approach as well. Of course without
forgetting their role as collective bargainers. Unions are, in
principle, for the collective. But certain developments in society
are now leading to necessary changes.
|
EZA President Bartho Pronk, former Member of the European Parliament, opened the seminar with some critical and optimistic remarks. |
But
not all has to be bad. The current crisis may be of benefit. As
Bartho Pronk, EZA President, explained: “A crisis leads to
restructuring. It is easier to make these changes with social
dialogue than without. New Liberalism has proven its wrongs. The
market is important, but without social dialogue it is not
functioning as well as it could. The effect of this all is that
social dialogue has gotten a prominent role in the Lisbon Treaty. So
the crisis has caused a turn-around in thought.”
Indeed
crises often lead to positive changes. People are forced to rethink
certain strong-held strategies and ways of acting. A trend which
started some years ago is the increase of so-called part-time and
a-typical jobs. “In Austria, Günther Trausznitz, European
President of the WOW, stated, 59% of the jobs are a-typical (typical
jobs are from 9 to 5). This makes it difficult to find common grounds
for collective bargaining”. True, the interests of the workers is
different making certain general agreements difficult to achieve.
Although
many trade unions are losing members this is not the case in all
countries. In the case of Austria, for example, there has been a
steady growth form the fifties of the last century. Lately, what can
be seen is that half of the new members within the FCG/GPA-DJP
(private services sector) are female.
In
Denmark, as in other countries in Scandinavia, trade union membership
is quite high. There are various factors that cause this, but the
most important is possibly the unemployment insurance scheme.
Laust Høgedahl said that: “This so-called Ghent-system allows
trade unions to administer government-subsidized unemployment
insurance funds (Norway excluded). In the Danish context these funds
were trade- and profession-specific. Unions thereby had a monopoly.
This does of course not necessarily explain the high density of
membership. But what happens in practice is that is that people
experience a lack of transparent institutional separation. Wage
earners perceive the trade union and UIF as the same thing!”.
When
we look at the role of the employer and their expectancy of the
future cooperation with trade unions, it becomes clear that they have
quite a different perception. Knud Nørbo of the Jyske Bank sees
developments on which they do not have influence, but is affecting
them as a company. “While the Jyske Bank complies to the standard
collective agreement for the Employers Association and Financial
Services Union, they also have their own local company agreements
(within the framework of the standard collective agreement). This
company agreement is more purpose and intent than actual rules. We
belief people on the spot know best!”.
|
EO/WOW President Guenther Trausznitz spoke during his words of welcome on the growth of the so called a-typical jobs, also in his country Austria. |
Knud
Nørbo sees a few challenges for the future. The challenges, which
are global, are the individualization which does not fit well into
rigid rules, meaning that a one fits all approach is no longer
possible. Secondly, the time, place, nature of the work, and
life-style is changing (eg. work-life balance).
This
growing individualization is reoccurring point of attention.
Particularly what can be done to work within this trend. As Laust
Høgedahl stated: “You can change yourself or you can change your
members. What is easiest”. Trade unions will have to work with the
current parameters. They have more influence on themselves than on
their (potential) members. In Austria they are acting with this in
mind. They have sent mailings to non-members just before difficult
collective negotiations. This to more prominently show what it is
they are doing and for whom. Also by offering a reduced
membership-fee (or no fee at all) in the first period of membership
is a means to attract members, thereby hoping that they will continue
their membership.
The
same developments can be detected in other countries as well. Not
only when there is a decline of membership, but also just to attract
more members and thus become more representative. All unions are
searching for ways to attract people. Only by showing that you have
an important role in collective bargaining is no longer enough. The
people demand more. It is always: ‘What’s in it for me?’
|
Wolfgang Pischinger, President of the Christian Fraction of the Austrian trade union GPA-dj was one of the speakers at the seminar. |
“Trade
unions should be more introspective” stated Jesper Wengel, CEO of
KRIFA. “I cannot create jobs, but what I can do is make sure that
the people in KRIFA have high-competences, and deliver a high service
and quality to the members”.
And
this is exactly what is needed. “Attracting members is one thing.
Keeping them another”, said Guy van Gyes, Research Manager at the
University of Leuven, Belgium. “There is a high-turn-over. People
leaving the unions, but also people going form one union to the
other”.
There
are various reasons for people to leave or switch unions. Important
reasons were the price of membership and the fact that the former
union supported certain political parties. Perhaps an even more
important reason is the that the former union did not attend the
member’s interests (Høgedahl). This clearly shows the importance
of being attractive for the individual as well as for the collective.
“What
is striking is that the sympathy for and feeling of legitimacy of
trade unions is quite high, although this does not necessarily comes
back in an increase of new members. In that respect trade unions
should question themselves about the ‘logic of influence’ and the
‘logic of membership/participation’. Of course taking the current
societal changes into account”, stated Guy van Gyes. People want to
know what is in it for them. “They demand a quick response and a
personal approach”.
There
will always be a future for trade unions, since there will always be
a relationship between employer and employee. This is always a
power-relationship and this relationship changes over time. How trade
unions will be organized in the future is to be seen. Trade unions
should be, more than now, a movement organization establishing a
community experience (community unionism).
The
need for unions remain so there will always be a future. Trade unions
will, however, have to reinvent themselves, without disregarding
their core-values and traditional role for the collective. Not
everything is for sale. Changing oneself is easier than changing the
other.
As
Laust Høgedahl stated: “In order to be an attractive trade union
in the future, trade unions must strike a balance between relevant
individual services and a reasonable membership fee apart from
delivering collective goods”.
Report made by Bjorn van Heusden, executive Secretary WOW