The changing nature of the Canadian workplace means the definitions of quality work will most likely continue to evolve. The union should continually have membership feedback and dialogue to tailor their agendas to meet their changing needs. Additional responses for the union’s fundamental strategies of fulfilling, meaningful work, skills upgrading, meeting standards of living and work-life balance will continually increase as the workplace moves towards globalization. The union needs to protect these key elements for Canadian workers and influence corporate strategies through robust transnational collective agreements.
Union and membership solidarity has and will continue to be a challenge for the labour movement and as we have seen in this course, unions did not actively seek a truly diverse membership until relatively recently. As Heron shows, there is a need for unions to develop a broader sense of solidarity and he urges an industry-wide approach with coordination between unions which will enable workplace reforms. (Heron, 2006, p. 165) The inclusion of the marginally employed worker is vital to the future of the trade union. (Heron, 2006, p. 169) Black and Silver argue the impractically and expense of organizing and negotiating collective agreements for small groups of workers but they agree it is workers in small, isolated workplaces such as franchised retail or small businesses that require union representation. (Black and Silver, 2001, p. 170) Their solution to maintain the support and increase member solidarity is to become increasingly democratic, transparent, and representative of the diverse modern workforce. (Black and Silver, 2001, p. 173-175) Heron highlights the need for the union’s role “to acknowledge this composition of working-class life in Canada and to develop effective strategies for organizing and representing the new workers.” (Heron, 2006, p. 166)
The unions need to use education to assist in getting the message out to marginally employed workers at an industry-wide level. If a strong leadership for those workers in franchised or small business emerged they should be given the resources to start the unionization process and given direction and assistance to incorporate others from the industry. In this way, the union would maximize their exposure to different industries while encouraging and supporting a diverse membership.
Federal and provincial parliamentary power is vital as a strategy for unions moving forward into the twenty-first century. As Heron states, the fragmentary support for the NDP creates the opportunity to create a new kind of socialist political party which focuses on traditional labour concerns and includes the marginalized workers while protecting economic security, dignity of labour, fairness and democracy. He states that the struggle will be putting the pieces together in an articulate form. (Heron, 2006, p. 171)
The unions need to create a firm strategy for a continued federal and provincial voice by supporting a political party that supports the fundamental concerns of workers and unions. Unfortunately, this will be one of the most difficult strategies to implement as we have seen what happens to a political party without enough power to initiate change. A strong pro-labour leadership for the labour party and the majority support of the membership will assist in creating both a federal and provincial foundation to support labour’s mission. The voice and voting power of the union membership will be able to influence political changes both domestically and with global consequences.
I believe that having a strong pro-labour parliamentary party will assist unions in terms of dealing with the issues of globalization. And as Heron states, coordination with other countries’ labour organizations is critical since unions focused solely on the Canadian perspective allows corporations to pit unions against each other in the transnational marketplace. (Heron, 2006, p. 169) Errol Black and Jim Silver support this view and emphasize that as multi-national corporations move capital to lower cost jurisdictions, labour must promote union organizing around the globe to protect Canadian jobs as well as raising the standard of living throughout the world. (Black and Silver, p. 165-166)
A culturally sensitive approach to unionization in the global market would be the best approach as many different cultures view unions from their unique cultural lens. The differences in political powers in other countries means unions will be required to show the benefits, through education, on national productivity that can be gained by unionization. Unions will need to educate workers in each country, with appropriate materials that are culturally and politically sensitive, to overcome their objections or fear of the unionization process.
In conclusion, as unions continue into the twenty-first century, they will need to have a broader vision and ensure that quality work remains a priority and that they are not viewed as strictly a service provider but as a vital organization for social justice in the workplace. To do this, the unions will need to encompass all workers under the union banner, including those workers classified as marginal workers, and organize global links to focus corporate attention on the benefits of working conditions, health and safety, and the clear link to productivity gains. The union’s political power is critical to gain a strong voice in setting government policy will ensure the continued rights of workers. A strong labour-centric political party is needed to bring national and international pressures to bear. Then, unions can clearly show their membership that, “There can be no power greater anywhere beneath the sun.” (Lowe, 2000, p.168)
References
Black, E., & Silver, J. (2001). Building a Better World: An Introduction to Trade Unionism in Canada. Halifax: Fernwood Publishing.
Heron, C. (1996). The Canadian Labour Movement. Toronto: James Lorimer & Company, Publishers
Lowe, G. S. (2000). The Quality of Work: A People-Centred Agenda. Toronto: Oxford University Press.
