Read this article in:
19 August, 2009In many of the discussions in the sub regional meeting that centred around the state of our unions, we discussed many issues affecting the sustainability of our unions as organisations. Given the centrality of the concept of sustainable unionism; it is probably useful to introduce this concept in order to facilitate further discussion to reach consensus of its definition and build a practical understanding of the term.
In many of the discussions in the sub regional meeting that centred around the state of our unions, we discussed many issues affecting the sustainability of our unions as organisations. Given the centrality of the concept of sustainable unionism; it is probably useful to introduce this concept in order to facilitate further discussion to reach consensus of its definition and build a practical understanding of the term.
1. Financial Sustainability: Self funded
If more income or even a large portion of income is derived from external organisations as opposed to membership contributions the locus of control and accountability in the organisation tends to shift upward and outward. Where this occurs the union can not be considered organisationally sustainable and organisational purpose and values will tend to be undermined.
2. Democracy and practiced values
For our purposes here a union, in its definitional form, is not seen as sustainable where membership participation is withdrawn or discouraged. At an organisational level democratic values are practicable where the political will and resources are directed at this core area. Where such processes and structures are actively supported other practiced values core to unionism, such as solidarity, tend also to grow. Functioning structures and workers control are required, where communication and education play a key role in developing active membership participation. Linking to broader social issues and communities is also key to building active membership based control in organisations. This principle underlies all others, an organisation is only relevant in as much as it represents the interests of its members, this is only practicable through democratic structures which vests ultimate decision making with workers.
3. Organisational effectiveness and efficiency
Unions are organisations and as such require efficient systems to support, not replace organisational purpose. Where systems are neglected long term sustainability is threatened. Such systems relate to finances, membership, structures and communication. Effectiveness considerations directs us to what systems we need.
4. Union organisational form and size
There is probably no formula as to the perfect size of a trade union as this is more often than not context dependant. However size and staffing levels must be appropriate to one another given the context of the organising scope of the organisation. Underlying any form or size must be the membership and decisions in this regards must be worker driven and worker controlled. The other question is what impact the organisation can have politically, either directly or through influencing the national centre where that organisation is sufficiently powerful.
5. Sustainability for what?
Sustainability does not mean survival at all costs as this is a clear indication of the means to an end becoming an end in itself. It is part of the life cycle of organisations to be born, mature and eventually die as the context and environment changes. Sustainability is also about looking beyond immediate organisations of workers to emergent forms of worker organisation. Sustainability means an organisation remaining relevant and honouring its purpose, through demonstrated (practiced) values associated with this purpose but ultimately one which is worker driven and worker managed and has political impact that favours the working class.
6. Sustainability in class and environmental context
Unions form part of a socioeconomic and community context and can not operate in strict isolation to these. Where they do their relevance will always be limited to economic demands and therefore prone to sectionalism. This includes the concepts of environmental sustainability, and the importance of resistance to systemic approaches that threaten broader concerns of sustainable human habitation of the planet. A working class agenda is key.
7. Unions must determine their own direction
Above all unions must determine their own route to sustainability and own the process along with the responsibility. If actions are taken and programmes adopted for the purpose of funds or to satisfy the dictates of outsiders the organisation is not independent and can not be sustainable. The basis of this determination must be worker lead and worker driven.
1. Financial Sustainability: Self funded
If more income or even a large portion of income is derived from external organisations as opposed to membership contributions the locus of control and accountability in the organisation tends to shift upward and outward. Where this occurs the union can not be considered organisationally sustainable and organisational purpose and values will tend to be undermined.
2. Democracy and practiced values
For our purposes here a union, in its definitional form, is not seen as sustainable where membership participation is withdrawn or discouraged. At an organisational level democratic values are practicable where the political will and resources are directed at this core area. Where such processes and structures are actively supported other practiced values core to unionism, such as solidarity, tend also to grow. Functioning structures and workers control are required, where communication and education play a key role in developing active membership participation. Linking to broader social issues and communities is also key to building active membership based control in organisations. This principle underlies all others, an organisation is only relevant in as much as it represents the interests of its members, this is only practicable through democratic structures which vests ultimate decision making with workers.
3. Organisational effectiveness and efficiency
Unions are organisations and as such require efficient systems to support, not replace organisational purpose. Where systems are neglected long term sustainability is threatened. Such systems relate to finances, membership, structures and communication. Effectiveness considerations directs us to what systems we need.
4. Union organisational form and size
There is probably no formula as to the perfect size of a trade union as this is more often than not context dependant. However size and staffing levels must be appropriate to one another given the context of the organising scope of the organisation. Underlying any form or size must be the membership and decisions in this regards must be worker driven and worker controlled. The other question is what impact the organisation can have politically, either directly or through influencing the national centre where that organisation is sufficiently powerful.
5. Sustainability for what?
Sustainability does not mean survival at all costs as this is a clear indication of the means to an end becoming an end in itself. It is part of the life cycle of organisations to be born, mature and eventually die as the context and environment changes. Sustainability is also about looking beyond immediate organisations of workers to emergent forms of worker organisation. Sustainability means an organisation remaining relevant and honouring its purpose, through demonstrated (practiced) values associated with this purpose but ultimately one which is worker driven and worker managed and has political impact that favours the working class.
6. Sustainability in class and environmental context
Unions form part of a socioeconomic and community context and can not operate in strict isolation to these. Where they do their relevance will always be limited to economic demands and therefore prone to sectionalism. This includes the concepts of environmental sustainability, and the importance of resistance to systemic approaches that threaten broader concerns of sustainable human habitation of the planet. A working class agenda is key.
7. Unions must determine their own direction
Above all unions must determine their own route to sustainability and own the process along with the responsibility. If actions are taken and programmes adopted for the purpose of funds or to satisfy the dictates of outsiders the organisation is not independent and can not be sustainable. The basis of this determination must be worker lead and worker driven.