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The gender representation gap: implications for workplace union effectiveness

Author

Listed:
  • Anne‐marie Greene
  • Gill Kirton
  • Maria Koumenta
  • Amy Humphris

Abstract

This article investigates how the gender of workplace representatives has implications for three dimensions of union effectiveness: (i) responsiveness to members, (ii) opportunity to influence management and (iii) ability to bring about change. Utilising original analysis of the 2011 Workplace Employment Relations Study, we examine three core elements of workplace employment relations processes that cut across the three dimensions: (i) workplace representation processes and employer support for union activity; (ii) substantive areas of representative involvement and (iii) quality of relations between union representatives and management, and between union representatives and employees. Our analysis highlights significant gender differences embedded in all three processes. The conclusion considers the broader implications of these findings for the gender equality project of British trade unions, beyond the objective of merely seeking to increase the numbers of women representatives.

Suggested Citation

  • Anne‐marie Greene & Gill Kirton & Maria Koumenta & Amy Humphris, 2021. "The gender representation gap: implications for workplace union effectiveness," Industrial Relations Journal, Wiley Blackwell, vol. 52(1), pages 40-63, January.
    • Handle: RePEc:bla:indrel:v:52:y:2021:i:1:p:40-63
    DOI: 10.1111/irj.12316
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    References listed on IDEAS

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    1. Nicolas Bacon & Kim Hoque, 2012. "The Role and Impact of Trade Union Equality Representatives in Britain," British Journal of Industrial Relations, London School of Economics, vol. 50(2), pages 239-262, June.
    2. David Peetz & Barbara Pocock, 2009. "An Analysis of Workplace Representatives, Union Power and Democracy in Australia," British Journal of Industrial Relations, London School of Economics, vol. 47(4), pages 623-652, December.
    3. Richard Hyman, 1997. "The Future of Employee Representation," British Journal of Industrial Relations, London School of Economics, vol. 35(3), pages 309-336, September.
    4. Anne‐marie Greene & John Black & Peter Ackers, 2000. "The Union Makes Us Strong? A Study of the Dynamics of Workplace Union Leadership at Two UK Manufacturing Plants," British Journal of Industrial Relations, London School of Economics, vol. 38(1), pages 75-93, March.
    5. Moira Calveley & Geraldine Healy, 2003. "Political Activism and Workplace Industrial Relations in a UK ‘Failing’ School," British Journal of Industrial Relations, London School of Economics, vol. 41(1), pages 97-113, March.
    6. Andy Charlwood, 2002. "Why Do Non–union Employees Want to Unionize? Evidence from Britain," British Journal of Industrial Relations, London School of Economics, vol. 40(3), pages 463-491, September.
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    Cited by:

    1. Grimshaw, Damian & Bertranou, Fabio & Gontero, Sonia & Urrutia, Antonia, 2024. "Negociación colectiva coordinada y multinivel: experiencias internacionales y opciones de políticas para Chile [Coordinated and multilevel collective bargaining: international experiences and policy options for Chile]," MPRA Paper 121701, University Library of Munich, Germany.
    2. Damian GRIMSHAW & Bernd BRANDL & Fabio BERTRANOU & Sonia GONTERO, 2024. "Tracing the potential benefits and complex contingencies of multilevel collective bargaining," International Labour Review, International Labour Organization, vol. 163(4), pages 657-675, December.

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