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Collective bargaining and the promotion of gender equality at work: opportunities and challenges for trade unions

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  • Linda Dickens

    (Industrial Relations Research Unit, Warwick Business School, University of Warwick, UK)

Abstract

Four areas are discussed to make the case for the importance of harnessing collective bargaining for the promotion of equality. These concern contemporary European developments; advantages of collective bargaining compared with other strategies for promoting equality in employment; the benefits which can accrue to unions from making a positive link between equality and collective bargaining, and the negative consequences of failing to make such a link. The article then discusses some of the issues which harnessing collective bargaining for equality promotion raises for trade unions. These concern the content and priorities of bargaining and the identity of negotiators and union power holders. I argue that an approach which seeks simply to 'add women on' to bargaining agendas and as union members is an inadequate one and that more radical change in trade unions is required.

Suggested Citation

  • Linda Dickens, 2000. "Collective bargaining and the promotion of gender equality at work: opportunities and challenges for trade unions," Transfer: European Review of Labour and Research, , vol. 6(2), pages 193-208, May.
    • Handle: RePEc:sae:treure:v:6:y:2000:i:2:p:193-208
    DOI: 10.1177/102425890000600205
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    References listed on IDEAS

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    1. Eva Cyba & Ulrike Papouschek, 1996. "Women's interests in the workplace. Between delegation and self-representation," Transfer: European Review of Labour and Research, , vol. 2(1), pages 61-81, February.
    2. Séverine Lemière & Rachel Silvera, 1999. "Equal opportunities policies for women and men : a critical analysis of the 1998-1999 Employment Action Plans," Transfer: European Review of Labour and Research, , vol. 5(4), pages 502-521, November.
    3. Richard Hyman, 1997. "Trade unions and interest representation in the context of globalisation," Transfer: European Review of Labour and Research, , vol. 3(3), pages 515-533, November.
    4. Peter Leisink, 1997. "New union constituencies call for differentiated agendas and democratic participation," Transfer: European Review of Labour and Research, , vol. 3(3), pages 534-550, November.
    5. Danièle Meulders & Robert Plasman, 1999. "The third pillar: adaptability," Transfer: European Review of Labour and Research, , vol. 5(4), pages 481-501, November.
    6. Jeremy Waddington & Reiner Hoffmann & Jens Lind, 1997. "European trade unionism in transition? a review of the issues," Transfer: European Review of Labour and Research, , vol. 3(3), pages 464-497, November.
    7. Adelheid Hege, 1997. "Trade unions in crisis - a European renaissance ?," Transfer: European Review of Labour and Research, , vol. 3(3), pages 498-514, November.
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    Cited by:

    1. Susan Milner & Hélène Demilly & Sophie Pochic, 2019. "Bargained Equality: The Strengths and Weaknesses of Workplace Gender Equality Agreements and Plans in France," British Journal of Industrial Relations, London School of Economics, vol. 57(2), pages 275-301, June.
    2. Linda Dickens, 2007. "The Road is Long: Thirty Years of Equality Legislation in Britain," British Journal of Industrial Relations, London School of Economics, vol. 45(3), pages 463-494, September.
    3. Eunice S. Han, 2023. "What did unions do for union workers during the COVID‐19 pandemic?," British Journal of Industrial Relations, London School of Economics, vol. 61(3), pages 623-652, September.
    4. Anni Weiler, 2000. "Innovative agreements on equal oppportunities: new horizons of collective bargaining?," Transfer: European Review of Labour and Research, , vol. 6(2), pages 209-226, May.

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