Union organising in the “new economy” in Britain

Abstract

Purpose

This paper examines the attempts by trade unions in Britain to gain organisational rights for their members and for workers in organisations operating within the hitherto non‐unionised “new economy”.

Design/methodology/approach

By using data drawn from fieldwork interviews with full‐time union officials and supplemented by secondary sources, the paper assesses the genesis and progress of these campaigns, suggesting a combination of employer hostility and worker indifference explain the limited advances made to date.

Findings

In particular, the paper considers the configuration of the inter‐relationship between employer action, union strength and sudden grievances as the major explanatory variable in accounting for the variation in the outcomes of the eight union recognition campaigns. Finally, the high degree of dependence and reliance on full‐time union officers, contra the “organising” model, is examined.

Research limitations/implications

Further research on union presence and activity in the “new economy” are needed to critically examine these conclusions, given that the research was based on a study of eight employers.

Practical implications

The implications for trade unions are that not all campaigns for union recognition can be expected to be equally successful, that campaigns are likely to take a relatively long period of time before significant advances are made and that greater scrutiny of potential campaigns is needed.

Originality/value

Provides lessons for trade unions attempting to gain organisational rights for their members.

Citation

Gall, G. (2005), "Union organising in the “new economy” in Britain", Employee Relations, Vol. 27 No. 2, pp. 208-225. https://doi.org/10.1108/01425450510572711