TUC Equality Audit 2022

TUC rules require unions to show a clear commitment to equality for all and to eliminate all forms of harassment and discrimination within their own union structures and through all activities.

One way of showing this commitment is by adopting the TUC model equality clause (see box).

Three-quarters of the unions responding to the audit (76 per cent) have specifically adopted the TUC model equality clause. Unions in the small-sized band 5 are more likely (81 per cent) to have adopted the clause than medium unions (79 per cent) and large unions (50 per cent). Overall, 72 per cent of members of unions responding to the audit are covered by the clause.6

Just over half (51 per cent) of unions responding to the audit have introduced new national rules on equality in the last four years.

Unite has introduced a swathe of new rules in that period. For example, its policy and rules conferences now have additional LGBT+ and Disabled delegates elected from each region.  

Unite also changed some terminology in its rules, so that ‘Female’ became ‘Woman’; ‘Black, Asian and Ethnic Minority’ became ‘Black and Asian Ethnic Minority’; and ‘LGBT’ became ‘LGBT+’. In other wording changes, BFAWU has removed all references to ‘he/she’ in its rulebook and replaced them with ‘they’ and the UCU has replaced the term ‘transgender’ with ‘trans’, added ‘+’to the ‘LGBT’ abbreviation for greater inclusivity. UCU has also added ‘gender identity’ to the personal characteristics covered by its rules protecting members from harassment and discrimination.

In 2019 and 2021 the CWU introduced rule changes to increase the number of women, BAME, disabled and LGBT+ activists on its national executive committee. In addition, a rule has been introduced guaranteeing women’s representation for regional principal officer roles, such as regional chair, regional secretary, regional finance secretary and assistant regional secretary. The rule specifically outlines that at a minimum two women will hold principle regional roles in each of its 10 regions.

The union also introduced under rule new regional equality lead positions for women, BAME, disabled and LGBT+ members who are members of the regional executive committee (see section on equality officers).

Other rule changes of this sort are looked at in the relevant specific sections of this report.

Just under half (46 per cent) of the unions responding to the audit have a rule related to membership of far-right or racist political parties. The large unions (83 per cent) are much more likely to have such a rule than the small (43 per cent) and medium unions (36 per cent).7 81 per cent of all members of unions responding to the audit are covered by such rules.

• 5 See the Notes section for size definitions
• 6 The three large unions with such a clause are NASUWT, UNISON and Unite. Eleven medium unions have adopted the clause, namely Community, CSP, CWU, EIS, Equity, NAHT, PCS, POA, Prospect, RMT and UCU. And 16 small unions have adopted it: Accord, AEP, ASLEF, AUE, BFAWU, BOSTU, BALPA, FDA, Napo, NARS, Nautilus, NGSU, NSEAD, NUJ, PFA, RCPod and SoR.
• 7 The unions with rules in this area include: five large unions (83 per cent) – GMB, NASUWT, NEU, UNISON and Unite; five medium unions (36 per cent) – CWU, FBU, MU, PCS and UCU; and nine small unions (43 per cent) – Accord, ASLEF, AUE, BFAWU, BOSTU, Nautilus, NGSU, NUJ and NUM.

The UCU has added the German AfD to the list of proscribed far-right groups under its rule in this area. And, as foreshadowed in the 2018 audit, Accord’s conference decision to allow membership to be rejected based on member misconduct or being a member of an organisation with objectives contrary to that of the union (such as far-right groups) was incorporated into its rules at the next conference.

Discrimination and harassment rules and procedures

This section looks at union rules and procedures covering allegations of discrimination or harassment made against its lay activists, officers and full-time officials (as opposed to union-as-employer policies designed to protect union staff, which are covered in section E).

Overall, 31 of the unions responding to the audit (76 per cent) said they had such rules or procedures. All six of the large unions responding to the audit had such rules, as well as 10 (71 per cent) of the medium unions and 15 (71 per cent) of the small unions. A very high proportion (96 per cent) of the members of unions responding to the audit are covered by rules or procedures concerning discrimination or harassment allegations of this sort.

The POA said it has used its existing rules on unacceptable behaviour/bringing the union into disrepute both for lay officials who have been given a lifetime ban for ‘behaviour/actions judged to be on the higher scale’ and for staff in breach of the staff handbook. The union adds that training is offered where appropriate.

Usdaw reports that a robust code of conduct is issued to all reps and members attending union events and training courses and is also printed in the final agenda of the union’s annual conference.

Following its 2018 conference, Accord changed its rules to permit the executive council to initiate disciplinary procedures of its own volition without a complaint being received, and also to instigate an investigation when a complaint is received in writing from a member. Although the rules do not make specific reference to discrimination or harassment, there is a clause that expressly states the union actively opposes “all forms of harassment, prejudice and unfair discrimination”.

BFAWU is also currently developing its full policy on this issue but has set up a specific email address that members can use to report discrimination or harassment that goes directly to the general secretary.