TUC Equality Audit 2022

Union equality audits

Thirteen unions (32 per cent) said they had carried out their own equality audit since the TUC commenced conducting equality audits in 2003. These were four large unions (67 per cent), six medium unions (43 per cent) and three small unions (14 per cent). Together they account for 72 per cent of members covered by all unions participating in this TUC audit.

UNISON makes an equality impact assessment of its activities called Equal Means Equality – Making It Happen. It has included audits of membership participation, tribunal cases, staff and training courses and opportunities. This has resulted in the implementation of a range of membership and staff training courses in leadership and management. The plan is measured using project management principles and tools to assess how key objectives are delivered in relation to the outcomes set out in the plan.

CWU has improved the way it collects data and made improvements to its central data systems, which makes it easier for branches to update their activism data. It includes a proportionality dashboard that provides monthly updates to CWU regions, affording regions and regional equality leads opportunities to target areas where improvement is needed.

The RMT brought together the membership data that it had provided to TUC Equality Audits over the years and published an equality audit of its own to assess its membership in terms of the equality groups.

Equality action plans

Twenty-two unions (54 per cent) said they have an equality action plan in place. These included four of the large unions (67 per cent), seven medium unions (50 per cent) and 11 small unions (52 per cent). Together they account for 73 per cent of members covered by all unions responding to this audit.

The NASUWT completes an audit every two years, in conjunction with the TUC, and sets an action plan thereafter. Utilising its ‘strategic equalities framework’, the union identified a series of targeted commitments and actions to drive forward equalities work across the union. These focused on: leadership; policy and strategy; people; resources; processes; staff needs; members’ needs; impact beyond the union; and review of results. These priorities have also been incorporated into a strategic organising plan adopted by its national executive in 2021.

A number of unions have a process similar to that of ASLEF, whose plan is reviewed by its equality committees and equality adviser, with reporting to the union’s executive. The AEP’s plan, priorities and future recommendations are reported to the NEC.

Prospect has a three-year equality, diversity and inclusion plan alongside its customer relations management plan, with points built in to monitor progress. And the MU has published its plan on its website10 showing targets and deadlines in place for measurable areas.

• 10 musiciansunion.org.uk/about-the-mu/equality-diversity-and-inclusion/equality-action-plan