How to organise a non-unionised workplace - my experience in petrochemicals
Navigator Terminals operates a series of bulk liquid storage terminals in major ports across the UK. This involves the storage and distribution of petrochemicals via sea, road, rail and pipeline. Navigator also carries out large volumes of fuel blending which is then loaded out to petrol station forecourts across the UK. Products handled by Navigator include Crude, Petroleum, Chemical, Bitumen, Liquefied Gas and Biofuel Products.
The need for change
The life of an operator at Navigator Terminals is not always a straightforward one. Handling hazardous chemicals on a day-to-day basis is dangerous, by its very nature. When I arrived at Navigator Terminals to begin my career as an operator within the petrochemical industry, I was aware of the anti-union culture which had been instilled in the workforce. However, it wasn’t until later in my time at Navigator that I truly identified the need to organise and gain union recognition. This was mainly after witnessing the complete sense of hopelessness within the workforce to mount any sort of defense against the continued attack on their hard-earned employee benefits.
In many non-unionised workplaces across the country, union discussions are whispered in quiet corners, away from the prying ears of overbearing, anti-union managers and bosses. Implications of placing a metaphorical, yet very real target on your back is part and parcel of instigating a union movement at a non-unionised workplace.
Prior to a National Recognition Agreement being struck between Unite the Union and Navigator Terminals in late 2022; company pension contributions had been slashed, annual bonuses had been stripped and unrepresented disciplinary proceedings were common practice. The need for change was evident.
Solidarity
Workers at Navigator Terminals felt considerable apprehension about taking part in any form of activism, for fear of victimisation – being targeted for exercising their right to union representation. Prior examples of union members being accompanied by union officers to disciplinary hearings and subsequently earning a black mark next to their name, were clear for everyone to see. For many, the risk of victimisation heavily outweighed the reward of collective bargaining. Instigating a failed attempt at unionising a workplace comes with career ending risks - either in the form of career progression being stifled or even an eventual dismissal from the company.
Perhaps the most difficult step on the journey to gaining a national recognition agreement was establishing initial contact between sites. The various sites very rarely worked together and there were very few pre-existing relationships to work with. Company communication methods in the form of email and teams messages could not be relied upon to contact other sites, due to the risk of exposure to company management. Without the ability to build trust with members who I had no prior relationship with, other than a mutual relationship with a colleague, it would have been impossible to form the roots of a strong, companywide bargaining unit. After months of tentatively securing an informal route of communication with other potential union activists within the company, a small network of trusting relationships had finally been formed.
This network of trusted union members was used as a platform to methodically build membership numbers across the company. Discreet conversations between union members and intrigued colleagues, often during breaktimes and at the end of shift handovers, would offer the opportunity for non-members to learn about the benefits of not just individual membership, but proper collective bargaining. With strong membership numbers in place and with guidance from union officers, a voluntary national recognition agreement was eventually secured with Unite the Union.
Relentless effort – Continuous results
As with any bargaining unit across the trade union movement, the battle was far from over. We had to work to begin restoring the employee benefits which had previously been stolen. We had to work to create a culture where the company worked with the union, not against.
Since we gained union recognition at Navigator Terminals, employee benefits, health and safety standards, employee – employer relations and staff retention have all improved. Hard evidence of the importance of the trade union movement.
Some of the contractual employee benefit wins included:
- 14% Pay increase over two years.
- Increase in Maternity Pay from Statutory to 6 Months at full pay.
- Increase in Paternity Pay from Statutory to 2 Weeks at full pay.
- Company pension contributions increased by 2.5% for all new starters.
- Annual bonus scheme reintroduced.
- TOIL system introduced.
- Fully funded participation for family members in the company private healthcare scheme.
While there was initial hesitation and angst among the company management structure, it is safe to say that a healthy, constructive relationship was very quickly established between the company and union representatives. The ability possessed by the bargaining unit to instill positive change was clear to see. A unionised workforce is a happy workforce - a happy workforce is a productive workforce.
Struggle for recognition
The task of gaining union recognition can be a difficult one, as has been felt by the workers at Amazon – Coventry. 1 Every trick in the book was used against them to ensure that a vote would not pass on union recognition. Despite falling agonisingly short of winning recognition, the workers at Amazon should be proud of their efforts in taking on one of the most notorious anti-union employers in the world. 2
Life in a non-unionised workplace can feel helpless. It can feel as though union recognition is a mere pipe dream. However, through trust, determination, and solidarity, it can very much be a reality.
Every worker deserves the right to have a voice, every worker deserves the right to have a say on their future.
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