Strengthening our organising efforts and representation of BME trade unionists

The objectives of the  TUC Anti-Racism Taskforce (launched in 2020) remains as important as ever. The events of 2020 particularly the murder of George Floyd, and the Black Lives Matter movement forced the UK to confront its colonial past and ongoing institutional racism. The COVID-19 pandemic further exposed racial inequalities, with many BME key workers disproportionately affected due to systemic failings, including inadequate PPE provision. 

Our Dying on the Job report revealed a stark reality - only 16% of BME workers who experienced racism at work reported it to their employer, while 28% chose to remain silent.  

But just 8% sought help from their union. This highlighted a significant gap in support for Black members. 

The challenge of organising 

The Taskforce presented an opportunity to renew the trade union movement’s commitment to racial equality and justice. A key objective was ensuring that Black self-organising within unions effectively support BME activists, increasing their representation at all levels. 

To address this, the Taskforce’s Organising Workstream launched a pilot BME talent programme in the TUC South west region, specifically for BME reps and activists. This year-long programme was designed to address opportunities denied to BME activists including organising skills, covering communication, campaigning, and leadership. The programme has now been rolled out to other TUC regions including, London and the South East, Yorkshire and Humber, and Wales.  

Lorraine Gibbs – the tutor who developed and facilitated the TUC South West course said at the time: 

“The programme has 20 Black members participating from a variety of unions and sectors, with varying degrees of experience of trade unions. The group challenges included being isolated as individual activists within their own unions, not being able to identify key people to support them and the challenge of being pigeon-holed into equality roles only.” 

Leading the way: GMB and Usdaw 

The TUC Anti-Racism Tracker provides guidance to unions on implementing the commitments of the Anti-Racism Manifesto. GMB and Usdaw unions are leading by example. 

In October 2023, GMB launched the GMB Race Achievement Scholarship Programme(GRASP), a national project to recognise and amplify participants’ inherent leadership talents, resilience, experiences, and expertise, nurturing them into Race Ambassadors for the union. 

GRASP is a fully funded six-month secondment between the GMB and participating employers. The programme covers three key themes: understanding the historical context of race and racism, raising awareness within the GMB, and promoting effective workplace organising and campaigning for racial equity and justice. It aims to enhance participants’ knowledge of GMB’s organisational structures, principles, and policies, providing them with access to opportunities within both GMB lay and employment structures. 

Usdaw’s "Breaking Down Barriers" programme promotes racial equality in the workplace by tackling systemic discrimination. Again, this project provides educational resources and supports BME members, supporting them to challenge racism and advocate for more inclusive work environments. 

Usdaw’s programme was established to tackle the under representation of Black members in union roles and at union events. The programme assists the development of BME networks so members can draw strength from each other and build resilience. As well as enable activists to be proactive in their workplace and in the wider labour movement when it comes to issues important to them. 

In the first year of Usdaw’s Programme, 71% of participants became more active within the union, their workplaces, and the broader labour movement. Achievements included participating in Usdaw’s national conference, being elected as local councillors, organising workplace campaigns for the first time, and securing positions on the national negotiating forum for the union’s largest agreement. This success highlights the participants' determination, their willingness to embrace leadership roles, and the essential support provided by Black activist mentors. 

Sustaining progress and building a legacy 

These are clear examples of how the Taskforce’s recommendations have been implemented by our unions. While progress has been made in establishing strong Black self-organising structures within trade unions, the movement still has a long way to go regarding diversity and leadership.  

The Taskforce’s Implementation and Oversight Group, comprising trade union leaders, is setting ambitious targets to build a bigger, more diverse movement.  

These programmes themselves are a means to an end and must be supported by sustained efforts to build on their successes. Unions must build on the programmes and integrate participants into union structures, diversify national executives and, ensure Black voices continue to be heard. 

Both GMB and Usdaw are running their programmes again, demonstrating a long-term commitment to building BME representation within trade unions. And critically, participants of the second USDAW programme will be fully funded by their employers.   

By adopting multiple strategies to combat racism in both the workplace and our unions, we can begin to create a more hopeful space for our BME members to be a part of.  

To build a bigger, more diverse, more representative and equal movement, it is essential that programmes like these continue. They play a crucial role in removing systemic barriers to representation and engagement.  

Go to the Anti-Racism Tracker