TUC Equality Audit 2026
Unions were asked about their successes in the equalities field and offered a wide range of achievements in their answers. As mentioned elsewhere in the report, many unions identified significant progress in tackling sexual harassment, discrimination and the far right.
Several unions also highlighted improvements in equality monitoring and data collection:
- Community reported that “data collection is improved”.
- The NAHT described moving from “not collecting any equality data on members, to having information on 12 per cent of our membership”.
- The NEU reported gathering detailed information on conference delegates and using this to measure improvements in representation over time.
- The CWU also highlighted improvements in proportionality monitoring and data collection to support targeted action.
Many unions reported creating new equality structures and networks including bringing together strands and ‘pan-equality’ groups. Examples included:
- UCU’s establishment of a Migrant Members Committee
- Napo’s new LGBT+ and Young Members Networks
- Artists’ Union England’s Black Members Network.
A number of unions highlighted progress in improving representation and participation.
- Unite reported increased representation of women, Black members, disabled members, LGBT+ members and young members in elected leadership positions and committees.
- Community reported a 50 per cent increase in equality rep roles and increased activity involving women, young workers, Black workers and “LGBTQIA+” workers.
- WGGB reported increased engagement in elections, increased diversity of committee members and increased diversity of its National Executive.
- NEU reported that its lay structures are now “more reflective of the membership as a whole”.
Leadership development programmes were also identified as important successes.
- Usdaw highlighted the continuing development of its Breaking Down Barriers Programme to address the under-representation of Black members in lay roles and events.
- The Musicians’ Union highlighted its Future Leaders scheme for members underrepresented on regional and executive committees.
- EIS reported its Our Voices in Union Leadership Programme.
- PFA highlighted positive action programmes, peer-to-peer networks and dedicated development opportunities for underrepresented members.
At the same time, unions identified continuing barriers to progress in equalities work. Common challenges included limited data (data collection is very uneven among unions), difficulties measuring impact, varied engagement across branches and the ongoing challenge of increasing participation among underrepresented groups.
Smaller unions in particular were less likely to have dedicated equality staff, formal equality structures, monitoring systems or specialist services. Several unions also noted that building representative structures and improving participation is a long-term process requiring sustained commitment and resources.
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