News

Tony Burke, Unite Assistant General Secretary



Last year Unite unveiled a new and modernised National Agreement for the papermaking industry. The agreement between Unite and the Confederation of Paper Industries, similar to the agreement reached with the BPIF in commercial printing, contains agreements and good practice on Dignity at Work and issues surrounding equalities.

Unite members working in the papermaking sector voted overwhelmingly in favour of the modernised agreement which

provided the template for a successful future for the UK’s paper industry. Other unions, at home and abroad, have asked for copies of the agreement which has been described as “groundbreaking”. The Digntiy At Work Agreement recognises the changes that have taken place within the papermaking industry over the last few years and states that companies should ensure that “working practices are modern and suited to the values of the twenty-first century.

Employment practices similarly need to reflect modern values and best practice in workplace relations”.

The agreement also says that “everyone in the workplace should be valued as a person and treated with dignity and respect, given every opportunity to contribute to the success of the business, treated fairly in a way that is consistent with others but taking account of their individual needs”.

The deal outlaws bullying and harassment in the workplace and says that companies should ensure that their policies, training and standards of conduct, help achieve the right working environment. Diversity in the workplace is encouraged and all companies should have a clear statement of, and policy on, diversity together with employment practices that foster an inclusive workplace.

Women trade unionists have played a major part in these achievements and helped to campaign and drive through

the agenda for employment changes that have a significant impact on women in the workplace. From the equal pay

act, protection for part-time and pregnant workers, time off for dependants and the right to ask for flexible working, regulations that significantly affect female workers have been introduced. Undoubtedly trade unions’ philosophy surrounds fairness and equality for all, but the presence of active female trade union members ensures that

issues that have particular adverse effects on women workers are raised. Studies demonstrate that inequality in the workplace, however, still exists – therefore campaigning needs to continue.

Women occupy a mass presence in the UK working population and as employees many recognise the importance of being in an independent trade union.

However, once they have made this choice they are less likely than their male colleagues to play an active part in their union. The reason for this is not that they care less about having a voice at work and a say over their terms and

conditions, but more likely linked to practical reasons such as family responsibilities, part time hours, etc. Of course these barriers can affect all workers but with the UK having the

second largest rate of part-time workers being women, it is disproportional towards

female workers. Union organisations, whether at workplace, local or national

level, are working hard to ensure that they are as inclusive as possible and actively

promote representation for all members.

The future introduction of union equality representatives in the workplace will

produce a positive impact for union members however; improvements can

be made now by more female union members taking an active part in their

union. This can involve being nominated for union representative positions or just attending meetings and ensuring that your opinions are heard. If your union is not

organised and not representing your views, then take an opportunity to change this. It’s your union.

The day-to-day struggle for members in bringing up their families

is also addressed with clear policies which encourage companies

to conduct on-going reviews of the impact of their work and

employment practices on work-life balance, paying particular

attention to working hours, overtime working and shift patterns

to ensure a healthy well-balanced approach, with opportunities

for flexible and part-time working in the design of shift patterns,

particularly in accommodating the needs of parents with young

children or carers of elderly or special need dependants.

We can be proud that we have achieved the new agreement with

the CPI and the BPIF, that these issues are at the heart of the new

agreements and that all concerned are addressing the issue of

Dignity at Work and Equalities in a positive manner.