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In the current globalised environment, the digital age and artificial intelligence have combined to change the face of the labour market. This is the conclusion that has been reached, based on the nature of workplace reforms that include the introduction of new technologies. The end result of these initiatives is a decline in the number of people to be employed. With the understanding that union density is a measure of the percentage of a labour force that belongs to a trade union, any decline constitutes a concern for trade unions, as they stand to experience a reduction in both their strength and influence.
While much focus is placed on transformative issues, trade unions must begin to undertake some analysis of the change factors. This is for the express purpose of being able to identify strategies that will ensure the existence and relevance of trade unions are not endangered. Inasmuch as trade unions understand the need to have data to drive the decision-making process as this relates to government policies and business, it falls to them to recognise that this too is apt, if they are to safeguard their own interests.
As a starting point, trade unions must review the state of their membership. Numbers are important, and it is therefore critical that much attention is paid to trade union organising. Trade unions must undertake market research and analysis, so as to gather information on the demographics of the workforce. This assessment would help to identify information on age, sex, occupation, and the major sectors in which people are employed. The appropriateness of this process resides in the organising strategies, which are to be carefully planned and executed.
With the downsizing and restructuring processes being engaged in both the public and private sectors, it is reasonable to assume that this will contribute to the decline in overall union density within the working population. To make matters worse, the promotion of entrepreneurship and the third sector has created some difficulty for trade unions when it comes to organising workers in these sectors. Invariably, trade unions experience difficulties in organising these categories of workers, given that many operate as individuals. This serves to undermine efforts at establishing collective bargaining units, which are essential to the promotion of trade union solidarity.
In a labour market that is transitioning from being labour-intensive to being technologically driven, it is more than likely that members of the younger demographic will constitute the majority of the contemporary workforce. It is expected that trade unions will move to develop strategies aimed at attracting younger workers. It is envisaged that technology will be embraced in the effort to generate membership growth. The engagement and participation of new members in the life of the trade union is definitely essential if their interest, support, and loyalty are to be encouraged and garnered.
Globally, trade union density is known to be a problem. Research findings published by the International Labour Organisation indicate that between 2008 and 2019, the trade union density rate was 11.2 per cent.
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It would seem that an uptick in trade union density in countries across the world rests with the education of the workforce, if the attempt to organise workers is to be successful. Trade unions must also pay attention to the image they present, work at improving their communication, and, moreover, demonstrate that they are not compromising in the delivery of their mandate.
It is apparent that the issue of trade union density in small island developing states, such as the islands of the Caribbean, will remain a cause for concern, given that there still remain high pockets of unemployment, youth unemployment, and the fact that government continues to account for the largest percentage of those who are employed in the labour force.
Dennis De Peiza is a labour and employee relations consultant with Regional Management Services Inc.
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