The State of the Labor Movement Elaine Bernard, PhD Labor and Worklife Program, Harvard Law School Massachusetts AFL-CIO THIRD ANNUAL FUTURES CONVENTION Radisson Plymouth, February 6, 2010

Elaine Bernard Executive Director, Labor & Worklife Program, and Harvard Trade Union Program, Harvard Law School Work with a variety of unions – in the US, Canada, and internationally - on developing skills & educational programs for union leadership Teach in fields of international comparative labor movements, unions & civil society, and leadership & organizational change

Outline The overall state of organized labor What do unions do and why they matter to everyone? Transforming unions - learning to light a union fire

International Context – widespread global decline in organized labor…

(ETUL 2009) Union DensityCB Coverage Austria35 Belgium55 Czech Republic22 Denmark80 France8 Germany22 Italy34 Japan22 Korea11 Spain16 Sweden78 United Kingdom28

(ETUL 2009) Union DensityCB Coverage Austria3598 Belgium5596 Czech Republic2244 Denmark80 France893 Germany2264 Italy3480 Japan2218 Korea1113 Spain1682 Sweden7890 United Kingdom2834

(ETUL 2009) Union DensityCB Coverage Austria3598 Belgium5596 Czech Republic2244 Denmark80 France893 Germany2264 Italy3480 Japan2218 Korea1113 Spain1682 Sweden7890 United Kingdom2834

International (OECD) Trend Line Widespread decline in union density in most countries (though not in Collective Bargaining coverage) Most sever decline in union representation primarily in the private sector Growing gap between union density in public sector vs private sector

Reasons for Decline… Globalization – intensification of international economic & political integration (free trade race to the bottom) Changes in organization of production and employment (contracting out, offshoring, lean production, JiT inventory systems…) Decline of job-based/workplace focus of employment Decline in large, concentrated workplaces Transformation of employment relationship (decline in full time, regular, permanent employment – growth in part time, contingent, limited term, precarious employment) Employer (including government) hostility/opposition to unions

Organized Labor in the U.S.

Union Membership, =15.3 million members or 12.3% 1999 = 16.5 million members Source: U.S. Dept. of Labor; BLS; Statistical Abstract. USDL

U.S. Union Density % % 1954=35% USDL

Workforce, Workforce 124,490,000 Union Membership 15,327, Million Unorganized Workers BLS USDL

Union Density by State 1983

Union Density by State 2008

Union Members (by industry) % elementary & secondary education 43% state & local government 22% utilities 22% transportation 14.5% construction 13% information industries 11% manufacturing 8% accommodation 7% healthcare 5% retail trade BLS USDL

Changes in Public/Private Sector Union Density P u b l i c s e c t o r union members Private s e c t o r union members 7.4 million 15 million 7.9 million 3 million Private Sector Density 7.2% Public Sector Density 37.4% Private Sector Density 24% Public Sector Density 23% USDL

Strong Support for Unionization 2008: 53%

What Do Unions Do? Why the Overall Decline in Unions Matters to Everyone

Source: U.S. Census, BNA, 2001 Weak Union States Strong Union States Education Unemployment Insurance Workers’ Compensation Unions & Public Policy

Source: BLS, Employee Benefits in Private Industry, 2007 NonunionUnion 78% of union workers have health insurance 49% of nonunion workers get health insurance Unions & Health Insurance

Source: BLS, Employee Benefits in Private Industry, % of union workers have guaranteed pensions 15% of nonunion workers have guaranteed pensions NonunionUnion Unions & Pensions

Unions & Wages Source: BLS USDL NonunionUnion Union workers earn 30% more than non union workers

What Unions Do - Beyond Wages & Benefits Organization for winning rights Vehicle for exercising rights Schools for democracy – the right to participate in decisions that affect you Builders of a community of interest among members, and with the wider community Provides “Voice” vs “exit” - providing management with valuable “feed back” essential for systems improvement Premier institution of civil society, promoting democracy in the workplace, economic and social justice and equality

Unions – the myth Hard fought union recognition campaign Lots of worker dissatisfaction Abusive anti-union management Need 50% plus 1 vote for union to win recognition Board certifies union as bargaining agent Dignity, empowerment – voice & respect for workers We live happily ever after…

Unions – the reality Vast majority of union members today did not participate in an “organizing” campaign. They simply “discover” they are union members – as a result of getting a job.

Lighting the Union Fire The leadership skill of getting co-workers involved in the union and moving them from “fair share” or passive “dues payers” to active, engaged members and fellow leaders is called ORGANIZING

"In democratic countries, knowledge of how to combine is the mother of all other forms of knowledge; on its progress depends that of all the others." Alexis De Tocqueville What Do Unions Do? We construct a community of interest among workers and with the community and struggle for economic and social justice and equality

Organizing: the Knowledge of How to Combine Organizing is building power through building relationships Democracy requires an organized citizenry with the power to articulate and assert its interests effectively. Organizing is how people combine to act on common interests. The craft of organizing is about identifying shared interests, forging a community prepared to act on those interests and building power from a united community.

Focus on the Local Union Where members join the union Where members experience the union Where members become involved in the union Where members shape the character of the union The keystone of the union – because it’s the springboard for membership participation and leadership development (unions, political, community…)

Building the Capacity of Local Unions Move from staff/officer centered union to member centered organizations Priority of everyone must be on developing leaders at all levels of the organization Focus on building capacity of locals and the skills of local leaders Requires a focus on how things are done as much as what is done (learning to “light fires” vs “putting them out”) Focus on putting the movement back into the labor movement

Leaders Light Union Fires The leadership skill of getting co-workers involved in the union and moving them from “fair share” or passive “dues payers” to active, engaged members and fellow leaders is called ORGANIZING

THE BEST WAY TO PREDICT THE FUTURE IS TO CREATE IT