How do media studies students make the transition to employment? Do black and ethnic minority students face additional barriers to entering employment in London’s audio-visual industries?

Preliminary findings from the Working Lives Research Institute research into the audio-visual industries in London.

Invitation to a seminar
Wednesday 26 April 2006: 3–5pm
At Congress House, Great Russell Street, London WC1B 3LS

This report investigates the experiences of minority ethnic women in four trade unions. It is set against a backcloth of vigorous initiatives on tackling racism in trade unions alongside a growing increase in racism and xenophobia in the UK and Europe. The four unions chosen were the Communications Workers’ Union (CWU), the lecturers’ union (NATFHE), the public services union (UNISON) and Union of Shop, Distributive and Allied Workers’ Union (USDAW), unions which represent a wide range of occupational groups. The research involved interviews with national union equality officers, interviews with minority ethnic women activists, analysis of documentary sources and attendance at various black workers’ conferences and networks. It was clear that the Stephen Lawrence Task Group had raised the importance of tackling racism in trade unions and provided a range of resources to support union members.

The unions were at different stages of development in their equality initiatives, but all had introduced a combination of separate structures and positive action measures. These structures were important in recruiting and involving black members; the challenge lies in ensuring that their influence reaches the main decision-making structures of the unions. The women interviewed provided a rich picture of why they joined their union and how they became involved. Their commitment to the union and their belief in its importance in protecting people at work was a strong theme. Their experiences of racism and sexism pervaded their working lives. They faced segregation, low and unequal pay, isolation, racism, sexism and harassment. Many expressed the belief that they suffered a ‘double disadvantage’, with sexist and racist treatment often coming from different directions. Our analysis suggests that their disadvantage is more complex and that they are suffering ‘multiple discriminations’ resulting in degrees of exclusion from both union and employer structures.

The minority ethnic women in the study also demonstrated the personal benefit they have received as a result of their union involvement in terms of training, personal development and some saw the union as an alternative career. Their commitment to community and collectivism is illustrated, with many women active in a range of community based organisations. The women were actively working to shape their lives and resolutely challenging discriminatory practices. The report concludes with policy recommendations for both trade unions and employers to improve the position of minority ethnic women in their unions and workplaces. We are mindful that there is still a long way to go to ensure the visibility and voice of black women. The importance of maintaining the momentum of recent equality initiatives on ethnicity is vital in the light of enduring hostile factors within organisations and society.

Harriet Bradley, Geraldine Healy and Nupur Mukherjee

Bristol University and Queen Mary, University of London

This pamphlet reports on the findings of a research project into black and minority ethnic (BME)1 workers and trade unions, looking at how unions are developing strategies to bring more BME workers into union membership. It outlines recent changes to BME union membership and patterns of employment in London and highlights a range of issues which have arisen from union organising campaigns among BME workers. The pamphlet seeks to contribute debates about union organising strategies among diverse groups of workers and looks for practical solutions to ensure better representation for BME workers. It also attempts to identify what trade unions can do to increase the wider involvement of BME members at different levels within the union structures.

Dr Jane Holgate