Trade unions are known to operate as democratic organisations. They are membership-driven organisations that embrace internal democratic structures and which observe the associated principles and standards. As rule-based organisations, they are governed by national law, and hence, subscribe to legal compliance, financial transparency, integrity and accountability.
Consistent with the ideals and principles of good governance, trade unions promote the principles of one man one vote, fair and free elections, providing representation for the membership and respect for the freedom of speech of the individual. Within the management of trade unions, the democratic structure allows members to participate in discussions and the decision-making process. This means trade unions accept inclusiveness within their governance structures. Why is inclusiveness important? It is essential to building solidarity, ensuring the effective representation of the entire workforce, improving decision-making, and ensuring the union’s long-term growth and survival. Inclusive governance ensures that all members, regardless of age, race, gender, disability, or sexual orientation, have a voice and are represented.
The trade union as an agent of its members undertakes to advocate, lobby, negotiate and enter into the process of collective bargaining on their behalf. The practice of segregation is unacceptable, as it goes against the grain of representing the collective interest. By engaging in inclusiveness, the trade union is undertaking to build both unity and solidarity within its ranks. This is fundamental to building and cementing the power and influence of the trade union, and moreover, strengthening the organisation as it works to achieve its goals.
Inclusivity brings added benefits apart from membership consolidation. Good governance will certainly set the stage for an increase in members. Further, it allows for the retention of members who are satisfied that they are allowed to participate in the life and work of the organisation. There is the added comfort that their ideas are infused into the strategic planning for the organisation.
Where there is the engagement of the membership, this sets the stage for building trust and confidence in the leadership. It becomes apparent that sound internal governance, which includes transparent and inclusive practices, remains the key to preserving the union’s integrity and credibility among both workers and the general public.
It follows that trade unions should be working to ensure that there is no fragmentation. It is therefore expected that in the execution of its practices and processes, there is the engagement of social dialogue. As a democratic organisation, the trade union has to remain mindful of the need to build partnerships and relationships if it is to effectively advance the causes of the working-class people it represents. In this contemporary age, trade unions must maintain an inclusive governance structure that helps them to actively fight discrimination in the workplace, advocate for equal opportunities, and influence public policy towards a more equitable society.
It is for today’s trade unions to recognise that, as democratic organisations, inclusivity in governance ensures that the views of minorities are heard. It stands to reason that where inclusive decision-making exists, better outcomes are more likely.
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