The TUC‘s latest equality audit, covering 97% of all TUC-affiliated unions, reveals how unions have made significant progress in taking equality into consideration in their rules and structures, organising activities, membership services and employment practices.
The Audit shows that, since the last review in 2007, more unions are carrying out membership recruitment activities specifically targeted at women, black workers, disabled workers, lesbian, gay, bisexual and transgender (LGBT) workers and young workers. It also reveals that more unions are monitoring the make-up of their shop stewards and other reps by the different protected characteristics and there has been a significant increase in the proportion of unions who are seeking to encourage women, often under-represented in these roles, to put themselves forward. In addition, over two-fifths of unions now, have a provision in their rulebook or in practice for the nomination or appointment of equality reps in the workplace.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
