Unions’ commitment to address inequality through an intersectionality lens

For a long time, unions have been at the vanguard of the fight to redress structural injustices in the workplace and defend workers’ rights. However, the intersectional aspects of injustice based on race, gender, sexual orientation, disability, and other identity markers were frequently disregarded by the traditional approach to labour activism. Unions have seen a noticeable change in attitude towards utilizing intersectionality as a framework for comprehending and resolving these intricate kinds of oppression and discrimination in recent years. Unions have committed to a more inclusive and comprehensive approach to lobbying by realizing that people might face numerous levels of disadvantage simultaneously. This calls for an interdisciplinary approach to successfully combat inequality since it acknowledges that the convergence of several social identities and power dynamics shapes the experiences and needs of workers and requires conscientization by creating an autonomous community/space involving a linear exchange of dialogue with new areas of learning and unlearning (“outside the box”), thus moving from a mechanized non-inclusive to a vaster awareness of social issues on a global scale.

To advance diversity, equity, and inclusion inside their ranks and throughout the labour movement, unions increasingly use intersectionality as a guiding concept. Unions can more effectively recognize and handle the particular issues that marginalized groups—such as women of colour, 2SLGBTQ+ employees, immigrants, and people with disabilities—face by using intersectional analysis. Unions may create more responsive policies, bargaining techniques, and campaigns that prioritize the most vulnerable people in the workforce by elevating the experiences and voices of individuals at the intersections of numerous kinds of oppression. Moreover, unions may strengthen their combined influence in pushing for systemic change by promoting unity across various groups and forming partnerships with other social justice organizations. Essentially, unions’ dedication to intersectionality is important.

How can union representatives adequately speak to social issues on a comprehensive level?

Many factors need to be considered when addressing racial and gender disparities. First, the concept of inequality is multifaceted and has many subcategories. Each experience is different and cannot be combined into one social issue. Therefore, having the voices from these communities at the table is essential to creating the space required to address these social issues.

I am taking an intersectionality approach in developing new language to be incorporated into collective agreements. As a Chief Negotiator in 2023 for the support staff at the University of Ottawa and a current Ph.D. candidate, I specialize in deconstructing institutionalized and structural barriers associated with inequality, racism, and discrimination.

Below are five steps that Union officials can apply to address inequality:

1. Create a Bargaining team. This team MUST be composed of representative members (lived experiences surpass any information learned from textbooks or articles). The collective power on the bargaining table can be a powerful voice. A call to recruit members to participate in this committee to discuss and draw attention to issues related to inequality.
2. Research. Administer surveys to your members with questions focused on equality, providing a snapshot and highlighting the main areas of concern.
3. Analysis. The data that is obtained must be analyzed through an intersectionality lens.
4. Language. New inclusive language is needed. Inclusive language would include references to 2SLGBTQ+, racism, nonbinary, gender wage gap, and the racial wage gap.
5. Add inclusive language to the collective agreement.

Resources:
Paulo Freire—Conscientization
The Conference Board of Canada—Racial Wage Gap

Karine Coen is the Vice-President of District 35’s Support Staff at the University of Ottawa.