The gender representation gap: implications for workplace union effectiveness

TY - JOUR

T1 - The gender representation gap

T2 - implications for workplace union effectiveness

AU - Greene, Anne marie

AU - Kirton, Gill

AU - Koumenta, Maria

AU - Humphris, Amy

N1 - Publisher Copyright: © 2021 Brian Towers (BRITOW) and John Wiley & Sons Ltd

PY - 2021/2/5

Y1 - 2021/2/5

N2 - This article investigates how the gender of workplace representatives has implications for three dimensions of union effectiveness: (i) responsiveness to members, (ii) opportunity to influence management and (iii) ability to bring about change. Utilising original analysis of the 2011 Workplace Employment Relations Study, we examine three core elements of workplace employment relations processes that cut across the three dimensions: (i) workplace representation processes and employer support for union activity; (ii) substantive areas of representative involvement and (iii) quality of relations between union representatives and management, and between union representatives and employees. Our analysis highlights significant gender differences embedded in all three processes. The conclusion considers the broader implications of these findings for the gender equality project of British trade unions, beyond the objective of merely seeking to increase the numbers of women representatives.

AB - This article investigates how the gender of workplace representatives has implications for three dimensions of union effectiveness: (i) responsiveness to members, (ii) opportunity to influence management and (iii) ability to bring about change. Utilising original analysis of the 2011 Workplace Employment Relations Study, we examine three core elements of workplace employment relations processes that cut across the three dimensions: (i) workplace representation processes and employer support for union activity; (ii) substantive areas of representative involvement and (iii) quality of relations between union representatives and management, and between union representatives and employees. Our analysis highlights significant gender differences embedded in all three processes. The conclusion considers the broader implications of these findings for the gender equality project of British trade unions, beyond the objective of merely seeking to increase the numbers of women representatives.

UR - http://www.scopus.com/inward/record.url?scp=85100461228&partnerID=8YFLogxK

U2 - 10.1111/irj.12316

DO - 10.1111/irj.12316

M3 - Article

AN - SCOPUS:85100461228

SN - 0019-8692

VL - 52

SP - 40

EP - 63

JO - Industrial Relations

JF - Industrial Relations

IS - 1

ER -