Why do Non-Union Employees Turn To Unions for Support?
Read Time 3.4 minutes
Despite not making any major headlines, union activities are still highly active. This week, my focus is on explaining why employees who are not receiving what they want from their employers turn to unionization to seek solutions.
Unionization is becoming more relevant in new sectors such as technology, education, and healthcare due to workers' desire to address burnout, inadequate pay, and lack of career growth opportunities, as revealed by a 2024 study. (Reported in The Week).
THE “TOP TEN” Reasons behind why employees seek unionization, are described below. In terms of employer costs, the first seven employee issues are all conditions that can be resolved easily and inexpensively. The last three can be expensive. Weighing the impact of solving the first seven against the cost of the last three, unless money is not a concern, I know where I would start.
Remember, the union promises that they can solve all these issues through collective bargaining (the negotiation between employers and workers to regulate working conditions, benefits, and rights).
1. Ideology (Philosophy). This is the “what do we stand for?” issue. Employees devote one-third of their time to preparing for, traveling to and from work, and performing work tasks. Their level of commitment demands a job with a company (big or small) that they have faith in. It is important for them to have a company with shared issues such as DEI, LGBTQ, and more specific local issues.
2. Lack of a Social Justice Agenda or Response. This complements number one above. From issues related to social justice to police reform, or specific political concerns. The belief of many employees is that their employer ought to take a bold and aggressive stand on these topics. If number one is “What do, we stand for?” This one must be: “How do we show it?” Publicly.
3. Job Security: Improved efficiency and reduced operating costs and the number of employees needed is an ongoing issue. It is important for employees to know what happens with technological improvements like AI and to have clear policies on termination of employment and staff reduction. This is one of the greatest fears that cause employees in some industries to turn to unions.
4. Lack of Investment in Training and Development. The importance of this issue cannot be overstated. The common and leading cause of resignations and failures is also this. Employees feel important, appreciated, needed, and recognized when they receive training and development, which also improves their future.
5. Discrimination, Harassment, and Workplace Abuse. This is the most common reason for employees to seek unionization – unfair workplace opportunity, pay and treatment, allegedly due to race, sex, age, color, nationality, gender identity, sexual orientation. When these practices are blatant, it is easy to get employees to look for outside intervention (the union).
6. Unequal Arbitrary or Inconsistent Application of Workplace Rules and Policies. Biases shown in the workplace are hot buttons for unionization. This is about fairness and trust behaviors. What basis is used to promote, discipline, and reward employees? Unions make strong headway with this because this issue includes abusive behavior directed at specific groups of employees, including preferential treatment given to friends and family members.
7. Employees Feel Unheard. It is felt by some employees that they do not have a voice and are not heard. Their ideas, opinions, and concerns are not given enough value or respect. Studies show that 4 out of 5 employees have a feeling of being ignored. Unions could use this to gain the attention of dissatisfied employees, by asking “Do you feel that your employer is aware of your issues?”
8. Safety and health concerns. This can involve more than safety goggles and a team lift. This is in the high-cost category due to the inclusion of Air conditioning and Heating equipment. Work environments that are either extremely hot or very cold are the most unpleasant. This involves significant changes and creativity. Machine guarding and structural problems can also be incredibly costly.
9. Workload. It's crucial, particularly after layoffs and terminations, to decide the rate of filling these open positions or not. Employees are feeling overworked for the same pay! The primary goal of this category is to encourage self-care and family time.
10.Compensation. Although some states have established higher rates of pay, many others haven't. A major issue arises when wages and the cost of living continue to be out of sync. The attraction of unions is mainly due to wages and other compensation. For companies that show significant profits but do not distribute them to their workers, this leaves employees feeling underpaid and underappreciated.
To foster a positive and collaborative work environment, employers must understand the motivations of their employees' decisions to join a union.
Note: information taken in part from an article by Letitia Silas and Conn Maciel Carey LLP