DECLINE IN UK TRADE UNIONISM SINCE 1970 1

DECLINE IN UK TRADE UNIONISM SINCE

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 DECLINE IN UK TRADE UNIONISM SINCE 1970 2

Introduction

Since 1979, there has been a rapid de-unionization in the Britain labor market, which

keeps on increasing to date. By the end of 1979, there was at least 53 percent of union members

in Britain, a number that decreased to 28% in 1999. At least 70 percent of workers wages were

negotiated through collective bargaining in 1980, but the mid-1990s saw a significant fall to

45%. This paper seeks to establish the factors that led to the rapid decline of unionism. There

exist various possibilities that range from perceiving unionism as an old manner of addressing

employees' plight in the modern labor market. Decrease unionism could also have been caused

by major macroeconomic shifts, intense competitive pressure, changes in the compositional

workforce that resulted in employees' reduced desire to engage in organized activities under

unions. The reason for declined recognition in unionism from 1978 to 1990 was mainly due to a

poor organization at the workplaces (Brown et al, 2008, 18 237-256).

Restrictions imposed on the UK labor market has posed significant challenges to

unionism in the developed countries. The market restructuring was geared by privatization and

liberalism of various sectors, use of sub-contracts and direct workforce downsizing. Political

conditions and economic situation changes concerning globalization played a key role in UK

decline in unionism. Besides, there was increased number of workplaces that discouraged

employees from becoming union members. The small membership was also blamed on the

introduction of human resource management. Under HRM, employee relations was approached

as a broad concept relating to employment relations. While unions focused on industrial relations

in collective bargaining, HRM approach encompassed the personal contracts, focus on non-

unionized workplaces as well as the socio-emotional issue of workers.

Historical perspective of Britain unionism

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Trade unionism was growing strong for a quarter of a century. In the 50s, union membership

was growing steadily without any challenges. The employee could engage in collective

bargaining and participate in various activities, a status that was unaffected by the Second World

War. Trade unionism in Britain positively impacted socio-economic conditions. However, the

trend changed, and there was a decline in union activities, a trend that changed in the 1970s

when unionism activities picked up. However, the rise of trade unionism in the early 70s did not

last for long as late 70s saw a rapid decline that has continued to date. In fact, Britain trade

unionism had 7,656,156 members in 2008 -2009, which was an increase compared to 7,627,693

reported in earlier years. The increase of 28,463 is negligible in comparison with 13.2 million

new membership in 1979 (Brown et al., 2008, 18 237-256).

The following are factors that resulted in the rapid decline:

1. Economic factors
2. Political factors
3. Industrial factors
4. Trade unions factors
Economic factors

After the Second World War, Britain experienced significant economic challenges

regarding flexibility, growth and labor approach. The important changes at both global and

national level in this period include the restructuring of developing countries' manufacturing

industries. As opposed to producing raw materials, the developing countries began to

manufacture and export their products to North America, Europe, and Australia. Another factor is

the onset of the gradual exit of developed countries from an industrial economy to a service

economy, giving rise to non-manufacturing industries within Europe. The last factor is the

emergence of Eastern Europe markets as well as USSR breakdown that created new trade

opportunities. The three factors had a direct effect on Britain labor market as the manufacturing
 DECLINE IN UK TRADE UNIONISM SINCE 1970 4

industry experienced the major decline in employees. 1979 and 1996 saw a decrease of 45% in

UK manufacturing sector as professional and non-manual jobs were getting expanded. In 1996,

the working population increased to 28 million from 25 million in 1971. Therefore, peoples

lifestyles and the UK economy were directly impacted by the mentioned factors (Gumbrell-

Mccormick, 2011, 42, 293-310).

In the early 80s, there was increased economy privatization in Britain, which was

previously vast, manufacturing based and nationalized. The economy was service oriented while

capitalism became the globe dynamic, increasing consumption and production scale. Due to the

opening of new markets, the UK economy changed, and competition increased. There were mass

production and cheap goods made to meet the aspirations of consumers and satisfy the high

demand. Consequently, Britain began importing goods from Eastern Asia, culminating in decline

in Britain manufacturing industries. The living standards improved due to the increased number

of people in employment and availability of credit. Ultimately, there was a decrease in trade

union attractiveness as employees collectiveness begun eroding in union members, thus the

declined membership (Brown et al, 2008, 18 237-256).

Political factors

The Labor Party and The Conservative are the two parties influencing British politics

since the 70s. The ideological differences between the two sides were characterized by their

policies. The Conservative Party that ruled from 1979 to 1997 used a strategy that aimed at

reducing the government expenditure, state borrowing, and taxation. Under the party,

nationalized industries and various public sectors were privatized, the economy was deregulated

and free market set in, there were free enterprise and free trade and powers of unionism curbed
 DECLINE IN UK TRADE UNIONISM SINCE 1970 5

through legislation. The party aimed at freeing the labor market, discouraging employees

collectiveness and encouraging individualism at work (Brown et al, 2008, 18 237-256).

To further diminish the trade unions, the ruling party reinforced the workers rights to

manage through restriction of trade unions activities and powers while flexibility and fluidity

were encouraged in the country's labor, market. In the private sector, employees were

increasingly controlling their work as well as labor process. In 1997, Labor Party won the

elections with the promise of changing their longstanding labor policy. The party aimed at

promoting competition, effective regulation, competition promotion, partnering with workers and

employers and encourage individualism at the workplaces. The changed workplaces were not

conducive to trade unions, employees desire for joint activities were gradually replaced by

individualism. The Labor Party strategy further accelerated the rapid decline of trade unions

(Gumbrell-Mccormick, 2011, 42, 293-310).

Industrial factors

From 1970, UK employees faced distinct treatment at the workplaces. The industry was

restricted in management styles where employees were increasingly viewed as key players in the

success of an organization. Communication between the workers and their employers acquired

heightened value as the employees were getting incorporated in decision making. Ultimately,

employees were embracing anti-union strategies as they no longer needed to unify to get to their

employers. There was a shift to unitary style from the pluralist one in public owned industries.

Besides, HRM practices and employment engagement models got incorporated in both the public

and private sectors, thus shunning collectivism and embracing individualism. British industry

reconstructivism gradually shifted from an economy that relied on manufacturing to reliance on

services. Service economy was enhanced by computerization, Technology and Information

 DECLINE IN UK TRADE UNIONISM SINCE 1970 6

Technology. The three factors paved the way for specialization of skills, fixed, part-time and

temporary employment contracts culminating in increased insecurity at the labor market and

susceptibility of workers to exploitation (Gumbrell-Mccormick, 2011, 42, 293-310).

The changed work definitions impacted on employment relations, increasing the

employee-employer contact. Besides, the new economic condition coupled with cost-saving

strategies forced companies to outsource fridge jobs to other businesses to focus on harnessing

specific skills. Outsourcing decreased the number of workers within organizations, thus

minimizing the urge for collectiveness, the employees entered into contracts directly with the

employer, making the trade unions irrelevant to many employees. Companies were no longer

interested in employing experts as multi-skilled workers became increasingly popular. Job

security was threatened as technology allowed companies to outsource specific jobs to foreign

workers. The employee's control over their workplaces decreased as the employer contracted and

fired employees without any legal implications (Bryson, et al 2013, 52 194-220).

Trade Union factors

Various internal factors led to the decline of trade unions in the 70s. Among the most

pronounced is the institutionalization of trade unions, which made them rigid. Trade unions

could not thrive in an environment that encouraged a direct engagement between the employer

and the employee. However, the Union leaders also played a key role in the rapid decrease of

trade union membership. The unions required full-time management that warranted the leaders

always to remind the employees the purpose and benefits of union membership. There was

complacency at the top level of trade unions that increased the perception of unions as foreign

bodies in ensuring fair treatment of employees. Despite the significant changes in the labor

market, trade union leaders should have kept on fighting for the rights of the exploited
 DECLINE IN UK TRADE UNIONISM SINCE 1970 7

employees, thus communicating their relevance to workers. Besides, the UK immigrant workers

were ignored by trade unions (Gumbrell-Mccormick, 2011, 42, 293-310).

After the 1980s the unions could not connect with the needs of immigrant workers, who

were increasingly impacting the UK labor market by offering low paid services. Due to political,

globalization, economic and social changes, and UK trade unions should have maintained their

relevance by modifying its services. Trade unions failed to reorganize and adapt their function to

meet the needs of the current employees, which has been affected by technological advancement.

Currently, there is disposable income, technology advent and increased prosperity that has

altered the employees, but trade unions maintained the philosophy and culture founded during its

invention (Wanrooy, 2013, p23).

There is a masculinity culture in many trade unions, a destructive culture that unions are

yet to drop. This culture has negatively impacted on many employees mainly because of

increased entrance of women in the labor force. In the 50s and 60s when trade unionism was

doing well in the UK, few women were in the workforce, thus the perception that masculinity

was the sole basis. With at least 40% of UK workers being women, then the relevance of trade

unions will continue to be questioned. Rarely can female employees identify with the traditional

trade unions, nor can the trade unions associate with a diverse workforce daily activities

(Wanrooy, 2013, p32).

Trade unions should have focused on recruiting members from part-time employees as

well as the ones working remotely for organizations. The bargaining priorities should have

changed to address the needs of employees in the service economy. Besides, unionism in the UK

should have incorporated technology in running its affairs, thus reaching a broad range of current

employees. The rigid image of trade unionism in the UK is also to blame for the irrelevance of
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trade unionism in the country. While the employers may benefit from un-unionized labor force,

the employees are more prone to exploitation (Gumbrell-Mccormick, 2011, 42, 293-310).

The discussion presented in this paper portrays the key players in deterring trade

unionism in the UK. The discussion outlines the role of internal issues within trade unions that

hindered them from embracing modernization of work and redesign its structure to survive.

Employees are unwilling to become members of organizations which they do not understand.

Besides, trade unions role is rarely felt at modern workplaces where HRM practices are

employed (Wanrooy, 2013, p26).

Possible solution

It is unlikely that the UK government will enact policies that benefit trade unions.

Therefore, the authority of trade unions is likely to continue dwindling. Besides, UK is faced

with high levels of unemployment and more female employees, two factors that make trade

unionism future appear bleak. However, a redesigning of trade unions' philosophy and approach

in curbing unemployment and incorporating women into their policies may change the situation.

UK employees are getting aware of various forms of exploitation happening in their workplaces,

which may compel them to seek the help of trade unions (Wanrooy, 2013, p26).

According to Ed Rose (2011, p26), UK trade unions should embrace the Partnership

Approach, The Servicing Model, and Organizing Model to maintain their relevance. Under these

models, unions address the needs of the individual employee by enforcing workers' rights while

partnering with the employers to ensure the competitiveness of both the employees and the

company. Besides, such an approach will provide value addition to trade union services. Trade

unions should also organize workforce support in conflict management and always ensure
 DECLINE IN UK TRADE UNIONISM SINCE 1970 9

constant presence and relevance. These models effectively address the needs of the employer, the

employee, as well as the organizations, providing satisfaction to all stakeholders. However,

mistrust between trade unions and the company may be deterred by the contradiction between

Partnership Model and Organizing Model, ultimately compromising the relationship between the

two parties. Nevertheless, Britain Unionism should go global to address contemporary

challenges of digital employees.

Referencing list

BROWN, A., FORDE, C., SPENCER, D., & CHARLWOOD, A. (2008). Changes in HRM and

job satisfaction, 1998-2004: Evidence from the Workplace Employment Relations

Survey. Human Resource Management Journal. 18, 237-256.

BRYSON, A., WILLMAN, P., GOMEZ, R., & KRETSCHMER, T. (2013). The Comparative

Advantage of Non-Union Voice in Britain, 1980-2004. Industrial Relations: A Journal of

Economy and Society. 52, 194-220.

 DECLINE IN UK TRADE UNIONISM SINCE 1970 10

GUMBRELL-MCCORMICK, R. (2011). European trade unions and atypical

workers. Industrial Relations Journal. 42, 293-310.

ROSE, E. (2011). Employment relations. Mexico, Pearson Educacion.

WANROOY, B. V. (2013). The 2011 workplace employment relations study: first findings.

Department for Business, Innovation & Skills.