Week 6 – Employee Representation Part 1: What Are Unions? ✓ Solved

Week 6 – Employee representation Part 1. What are unions? Wh

Week 6 – Employee representation Part 1. What do they do? Union type and structure. Unionism in Australia. The union heartland. The changing profile of unionism. Reasons for decline. Unionism and the voice gap. Non-union employee voice. State-sanctioned non-union representation. Current union issues. The future of unionism in Australia.

Paper For Above Instructions

Employee representation at work operates through two overarching channels: unions that mobilize workers collectively, and non-union or direct voice mechanisms that enable individual employees to raise concerns and influence workplace outcomes. This paper engages with the core topics embedded in the Week 6 prompt: what unions are and what they do; the typology and structure of unions; the Australian union landscape; the decline in traditional union strength; the “voice gap”—the tension between the level of employee voice workers want and what they actually have; the rise of state-sanctioned non-union representation; current issues facing unions; and potential directions for the future of unionism in Australia. The discussion draws on foundational theory about unions as vehicles for collective voice and rulemaking, and integrates contemporary empirical work on voice in modern workplaces (Freeman & Medoff, 1984). It also draws on recent scholarship and Australian case material to illuminate how non-union voice and regulatory changes shape the employment relations environment (Kaine, 2014; Kaine, 2016; Minter, 2017; Kochan et al., 2019; Gavin, 2019).

What are unions and what do they do? Unions are associations of workers formed to maintain or improve the conditions of their working lives. The classic framing by the Webbs describes unions as durable associations aimed at setting rules and enforcing them through mutual insurance, collective bargaining, and law (Webb & Webb, 1902). Freeman and Medoff further articulate union voice as the mechanism by which workers discuss conditions that should be changed with management, offering workers as a group a channel for communicating with the employer rather than quitting the job (Freeman & Medoff, 1984). In this sense, unions function as a conduit for voice and as a counterweight to unmediated managerial prerogative, addressing the power asymmetry that characterizes many employment relationships (Freeman & Medoff, 1984).

Unions enable employees to contribute to the authorship and enforcement of workplace rules, influence terms and conditions of work, and shape processes and practices within the organization (Freeman & Medoff, 1984). Critics contend that unions can create monopolies that distort labor markets, while supporters argue that unions help correct power imbalances and provide workers with collective leverage crucial for securing fair wages and safer working conditions (Freeman & Medoff, 1984).

Union types and structure cover a range of organizational forms and affiliations. Craft unions organize workers around skilled trades; single-industry unions focus on a particular industry; occupational unions cover broader skill sets; general unions span multiple occupations. Unions may affiliate with larger bodies at state, national, or international levels (e.g., state bodies like Unions NSW, national bodies such as ACTU, or international bodies like the International Labour Organization and the ILO). The theoretical and practical diversity of union forms reflects differences in bargaining objectives, membership composition, and strategic emphasis (Flanders, 1970).

Unionism in Australia has historically been shaped by a strong tradition of collective bargaining and regulatory systems that foreground rulemaking through arbitration and statutory awards. The contemporary Australian landscape features prominent union leaders and organizations but also reveals a shifting profile: a long-run trend toward decline in traditional union density, as well as rising participation by women and professionals in the public sector. Scholarly analyses highlight structural and cultural factors behind decline, including conciliation-arbitration regimes, public perceptions of unions, anti-union legislation, generational change, and shifts in employment patterns (Kaine, 2016; Kaine, 2014; Kaine, 2016; Gavin, 2019).

The concept of the “union heartland” reflects where unions have historically held influence—often in public sector and female-dominated occupations—but the changing economy and public policy environment have altered the locus of bargaining power. Contemporary discussions emphasize the need for union renewal, collaboration with employers, broader community engagement, and adaptation to diverse member concerns (Gavin, 2019). The gendered dimensions of Australian unionism are also highlighted by shifts in workforce composition and leadership representation within unions (Kearney and McManus figures are commonly cited in contemporary summaries).

Reasons for decline are multifaceted. Analysts point to long-term processes such as the move from centralized to enterprise-level bargaining, public-sector contractions, regulatory changes, and evolving employer strategies designed to displace traditional union influence. Public perceptions, changes in political alignment, and the perceived limitations of traditional collective bargaining have contributed to reduced union density and influence (Kaine, 2016). These dynamics are often described as contributing to a “voice gap” in which workers both want more say at work and rely more on non-union avenues to obtain voice (Kochan et al., 2019; MIT Worker Voice Project, 2017).

The MIT Worker Voice Project and related research highlight a growing discrepancy between the level of voice workers say they have and the level they desire, signaling a gap between current practices and aspirations for employee influence (Kochan et al., 2019). This has spurred interest in non-union approaches to voice, including direct employee voice through HR practices, team-based decision making, quality circles, and works councils, which have become more prominent in enterprise-level organizational design as a complement or alternative to unions (Kochan et al., 2019; Minter, 2017).

State-sanctioned non-union representation encompasses mechanisms such as occupational health and safety (OHS) committees and non-union collective bargaining that operate without formal union involvement (the latter being facilitated by certain state provisions and federal instruments in Australia). OHS committees, established under state legislation, were widely adopted by the 1990s and represented a formal non-union venue for worker participation in safety governance (NSW and other states). Non-union bargaining instruments—historically embodied in reforms such as the Industrial Relations Acts and later measures—permitted enterprise agreements without union representation in some jurisdictions, reflecting a policy shift toward more flexible, enterprise-level arrangements (Minter, 2017). Individual agreements, such as Australian Workplace Agreements (AWAs), illustrate a more contentious form of non-union representation that critics argue eroded collective protections and increased managerial prerogative (Minter, 2017).

Current union issues include ongoing campaigns to “change the rules” to strengthen union power, concerns about the regulation of the gig economy, and responses to the COVID-19 crisis. For example, campaign activity during the 2019–2020 period sought legislative changes to bolster labor standards and enforcement. The pandemic has accelerated negotiations surrounding paid pandemic leave and the broader recalibration of industrial relations in light of public health and economic disruption, highlighting renewed areas for union–government collaboration and potential renewal of collective bargaining practices (The Australian, 2020; Gavin, 2019).

The future of unionism in Australia involves a multifaceted approach to renewal. Proposals emphasize union–employer cooperation, broader community engagement, addressing diversity of member concerns, and the adoption of digital tools and social media to expand reach. Components of renewal include amalgamation where appropriate, the exploration of “alt-union” models, and new strategies for mobilizing members in female-dominated and public-service sectors (Gavin, 2019). The evolving landscape invites a rethinking of the traditional guardrails of industrial relations, with a view toward restoring “voice” in workplaces through both renewed union power and enhanced non-union mechanisms that provide meaningful, direct employee influence.

In summary, unions have historically played a critical institutional and regulatory role in Australia’s industrial relations system, driving improvements in wages and working conditions. Yet a combination of regulatory, economic, and social forces since the mid-20th century has contributed to decline in traditional union strength, creating a persistent voice gap. The rise of non-union employee voice and state-sanctioned non-union representation reflects a broader shift toward more flexible, enterprise-level governance of work. The COVID-19 era may prove a turning point, potentially spurring renewed interest in both union renewal and robust non-union participation as essential elements of contemporary employee voice in Australia (Freeman & Medoff, 1984; Kaine, 2014; Kaine, 2016; Minter, 2017; Kochan et al., 2019; Gavin, 2019).

References

• Freeman, R. B., & Medoff, J. L. (1984). What Do Unions Do? New York: Basic Books.
• Webb, S., & Webb, B. (1902). History of Trade Unionism. London: Longmans, Green & Co.
• Flanders, P. (1970). Management and unions: The theory and reform of industrial relations. New York: Harper & Row.
• Kaine, S. (2014). Union Voice. In A. Wilkinson, J. Donaghey, T. Dundon, & R. B. Freeman (Eds.), Handbook of Research on Employee Voice. Edward Elgar.
• Kaine, S. (2016). The state of the union(s): how a perfect storm weakened the workers’ voice. The Conversation, April 21.
• Minter, K. (2017). Negotiating labour standards in the gig economy: Airtasker and Unions New South Wales. The Economic and Labour Relations Review, 28(3).
• Kochan, T. A., Yang, D., Kimball, W. T., & Kelly, E. L. (2019). Worker Voice in America: Is There a Gap Between What Workers Expect and What They Experience? ILR Review, 72(1), 3–38.
• MIT Worker Voice Project (2017). Trends in worker voice and union engagement: implications for practice. Cambridge, MA: MIT Sloan.
• Gavin, A. (2019). Militant unionists are striking out: here are 4 things unions can do to stay relevant. The Conversation, August 28.
• The Australian. (2020). Change the Rules campaign and COVID-19 responses: updates on industrial relations reform. March 27.