As we meet today, we meet at a unique period in the history of organized Labor – unique in the context of the external issues that confront us as a movement, and unique in the context of the internal challenges that must be addressed.
The late John Sturdivant, former president of the American Federation of Government Employees, chaired in 1995, the AFL-CIO Committee on Full Participation. The committee’s work and recommendation initiated a major effort by the AFL-CIO at all levels to implement a number of their recommendations. We have come a long way since 1995, but the recent study by Dr. Silas Lee suggests we have a long way to go.
Dr. Lee’s study reflects that fact that African Americans and people of color who represent clo9se to thirty percent of currently unionized workers are also a pool of talent to be trained and developed for leadership an a solid foundation for labor’s social, economic and political agenda. At the same time, Dr. Lee’s study reflects the same reality that John Sturdivant found- that union density among people of color could and should be higher since people of color think more favorably of unions that the public overall.
The vast majority of new workers that are organizing through NLRB elections are women and people of color. Giving further support to the findings and recommendations of the Sturdivant report. These facts and issues underscore the unrealized opportunities for increasing the number of workers of color in unions through organizing as well as the need for increasing diversity at the leadership level and throughout our structures. As a result, we are constantly reminded that our leadership and our structure can be an asset in building membership and participation. But we cannot hope to have continued success if actions, real or imaginary, are perceived to de-value diversity and obscure representation.
The recent study among high level elected and appointed leaders of color, confirmed our belief that there exists major barriers to increased leadership for African Americans women, the LGBT community, Asian Islanders and people of color. The study was conducted between April 17 and June 3, 2005. The study was conducted among a cross section of leaders by race, gender, ethnicity, and sexual orientation. These leaders hold elected or appointed positions in unions, state federations, central labor councils and constituency groups, along with members of the AFL-CIO Executive Council.
The purpose of the study was to hear from leadership of color, the Gay, Lesbian and Transgender community, and the Asian and Pacific Islander community, their views and perceptions of barriers to leadership and to assist in developing recommendations to the Executive Council on ways to achieve diversity throughout the labor movement. The results of the survey reinforced what many of us already know.
A majority of people of color still encounter barriers to gaining leadership positions within their union and even where they have reached leadership positions. They face additional challenges. The overwhelming majority of respondents indicated the need for minority caucuses that would focus on mentoring support, education, training, with programs and projects to achieve opportunities and equality within their own unions and the movement as a whole. Many of the respondents indicated that they themselves rely on support from caucuses and networks that operate formerly and informally within and outside their union.
Participation in the constituency groups (APALA, APRI, CBTU, CLUW, LCLAA and Pride at Work) was cited as important to virtually all of them. Nearly nine out of ten (86 percent) reported that they participated in one or more of the constituency groups. These were seen as valuable areas of participation. Sixty-four percent of the respondents indicated their union does not have an overall plan to achieve diversity. More significantly, of those who said their union has a diversity plan, half (50 percent) said the plan is not being implemented. Racism/sexism, lack of training and unequal or lack of access to information are most often identified as barriers that make it difficult for people of color to move into leadership positions.
As we debate the direction of the labor movement, recognition of the need to be more inclusive at every level is essential. As we look at state federations and central bodies, which in many cases is the institutional face of organized labor at the local level, there has been progress with regards to diversity and representation. As much of this progress has occurred in the last ten years, it suggests that the establishment of goals and policies are producing change but could be more effective with clear goals and mechanisms to measure implementation of programs of diversity and inclusion with methods to measure progress and accountability. Forty-percent of those surveyed said their union is affiliated with the state or local central body. However, leaders of color primarily serve on boards and are not necessarily principal officers.
Further contributing to the absence or lack of diversity in leadership, many pointed to the absence of an institutionalized mentoring program either formal or informal, and the difficultly of dealing with complicated institutional issues on an individual basis. Many local leaders and rank-and-file activists view conferences and conventions of their unions as key opportunities for training, education and networking amount other leaders with regard to policy and the policymaking process. Seventy-five percent of respondents indicated there is an absence of plans to promote diversity in delegate bodies to conferences, to national union conventions, or the AFL-CIO National Convention.
In sum, the results of the study indicate that many people of color in the labor movement are still haunted by negative stereotypes, racism and sexism. They tend to rely on themselves, mentors and minority networks for support. Although many of the respondents have achieved significant leadership positions, the absence of an accommodating and supportive culture can impact not only an individual’s advancement, but impair overall morale and create a climate of exclusion and marginalization.
As we face the future and realize to a great degree, the new labor movement is, in a major way, dependent on the new workforce, and recognizing there are past legacies that must be overcome, these barriers must be faced head on. Recalling the progress of the past ten years, it is rewarding to see the proposals that are under consideration by this convention that will effect in many ways some of the barriers.
On a short and long range basis, we must address the structures through which we operate – local unions, regional councils, national unions, state federations and central bodies. We must participate in the creation of leadership development programs and processes that will prepare activists for greater roles in all phases of the movement’s activities. We must be creative in the development of plans for conference and convention delegate representation. We must insist on balanced delegations and balanced participation in conferences that are financially underwritten by our institutions. We must help our unions develop strategic plans to meet the goals and objectives of diversity and affirmative action. The Convention signals a turning point for organized labor. The findings in this study identify the areas where work must be done. In spite of the perceptions that exists, the progress made in the past ten years, strongly suggest that more is wanted, more is needed and much more is possible.
I need not remind this group that when this debate started, there were some who doubted the value of diversity and the need for our presence at the level where major policy decisions are to be made for the American labor movement. The constituency groups and their leadership rejected that view and your presence here today suggest that you strongly agree with us. We are a valuable asset to the labor movement and the movement is a valuable ally of our communities. We will not allow history or myths to prevent us from playing the critical role. We must play for the future of the movement.
