Newsletter Unite Black Women s Network Summer/Autumn 2013 Issue 3 Welcome to this issue of the Unite Black Women s Network newsletter. We are pleased to report that the Unite national training event for BAEM Women was very successful and hope that those of you who attended found it as helpful as we did. This newsletter highlights recent reports on the experiences of BAEM women, particularly in relation to employment and unemployment, along with quotes from some of those who attended our Unite BAEM Women s training event. It is important that the talents of BAEM women at work and in the union are valued, so please send in any case studies, positive quotes and stories for future editions, particularly noting our next topic of BAEM women s health. Best Wishes Collette Cork-Hurst, National Officer, Equalities Unite BAEM Women National Course The Unite BAEM Women s training event I was asked on many occasions to interpret for members coming for advice and support. However, I was bullied by my manager who instructed me to go to a secluded area, on the rare occasions, when I had private phone conversations in my own language. With the help of my union rep, I took a race discrimination case and won. CYW & NOT FOR PROFIT covered many issues, including: Our experiences at work; Involvement and representation; Health, BAEM women in Unite, Campaigning, extending Community & Political activism, Negotiating for race equality and the way forward. BAEM women s voices In organisational restructuring BAEM workers are not getting through the interview 1
process and they are redeployed in other departments at lower bandings. HEALTH Many BAEM workers are reluctant to apply for promotion, as they believe they would not get the position. HEALTH I ve worked for a large hotel chain for 17 years. I m a Unite rep and raise issues and try to negotiate with management. Because of my trade union activity all offers of training and promotion has been blocked and I ve been discriminated against, bullied, intimidated and disciplined by my managers. But I ve been able to stand up tall because of my union training and support and gained my rights. SERVICING & GENEAL INDUSTRIES When merging as a Partnership with three local authorities, I was told my job was safe, but it wasn t. After several verbal and written requests for confirmation and clarification I was told that I was to move office. Later, another person was employed to do my old job. LOCAL GOVERNMENT I was employed through an agency to work for three months leading to a permanent position at the end, but this didn t materialise. Finally, without my prior knowledge, my job was given to a permanent employee. I m still working in the same department but a different division, and still as an agency worker. LOCAL AUTHORITY On many occasions, when a job becomes vacant we find it is always filled by white workers without it being advertised. Regrettably, all have only complained amongst ourselves but not to management and this must change. TRANSPORT I was turned down when I applied for a higher position in my department. The person who got the job was not as qualified as I was and I was told by my manager to teach and train him. With the help of my officer I took a grievance for sex discrimination. Although it was a lengthy process, it was settled and I was moved to another suitable job. Due to this experience I started a Leadership Programme for BAEM workers and set up a BAEM Workers Forum within my NHS Trust. I have now 2
been elected the co-chair of the Trust Joint Union Committee which is a challenge I am looking forward to. HEALTH APPG Report The All Party Parliamentary Group on Race and Community conducted an inquiry into ethnic minority female unemployment. Here s some of the findings and recommendations: Findings Unemployment rates of Black, Pakistani and Bangladeshi women have remained higher than white women since the early 1980s 20.5% of Pakistani and Bangladeshi women are unemployed compared to 6.8% of white women 17.7% of Black women are unemployed Due to the lack of up-to-date employers data, concerns over the impact of the public sector cuts on Black, Pakistani and Bangladeshi women s unemployment could not be confirmed There is discrimination at every stage of the recruitment process 25% of the all ethnic minority unemployment rate could be explained by prejudice and racial discrimination Discrimination based on name and accent was evident Discrimination based on both gender and ethnicity is taking place in job interviews Language issues, cultural attitudes towards women, qualifications and lack of social capital were among issues identified as barriers to employment Childcare was identified as a problem, with Pakistani and Bangladeshi women being less likely to take up free childcare places A demand for more culturally sensitive services including Job Centre Plus The National Apprenticeship Service s (NAS) efforts to increase the number of ethnic minority apprentices is welcomed. However, progress is too slow and that the aims are not set high enough Recommendations Better data on BAEM women s unemployment. Publish regular data by ethnicity/gender on public sector redundancies All relevant equality and government bodies explore ways of collecting employment data on dual characteristics Government to take action on encouraging use of blank name job application forms Recognising overseas qualifications Recruitment agencies to ensure staff are equality trained Provision of non-stereotyped careers advice in schools Government should aim to increase take-up of free childcare by BAEM women Guidance on culturally sensitive nursery provisions Job Centre Plus to meet specific needs of older Pakistani and Bangladeshi women entering the 3
workplace for the first time Collect and publish data on impact of the Work Programme on BAEM women Look at ways of better access to ESOL for BAEM women and encourage more workfocused ESOL classes for those who want them Government data on BAEM women s apprenticeship startup and completion rates. All government employment programmes and policies should monitor and publish data on take-up and success, by ethnicity and gender both separately and combined We would urge NAS to address specific needs of ethnic minority women in its diversity initiatives Campaigns Union Equality Reps are vital in promoting and preventing discrimination in the workplace. We held our first Unite national Union Equality Reps Conference on 5th March 2013, attended by delegates from many regions and MP; Sarah Veale, TUC Head of Equality & Employment Rights; Collette Cork-Hurst and Siobhan Endean, National Officers for Equalities. The union equality reps also discussed in their workshops what equalities issues they have taken up at work, equalities priorities for their industrial sector and their campaign idea/s to promote equality and union equality reps at work and in the community. Regional union equality reps conferences have either been held or will be held in every region. Mary Seacole Statue Appeal Mary Seacole is a role model to us all and her determination and perseverance inspired many black women in this country. It is hard to think that a black woman in Victorian times would achieve what Mary Seacole had but she did it with great belief in her work and what is right. No wonder the soldiers, called her 'Mother Seacole' and even 'dear Mamma' and in 2004 she was voted the Greatest Black Briton. industrial sectors. Speakers included Diana Holland, Assistant General Secretary for Equalities- Transport-Food; Len McCluskey, General Secretary; Angela Eagle, That explains the outcry at the removal of Mary Seacole from the National Curriculum by Michael Gove, Education Secretary, in February. It is timely that a statue in honour of this spirited woman is planned to be erected within the grounds of St 4
Thomas' hospital in London and we are proud that Obi Amadi, Unite s lead professional officer, has been appointed as an ambassador to the Mary Seacole Memorial Statue Appeal. Obi Amadi said: It is a great honour to have been asked by the appeal trustees to assist in raising the remaining money needed for the statute to honour Mary Seacole, who many regard as the greatest black Briton. There is no doubt that Mary Seacole paved the way, against very considerable odds, to show the contribution that those from black and ethnic minority communities have and continue to make to nursing in the UK. Branches can invite a speaker and donate money towards the appeal. For information please refer to: www.maryseacoleappeal.org.uk Community Members swimming sessions had been ignored for two years. The women organised a Mother s Day protest at the Horfield Leisure Centre and Bristol City Council finally agreed to introduce subsidised women only swimming sessions. Unite community coordinator for the south west, Brett Sparkes, said: It soon became clear to the pool s management that the women were organised, had Unite s support and were not going to go away quietly. This is a victory for grassroots community action and shows what can be done when local people come together in a coordinated fashion to achieve a beneficial result for their community. The women were also supported by Bristol Community Housing Foundation and Bristol NHS. Rahma Ali, spokesman for the campaign, said: We have been getting lots of support for our campaign and we are very pleased that so many people are backing us. Unite community members won their campaign for women only swimming sessions with the backing of the Unite. More than 30 Somali women joined Unite s community membership, after their request for women only For more information on Unite Community membership please go to: www.unitetheunion.org/growingour-union/communitymembership Forthcoming Events Education Courses Many Unite education courses take place in your region and nationally. These include workplace reps training, safety reps training, learning reps training, equality reps 5
training, training specific to your sector and courses for BAEM members and Women members. For the full list, and further information, please contact your Regional Educational Officer to find out what courses are taking place. Forthcoming national equality related courses include: Unite Women s National Week Eastbourne 23 Jun - 28 Jun Dignity & Respect at Work Esher 8 July -12 July Esher 7 Oct -11 Oct Organising for Equality in today s Workplace Esher 21 Oct -25 Oct Disabled Members Equality Eastbourne 9 Sep -13 Sep Unite Young Members course Esher 18 Nov - 22 Nov Please note, there are various national courses being held during the year which you may be interested in, including a Black Women s course, so please look through our Unite 2013 Education Programme. Chantelle Brown, Unite Specialist Tutor Equalities Education, said: BAEM Leadership Development course encouraged our BAEM women's reps and activists to talk about the issues facing them in the workplace & develop ways to address these as well as support each other, and getting more involved in the union, a really inspiring course. HERSTORY (interesting facts and quotes) Did you know that London s first public statue of a black woman, called Bronze Woman, is located in Stockwell Memorial Garden in south London, in recognition of the achievement of women in the Caribbean community? The statue is based on a poem of the same name by Guyana-born Cecile Nobrega who lives in Stockwell. Cecile Nobrega, a former teacher, started campaigning in 1998 for a work of art to celebrate the achievement of black women in this country. Olmec, a community investment foundation raised the funds, found the sculptors and a location for the statue. The statue was unveiled in 2008 to mark the 60th anniversary of the arrival of the Empire Windrush ship, and the 200th anniversary of the end of the transatlantic slave trade. An initial model of the statue was first designed by Ian Walters who also created the Nelson Mandela statue in Parliament Square in 2005. Following his death in August 2006 the project was completed by Aleix Barbat, a final year sculpture student at Heatherley's School of Fine Art in London. THEME FOR NEXT ISSUE IS Black Women s Health, so please send in your views, information or cases. 6
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