Unions and Learning: an historical overview

1. Unions and Learning: an historical overview Bert Clough unionlearn unionlearn presentation

2. The three eras • 1960s – 1970s: neo-corporatist system underpinned by formal tripartite institutions involving unions –MSC/ITBs • 1980S – late 1990s: employer-dominated voluntary system with unions marginalised -TECs • Late 1990s – present: increasingly centralised state system with informal partnership arrangements with unions unionlearn presentation

3. Unions and TECs • Employer control /market driven • Union engagement with TECs • Bargaining for Skills projects • Other union activity • Ford EDAP • Return to Learn unionlearn presentation

4. New Labour and the “Third Way” • No tripartism – employer dominance of institutions although some union representation • Few statutory obligations on employers to train • No statutory right for unions to bargain over training • Significant government support for union capacity • “Post voluntarism”- state intervention where there is market failure • Individual entitlements to free training to level 2/3 but no right to paid educational leave onlearn presentation

5. Unions as partners “Learning is a natural issue for partnership in the workplace between employers, employees and their trade unions….This joint activity , focussing on practical issues such as time off for learning. employer support for individual learning accounts, and training plans, signals a new and modern role for unions” The Learning Age DFEE 1998 unionlearn presentation

6. Unions as partners • “Trades unions are increasingly involved in the skills agenda and are playing a key role in engaging both adults and employers, especially in workplaces where learning opportunities may have been limited in the past. The Union Learning Fund, established in 1998, has been highly effective together with the growing network of Union Learning Representatives in workplaces throughout the UK and the launch of ‘unionlearn’ earlier this year. There are now more than 15,000 trained ULRs in workplaces with a target of 22,000 for 2010.” Leitch Review of Skills 2006 unionlearn presentation

7. Union Capacity Building • Union Learning Fund £2.5m - £15.5 m • ULRs – statutory recognition • 22,000 trained ULRs • Network of union learning centres • 200,000 +learners annually through union route • 50,000 +union reps trained through TUC Education • Establishment of supporting framework –unionlearn in 2006 unionlearn presentation

8. Unions and government initiatives • ILAs – the sunken flagship • University for Industry - Unet learning centres • Skills for Life/Level 2 qualifications -Train to Gain • Skills Pledge • Learning entitlements • Apprenticeships unionlearn presentation

9. Unions and an employer-led system • Learning and Skills Council • Regional Skills Partnerships • Sector Skills Councils • UKCES unionlearn presentation

10. Collective bargaining over training • Low collective bargaining over training – 10% recognised workplaces • No legal right to collective bargaining over training • No legal right for learning agreements/joint workplace learning committees yet • Where unions are recognised and negotiate over training employees are 24% more likely to report training (WERS) • Where workplace has ULRs, recognition and a representative structure, employees are 15% more likely to receive training unionlearn presentation

11. Conclusions • Decline in formal union influence on VET institutions since 1980s- employer dominated • Decline in collective bargaining over training • Employer prerogative – no obligation to train • Government interventions where there is market failure – low skilled /low paid workers • Unions seen as partners in helping to deliver Skills Strategy – ULRs – trusted intermediaries • Enhanced union capacity to help in this delivery unionlearn presentation

12. Conclusions But unions have a wider agenda: • Learning and skills policy making and delivery to be employment led and agreed with the social partners • Negotiating training so that it can be more equitably distributed and improve job design/quality/career progression /reward systems • Individual rights to paid educational leave - lifelong learning including CPD • Ensuring that learning can strengthen union organisation/ activism unionlearn presentation

13. The Challenge The challenge is to establish a framework to support learning and skills formation as a centre piece of a new co-operative strategy whilst retaining a strong independent power base with a capacity to impose obligations on employers Wilhelm Streeck 1989 unionlearn presentation