I. Introduction
The turn of the 21st century proved to have brought a substantial change in the Canadian society. The transformation was apparent in almost every aspect, but this was most palpable in the role played by women in the labor sector, which is a crucial element in the success of the country. Accordingly, the participation of women in the labor sector was reported to have reached 8.1 million in 2009, which implies that the employment rate of women grew over twice as much as the employment rate in 1976 (Status, 2012). While women in Canada are found to be less likely to employed compared to men, reports revealed that young women from age 15 to 24 have shown consistent employment in recent years (Status, 2012). The reports suggest a validation of the statement of Sir Wilfrid Laurier, who gave his insightful prediction about the 20th century Canada, “by the end of the first decade of the new century, it was already apparent that it would not be the century of the Canadian working man” (Abella, 1975). However, it is still a long way to go for women in Canada whose predicament on union work load and their considerable exclusion from union-movement leadership has yet to be sufficiently addressed.
II. Development of Women’s Labor Organizing
The emergence of new social movements during the 1960s created the opportunity for the liberation of women. The social struggle became the base “from which feminist unionist would listen about direct action, advocacy, democratic process, strategic political alliances and grassroots organizing” (Kainer, 2006). Consequently, women unionist started to challenge the organized labor in their call for the union to be more responsive towards the needs of women and other vulnerable groups, especially in terms of leadership and organizing (Kainer, 2006). Women became more involved and active in the organization and representation of issues and bargaining concerns. Moreover, they are given participation in the strategic decision-making within the union, something that was vehemently denied in the past.
III. Barriers to Women’s Participation in Union’s Decision Making
The increased number of women in the workforce can be attributed to several factors: reduced stigma towards the idea of working women, increased cost of living, higher general wage levels, improved levels of education and enhancement in household technology that allows women to work (Boehm, 1991). Moreover, women are given more access to employment opportunities because of the introduction of better family planning and decreased birth rate. Other reasons that encouraged women’s decision to become more active in joining the labor force include the greater prevalence of single parenthood, improved health and life expectancy for women, the growth of white-collar jobs (Boehm, 1991). Consequently, a demand on job equality leads to an increased demand for equal representation of women in the union. Unfortunately, it was found that there is a persistent and palpable sign of inequality and this is apparent in the inability of women to attain a fair share of union governing positions (Chaison & Andiapan, 1982)
The increased number of women in the labor force demands a closer examination of the different circumstances about their employment. For instance, the rate of women’s unionization is an element that is worth considering because it reflects how women’s rights as workers are being represented by the union. A study in 1986 suggested that about 42.9% of the labor force were occupied by women, while they constituted only about 36.4% of the union membership (Boehm, 1991). The following are some of the possible explanation of the lesser representation of women in unions:
a. Women are more committed to the family, and are less interested in the benefits derived from an active participation in the union;
b. fear of the possible consequence of joining unions;
c. the types of work that are dominated by women are less unionized;
d. women are generally discouraged to join unions (Boehm, 1991).
IV. Importance of Women’s Participation in Unions
a. The presence of women officers in unions and their apparent participation in the decision making will greatly enhance the appeal of these organizations to the women.
b. The increased number of women in union leadership brings an enhanced attention on the different employment concerns of women. Some of the issues that required attention are: equal pay for work of equal value, paid maternity leave, flextime among others (Boehm, 1991). A unified force through the help of women union leaders can largely impact the creation of legislations that support women workers.
c. A larger number of women union leaders serve to encourage and elicit awareness of women’s concerns, as they will serve as an instrument in resolving theses issues. Consequently, collective strength will help in the improvement of the working conditions as well as other factors that impact the lives of the working women. While the involvement of women in unions was slow, and there remains to be an unequal representation in unions, evidences show that they are headed in the right direction
V. Initiatives that Encouraged Women’s Unions
In recent years, there was an increased in the participation of women and ethno-racialized groups in many union events as well as leadership roles (Faneli, 2014). When the Coalition of Labor Union Women was created in the United States in 1974, the group eventually sets several objectives that include: (1) the encouragement of unorganized women to join unions and have an access to union benefits; (3) the pursuance of the needed action from unions to address the discriminatory practices of employers; and (4) the advocacy in pressing legislative action that aims to further women's well being, such as child care assistance (Boehm, 1991). Accordingly, women have supported their leadership, and braved the existing traditional leaderships to be more responsible. Moreover, unions are encouraged to hold a more democratic and participatory style. Currently, there are “organized networks of women’s committees to represent their interests, and pressured unions to take up women’s concerns as union members and workers – through policy initiatives and at the negotiating table” (Faneli, 2014).
VI. Conclusion
The increased number of women in the labor sector necessitates that more women should take union leadership roles. This is to allow for the best representation of women’s concerns in union groups and to provide them better access to benefits offered by unions. Women leadership in unions has a strong implication in the creation of union policies that helps and support women workers. The empowerment of women through union collective action will greatly make a difference in promoting the women's workers’ wellbeing.
References
Boehm, M. (1991). Who makes the decisions: Women's participation in Canadian Unions. Retrieved from Queens University website: http://irc.queensu.ca/sites/default/files/articles/RE-boehm-who-makes-the-decisions-womens-participation-in-canadian-unions.pdf
Chaison, G., & Andiappan, P. (1982). Characteristics of female union officers in Canada. Retrieved from Industrial Relations website: http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.374.1624&rep=rep1&type=pdf
Faneli, C. (2014). Reviving working class politics: Canadianlabour and the struggle for public services. Journal of Marxism and Interdisciplinary Inquiry, 7(1), 38-55.
Kainer, J. (2006). Gendering union renewal: Women's contributions to labor movements revitalization. Retrieved from Gender and Work Database website: http://www.genderwork.ca
Status of Women Canada. (2012). Women in Canada at a glance: A statistical hihglights. Retrieved from http://www.swc-cfc.gc.ca/rc-cr/stat/wic-fac-2012/glance-statistical-eng.pdf
