Racism And Diversity
More so, the problem of racism is still evident in British labor unions in the 2000s, which defines the necessity of diversity as a foundational strategy for the organization of unions. In a report generated by Oikelome (2006), it is apparent that English trade unions still support racism as a part of the problem of diversity in union solidarity. The findings of the Trade Union Congress (TUC) and Working Lives Research institute (WLRI)) define the ongoing problem of racism that continues to exist in the context of racial issues that divide union members:
Interestingly, covert and instuti9tonalised racism still exists within some trade unions…Fundamentally, trade unions should be combating racism, but the report states that they are more likely to be tolerating racism through their inactivity …show more content…
These communities can help improve the overarching unity of union activism as a way to effectively challenge the dominant patriarchal/heterosexual culture of unions. In fact, larger groups that combine major themes, such as women’s right, can create larger self-organized unions or lobbying groups that can diversify their cultural and social base to achieve influence for their cause:
The literature on all aspects of diversity highlights the indispensible role played by activists most directly affected by discrimination—women, racial minorities, lesbians, and gays—organized in their own communities and caucuses (Hunt and Rayside 435).
This aspect of diversity allows a larger coalition of women, gays, lesbians, and racial minorities to team up and overcome the broader bureaucratic institutions hat typically support a racist or sexist policy in mainstream union activity. In this manner, the foundation of social groups, lobbying organizations, and smaller unions that deal specifically with these issues can have a political impact on government policy that controls union legislation. In this way, political activism of self-organized groups can have a massive impact on the rules and regulations that can protect them from racism or sexual orientation bias when dealing with racist or patriarchal/heterosexually orientated