After years of maintaining a low profile, unions are
flexing their muscles among the IT workforce.
Union concerns centre on job losses resulting from offshore
outsourcing and job security and pension rights in UK-based
outsourcing deals. Industrial action has been threatened if
offshore outsourcing causes the exodus of UK IT jobs predicted by
some industry analysts.
Many user companies and suppliers recognise unions that represent
IT staff and deal with them on a range of workplace issues. Much of
the time the negotiations are not particularly controversial,
covering issues such as staff training or appraisal schemes.
For busy IT managers, unions can make staff consultation on major
projects easier by providing a single point of contact. And despite
becoming increasing vocal about controversial issues such as
offshore outsourcing, the IT profession is far from being a hotbed
of union activism.
Only between 5% and 10% of IT professionals working in the UK are
union members, although in public sector IT departments this figure
can be up to 50%.
Organisations are increasingly having to deal with unions. Insurer
Direct Line, for instance, was accused by banking union Unifi
earlier this month of ignoring the interests of its staff by
refusing to negotiate with it over a proposed relocation of its IT
department. Direct Line insisted that it is consulting staff
closely on the proposed relocation.
So how should IT chiefs and their boards handle the growing union
presence in the industry?
The first step is to recognise and deal with unions representing IT
staff. Ignoring them will only fuel resentment among workers and
consume time and resources. Experience in dealing with unions could
also strengthen the CVs of IT decision makers.
There is room for compromise. Unions are not totally opposed to
outsourcing if it is properly explained and job losses are
minimised. But they are prepared for a fight if deals are pushed
through without proper consultation.
nick.huber@rbi.co.uk