Disclaimer: The views and opinions expressed by the author(s) do not represent the official position of Barbados TODAY.
by Dennis DePeiza
The need to agitate and effect changes in the workplace, influence labour legislation and policy decision-making, require that labour leaders are at the forefront in any transformation effort.
The leadership is therefore expected to have a clear vision if the movement is to lead the change process successfully.
The success of the transformation efforts is to be seen as vital to ensuring the long term survival of the trade unions’ presence in championing the causes of labour. As the advocate for workers, trade unions cannot appear to be ignorant of what is expected of them or complacent in discharging their responsibilities.
For some time now, there seems to be a narrow view being held of the role of trade unions, as it relates to the extent of the oversight and attention which is paid to policies and governance issues.
It may appear to some that trade unions confine themselves for the most part, to addressing workplace issues and not tackling some of the governance and management issues which are the source of public concern.
With accountability being one of the fundamentals which trade unions identify with, it is to be expected that these matters cannot be ignored.
The extent to which the interest of the labour movement has in this issue, cannot be limited to accountability, but to ensuring the preservation of the integrity of systems of practice which have been established.
Where such failures in governance have been observed, and where there have been fundamental questions raised about the functioning of systems and practices, the labour movement as a major voice in the representation of workers and members of civil society, is expected to be in the vanguard of seeking answers, influencing and engineering corrective measures.
Published reports which bring to light issues of accountability, as was recently the case with the Auditor’s General Report in Barbados, are red flags for trade unions. These should cause them to be in the forefront in pressing the political directorate for answers.
In a case like this, trade unions have a responsibility to address any violation of the fundamental principles of governance, management and the prudent operations of systems which are engaged.
The issue of oversight has to be taken more seriously when it comes to accountability of state matters and operations. Based on historical background, it would appear as if politicians have a realistic fear of widening the involvement of trade unions in strategic areas of governance. Some would argue that the engagement in a social partnership mechanism would suffice.
Is there a realistic fear of the capacity, capability and the ability of trade unions leaders to function in roles that are likely to create further pressure on the policy makers and senior administrators?
It can reasonably be argued that the time has come for trade unions to undertake an extended role. There must be a demand for a place within the operational systems that allows labour to broaden its vigilance and to cause those entrusted with major responsibilities, to be held accountable.
The dominance by politicians in some of these critical areas of governance, such as the Public Accounts Committee, ought to be a thing of the past.
Persons selected by the trade union movement and civil society organisations should be engaged in providing the much-needed oversight. This would bring about a measure of transparency and confidence in the system, where there is a greater semblance of independence.
It is anticipated that a change would come about, if there is a change in the mindset of how to treat to labour. It requires that labour must be first respected, and that there are no doubts about its integrity, credibility, professionalism and ability to deliver.
Trade union leaders have a responsibility to press their demands for this change, and in doing so ensure that it has no bearing on individualism, opportunism or patronage in whatever form.
There is a greater good to be had, where labour can elevate its role beyond mobilizing and organising, promoting unification and worker solidarity, promoting workplace ethics and the observance of good workplace standards and practices, promotion of ILO Labour Standards and Conventions, promoting trade union rights, promoting the fundamental rights and freedoms of the individual, promoting democratic principles, promoting equal opportunities in employment and promoting the trade union agenda.
The greater good resides in its work in the promotion of good governance.
Dennis DePeiza is a labour & employee relations consultant, Regional Management Services Inc. Visit our Website: www.regionalmanagement services.com
