Women and the union

W HAT are the issues that matter to women at work? Many of the issues that concern us are the same that concern our male colleagues – pay, hours, safety, and more. But there are some that just affect women, and some that women have a particular perspective on. At the recent Special RMT Women’s Conference, delegates put forward their views. The new Women’s Page in RMT News is a good forum to air these issues. The point is not just to moan, but to identify the demands that we want our union to take up and fight for. One of these issues should be access to adequate toilet facilities. Women train drivers report having to drive for up to six hours without a loo break, because there are fewer facilities for women than for men. To make matters worse, controllers can be uncooperative and unpleasant to women who ask for a “physical needs break/relief” (PNB/PNR), and often the toilets are often substandard. Women workers deserve better than this: it is a matter of basic dignity at work. There should be proper allowances made for the menopause and menstrual problems. Going through “the change” or experi- encing problem periods can be a tough time for women. What we do not need is oppressive sickness policies or rude and intrusive managers. We need sensitivity and support, and if our duties need to be altered at that particular time, then so be it. There should be procedures for dealing with sexual harassment that actually work. More and more companies have a policy which looks good on paper, but union members have often found problems including: managers getting ‘let off lightly’ for harassment in comparison to staff; and complaints taking a very long time to be resolved. Women also need appropriate and comfortable uniform and there should be female representatives on all uniform committees. Proper risk assessments and management of pregnancy and new motherhood is required as well as appropriate adjustments made to our hours and work. That means adequate childcare provision and fairness towards workers with kids. Although we now have ‘domestic leave’, it is unpaid, so if your kid is ill and you have to miss work, you lose your wages. Whilst transport employers say they want to recruit more women, they will not successfully recruit and retain female staff until they provide workplace nurseries. Protection from assault is a demand that affects both women and men, and is a priority concern for many women. There needs to be an end to lone working, with a minimum of two staff on duty at any station. And employers should provide door-to-door taxis for people working extreme shifts. Despite ‘equal pay’ legislation, women’s hourly pay rate is still 19.5 per cent less than men’s. Women need a big pay rise for the lowest-paid grades, where many women work eg. cleaning, catering. I hope that this article will start the ball rolling. G Contributions to the RMT news women’s page can be sent to Women’s page, Unity House. 39 Chalton Street, London NWI 1JD or e-mailed to bdenny@rmt.org.uk WOMEN AND THE UNION RMT news – Women Janine Booth of the National Women's Advisory Committee airs her views on the union’s recent women’s conference Special women’s recall conference report RMT held a special women’s conference last May and a recall conference last month in order to listen to and learn from female members. As a union, we know that to be truly representative, all our members’ voices must be heard. The best way of achieving this, is for members to fully participate in union activities. As women form a minority of members (about 10 per cent), RMT acknowledges that it needs to work with them to ensure this happens. That was the purpose of the first special conference and the purpose of the special recall conference, to report back on the work done since May including:- G A women’s page now appears in each edition of RMT News G A survey on childcare needs and encouraging women’s participation is underway G Branches have been asked what they are doing to encourage participation G every woman member is to be telephoned to encourage participation G we have written to every company about childcare provision G campaigning to improve the rights on flexible working 22 G we want to set up a web page detailing what companies actually do in respect of flexible working G fighting a test case about Parental Leave in the Court of Appeal. The list is not exhaustive.What was clear from the latest conference was that there was still much more to do. A Women’s newsletter was published just prior to the conference and one delegate rightly pointed out that it had concentrated on childcare issues. It did so because that reflected the focus of our women activists. What about menopausal women and their problems was a question asked by a bus driver delegate. This illustrates exactly why the union needs to encourage activism. The union wants women to flag up the problems facing them. RMT is ready to listen and want to provide forums for this to happen. Advisory committee RMT already has a national women’s advisory committee, made up of women members from all over the country. Their job is to advise those who take decisions about issues facing women. This year the union the highest number ever on the committee. But this is not enough. Why are there no women from the North East? Why is there only one woman from the North West and North Wales? It would be comforting to think that women in these areas do not have any problems. If so, can they please share their secret of success? National advisory committees are essential, but RMT needs to ensure that they connect with ordinary members within their regions and at branch level. That is precisely why the union wants to establish regional advisory committees and, indeed, branch advisory committees to create dialogue between women members. This will enable the problems facing ordinary members to be channelled up and across the union. RMT has been encouraging regional councils to set up committees. To date, RMT only know of sister Glen Burrows in the South Wales and South West Region who is working hard to get women interested. RMT wish her well, but this should be happening in all the regions. This illustrates the importance of working together to take things forward. Plea after plea can be sent out from head office, but without pressure from ordinary women members, change will be slow. Voicing concerns The recall conference gave women the opportunity to voice their concerns and generally share ideas and was a positive event. RMT want to extend that opportunity to all women members. The new advisory committees will provide that opportunity – they can be as formal or informal as members want. Don’t forget that in addition to the special conferences, the annual women’s conference will take place on March 2 2005 in the Bournemouth area. Full details will be sent out shortly. You will need to attend your branch or speak to your branch secretary to ensure you are nominated. Remember, history shows that change for the better is achieved by being active. Make sure you voice is heard. For full details of the special conferences, visit our website on www.rmt.org.uk. 23 RMT news – Women