PRESIDENT’S COLUMN

President’s column STARTING WORK This is my first column now that I am actually in the position of President and the work has really begun. We are certainly in for a hectic few years but this is what I signed up for and I am looking forward to the challenge. There is a good Executive alongside me and, with your help, we will be taking things forward. I hate the phrase “we’re all in this together”, but in this case we are. We are all facing attacks, shipping, buses, the London Underground, OILC and rail, so we have to be united, and put any differences behind us. Recently we had the Network Rail Operations second stage reps down to discuss the pay offer, and they were unanimous in their desire to accept it. However many concerns remain. PTR&R, a shorter working week to help protect jobs, and the prospect of mass redundancies were just some of the issues raised by the reps. Like many other grades, mass redundancies are imminent on Network Rail. This could well be the end of the signalling grade as we know it. The new "super signalling centres" will mean the closures of many signal boxes, and the resulting loss of hundreds, if not thousands, of jobs. The tragedy of this is not just that workers are losing jobs now, but also the lack of job opportunities for future generations. My own signal box closure date has been brought forward, but I am at an age where this does not matter as I will be nearing the end of my working career when my term of office ends. It is the younger comrades with families and debts who will suffer the most. Where do they go? What chance of finding new jobs is there for them? This is not just about signallers. Every day workers in the transport industry are losing their jobs, and having their terms and conditions attacked. We need to find a way, together, to tackle this and tackle it now. The leadership can only do this with your help and input. We need Regional Councils, branches, reps and activists to start working together and planning strategies to resist and defend our members against these vicious attacks. We need to up our efforts to get non-members into the union. By doing this we increase the membership and thereby our strength. The Organisation Unit do an excellent job, but they need our help as well. Every member of this union is a recruiter. Engage non-members and point out the advantages of being in a union. There will always be members who won't join, but a lot will if they are asked! Finally I would like to talk about the future of this column. I want to use it as a forum to discuss the problems and issues that are affecting our rank and file. Whatever you want me to talk about, please let me know. You can phone, write, e mail, or text me. I will do my best to visit your branches or workplaces if invited. I want this column to be a platform for you. A place for you to air the problems you face and ideas of how we can take the fight to the government and bosses who are trying to destroy us. So let us all have a really Happy New Year and make 2013 the year we fight back and more importantly, win! All the very best to you all. Peter Pinkney RMT helpline 0800 376 3706 :: february 2013 :: RMTnews 23 social phenomenon that is structurally present and rooted in the composition of society. For trade unions to improve practices, a number of measures that seek to implement viable strategy for unions to combine struggles for local improvements with the struggle for general improvements and equality. These include trade unions not practising the law of silence, see no evil, hear no evil, and say no evil. Trade unions placing demands on employers, that racist behaviour towards other staff or customers will not be tolerated. Involving and encouraging participation amongst more black and ethnic members to play an active role in the union. Finally, unions should directly take up the challenge nationally of tackling racist attitudes amongst its own members. Suggestions to tackle the presence of institutional racism requires unions to extend their internal education in building awareness that racism goes beyond verbal outbursts and should commission publicity to raise awareness. Fortunately, RMT efforts follow many of these proposals, although in some ways there needs to be a greater impetus towards improving the recognition of black and ethnic representatives within the hierarchy of the union structure. My role serving on the LTRC and national committees for black and ethnic members is virtually unnoticed by the company I work for. It does not afford representation rights or release to participate in assimilating necessary data or recruitment drives to increase black and ethnic member’s participation. A concern that has puzzled is why does there seem to be an apathy from black and ethnic with participating in union activities. Is it the social element of mostly conducting meetings in pub rooms a major obstacle, is it a former dissatisfaction with past experiences or is it a condition of the changing workforce?