2.1 Mapping your workplace

The first questions to ask are simple ones:

1. Is anyone in my workplace a member of a trade union? How many of them are there? What percentage of the overall workforce does this represent?

Winning formal recognition for a trade union at work requires that more than 50% of the employees vote in favour of recognition. So you can ask yourselves the following questions: How many people does your workplace employ? How many of them are in a union already? How far away does this put you from recruiting more than 50%?

This is a process called mapping, and it straightforwardly involves making a list of everyone you work with and figuring out whether they are a member of the union or not, or, if you think they would be interested in joining a union (or not). This is a good opportunity to start thinking about who the organic leaders might be. Who is influential and well liked and do they support your cause? Who do you know or think will be on your side? Who do you know or think will oppose you? Who do you think you could convince?

2. Who do you know that supports your cause and would be willing to help you organise?

At this stage you can form an organising group comprised of people who support your cause and are willing to help. These are people who will plan activity, have one-to-one recruitment conversations with co-workers, and set aims and agendas at union meetings.

An organising group can literally be two people to begin with and will build membership over time. Here, workplace organising theorist Jane McAlevey cautions that as an organising group grows, it must be representative of the diversity in a workplace. This can include diversity across gender, ethnicity, race, workplace roles and positions, etc.

3. Have one-to-one conversations with your co-workers. Learn what issues matter to them and if they are interested in joining a union at work.

Think of this activity as having three purposes. First, you are trying to recruit people to join the union. Second, if they’re not immediately willing to join, you are attempting to understand why. Third, you are beginning to identify the kinds of issues at work that matter to people. What do people want to see change, and how might getting organised at work achieve it?

This step is about building trust and emphasises why good leadership is so important. Your organic leaders are important people to win over. If they aren’t on board, it is likely that you will struggle to get everyone else on board as well.

Once you are confident you have more than 50% of your workplace onside, you can move to a vote on union recognition. If more than 50% of the employees vote in favour of union recognition, you have become the recognised union at work.