ABSTRACT
Introduction Trade unions are generally regarded as one of the three key industrial relations actors: that is, trade unions play a key role in shaping employment opportunities and outcomes through various strategies and interventions in international, national and local contexts. Broadly speaking, trade unions exist to protect employees and further their interests at the workplace. Their existence is underpinned by the assumption of inequalities of power between employers and employees and the consequent need for employees to have collective representation and to act collectively in order to improve pay and conditions at work
through negotiations with management. Chapter 6 has shown the law to be a weak instrument in terms of securing equality at work and eradicating discrimination. This is partly attributable to the lack of any ‘class action’ provision within British law (Dickens, Townley and Winchester, 1988). Trade unions play a role, therefore, in defending employees’ terms and conditions at the workplace, but their broader objective is to work towards a fairer, more equal society. From equality and diversity perspectives, our interest in trade unions lies in both these objectives, which can be said to be economic and political.
