print this page

Today’s challenge

It’s been over 50 years since the United Nations adopted the Universal Declaration on Human Rights. The Declaration, originally drafted by a Canadian, was written after World War II. The preamble to the declaration recognizes the inherent dignity and equal and inalienable rights of all people as the "foundation of freedom, justice, and peace in the world."

Universal Declaration of Human Rights Preamble Whereas recognition of the inherent dignity and of the equal and inalienable rights of all members of the human family is the foundation of freedom, justice and peace in the world, Whereas disregard and contempt for human rights have resulted in barbarous acts which have outraged the conscience of mankind, and the advent of a world in which human beings shall enjoy freedom of speech and belief and freedom from fear and want has been proclaimed as the highest aspiration of the common people, ....

Globally, the picture is no better. Over one half of the world’s population lives on two dollars a day or less. More than one billion people are living on less than one dollar a day. Despite calls by international aid and development agencies, governments have done little to address global poverty.

And then, on September 11, 2001, there were the terrorist attacks in the United States that killed thousands of people. Governments quickly joined in coalition to fight terrorism. Over three times the amount of money required to address poverty in the world was raised toward the reconstruction effort in the U.S. and the war against terrorism.

In Canada, legislation passed with the objective of increasing the security of citizens against terrorism has targeted immigrants, limited civil rights and put a "chill" on public demonstration and political dissent.

In our workplaces, Muslim and Arab members have faced open hostility and racism. Temples and mosques have been vandalized in our communities.

Organized responses

Since the United Nations Declaration on Human Rights was signed in 1948, member nations have debated and ratified conventions and declarations to eliminate discrimination against women, on the rights of the child, the rights of persons belonging to national or ethnic or religious or linguistic minorities. There are declarations and conventions on the rights of disabled persons; economic, social and cultural rights; and civil and political rights. And, in September 2001, two days before the attacks on the US, representatives from countries around the world attended the UN Conference on Racism and adopted a convention on racism after lengthy and difficult debate.

Steelworkers were part of the Canadian Labour Congress delegation to South Africa in September 2001 to help share with other non-governmental and governmental organizations the perspective and experience workers have in dealing with issues of racism and discrimination every day.

In 1919, the International Labour Organization, based in Geneva, was created to adopt standards to help ensure working conditions were protected around the world against inequality and injustice. Over 180 conventions and 185 recommendations have been adopted on social policy, and human and civil rights matters. Considered fundamental to workers are conventions on freedom of association and equality.

The General Assembly of the United Nations, in 1948, called on people of all nations to educate and promote respect for fundamental rights and freedoms but more importantly, to measure their growth and achievements against the standards set out in the Declaration. Similarly, we measure labour and employment laws against the conventions and resolutions of the International Labour Organization.

At a time in Canada when provincial governments are openly attacking unions, privatizing public sector jobs and cutting support and funding to services for equality seeking groups, the need for solidarity in the labour movement and with our social democratic partners has never been greater.

A history of accomplishments

The single best way to help close the wage gap and address issues of harassment and discrimination in the workplace is for women and visible minority workers to join and get active in a union.

It is no surprise women and visible minority persons are more likely to view unions positively and express interest in joining unions. Workers join unions for better wages and job security but it is often dignity and respect that top the list of demands for unorganized workers looking for a union – like the Steelworkers.

Dignity. Respect. Equality. Fairness. These are strong words and part of the Steelworkers history. National and District Human Rights Committees, Area Council and Local Committees work with union members and our social and political partners to advance efforts in our workplaces and in our communities to fight discrimination, harassment and inequality.

The Steelworkers Anti-Harassment Workplace Training Program has reached over 35,000 front-line workers and managers. The program, delivered during work time in the workplace, helps to raise awareness and build the confidence of workers to prevent and deal with incidents of harassment and discriminatory behaviour. A network of trained Steelworker facilitators and counsellors deliver the anti-harassment training as well as provide support to help mediate human rights based conflicts in the workplace and in the Union. If you’d like to find out more about this program, please contact your staff representative or the Steelworkers’ National Office.

The Steelworkers "Yellow Sheet", read at every Union event states clearly the position that harassment strikes at the heart of principles fundamental to the labour movement: human rights and solidarity. Policies, procedures and training help to ensure members have the skills to identify workplace and union practices that may be discriminatory or act as barriers to women, visible minority persons, people with disabilities and aboriginal people.

Human rights objectives are reflected in the Back-to-the-Locals Education program. From basic steward, arbitration and health and safety courses to the Women of Steel and human rights courses, local union instructors use case studies, role plays and problem-solving exercises to equip activists in their role to advance a human rights agenda. Steelworker representatives on the Canadian Labour Congress and Provincial Women’s and Human Rights Committees share resources and techniques to develop union education that promotes mutual respect, understanding and tolerance.

Our successes today to combat sexism and racism are rooted in the struggles of our past. The Union’s first leaders in Canada, working with our political partners in the Co-operative Commonwealth Federation, and later the New Democratic Party, took the lead in lobbying and fighting for legislation to address the sexism and racism that was dividing the workforce and undermining the strength of unions.

The federal and provincial Human Rights Codes and Human Rights Commissions were established as a result of Steelworker leaders and activists working side-by-side with community and labour groups. And, the coalitions continue their work today. As members of equal pay coalitions, alliances for employment equity, and members of Federation and the Canadian Labour Congress Women’s and Human Rights Committees, staff and members continue to work for proactive legislation and provisions to break down barriers to women, gays and lesbians, visible minority persons, people with disabilities and aboriginal people.

Members and staff attend seminars conducted by Steelworker facilitators and Steelworker lawyers on the steadily evolving law regarding the duty to accommodate pursuant to human rights legislation.

Steelworkers have been long-standing advocates of equal pay for equal work and equal pay for work of equal value. Steelworkers, working with union and community activists in coalition, helped to successfully lobby for provincial pay equity legislation, and developed SES: A Simple Effective Solution to Pay Equity and Job Evaluation for bargaining units negotiating gender-neutral and equitable compensation systems. If you’d like to find out more about this program, please contact your staff representative or the Steelworkers’ National Office.

Through the Steelworkers Humanity Fund, Canadian Steelworkers are providing assistance to partner organizations in countries around the world who are advancing the goals of equality, fairness and justice. Joint campaigns of women’s and human rights committees have helped to raise awareness of, for example, the United Nations Declaration on Human Rights, the World March of Women and the International Day for the Elimination of Racial Discrimination. Local and regional events on International Women’s Day (March 8), the International Day for the Elimination of Racial Discrimination (March 21), Aboriginal Persons Day (June 21), Pride Days and Labour Day are opportunities to celebrate our successes and lobby governments where globalization and the corporate agenda threaten working people.

As Steelworkers led the way on health and safety legislation, the same can be said of human rights initiatives. Collective agreements with mining companies that incorporate and protect agreements with aboriginal peoples have helped open doors and accommodate native traditions and customs. The legal requirement in Canada to accommodate religious and cultural differences as well as the special needs of people with disabilities or injured workers has challenged the membership and the Union. Focusing on the special needs and differences of individual workers in fact helps to build a stronger Union. The Union’s Human Rights Committees are helping educate, listen and support members in building a commitment to solidarity in diversity. Steelworkers can – and indeed are – Everybody’s Union.

Human rights committees in the Steelworkers

In 1996, National Director Lawrence McBrearty established a National Human Rights Committee. Representatives from each of the Canadian Districts help to advise the National Director on Human Rights issues and plan activities and events to help achieve equality inside and outside the Union for working people and their families.

One of the objectives of the National and District Human Rights Committees is to help establish local or regional human rights committees. Given that the commitment to human rights is at the core of unionism, it makes sense to ensure there are people who have responsibility for making sure that diversity in the membership is a cause for celebration, not division. Solidarity must not come at the expense of the human or civil rights of our members.

A constitutional requirement

The Steelworkers international constitution calls for every local union to set up a Civil Rights Committee. ‘Civil rights’ are normally understood as basic political rights – the rights to vote, to freedom of speech, to equal treatment before the law. ‘Human rights’, as we use the term in Canada, includes those basic civil and political rights, but doesn’t stop there. Human rights embrace the broader range of social, economic, cultural, and anti-discrimination rights that are codified in the UN Declarations.

In other words, the concept of human rights does not stop at formal equality in law. Human rights’ activists know that simple equality-before-the-law for each individual, as important as it is, can still mean enormous inequalities of life-chances, of job and training opportunities, of access to power, of career advancement – depending on income, national origin, sex, race, language, religion or other differences. That’s why struggling for equality frequently demands that special effort be put into the training or advancement of specific groups that have experienced systemic discrimination over time. ‘Accommodation’, ‘affirmative action’, ‘pay and employment equity’, are all concepts that have developed in order to make sure that equality is honoured and practised in fact and reality, and not just in the law books.

Building respect in a workplace and in the Union can be difficult. A Human Rights Committee can play a valuable role in making this happen. Use this binder to help you get started. There are resources, tools and tips to help. In addition, check out the Steelworkers’ website  and help add to it by sharing your stories and successes. If you’d like to find out more, please contact your staff representative or the Steelworkers’ National Office (E-mail: uswa@usw.ca ).

Achieving equality

Over the years, Steelworkers have adopted strong policies to help achieve equality in our workplaces and through our laws. At International Conventions and Canadian Policy Conferences, delegates have debated and passed resolutions and policy statements on preventing harassment, fighting racism and discrimination, balancing work and family responsibilities, accommodating people with disabilities, and working in coalition with groups locally, nationally and internationally to raise awareness and protect human rights.

But there is a long way to go. Members continue to experience harassment in the workplace. Many workers of colour and women continue to face a "glass ceiling" in the workplace, segregated into lower-skilled positions with barriers to advancement. Lack of community supports like affordable child care or home care for relatives with disabilities, and proactive employment equity legislation leave many workers without access to training or promotional opportunities. And, then there are those who are still effectively shut out of our workplaces for example, aboriginal persons and people with disabilities because employers fail to accommodate traditional, cultural or physical needs in the design of the workplace and workplace policies.

Everyone can apply for a job but there are certain groups within our society that are far from having equal opportunities because they have been treated differently for so long. That’s why the Charter allows for programs to improve the conditions of disadvantaged groups. And, that’s why unions and designated human rights committees are so important.

Unions – especially the Steelworkers – have a long history of promoting human rights. Over the years, as the workforce changed, unions had first-hand experience in dealing with harassment as the first people of colour and women were hired into workplaces. Unions have had to deal with complaints about accommodation for workers with disabilities, or religious accommodation. In these cases, unions learned how "differences" can divide a workplace.

Even today, there are employers who organize their workplaces along ethnic lines to try and pit Sikhs against Hindus or non-whites against whites. When it comes time to take an employer on at the bargaining table or in the workplace, if solidarity isn’t there, then everyone suffers. There can be strength in diversity but it has to start with respect and understanding of our differences.

Unions now know they can be held responsible or liable together with employers for workplace policies that discriminate against individuals or traditionally disadvantaged groups. Some of the Human Rights and arbitration decisions that guide our work are highlighted in another section of this binder.

Policies, resolutions and laws are only effective if there are people committed to their implementation. Human Rights Committees can play a valuable role in a Local Union by helping negotiating and grievance committees remove systemic barriers and discriminatory practices that may exist in the workplace and, perhaps in the local union.

Who should be on a Human Rights Committee?

There is no question that workers face increasing demands from the workplace and home, leaving little time in some cases for union or outside activities. Whether you are in a large amalgamated local or a small single workplace local, ideally, the human rights committee should be representative of the diversity in the membership.

Even if your membership is all male and predominantly white, it still makes sense to have a human rights committee. If we can educate our co-workers and promote human rights at work, the message will be passed on to family members, neighbours and unorganized workers in our communities.

When should the committee meet?

Scheduling meetings can be difficult. Trying to find a time and a location to meet everyone’s needs can be a challenge. Meetings don’t have to be long and may be best scheduled during a lunch break or right after work. Try to find a location in the workplace, union hall or office central to where people are coming from. Make sure the location is accessible to people with disabilities. If anyone requires child care or any assistance to attend meetings, talk to your Local Executive about making the arrangements. Many locals now have by-laws to provide child care at union meetings.

 

What does a Human Rights Committee do? Work with Local Union Committees and the membership to promote fairness and mutual respect inside and outside of the workplace. Educate the membership on their rights and responsibilities under the Charter and Human Rights Law. Provide advice and guidance on how to prevent and deal with harassment and discrimination. Promote the Union’s anti-harassment policies, procedures and workplace training program. Monitor the hiring practices of the employer and work with the negotiating committee to bargain fair hiring practices. Work with progressive partners in the community and through labour coalitions to raise support for legislative changes to protect and advance human rights. Act as mentors and a support group to individuals in traditionally disadvantaged groups. Assist in the planning and organization of local schools and conferences to ensure the content, speakers and participants reflect the diversity of the union’s membership. Participate in the You and Your Union and Basic Steward courses to discuss human rights and the need to speak out against harassment and discrimination. Make recommendations to the Negotiating Committee on key provisions or changes to the collective agreement to ensure compliance with the Law and the Union’s policies. Use the workplace or union bulletin board or the Local newsletter to share your successes and communicate human rights information. Send your success stories to the Steelworkers website (www.usw.ca). Add your committee to the e-mail and mailing lists of the Union. Work with the Union’s organizers to reach out to unorganized workers.

Does the Human Rights Committee investigate complaints of discrimination and harassment?

In some Locals, the Human Rights Committee is also the group that investigates and mediates complaints of discrimination or harassment. Certainly members of a Human Rights Committee should work with the grievance and other committees of the Local to ensure harassment complaints are dealt with effectively. The Union’s network of anti-harassment counsellors may be able to assist Locals in educating and supporting members of human rights committees on these issues.

Whatever the structure in your Local, there needs to be good communication between the committees. Human Rights Committees can help track issues and complaints to better plan for negotiations and presentations to membership meetings and schools on specific issues or concerns.

Take stock: build a human rights profile of your workplace and local union

Over 50 per cent of women are sexually harassed at work. Visible minority workers and workers with disabilities are twice as likely to face harassment and discrimination in the workplace than white able-bodied workers. Despite growing numbers of visible minority people in the workforce, workplaces are predominantly white in most communities in Canada. People with disabilities and aboriginal persons experience high levels of unemployment.

Develop a profile of your workplace or the workplaces in your Local or region to give you a quick sense of what some of the issues are that need to be addressed by the Human Rights Committee.

Put together a human rights checklist and include a review of the collective agreement. (A collective agreement audit is included in this binder.)

Educate

One of the most effective ways Steelworkers can help to prevent discrimination and harassment is through education. The District and National Human Rights Committees have played a valuable role in helping to promote the Steelworkers Anti-Harassment Workplace Training Program. Steelworker members that have been trained as facilitators lead two to four-hour sessions for groups of workers during working time. Sessions are structured to ensure maximum participation. Discussions focus on harassment and discrimination, prevention, and dealing with incidents of harassment.

Training in the workplace during working time is helping to improve communication and understanding of differences. The training focuses on respect and the fact that "we can’t make people like each other" but that, as unionists, we have a responsibility to make sure that people are working together safely. That means that people need to be able to do their work without worrying about whether they are going to be the subject of a joke or the object of someone’s racist or sexist comment.

A Local or regional human rights committee can help in lobbying an employer and local union members for the training. While some employers will wait until they have a human rights complaint before offering anti-harassment training, most recognize the benefits of taking a proactive approach in preventing harassment and discrimination.

Steelworkers Back-to-the-Locals Education Program

While all Steelworker courses include sections and discussions on human rights issues, there are specific courses designed for union members to focus on these areas:

Human rights are workers’ rights:

This course helps to equip local union activists to challenge the myths that lead to stereotypes and misunderstandings in the workplace. It helps to identify how we can help to build an atmosphere in the workplace and in the Union of tolerance and mutual respect. It explores the laws and jurisprudence on human rights issues to help activists "draw the line" when necessary, whether at the bargaining table or in a discussion with a co-worker.

The Duty to Accommodate

Unions and employers have a responsibility to ensure that the workplace practices, policies and processes are not discriminatory. There are a number of legal cases and guidelines to help activists make sure human rights are taken into account in collective agreements and decisions that impact on the workplace.

What to look for: Workforce composition of the units in your Local Union Compare overall composition of the workforce with the population in the community Job classifications of members of traditionally disadvantaged groups Available training provisions Existing hiring procedures (including employment equity provisions) Existing anti-harassment policies and procedures for complaint investigation Restrictions on use of e-mail, computer screen savers, pin-ups and graffiti Include an overview of the policies to prevent and deal with harassment in the orientation of new workers and members Keep track of human rights-based issues that have come up in the workplace Include questions to help members from traditionally disadvantaged groups identify their issues in workplace and bargaining surveys Audit workplace accessibility for people with disabilities Audit the Union office and union events for accessibility to people with disabilities Study your collective agreement for discriminatory provisions against women, visible minority people, gays or lesbians, people with disabilities or aboriginal persons

Globalization and International Solidarity

This course explores globalization and how trade unions and community organizations are responding to it in Canada and around the world. It focuses on the Humanity Fund as a tool for Steelworkers to become active in global issues.

Women of Steel

This course is for women members, including those already in leadership roles and those who have the potential to become involved. The course helps develop communication and leadership skills, confidence and self-esteem. Participants gain a better understanding of how the union works. Different strategies for overcoming barriers and working with sisters and brothers locally, nationally and globally are addressed.

Reach out and get more people involved

Connecting with our members is the only way our Union can build the solidarity necessary to take on the challenges of today and tomorrow. Talk to your co-workers about issues in the workplace and how they can add their voice to support the Union. Not everyone has to show up at a meeting but everyone can be "in the loop". Use your workplace bulletin board or newsletter to let people know what your committee is doing. Post information on a day of celebration or public event that helps build understanding, tolerance and respect.

Identify ways of integrating human rights issues and learning into your meetings. You might want to invite a speaker to your Committee or General Membership meeting to talk about Black History Month or International Women’s Day. Look for creative ways of celebrating the ethnic diversity in your workplace. Some workplaces have organized multicultural potluck lunches as a way of starting a discussion about the different traditions and practices of people in our communities.

Speak out. Women, visible minority persons and others who have faced discrimination or harassment will have more confidence to get involved in the Union if they see you, the leadership, "walking the talk". We have to be prepared to stand up and challenge a racist or derogatory remark. We have to be prepared to demand that graffiti be cleaned up. We have to be clear that our events and meetings are free from harassment. Read the Yellow Sheet. Post it so that it is visible. It is available in many different languages, and is as important in our post-September 11 era as it was when it was adopted by the Union in the late 1980’s.

Make a date

Another step in planning the work of your committee is to set up a calendar. An audit of your membership will help you identify the issues you want to consider. Note dates of negotiating committee meetings, union conferences, community events and cultural days of celebration. Pick a couple of days or events to work on as a Committee. Don’t try to do everything in the first couple of months! Focus on a couple of initiatives and do them well. Then, build on your success. Success also attracts more help and to win a new provision at the bargaining table or gain enough support for a resolution at a convention, you will need lots of help on the ground, in the workplace and at your union meetings.

communicate: verb 1 make known. 2 transfer, transmit. 3 (often foll. by with) pass news and information to and fro; have social dealings; have a meaningful relationship. 4 be connected.

Every year, District 6 sends out a calendar of events and special dates to Local Unions. Accompanied by a letter from the Director, Locals are asked to post the calendar and make a point of recognizing the special days in whatever way is appropriate.

Elections

Democracy in the Steelworkers is a source of great pride in the membership. Every three years, members elect Local Officers and committees. Every four years, every member has a vote in the election of the International Officers, Canadian National Director and District Directors.

One member one vote means that every member has an opportunity to elect Steelworker leadership. For members of equity-seeking groups, this aspect of internal democracy is very important. While we still have a long way to go before candidates and elected leadership truly reflect the diversity of the membership, allowing every member a vote provides for their participation in the election process and furthermore, ensures the accountability of candidates and elected leadership to the membership as a whole.

Human Rights Committees can help to make sure that resources and support are available to women, visible minority members and other members of equity-seeking groups who are interested in running for elected office in the Steelworkers. Step-by-Step to Elected Office: A Steelworker Affirmative Action Guide to Local Union Elections provides activists with descriptions of each position and tips on how to run a successful campaign.

Here are a few suggestions for starting your calendar: African Heritage Month – February. How well do you know Canadian Black history? Can you name some of the early Black trade union leaders and pioneers against racism, segregation and discrimination in Canada? Invite a speaker or storyteller to your committee or local meeting in February. Collect information about Black history and post it on your bulletin board or include an article in your newsletter. International Women’s Day (March 8) is another opportunity where local unions have worked with community-based organizations to plan events, rallies and demonstrations on women’s issues and women’s rights. International Day for the Elimination of Racial Discrimination (March 21) is an opportunity for Locals to come together in celebration of our diversity. Music, food, storytelling and dance can be featured. Aboriginal Persons’ Day (June 21) is a chance for locals to reach out to aboriginal members and organizations to recommit to the struggle for recognition and rights of aboriginal persons. Pride Days (held in June or early July) are celebrated by our members together with thousands of gay, lesbian, bisexual and transgendered workers. The solidarity of our members on issues of sexual orientation and the fight for same-sex spousal benefits is important. Many Steelworker members are still afraid to "come out" because of fear of violence. Even with the legal requirement to now negotiate same-sex benefits, negotiating committees continue to come under attack from members who don’t want such provisions in their collective agreement. Ramadan: In the aftermath of September 11, non-Muslims joined Muslims in fast for one day to show their solidarity and respect for Muslims around the world. In Canada, there are over 60,000 people who are Muslims. Next to Christianity, the Muslim religion has the most followers in the country. Days of worship and celebration: Many workplaces now have festive or end of year parties to celebrate Christmas, Hanukkah and Kwanzaa. Consult with your co-workers and plan you calendar. Don’t lose sight of the objective and have fun too!

Equality for the people

Your Human Rights Committee needs to keep track of legislative changes that may have an impact on the workplace and the collective agreement. Your other task is to work together to lobby for legislative change to benefit all working people.

Human rights laws and regulatory bodies didn’t just happen. They are a result of union and community activists working together to lobby governments. Steelworkers participate at various levels. We are members of equal pay coalitions, alliances for employment equity, ethnic advisory committees to the New Democratic Party, and members of the Canadian Labour Congress Women’s and Human Rights Committees and working groups. These groups develop strategies to improve and enhance human rights laws and government practices.

While Canada is a member of the United Nations and participates in the International Labour Organization, it must also be lobbied to sign-on and implement the conventions, resolutions and declarations. Canada also needs to take a leadership role in trade negotiations to ensure fundamental rights are enshrined in all trade agreements to which our country is party.

Globalization should not be a signal for governments to surrender their role in shaping work and living standards for billions of people, and give multinational corporations and financial brokers control. Globalization should be a call for all nations to work more closely together to raise the standard of living, promote human rights, and address the inequities caused by unregulated trade.

Who you gonna call?

Put together a contact list of human rights organizations and related services in your community. You might want to include contact names and phone numbers for the following:

The Local Union: (e.g. Unit Chairperson, Executive Member and Committees)

Staff Representative:

District Director:

Designated Anti-harassment Counsellors:

Community Contacts: (e.g. Employee Assistance Program, Labour Council, Immigration Counselling Services, Ethnic organizations and Cultural Centres, organization for injured workers, NDP Constituency Association)

Emergency Contacts: (e.g. sexual assault centre, emergency shelter for battered women, aboriginal health centre, police)

Organize, organize, organize

Getting more people involved in our Local Unions to reflect the diversity of our membership is one way to build the Union. The other important step for Human Rights Committees is to work with the Union’s organizers to reach out to the unorganized. The best step someone can take to achieve equality at work is to join a union. Unionized jobs offer the pay, job security, dignity and respect all workers deserve.

Work with your Human Rights Committee to put together a leaflet or fact sheet on why you joined the Union and what the Union does for you in promoting mutual respect and human rights.

Contact ethnic groups or organizations representing people with disabilities or aboriginal persons to talk about the workplaces, policies and the role of the Union. In organizing drives, it is not unusual for employers to target employees who are new immigrants or have limited literacy levels with threats of what joining a Union will mean to them. Building the support in our communities with groups and organizations can help provide support to workers during organizing drives or attempts by employers to de-certify the Union.

Everybody’s Union

The United Steelworkers represents workers in virtually every economic sector from coast-to-coast-to-coast. We have negotiated precedent-setting employment equity language for aboriginal employees. The workplace anti-harassment training program has been a tremendous success. SES: A Simple Effective Solution to Pay Equity and Job Evaluation has helped to address the historic inequities caused by the undervaluing of elements in women’s work. The policies and conferences on workers’ compensation and health and safety have raised awareness of what the Union can do to effectively accommodate injured workers and workers with disabilities. Our days of celebration: International Women’s Day, the International Day for the Elimination of Racial Discrimination and Pride Days are opportunities for the Union to showcase our policies and the activists who make sure the policies are practised.

Yes, there is a long way to go but human rights committees can help make sure all union activists are human rights activists. Together, in solidarity, we will continue to strengthen Everybody’s Union.