TDOR was started in 1999 by transgender advocate Gwendolyn Ann Smith as a vigil to honour the memory of Rita Hester, a transgender woman who was killed in an act of anti-transgender violence in 1998.
Each year on the 20th of November Transgender Day of Remembrance is observed to honour, commemorate and memorialise those who face discrimination and stigma.
This is particularly poignant given the tragic death of Brianna Ghey who was killed in Culcheth on the 11th February this year not far from our Warrington Offices .
Participate in Transgender Day of Remembrance by attending and/or organizing a vigil on November 20 to honour all those transgender people whose lives were lost to anti-transgender violence that year, and learning about the violence affecting the transgender community. Below is a link to an article on Stonewall detailing events throughout the country
To: All employees in the Manchester Bargaining Unit
We’ve been waiting for months to hear about our pay rise in October, but the company is keeping us in the dark, we asked for the pay data to be provided on 14th April to ensure we get our pay rise on time this year. The company said they would supply it after 1st June. We haven’t received it yet. Meanwhile, inflation is soaring (11.4%) and our pay is falling behind.
We’re not asking for the moon – we’re asking for a decent pay rise that reflects our hard work, record Fujitsu profits and the cost of living. We’re preparing a pay claim based on our needs and expectations, and we want to hear from you.
You can’t rely on the company glint survey – they ignored your feedback on pay last time as well as ignoring many employees questions on pay via Your Forum and the Team UK Town Hall with Tokita-San held today
We’re also raising a collective grievance over the late provision of data, which is unacceptable and unfair. Please sign here to support it.
We need to stand together and make our voices heard. We deserve a fair pay rise – not crumbs!
Unite members meeting have your say on Pay 2023
When
Date – Wednesday 28 of June
Time – 1330
Where on Zoom
members will be sent the link prior to the meeting any issue or questions e mail the Unite pay team @FJ
If you are a Unite member and have not received an e mail contact the Unite mailbox or your rep – e mail unitetheunion@uk.fujitsu.com
Next Steps
1.Join the members meeting have your say on Pay 2023
“As Pride month is in full swing, I find myself reflecting on my journey as a stepfather to a LGBT son. When my wife and I got married, I never imagined that I would become a father figure to a young man who would later come out Before I continue, perhaps as James would say, if we want true equality in society, people should not need to ‘come out’ – it can be terrifying or supporting for those in the community. I didn’t have to ‘come out’, perhaps others shouldn’t either. I digress, life has a way of surprising us, and I am grateful for the opportunity to be a part of my son’s life and to support him on his journey.
When my son first came out to us, I wasn’t sure how to navigate this new territory. But as I listened to my son’s story and learned more about the challenges that LGBTQ+ people face, I knew that I had to be there for him. One of the biggest challenges that my son has faced is the fear of rejection and judgment from others. He has also faced the scourge of bigotry in and outside of the workplace.
As his stepfather, I have made it my mission to create a safe and accepting environment for him. I have made it clear to him that he is loved and accepted for who he is, and that he can always come to me with any concerns or questions. I have also made an effort to educate myself about LGBTQ+ issues and to be an ally to the community.
I have learned that being an ally is not just about accepting someone’s identity, but also about actively working to create a more inclusive and equitable world for LGBTQ+ people. This said, being an ally does not mean to offer just words. The LGBTQ+ community are under attack right now by some narrow-minded individuals. When I refer to the LGBTQ+ community, I am talking about our family members, friends and colleagues. Involving yourself in pride events, support groups or making your voice heard in the workplace can go a long way from moving from being a passive ally in to an active one.
As a stepfather, I have also had to navigate the complexities of family dynamics. My son’s relationship with his biological father is to put it mildly, strained. I have stepped in as a supportive and loving father figure – sexual orientation does not always define identity, seeing my son thrive and grow into a confident and happy young man is one of the aspects of pride that is most important, and it is celebrated.
I was very Proud to be able to perform a reading at his wedding and to welcome his husband into our family.
I know that not all families are as accepting, and I feel a responsibility to use my privilege as a straight, cisgender man to advocate for LGBTQ+ rights and to create a more accepting and inclusive society.
As Pride month continues, I am reminded of the importance of celebrating and supporting the LGBTQ+ community. Equality is not about treating everybody the same, quite the opposite. It is about providing a level playing field and removing obstacles that perhaps others in society do not face.
I am grateful for the opportunity to be a part of my son’s life and to support him on his journey. I hope that other stepfathers, parents, guardians and friends can learn from my experience and strive to create a safe and accepting environment for their LGBTQ+ children. Together, we can create a world where everyone is loved and accepted for who they are\”
Unite workplace rep
As Unite LGBT members we are electing union equality reps in workplaces trained on LGBT issues to make sure every Unite member has access to representation at work if they experience homophobia, transphobia and biphobia. Join us.
Sam Webster Moore – senior rep BMW We ensure you can get access to specialist employment law advice if you are discriminated against at work. Join us.
Mark Pasty Turner – Tata Steel Our reps talk to employers and negotiate equality policies and terms and conditions of employment that reflect the Equality Act 2010 and equal marriage. Join Us.
David Smith – workplace rep Virgin Atlantic Where we as union members decide we want to change things at work and we have intransigent employers we take collective industrial action. Join Us. Alan Dobbie. Unite Equality Rep National Health Service We have real power with elected LGBT reps at every decision making table in Unite whether it is your local branch, regional industrial sector committees or the national executive – our voice is heard. Join Us.
Maggie Ryan – Unite EC member Landrover Jaguar We have built an amazing and inclusive LGBT space through debating and networking at our regional and national conferences and committees. Join us.
Phil Jones – National LGBT Committee Barclays Bank We ensure all unite reps are up to date on LGBT issues in the workplace through training and guidance. Join us.
Michelle Winstanley – Unite trans activist We organise leadership training for LGBT members to build our understanding of the LGBT union movement. Join us Jenny Douglas – Unite education tutor, Library Assistant We campaign for equal rights for LGBT workers and against homophobia, transphobia and biphobia in our workplaces, communities and throughout civic society. Join Us.
There has been an annual gathering to mark the story of the Tolpuddle Martyrs since 1930s. It began as a Sunday afternoon event with wreaths laid on the grave of James Hammett, followed by a procession of banners and speeches. Today, the annual event sees thousands of trade unionists from around the UK and the world descends on the small village of Tolpuddle in Dorset to celebrate the memory of the Tolpuddle Martyrs and the legacy they left behind. The Tolpuddle Martyrs’ Festival reflects the spirit of those prepared to stand up and be counted, and for those just learning about its history. It is a joyful celebration of solidarity.
Every year, thousands of trades unionists visit the Tolpuddle Martyrs’ Museum and annual Festival.
In the 1830s life in villages like Tolpuddle was hard and getting worse. Farm workers could not bear yet more cuts to their pay. Some fought back by smashing the new threshing machines but this brought harsh punishments.
In 1834, farm workers in west Dorset formed a trade union. Unions were lawful and growing fast but six leaders of the union were arrested and sentenced to seven years’ transportation for taking an oath of secrecy. A massive protest swept across the country. Thousands of people marched through London and many more organised petitions and protest meetings to demand their freedom.
Museum
The Tolpuddle Martyrs Museum tells the harrowing tale of the Martyrs’ arrest, trial and punishment, leading to the foundation of modern day trade unionism.
The museum is a modern, informative, and educational exhibition, using interactive touch screen displays new graphic panels telling the story in text and images. The museum sets out the Martyrs’ story in four sections: Before the arrest, The Oath and Betrayal, Transportation, and the Homecoming.
Every year in July, thousands of people to enjoy the Tolpuddle Martyrs’ Festival. It is a weekend of family entertainment, stalls, political debate, comedy, music and a grand procession through the village.
Alex Gordon was elected to serve as RMT President for the period 2022-2024. The President is the senior lay representative of the union and is elected by the membership. The President presides over the National Executive Committee and the Annual General Meeting.
Miner Dave Douglass. Former NUM branch official turned author and historian, Dave Douglass
The 152nd Gala is scheduled to take place in July 2023. Check back nearer the time for more details, and why not see what happenned in 2022 below – including the key speech from Unite general secretary Sharon Graham.
The 151st anniversary gala was held in 2022 after the 2021 gala was cancelled. The Big Meeting was back in 2022 and the DMA announced that the returning Gala will be dedicated to key workers, the carers and bus drivers, delivery workers and nurses, shop staff and teachers. Everyone who has risked their lives to keep society functioning throughout the pandemic was celebrated. The DMA worked with trades union branches across the country to bring people into Durham, and called on the public to gather in greater numbers than ever before in support of the country’s key workers. Over 200,000 thronged the streets as a result.
Durham Miners Gala Durham Held on the second Saturday of July the Durham Miners Gala sees trade unionists from across the country descend on Durham city and the event has developed into the largest gathering of trade unionists in the country. Highlights include wave after wave of banners, each typically accompanied by a brass band, which are marched to the old Racecourse, where political speeches are delivered. In the afternoon a miners’ service is also held in Durham Cathedral which may include the blessing of any new banners.
In 2023 make sure you put time in your diary to join one of the most important days in the trade union calendar. Find out more from the Durham Miners’ Association.
The Durham Miners’ Gala is the world’s greatest celebration of community, international solidarity, and working class culture. It is a unique and inspiring spectacle. More than 200,000 people pack the streets of Durham to enjoy the sights and sounds of The Big Meeting.
Unite the Union Brass Band is one of the most successful bands in Sheffield and South Yorkshire.
The Band was formed in 1900 and over the years has performed under several different names, including Sheffield Recreation Band, Stocksbridge Band, and City of Sheffield Band. In 2012, we were pleased to be able to name a new sponsorship deal with Unite the Union.
In addition to their role in “The Full Monty,” members of the Unite the Union Brass Band have appeared on worldwide hit records, award winning documentaries and on virtually every mainstream UK television broadcast station.
They have toured internationally and make regular visits to Holland and Germany, have featured live at many of the world’s most iconic music venues including The Royal Albert Hall, Sheffield Arena and The Wembley Conference Centre, London Lord Mayor’s Parade (twice), London Parade Festival and have completed a highly successful 21 day tour of Australia, giving 12 concerts from coast to coast. Collectively, they are virtuoso musicians offering a thrilling musical experience that guarantees to leave your audience wanting for more.
Around the globe there are brass bands that have won major competitions, there are brass bands that have made great recordings, there are even a few brass bands that have done all of the above and appeared on Film & TV too, but if you’re looking to be thrilled with a band that’s been there, done that and featured in an Oscar winning, BAFTA scooping, Box Office busting movie, there’s a choice of one, yes just one in the whole wide world, the Unite the Union Brass Band!
If you wish to engage the band for your wedding, corporate event, concert, stage production, project launch, TV or film recording or any other type of function you can be assured of an entertaining and professional performance.
THE COMMERORATION OF MARKHAM VALE COLLIERY
In February 2023, the band had the pleasure of Welcoming Ken Wain to our bandroom. Ken kindly asked the band to perform and record his own composition of the March ‘Markham Vale’. Ken composed this March in order to commerorate the Colliery in Markham Vale Village and this composition was arranged by a friend of the band, Matt Doubleday. This wonderful march was composed as a reminder of the 106 men who sadly lost their lives in 3 major disasters in 1937, 1938 and 1973. Ken is keen to ensure the stories of these miners and their families are never forgotten.
3 .Get active with Unite @FJ and join the pay campaign 2023 – become a rep
for more in e mail uniteatfujitsu@gmail.com or contact your local workplace rep
If you have a question on pay 2023 come along to the stall or use the e mail above to contact your unite pay team
Where: MAN34 Canteen
When: Wednesday 07 June – Wednesday 14 June
Time: 1130 – 1330
Summary / TLDR
* Pay, Profits and Cost Of Living crisis – did you receive a 58% pay rise?
* STARS
* Political fund vote – vote Yes – it is important
* Electric Vehicle
* Unite Wins
* Join Unite
* References
Pay and Cost Of Living crisis – did you receive a 58% pay rise?
Whilst most of us have received yet another real terms pay cut, Fujitsu shareholders have seen the value of their shares rocket as profits are at record levels and the company uses those profits to buy back shares. In the recently released Fujitsu Services accounts you can see the highest paid manager received a 58% pay rise for 2021 to 2022, but the average pay for employees decreased in the same period.
In the current Cost of Living crisis with RPI at 13.5% (March 23), high attrition rates / Fujitsu pay less competitive than the market (private sector pay rising at 8.3%) and Fujitsu record profits, it’s odd that the company seem to still want to detriment your pay still further. We hope the company is willing to reconsider and prioritize their employees. Looking forward – Fujitsu in Japan is reportedly<https://www.hcamag.com/asia/specialisation/benefits/fujitsu-revamps-employee-compensation/444428> giving employees an average 10% pay rise with a maximum of 29%. Without any pressure do you think Fujitsu will do that here?
How can you help change the company’s behaviour? The most effective way to get the company to uphold their commitments is for all of us in Unite nationally to stick together and let the company know that your pay and pay transparency are important to you.
The STARS scheme was suspended last year to give everyone a 1% pay rise. This year a much poorer version has been introduced in which the value of the awards has been significantly reduced and the bronze award level removed completely. Would you prefer a pay rise as last year or this version of STARS?
Please feedback your views on the scheme to the Unite mailbox<mailto:unitetheunion@uk.fujitsu.com?subject=STARS%20Feedback> and we will collate and share the responses.
Electric Vehicles
The company a few months ago launched a scheme encouraging company car drivers who receive a car as a benefit to upgrade to a greener electric vehicle. The scheme included the ability to end your existing lease term early, an improved range of electric vehicles for each grade and a £500 contribution towards fitting a charge point.
This is great if you haven’t already changed to an electric vehicle and receive a car as a benefit.
However a number of employees have already made the upgrade or receive their car rightly or wrongly as a business needs car have been excluded and not surprisingly feel sore about it. If you are in one of these groups please drop us a note to the Unite mailbox<mailto:unitetheunion@uk.fujitsu.com?subject=Electric%20Vehicles%20reply> so we can combine forces.
Political fund – vote Yes to keep it.
By law unions including Unite have to allow members to vote on whether they have a Political fund. This is money which is used for political campaigning and not added to Labour party coffers. It is especially important to have the fund in the current political climate where there is no substantive difference in the two main political parties particularly in matters of rights at work, protecting the NHS, fairer pensions, a fairer economy and a fairer society. Without it you lose your voice in arguing against poor political choices that impact all working people including ourselves. For more information see https://www.unitetheunion.org/campaigns/big-yes-vote-unite-political-fund-ballot/
Campaigning is a key part of what we do. Together we will fight the cuts to services and our people and build a better future for all, not just the few. Many of our activists are experienced campaigners, but every one of us can get involved and organise campaigns. Here are some basic tips and two downloadable guides to help.
There are some key points to planning a successful campaign:
Objectives
Identifying what it is you hope to achieve. Objectives are the building blocks that give your campaign structure and keep you on track. They make it possible to review how successful or not a campaign has been and whether the aim has been achieved.
Planning
Create a ‘flexible’ campaign plan, with a timetable and identified responsibilities. Define your purpose or aim – what do you want to achieve? When? Set a timetable. Who? Choose a team and set your tasks. How? Consider your tactics and actions.
Organising
Getting people involved in the campaign increases the chances of success. Consider setting up a working group to draft the campaign plan. Sharing the workload and using people’s skills effectively will only make the campaign stronger. After all collective action is the best model for social change.
Action
Actions are what you do to achieve your aim. These can be big or small from letter writing and handing out flyers to big marchers or workplace protests. Choose your tactics carefully; make sure that they are the best and most effective way of bringing about the change you want.
Evaluation
We learn by reviewing our actions. The best way to do this is to look back at whether we achieved the aim that was set. Sit down with your campaign team and make a note of worked and what didn’t, and what you would do differently next time. And well done.
“If we fight we may not always win, but if we don’t fight we will surely lose.”
Get active in unite campaigns @Fujitsu
To get active in the campaign contact your local reps or e mail
unitetheunion@uk.fujitsu.com
Do you think you have got the “R” factor (Union rep) then contact your union and get active
Local representatives are important because they are the backbone of their union. Without representation at workplace level there would be no-one to act as the link between members, the employer and the union and no-one to organise, represent and negotiate on behalf of people in the workplace.
Here’s a short list of some of the things union reps get involved in:
recruiting members into the union and organising them around workplace issues
talking to members about workplace issues, advise them and keep them informed of the latest developments
representing members who have problems
branch work and the wider union
negotiations with the employer.
Even so, depending on the nature of workplace and branch organisation not all union representatives necessarily have the same roles within the union team.
For instance:
Not every rep gets involved in workplace disciplinary problems, although all would be interested in the outcome of individual representation cases.
All union reps will talk to supervisors and managers as a matter of routine but not all union reps will be involved directly face-to-face negotiations over key issues.
Why become a union representative?
There are all sorts of reasons. People may:
be good communicators and their work colleagues think that they would be good in the role
feel strongly about issues and want to change things for the better
be dissatisfied with something at work and want to have the rights of a representative to influence members and management
be persuaded to have a go by other union reps looking for strengthen the union team
be pleased with the outcome of a personal case that was handled by the union and want to give something back
be the only one to do the job because nobody else will try.
The way a union rep is chosen depends on the rules of their union. It will involve the relevant members and might be done a meeting, or via a postal ballot but once the decision is made the union will need to approve the appointment. The role new rep can take up their role once the employer has been notified by the union.
Different representatives, different roles
There are several types of union representative, with separate roles, although sometimes different names are used to describe them:
Union representative or steward – has statutory rights to represent members in the workplace and carry out other workplace duties.
Health and safety representative – has statutory rights to cover many aspects of health, safety and welfare in the workplace and attends health and safety committee meetings. In most unions the union representative and the health and safety representative are two separate positions. In other unions, once you become a union representative you are automatically the safety representative. They are, however, different roles.
Union learning representative – has statutory rights for promoting and organising education and training in their own workplace.
Equality representative – covers all aspects of promoting, organising and negotiating equality and fairness at work (see section on Equality).
Senior steward or convenor – is a union representative with a lot of experience of dealing with workplace issues and will represent the workforce at meetings with management to negotiate pay or changes in working conditions.
Union full-time officer – can be elected or appointed according to the union rule book. This officer works full-time for the union and supports all regional union activities and representatives. Their main function is to become involved in members’ cases when they reach a higher level with management. Some unions also employ fulltime organisers to support branches.
Useful advice taken from experienced union reps
Meet regularly with the employer and managers, both informally and informally, to get to know them. This is useful when planning how to take up an issue or in planning improvements in pay, terms and conditions.
New representatives can shadow other more experienced colleagues in those meetings too. They can also get training from their union and the TUC as well as backup from experienced representatives and branch officers at work. (There’s more information on this in Section 2 of this manual).
A union rep can’t do everything on their own. Reps often become involved in different activities depending on experience, skills and time. Union reps need to work together as a team, supporting each other, even if there are only two in the workplace!
Union reps need to be communicators, letting their members know what they are doing and why. This doesn’t necessarily involve speeches at big meetings. The best way is through day-to-day conversation. If they are away from the workplace they should let their work colleagues know where they are.
Publicise union successes in negotiating with management and representing members in individual cases. Everyone in the workplace will be interested, it will help to retain support from members and open the door to recruit new ones.
Sometimes union members feel they can sort out issues on their own but everyone should be encouraged to see the union reps as their first resort, not their last!
Union reps are problem solvers but think the problem through first. Members may highlight workplace problems that perhaps need taking up with managers. Be careful though, sometimes an issue can be the result of a misunderstanding and not the sort of thing that needs to be raised with managers.
It can be useful to approach management to seek an informal solution to problems. That could be done through a brief meeting with the line manager, or even through a phone call. Take advice from someone with experience to help ensure that a problem isn’t made worse.
If that doesn’t work speak to senior workplace reps about using formal procedures. That should always be a collective decision by the union team and advice may be needed from the relevant union officer. Taking a step by step approach means better planning and will increase the chances of a successful outcome.
Apply collective thinking to representation work. Some issues arising from an individual case often turn out to be ‘collective’ in the sense that they affect a number of other people, not just the person who brought the problem forward in the first place.
This should always be borne in mind because taking up problems with the employer collectively can provide a stronger base from which to progress. Working with other union reps on issues that affect their members too can have more impact. It also means that the union can work towards resolving the underlying causes of discipline or grievance cases that come up again and again. That can make a big reduction in the number of cases union reps gets involved with, saving time and energy for other things. Management too gain from such an approach because it can help to make the workplace more efficient by also removing the causes of concerns that they also have.
What about non-members? Well, unions are membership organisations funded almost entirely from members’ contributions. As a representative you should take every opportunity to encourage people to join the union. However, it must be noted that most people do come to the union in times of trouble or if they have a grievance. They will not normally be able to get assistance for things that happened before they became a member.
What if there is a complaint against another member? It may well happen that a rep takes up an issue for a union member against another person who is also a member of the same union. That member is entitled to representation too although not through the same union rep. There is a need to careful, to be fair and to ensure that confidential information is not shared. Advice should be sought from the union to try and make sure the right approach is being taken.
What if a union rep feels they cannot help? Although union representatives should always try to assist members, in some cases they may feel unable to help because they:
are too close to the issue and cannot be unbiased
know the member(s) involved too well
feel out of their depth and without the relevant experience to take a case forward, e.g. the case is too complex
fear that winning a case could adversely affect others’ terms and conditions
have been advised by the union that the case is not likely to succeed
are concerned that a member has refused to take the advice of a representative on how to pursue a case.
In any of these circumstances, another rep should take up the case or a union full-time official, particularly if the case is complex.
Even when a member has contributed fully to the circumstances they are in, a representative can play an important role in ensuring that any disciplinary action taken against that member takes into account extenuating circumstances, is appropriate to the case and not inconsistent with other previous disciplinary decisions by the employer.
Sometimes, after pursuing a case through the available procedures, it may be that the workplace unions feels the case has reached the end of the line and no further progress can be made. Union reps should take advice on this.
Legal advice or legal representation is not generally appropriate or necessary. Reps should avoid giving interpretations of the law or promising success in a case. Every effort should be put into resolving employment relations problems at workplace level. If that is not done it is likely be the first issue picked up if the case gets as far as an employment tribunal hearing.
where a workplace rep feels a case may require legal involvement, their union full- time officer should be contacted for advice. If an application for legal advice is thought necessary the members involved will have to follow the union’s system for doing so.
Checklist Good practice for dealing with problems at workDon’t delay in speaking to members. A good representative listens to what is being said.Aim to deal with issues informally and quickly once you are aware of them rather than dragging them out into formal, time-consuming procedures. Sometimes just threatening to take issues through the formal procedure will force the employer to make a decision quickly. Become familiar with your own workplace agreements and procedures. Have your own copies or know where to find them.Keep notes and copies of all dates, letters and documents relating to your union work. Keeping a diary is a useful method as you can always look back on it at a later date.Get all the facts before you start a course of action.
Sometimes claims are only rumours or members just want to let off steam at someone. Don’t try to move mountains. Take small steps but be well organised. Know your limitations and don’t be afraid to ask for help. There is a vast resource of experience and expertise within the union that a representative can access.
Be clear about your objectives. Prioritise what needs to be done in your role depending on the needs of your members, and have a plan about what you want to do each week. Remember – failing to prepare is preparing to fail!Do not speak or write to management or anyone else until you have planned your intervention and are sure what you want to happen. Formalise things only when you have exhausted all procedures. Always have a fall-back position – you won’t win every time! Be prepared to compromise on some issues to gain success in others. Communicate with all the representatives in your workplace. There are many instances where you can act together.
Publicise your successes, which reminds employers of their responsibilities and encourages more people to join the union.
To get active in the campaign contact your local reps or e mail
Unite Investigates: Corporate profiteering across the economy – it’s systemic
This new report from Unite Investigates reveals the profits of the UK’s largest companies are now 89 per cent higher than before the pandemic.
This research is the first to take a forensic look at where profiteering is happening and how corporations are taking advantage of a crisis to raise their prices.
“This crisis is about choices. Thousands of decision makers in major corporations have been choosing to raise their prices. Governments are choosing to facilitate it.”
Across critical industries and supply chains these choices are revealed to have caused the “price spiralling” driving inflation. Make no mistake, profiteering has resulted in the high prices we’ve all had to pay.
This report is the latest in a series of contribution to Unite’s Profiteering Commission. Our aim is simple: to uncover who is really profiting from this crisis.
Unite Investigates: Corporate profiteering and the cost of living crisis
The Unite report finds that in the last six months company profits are responsible for almost 60% of inflation rise. “It’s not hard pressed workers who are driving inflation, it’s Britain’s bosses.”
It’s inflation and corporate profits, not workers’ wages, which are at the heart of the cost of living crisis currently gripping the UK according to the compelling new report. ‘Corporate Profiteering and the Cost of Living Crisis’ argues that it is time to demand restraint on profiteering not pay.
This report is the first in a series of contributions made by Unite’s Profiteering Commission. Our aim is simple: to uncover who has really profited from the Covid 19 pandemic and the inflationary pressures that have followed. Click here to download the full report.
Want to get involved in the national campaign contact your local senior rep in the first instance
This report is the latest in a series of contribution to Unite’s Profiteering Commission. Our aim is simple: to uncover who is really profiting from this crisis.
Our Union 
