2014 National Black Members Conference - UNISON - · Web viewFor any delegates using wheelchairs and wishing to park close to the Brighton Centre, the NCP Russell Road car park would

UNISON NATIONAL BLACK MEMBERS’ CONFERENCE 2014

2014 National Black Members Conference

Containing motions and amendmentsand Standing Orders

2013 black members' conference - final agenda

17 – 19 January 2014

“History tells us we are here to stay”

Black members stronger together in UNISON

CONTENTS

Section Title Page no.

1. Checklist 3

2. Welcome to UNISON National Black Members’ Conference

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3. Conference timetable 7

4. Conference business 11

5. Quick guide to UNISON jargon 13

6. Notes for delegates 15

7. Notes for visitors 17

8. Guide to purpose of, and roles, at conference 19

9. Guide to conference procedures 21

10. Health and safety information 27

11. Conference venue and directions for The Brighton Centre, Brighton

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12. Accessibility summary of The Brighton Centre 35

13. Final Agenda and Order of Business 39

14. Standing Orders Committee membership 87

15. National Black Members’ Conference Rules and Standing Orders

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1. CHECKLIST

Please remember to bring the following documents with you when you come to Conference.

Tick

This conference guide

National Black Members’ Committee Annual Report

Voting card

Credential card with photograph

Confirmation of your accommodation details

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2. WELCOME TO UNISON NATIONAL BLACK MEMBERS’ CONFERENCE

We would like to welcome all delegates and visitors to the National Black Members’ Conference 2014. Our theme this year is "History Tells Us We Are Here To Stay" - Black members stronger together in UNISON.

We are proud to be your elected Chair and Deputy Chair and give our unwavering commitment to keep race on the agenda in all that we do and stop the silencing of discussions on racism by the erosion of Equality Legislation.

The National Black Members’ Committee continues its work programme on Challenging Racism in the Workplace; the revamped tool kits; guidance and materials produced in UNISON to support regions and branches in tackling racism with their employers; and using the equality duties. We have always recognised that the principal of equality involves growing our membership, organising and campaigning on the issues that drive us to ensure that our voices are heard.

Our Black young members, disabled, Lesbian, Gay, Bisexual and Transgender, women and retired members all have a vital role to play through our self-organised group structures.

For new delegates, we hope you find the inspiration and courage to come to the rostrum to speak, and to let us hear your voice loud and clear on the issues affecting you and your colleagues in the workplace.

We have approximately 168,000 Black members in UNISON, however our numbers are shrinking every hour, every day, every week, month and year as austerity, cuts, re-organisations and disciplinaries disproportionately impact on our Black colleagues.

Increasing Black representation in all structures of UNISON is vital if we are to be a true voice in the battles that we face, defending public services, our terms and conditions, campaigning for a Living Wage and tackling the dismantling of Equality Duties; all crucial work for the NBMC.

Challenging Islamophobia and the Far Right within our communities is essential to ensure Black communities are not paying the price for the Coalition Government’s ideology and discriminatory actions against the most vulnerable, poor and working class.

The National Black Members’ Committee will raise the important issues on the discrimination that we face daily in employment and in wider society both regionally and nationally. We will not stop until equality is real for all.

A note of thanks, goodbyes and acknowledgements:

To the South East Region, thank you for hosting the conference and making us all feel so welcome.

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2. WELCOME TO UNISON NATIONAL BLACK MEMBERS’ CONFERENCE

To our colleagues on the NBMC, thank you for all of your hard work throughout the year. Goodbye to those who leave us this year and welcome to those who join us for the year 2014/15.

Thank you to our National Executive Council Black Members’ representatives and welcome to our newly elected representatives for the next 2 year cycle.

Thank you to members of the Standing Orders Committee, the Standing Orders Committee Secretary and Administrator, Hope Daley and Wavenie Jones, who provide support to the Committee. They work hard behind the scenes to ensure that our conference runs smoothly.

Thank you to our National Race Equality Officer, Khadiee Campbell, and Assistant National Officer, Bukky Akinwale, for their support and guidance to a newly elected chairs team.

And to you, delegates and visitors, with your continued support we cannot fail to achieve and be proud on behalf of all Black members both past and present in UNISON.

We wish you all a productive and vibrant conference. We honour our ancestors.

Margaret Greer Ash DhobiChair NBMC Deputy Chair NBMC

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3. CONFERENCE TIMETABLE (Subject to change)

Friday 17 January 20141200 Delegate enquiry desk opens

1300 – 1345 First time delegates get together and welcome Auditorium 1

1400– 1405Welcome Margaret Greer, National Black Members’ Committee Chair

Auditorium 1

1405 – 1415 Guest Speaker Dave Prentis, UNISON General Secretary Auditorium 1

1415 – 1425 Standing Orders Committee Report Number 1 Auditorium 1

1425 – 1435 Annual Report 1 Organising and Recruitment Auditorium 1

1435 – 1445 Guest SpeakerMaureen Le Marinel, UNISON President Auditorium 1

1445 – 1520 Motions Auditorium 1

1520 – 1530 Break

1530 - 1550 Disabled Caucus Syndicate 1

1550 – 1600 Break1600 – 1700 Service Group Meetings

Community Energy Health Higher Education Local Government Police and Justice Water, Environment and Transport

Syndicate 4Office 13Syndicate 1 Syndicate 2Auditorium 1Syndicate 3The Restaurant

1700 – 1715 Break1715 – 1800 Regional Meetings – First Session

Cymru/Wales Eastern Northern Northern Ireland South East South West

Office 13The RestaurantSyndicate 1Syndicate 2Auditorium 1Syndicate 3

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Friday 17 January 20141805 – 1850 Regional Meetings – Second Session

East Midlands Greater London North West Scotland West Midlands Yorkshire & Humberside

Syndicate 2Auditorium 1Syndicate 1Office 13The RestaurantSyndicate 3

1900 – 2000 Civic reception Syndicate 4

Saturday 18 January 201409.30 Conference resumes Auditorium 1


0940 – 0950 Guest SpeakerJunior Smart, St Giles Trust Auditorium 1

0950 – 1000 Annual Report 2 Campaigning Auditorium 1


1200 – 1300 Lunch 1300 – 1400 Fringe meetings x 4

1. Personal assistants and carersNatalie Radcliffe, UNISON Organiser

2. Hope not Hate / the killing of Lee RigbyHazel Nolan, Hope Not Hate

3. Changes in employment law/discriminating practices in employmentRoger Ellis, Thompsons Solicitors

4. African migrant networkMonica Hirst, UNISON Strategic Organising Planner

Syndicate 2

Syndicate 1

The Restaurant

Auditorium 1

1400 – 1415 Break

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Saturday 18 January 20141415 - 1435 Lesbian, Gay, Bisexual & Transgender

Caucus Syndicate 1

1450 Conference resumes Auditorium 1

1450 – 1500 Guest SpeakerSadiq Khan, MP Auditorium 1


1600 – 1610 Break 1610 – 1710 Workshops x 4

1. Police and the criminal justice systemCharles Crichlow, National Black Police Association

2. New to UNISON / Young Black peopleElizabeth Cameron, UNISON National Executive Council

3. Political awareness / Labour LinkJulian Cooke, UNISON Labour Link Organising Officer

4. Mentoring and support / Network of Black ProfessionalsRoger McKenzie, UNISON Assistant General Secretary

Syndicate 2

The Restaurant

Syndicate 1

Auditorium 1

1715 – 1735 Women’s Caucus Auditorium 1

1740 – 1800 Labour Link Caucus Syndicate 1

1830 – 1840 Crèche Presentation Auditorium 2

2000 – 0100 Social event

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Sunday 19 January 20149.30 Conference resumes Auditorium 1


0940 – 0950 Annual Report 3International Auditorium 1

0950 - 1000 Guest Speaker Marcia Rigg, Sean Rigg Justice Campaign Auditorium 1


1225 – 1230 Closing Remarks Auditorium 1

Thompson’s Surgery: from Friday 17 January 2014 Appointments can be made via the Thompsons’ stall in the exhibition area.

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4. CONFERENCE BUSINESS

The National Black Members’ Committee (NBMC) announces its policy on Motions and Amendments in advance and this is set out in the Final Agenda section.

Here is a brief explanation of the different policy positions:

SUPPORT In favour

SUPPORT WITH QUALIFICATIONS In favour of main points but with some reservations

REMIT Refer to NBMC for further consideration

SEEK WITHDRAWAL OR OPPOSE Ask Branch etc. to remove from Agenda, usually in favour of another position, otherwise oppose

OPPOSE* Against

LEAVE TO CONFERENCE No position

DEFER Awaiting more information prior to taking a position

TO BE ADVISED Not yet discussed

* Where the NBMC opposes a motion, but supports one or more amendments to the motion, this indicates that the NBMC will change its position on the motion if the amendment or amendments are carried.

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5. QUICK GUIDE TO UNISON JARGON

Self-Organisation Groups facing discrimination meeting and organising to determine their collective agenda and feeding it into the union's structure.

SOGsThe four self organised groups - currently defined by UNISON national rules as women members, Black members, disabled members and lesbian, gay, bisexual and transgender members.

NBMC National Black Members’ Committee

National LGBT committee National Lesbian, Gay, Bisexual and Transgender Committee

NDMC National Disabled Members’ Committee

NWC National Women's Committee

NYMF National Young Members Forum

NRMC National Retired Members Committee

ProportionalityThe representation of women and men in fair proportion to the relevant number of female and male members – UNISON has a rulebook commitment to proportionality.

Fair representation

The broad balance of representation of members of the electorate, taking into account such factors as age and low pay, the balance between part-time and full-time workers, manual and non-manual workers, different occupations, skills, race, sexual orientation, disability and gender identity – UNISON has a rulebook commitment to fair representation.

National Delegate Conference

Supreme decision making body of UNISON – annual conference of branch delegates, at which the self-organised groups have representation.

NEC National Executive Council – the union’s highest elected body of lay members.

Lay Structure A decision making body of UNISON members that does not include employees of the union.

Service Groups

Employer-based structures in the union. UNISON organises members in the following services – community; energy; health care; higher education; local government; police and justice; and water, environment and transport. Each service group has autonomy to decide the group's general policy and negotiate on behalf of their members. Each service group has an annual conference of delegates which sets the group's agenda for the following year.

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5. QUICK GUIDE TO UNISON JARGON

Sector A sub-group of a service group, e.g. the nursing sector of the health service group.

APF Labour LinkAffiliated Political Fund – Funded from contributions from opted-in members used to support the Labour party via the UNISON Labour Link.

GPF General Political Fund – Funded from contributions from opted-in members used for non party political campaigning.

UNISON Parliamentary Group

A UNISON group of Labour MPs working closely with the union in the House of Commons.

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6. NOTES FOR DELEGATES

Please note: branches can only change their delegates if it has been the subject, in advance, of correspondence and notification from the branch, and is known to the Conference Office.

6.1 Delegates’ Credentials

Each delegate has been issued with a delegate's credential which is at the bottom of the welcome letter. The card, together with a passport size current photograph of yourself should be inserted into the plastic badge and should be worn so that it is visible at all times while you are in the Conference complex.

6.2 Access to the Conference Hall

Stewards on doors are volunteers and have to adhere to a strict brief to assist the smooth running of Conference. If you are not wearing proper credentials you will not gain access to any part of the Conference Hall.

6.3 In and Around the Conference Hall

When Conference starts on Friday afternoon, delegates will want to find their way around.

The Conference Hall is laid out with seating for delegates on a regional basis in the main body of the hall, a platform and rostrum at the front and seating for visitors at the back of the hall. The National Black Members' Conference is for Black UNISON members, but white members may attend the main Conference sessions as visitors.

Consideration should be given to disabled delegates. Assumptions should not be made that the only disability is a physical one - many members have non-apparent disabilities. Specific provision is made for members to participate equally. Members who shout, cross talk, walk in front of signers and/or cameras are disenfranchising those members who require facilitation.

Recycling bins are situated at the back of the Conference Hall for used paper. Please make use of this facility rather than leaving unwanted paper on the floor.

Flash Photography. The National Disabled Members' Committee has indicated an access issue with flash photography. It can cause visual impairment and disorientation and interferes with signed communications. Therefore the National Executive Council has decided that there will be no flash photography at any UNISON Conference.

There will be a Prayer Room at Conference – further details will be available from the Conference Enquiry Desk.

The Conference Enquiry Desk, situated in the Brighton Centre Foyer, is responsible for all administrative and organisational work. This is where delegates should go if they have any problems to do with the administration of Conference, for example if they lose their credentials, and for any access enquiries. The Desk will be open each day from before the start until the end of Conference, including during the lunch period.

There will be a Crèche at Conference – further details will be available from the Conference Enquiry Desk.

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6. NOTES FOR DELEGATES

Remember this facility is only available for delegates who have reserved places for their children in advance.

There are First Aid facilities at the Brighton Centre. Details are available from the Conference Enquiry Desk. First Aiders may refer you to a doctor or to the local A&E Department.

Smoking. No smoking will be allowed in any areas being used by UNISON.

6.4 Conduct of Delegates

All delegates and facilitators are expected to behave in a courteous manner. Aggressive, offensive or intimidatory language or behaviour will not be tolerated.

Complaints will be treated seriously and may be dealt with under the union's disciplinary procedures.

As trade unionists we do not expect any of these problems to arise. However your Regional Delegate is available in the first instance for advice and support at this Conference.

6.5 Key Figures at Conference

The National Black Members’ Committee (NBMC) has appointed a number of co-Chairs from among its members, to preside over Conference and chair all the debates. With the co-operation of delegates, Conference business is processed quickly and without great formality. There are occasions, however, when the co-Chair will need to exercise their authority, including the right to make a ruling on a question of procedure or a point of order. The co-Chair also has the authority to expel any delegate causing a disturbance and refusing to obey the call to order.

Committee Members may sit on the platform and may be called on to move reports, statements, motions, amendments to Standing Orders and any amendments in the name of the NBMC. They will also speak for the NBMC in some of the debates. Invited guests and the Chair's Aide will also sit on the platform.

The Standing Orders Committee Chairperson will come to the rostrum fromtime to time to give reports of the Standing Orders Committee (SOC).

4.6 Monitoring for Fair Representation and Proportionality

All delegates will be asked to complete and return a form which enables the Conference to be monitored in order that UNISON can check on progress towards its objectives of fair representation and proportionality at all levels of the union. This exercise is conducted at all UNISON conferences and at regional level. Please assist us by returning the completed form well before the end of conference.

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7. NOTES FOR VISITORS

7.1 General

All visitors are asked to remember that they are welcome at Conference to observe debates, but they must take no part in the proceedings of Conference nor seek to influence the proceedings in any way and are not permitted on to the Conference floor.

The National Black Members' Conference is for Black UNISON members, but white members may attend the main Conference sessions as visitors.

Visitors are issued with credentials and are reminded that they will need to wear their credentials at all times, including a current passport sized photograph of yourself.

Admission to the floor of Conference will be authorised by the stewards only on the production of the relevant credential.

Accommodation in the visitors’ seats is available on a first come, first served basis each day.

7.2 Conduct

Visitors are expected to behave in a courteous manner. Aggressive, offensive or intimidatory language or behaviour will not be tolerated.

Complaints will be treated seriously and may be dealt with under the Union’s disciplinary procedures.

7.3 Smoking

No smoking will be allowed in any area of the venue being used by UNISON.

7.4 Private Sessions

Although fairly rare, there are occasions when conference business has to exclude non UNISON members in the event of a ‘Private Session’ of Conference. When this happens, the co-Chair will announce the Private Session and ask those individuals who are not permitted to remain in the hall, to leave. The visitors’ seating area will be cleared for the duration of the closed Private Session, with the exception of those visitors who show their UNISON membership card.

It is hoped that if we were to have a Private Session this could be confined to first thing in the morning or immediately after lunch to minimise disruption to Conference business and inconvenience to individuals.

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8. GUIDE TO PURPOSE OF, AND ROLES AT, CONFERENCE

8.1 Purpose of Conference

UNISON National Black Members' Conference is the means by which Black members can reach collective decisions on their priorities for working in UNISON and seek to influence policy in the wider union.

The proposals to be discussed come from Black members meeting together at all levels of the union - branch, regional, national, and in caucuses.

Through service group sessions and fringe meetings, delegates also get the opportunity of a less formal setting in which to discuss and learn more about many of the issues up for debate at the Conference.

8.2 Role of National Black Members' Committee (NBMC) at Conference

The National Black Members’ Committee (NBMC), made up of regional and other self-organised group representatives, has rule book responsibilities to provide an annual report of its activities to the Conference. The NBMC acts as a collective body during Conference, presenting its annual report, proposing its motions, and explaining its policy on other motions.

8.3 Role of Regions at Conference

Regional groups may submit motions, amendments, and emergency motions to Conference. Regions may send Regional Delegates to Conference, with voting and speaking rights.

8.4 Role of Caucuses at Conference

Arrangements are made to facilitate meetings of the women's caucus, Lesbian, Gay, Bisexual and Transgender (LGBT) caucus and disabled members' caucus at Conference. The two caucuses referred to in the Standing Orders for Conference, (the LGBT Caucus and the Disabled Members' Caucus) are groups on the NBMC, which have submission rights to Conference.

8.5 Role of Delegates at Conference

Branch and Regional Delegates have speaking and voting rights at Conference. Some delegates will be responsible for moving motions from their branch or region. Delegates, especially new delegates, are encouraged to participate in the debates. NBMC members are also delegates with speaking and voting rights. Please see below for more advice on moving and speaking on motions.

8.6 Role of the Standing Orders Committee (SOC)

The composition of the Standing Orders Committee (SOC) ensures that it is a completely impartial body, independent of the NBMC, regions and branches, and responsible only to Conference. There are six members of the SOC who hold office for two years.

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8. GUIDE TO PURPOSE OF, AND ROLES AT, CONFERENCE

The SOC derives its powers from the Standing Orders for Conference, which have been agreed by the National Black Members' Conference.

The SOC is responsible for the preparation of the Final Agenda for Conference, determining the Order of Business, considering whether emergency motions should be put to Conference, and generally ensuring that Standing Orders are adhered to, thus securing the smooth running of Conference.

The Standing Orders Committee meets throughout Conference. This is where you should go if you want to raise an issue concerning the business of Conference. The Committee only meets with delegates to Conference.

If you require induction loop, palantype and/or signer facilities when visiting the Standing Orders Committee, please notify one of the stewards outside the Standing Orders Committee Room, so that appropriate arrangements can be made.

8.7 Role of Standing Orders Committee Chairperson

The Chairperson chairs meetings of the Standing Orders Committee ensuring clear decisions are reached and that a fair hearing is given to all branches and delegates coming before the Committee.

The Chairperson delivers regular reports from the Standing Orders Committee to Conference. These reports include such items as the proposed Order of Business, withdrawals and emergency motions.

8.8 Role of Standing Orders Committee Secretary

The Secretary ensures that all relevant information is brought before the Standing Orders Committee within the deadlines required, advises the Committee on constitutional matters and provides support and advice to the Chairperson.

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9. GUIDE TO CONFERENCE PROCEDURES

9.1 Before Conference Starts

Before National Black Members’ Conference starts, many delegates are asked to see the Standing Orders Committee (SOC). The Standing Orders Committee tries to help Conference business by:

9.2 Agreeing Composite Motions

Where there are several motions and amendments dealing with the same subject and following a similar line, the SOC proposes a 'composite' and this is sent to the branches etc concerned in advance.

The composite can only use words from the motions and amendments concerned. The delegates involved choose from among themselves someone who will move the composite.

9.3 Finalising the timetable

The SOC makes any last minute adjustments to the timetable in the light of any developments.

9.4 The Business of Conference

At the start of Conference, the first Standing Orders Committee report will be moved and voted on.

At the start of each debate the National Black Members’ Committee (NBMC) Co-Chair will explain how the debate is to be conducted.

The following explains how a motion without amendments is debated:

1. The mover speaks to the motion;

2. Speakers are taken against and for the motion;

3. After all the speakers are finished or after a successful move to close the

debate, either by someone moving the question be put, or moving next

business, or on the advice of the Co-Chair, the mover of the motion has the

right of reply;

4. Vote.

The following explains how a motion with amendments is debated:

1. The mover of the motion is called to speak;

2. The mover of the first amendment is called to speak. An amendment must be

formally moved, even if it is accepted by the mover of the motion;

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3. Then speakers are called against and for the amendment;

4. After there are no more speakers or a successful move to close debate, the

mover of the motion may take the right of reply;

5. Vote on amendment;

6. If there is another amendment points 2-5 are repeated;

7. Once all amendments have been voted on there is the opportunity for a debate

on the main (or substantive) motion. There is then the final opportunity for the

right of reply to be used, if it has not been taken before;

8. Vote on main (substantive) motion.

The right of reply lies with the branch which moves the original motion in all debates. The branch may use the right of reply before the vote on any amendment or before the final vote.

Where, in the view of the Standing Orders Committee, separate debates on specified motions and/or amendments dealing with the same subject would lead to undue repetition, a grouped debate and/or sequential voting may be adopted by Conference.

For Grouped Debates, the following procedure applies:

1. All motions and amendments are moved in order;

2. General debate, for and against anything in any motion or amendment;

3. All movers of motions have a right of reply, taken in the same order as motions

were moved;

4. Vote in order in which motions were moved, with amendments taken first.

9.5 If you want to speak

We want to encourage as many people as possible to speak in debates at Conference. You need to look at your Order of Business in the Final Agenda section, to judge what motions are due to be debated each day. Regional delegates move regional motions and branch delegates will decide who from their own delegation will move their branch's motion. Those involved in composites agree someone to move the composite.

As there are often a lot of people who want to speak, it is best if you read the motions and decide in advance which you might like to speak on. You should then talk to your regional delegate(s) or delegation leader. They should be able to tell you whether there are likely to be a lot of people wanting to speak in the same debate.

The rostrum control staff at the front of the hall can also give advice. There are reserved seats at the front of the hall for people waiting to speak so that it is easy for

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the Co-Chair of Conference to call speakers in the right order and ensure there is a balanced debate.

This system prevents delays caused by trying to sort out who should sit where in the speaking order when there are lots of people wanting to speak. It also prevents delegates having to race for seats, which is both dangerous and discriminatory.

In some cases we know there will be a lot of speakers because the motion is about a major issue for Black members. There are also some motions that have a lot of amendments, composite motions and grouped debates that can be confusing if the seating order for speakers is not arranged properly.

We know that at times you will only decide you want to speak when you have heard what someone else has said. In this case just go to the front of the hall as soon as you can and someone will show you where to sit.

In all cases you may find that having worked yourself up to speak you may not get the chance as the debate is closed before your turn. This is very frustrating but inevitable with the number of important motions we are trying to debate in a very busy week. But do not be put off – have a go, we want to hear what you have to say.

9.6 Moving or speaking in the debate

If you are moving a motion or speaking in the debate, then please come to the front of the hall in good time so you are ready. A row of seats is kept free for this purpose. Seats are reserved for those wishing to speak for or against the motion. A seat is also reserved for the delegate with the right of reply.

There is no specific provision for a seconder.

When you go to the front of the hall to speak, show your credential card to rostrum control.

When you speak, remember to give your name and branch or region, say which motion you are speaking about, and whether you are moving, supporting or opposing it.

Keep an eye on the lights. When the yellow light comes on you have one minute left. When the red light comes on you must stop.

Please note that racist, sexist, disablist, or homophobic remarks will not be tolerated.

9.7 Speaking Times

The mover of a motion may speak for up to five minutes. Subsequent speakers to a debate may speak for up to three minutes. However, a delegate may request an extension of time. If Conference agrees, by a majority show of hands, that the delegate may continue, an extension of three minutes shall be allowed.

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9.8 Raising a Point of Order

A delegate may raise a point of order if she/he considers that the business is not being conducted in accordance with the Union's Rules and Standing Orders or wishes to move a procedural motion.

Only the Co-Chair can interrupt a speaker. Delegates must raise a point of order after a speaker has finished. The point of order is raised with the Co-Chair, not Conference.There is a seat at the front of the rostrum reserved for points of order. A green light indicates that a point of order is about to be taken.

If you wish to raise a point of order you should make your way to the point of order seat, make yourself known to the member of staff operating the lights at the rostrum control, and identify the point of order.

Delegates are reminded that they should approach the rostrum in an orderly manner.The Co-Chair will call you to speak.

Some points of order may be new to delegates.

9.9 A delegate may move at any time:

1. That the question be now put. If Conference votes in favour of the question being put, you move to a vote on the motion/amendment under debate. The right of reply may be taken if it has not been used already.

2. That Conference proceed to the next business. If Conference votes in favour of next business, you move to the next motion/amendment, with no opportunity for the right of reply or a vote.

3. That the debate be adjourned. If Conference votes in favour of adjournment, you move to the next debate without voting on the current debate. The Co-Chair will advise on when Conference will return to the adjourned debate.

Each of these motions shall be put to the vote without discussion and no amendment is allowed, but in the case of the motion that the question be now put, the Co-Chair may advise Conference not to accept the motion if she/he feels that the matter has not been sufficiently discussed, and if the motion is carried it will take effect only after any existing right of reply has been exercised.

No one who has already spoken in a debate may move either next business or adjournment of the debate.

A delegate may also move at any time that Conference move into private session. In this case the Co-Chair may, at her/his discretion, permit discussion and amendment.

9.10 Reference Back of Annual Report

There is no provision in the Standing Orders for reference back. However, for the

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purpose of the Annual Report, delegates may move reference back of a paragraph of the report they do not agree with. If accepted by Conference, the effect of moving reference back in this case is to not accept the particular paragraph of the Annual Report.

9.11 Remit

The NBMC announces its policy on motions in advance. Remit means that the NBMC is asking Conference not to vote on the motion, but to refer the issues raised in the motion to the NBMC for further clarification, elaboration or investigation.

Where the NBMC policy on a motion is remit, the following procedure will apply:

If the branch accepts remittal, the proposal is put to Conference, for Conference to approve. If Conference rejects remittal, the motion is then voted on, for and against by Conference.

If the branch does not accept remittal, Conference votes on the motion, for and against.

In both cases Conference makes the final decision.

9.12 Withdrawing Motions/Amendments

Submitting bodies wishing to withdraw a motion or amendment should notify the Standing Orders Committee. A withdrawal form is available from the Standing Orders Committee.

Where the SOC has to give Conference short notice of withdrawals by oral reports, the process will take the form of a two part report: first to give a factual notification; second, after a short period to allow Conference time to consider the effects of such withdrawals, to seek approval of the withdrawals.

9.13 Emergency Motions

Emergency motions will only be considered by the Standing Orders Committee if they are signed by the Secretary and Chairperson of the Branch, Region, or Caucus and provide details of the date of the meeting at which the motion was adopted. The subject matter giving rise to the emergency must have occurred after the deadline for motions and amendments.

The deadline for Emergency Motions for National Black Members’ Conference 2013 is 5pm, on Friday 3 January 2014. The Standing Orders Committee will apply strict criteria to proposed emergency.

9.14 How is the Vote Taken?

Decisions are taken by a simple majority vote by show of hands. Appointed tellers will take a count if the chairperson or delegates request it.

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9.15 What Happens to Motions After Conference?

Motions or composites that are carried at Conference are either dealt with by the NBMC or other national committees of the union as appropriate.

9.16 Collections

Delegates are advised that the only official collections which take place at Conference are those which take place within the Conference venue with the approval of the Standing Orders Committee. Any approved collections will be announced to Conference and organised by the Conference staff.

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10. HEALTH AND SAFETY INFORMATION

10.1 UNISON Conferences Health and Safety Policy Statement

UNISON has in place a Health and Safety policy document (copy available in the Conference Office) which applies to all the activities that it undertakes including the organisation and administration of all its conferences.

This means that UNISON is committed to its responsibility to provide delegates, sharers, visitors, and staff to conferences with a healthy and safe environment. UNISON will comply with all health and safety statutory requirements and codes of practice as a minimum standard.

UNISON will (so far as is reasonably practicable) pay particular attention to:

the provision and maintenance of plant and systems of work that are safe and healthy;

arrangements for ensuring safety and absence of risks to health in connection with the use, handling, storage and transport of articles and substances;

the provision of such information, instruction, training and supervision to ensure the health and safety at work of staff and others attending conference;

the provision of a safe means of access to and egress from conference; and

the maintenance of a conference working environment that is safe, without risks to health and provides adequate facilities and arrangements for welfare at work.

To fulfill its commitment UNISON works closely with representatives of its staff, venue management, contractors and all service providers to produce agreed policies and procedures on health and safety issues and to monitor their application.

In the event of any Health and Safety issues and problems arising they should be directed immediately to a member of staff who will liaise with the Conference Office.

10.2 Evacuation Procedures

A pre-recorded message will be played before the start of Conference each session. If you have any queries, please contact the Conference Enquiry Desk.

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11. CONFERENCE VENUE AND DIRECTIONS FOR THE BRIGHTON CENTRE

The Brighton CentreKings RoadBrightonEast SussexBN1 2GR

Tel: 01273 290 131Email: [email protected]

DIRECTIONS

By railBrighton's Rail station is only a 10 minute walk from the Brighton Centre. There are direct trains to London and frequent services from Portsmouth, Worthing, Lewes, Seaford, Eastbourne and Hastings.

By roadBrighton is easily accessible by all areas. From London, take the M23/A23.

By airLondon Gatwick Airport is just 28 miles from Brighton via the M23/A23, taking an average of 30 minutes by car.

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Floor plan - Ground Floor

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Floor plan - First Floor

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Floor plan - Second Floor

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Floor plan - Third Floor

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12. ACCESSIBILITY SUMMARY OF THE BRIGHTON CENTRE

12.1 The Brighton Centre

The Brighton Centre comprises of 2 buildings which are interconnected; the Brighton Centre and The Syndicate Wing. Access between each building is also available internally.

12.2 Parking

The Brighton Centre is well served by 3 multi storey NCP car parks.

Russell Road car park is sited in the same block as the Brighton Centre and the pedestrian access from the car park is located at the corner of Russell Road and Cannon Place.

Car parks Churchill 1 and Churchill 2 are located to the North side of Russell Road. Pedestrian access via lifts is located within the Churchill shopping centre.

For any delegates using wheelchairs and wishing to park close to the Brighton Centre, the NCP Russell Road car park would be the most convenient. The Russell Road car park has 16 dedicated disabled parking bays sited close to the car park passenger lifts and 2 are located on each floor.

12.3 Main Entrance to the Brighton Centre

Exterior Access

The main entrance to the Brighton Centre is located on Kings Road.

For delegates arriving by wheelchair, there is a dedicated wheelchair access door on the West side of the new frontage, this has a push button facility. This allows access to a small foyer area servicing the Brighton Centre Box Office and also FEED café. There is then another push button activated door alongside the 3 revolving doors which facilitates access to The Brighton Centre main foyer.

For delegates arriving on foot, there is a large revolving door to the new frontage of the venue facilitating access to a small foyer servicing The Brighton Centre Box Office and FEED café. There are then 3 revolving doors allowing access to The Brighton Centre main foyer. There is also access from FEED café into the Main Foyer which is also fully accessible compliant.

Please note that the 3 sets of double doors located to the East section of the King’s Road elevation are Fire Doors only and do not provide access into the building.

12.4 Main Entrance to the adjacent Syndicate Wing

Exterior Access

The main entrance to The Syndicate Wing is located on Russell Road.

The main entrance to the Syndicate Wing is located on Russell Road and is

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accessed via 3 double door sets which are of manual operation. There is no designated powered accessible entrance door, however a steward should always be available to offer assistance if required.

12.5 Internal Access into the Syndicate Wing

The Syndicate Wing can also be accessed from the inside of the Brighton Centre.

For delegates travelling by wheelchair, please travel to the rear of the Brighton Centre at Ground Floor level. There are 3 lifts located at the rear of the building. Take the lift furthest on the right as you face the lifts. Travel one level up to the Mezzanine Level. When you exit the lift you will see a series of Fire Exit doors located in front of you. Turn right and travel to the far end of the Fire Exit doors. Behind the Fire Exit door at the far end of the run, within the lobby, is a semi automatic powered door which is operated by a metal push plate. Push the plate and the door will open to provide access through to The Syndicate Wing, via a ramp sited within a loading bay. This will lead either to a lift or through to Syndicate Room 2 on the Ground Floor.

If you require assistance at any stage, please ask a steward.

For delegates able to use stairs, please use the internal stepped access located at the rear of the Brighton Centre. This will take you straight through into The Syndicate Wing.

Main Foyer

The Main Foyer area within the Brighton Centre is large and generally easy to access. 2 Enquiry Desks will be provided at which portable induction loops are located.

12.6 Communal Areas: Brighton Centre

All rooms where meetings are held incorporate perimeter induction loop systems.

Ground Floor

The Ground Floor Box Office is located at the front of the building (Kings Road side). It has a low level counter section located at the far end and has a portable hearing induction loop installed.

The Ground Floor Information and Gifts counter is located to the front of the building on the East side. It incorporates a low level counter section and a portable induction loop.

Mezzanine Level

There is a V.I.P. / Security Counter located at the rear of the building (Russell Road side). This incorporates a low level counter section and a portable hearing induction loop. This can be accessed by the lifts at the rear of the building. Take the far left lift

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as you face them and travel up to the Mezzanine level. The lift exits within the V.I.P. / Security area.

First Floor

The First Floor incorporates Auditorium 1 and Auditorium 2. Both halls have a permanent induction loop installed.

There are designated wheelchair locations provided during both standing and seated concerts.

The First Floor also incorporates 3 separate bars, 2Bar, East bar and West bar. Each have a low level counter section.

The First Aid Room is situated to the rear of the WEST Bar.

Second Floor

This is a small floor area incorporating Meeting Room 3, Office 4, Meeting Room 5 and a kitchen located to the rear of the building.

Third Floor

The Restaurant is located at the front (Kings Road side) and has a low level counter section. This area is all at one level and is wheelchair accessible via lifts 1 and 2.

Within the auditorium area at third floor level, a dedicated platform area has been provided for any delegates using wheelchairs. This wheelchair platform is located in a prime area on the South balcony.

There is no direct access between the South side of the building and the North side of the building for any delegates.

There is no wheelchair access onto the East or West Balconies for any delegates using a wheelchair.

2 public telephones are provided on a stair landing at the rear of the Brighton Centre. There are currently no telephones which are considered to be accessible.

On the Third Floor North side of the venue you will find Meeting Rooms 6, 8, 9 and 10 and Offices 7, 11, 12 and 13. These are all fully accessible for wheelchair users via the lifts to the North side of the venue and are also accessed via the North staircase which also takes you to Syndicates 3 and 4.

12.7 Communal Areas: The Syndicate Wing

The Syndicate Wing has Syndicate Rooms 1 and 2 located on the Ground Floor and Syndicate Rooms 3 and 4 located on the First Floor. There is also an accessible bar area located on the Ground Floor.

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12.8 Lifts: Brighton Centre

There are 2 passenger lifts located to the front (King’s Road) side of the building and 3 passenger lifts located to the rear (Russell Road) side.

All lifts are considered to be adequately large enough to carry a large wheelchair and companion. All lifts have wheelchair accessible control buttons.

12.9 Lifts: The Syndicate Wing

The Syndicate Wing has 1 passenger lift which serves the Ground and First Floor. The lift is considered to be adequately large enough to carry a large wheelchair and companion. The lift car control buttons are located at 1200mm above the floor level and may not be easily accessible to some users.

12.10 Toilets: Brighton Centre

There are wheelchair accessible toilets located on the Ground, First and Third Floors.

The Ground Floor accessible toilets are located within the Male and Female toilets.There are 2 Unisex accessible toilets located adjacent to the Male and Female toilets within the East and West Bar areas.

There is 1 Unisex accessible toilet located near to the entrance of the Restaurant at Third Floor level on the East side.

There are general Male and Female toilets located on every floor.

12.11 Toilets: The Syndicate Wing

There is 1 Unisex accessible toilet located within the Foyer area on the Ground and First Floors.

There are general Male and Female toilets located within the Foyer area on the Ground and First Floors.

12.12 Evacuation

The Brighton Centre and The Syndicate Wing are both well served by Fire Exit routes.

Evac Chairs are located within Emergency Escape Stairs. Stewards are responsible for the safe evacuation of delegates from each floor level and will check all toilet facilities on evacuation.

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13. FINAL AGENDA

FINAL AGENDA Organising and Recruitment

Campaigning

Equalities

International

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13. FINAL AGENDA

ORDER OF BUSINESS

Motion Title Submitted by Page

Organising and Recruitment1 Encouraging Black activists National Black

Members’ Committee45

2 Support for Black Activists Birmingham 46

3 Black LGBT Activism National Lesbian, Gay, Bisexual and Transgender Committee

47

Campaigning4 Budget Cuts and the Impact of Austerity on

Black CommunitiesNational Black Members’ Committee

49

5 Black Workers and Austerity Greater London Region and Hammersmith & Fulham

50

6 Challenging Austerity Eastern Region 52

7 Join the Race Equality and Social Justice Campaign for a Living Wage

Oxfordshire Health Services

53

8 Education and Opportunity Northern Region 54

9 Low proportion of Black people in Senior Management Positions in Higher Education

National Black Members’ Committee

55

10 Low attainment rates of Black students in Higher Education


57

11 Wellbeing, Health and Safety in the Workplace

Newcastle City 58

12 Zero hour contracts and impact on Black Workers


59

13 Mental health issues for Black workers Eastern Region 60

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13. FINAL AGENDA

14 The Coalition Government proposed Landlords to become Immigration Officers by checking immigration status of their prospective Tenants from 2014

Cymru/Wales Region 62

15 Impact of Housing Benefits Cuts and Changes for Black Tenants

Newcastle City 62

16 Stop and Search is a Discriminatory Practice against the Black Communities


63

17 Justice for the Lawrence Family Campaign Greater London Region 64

18 Smear Campaign National Black Members’ Committee

65

19 Effects on the Black Community after Woolwich

Greater London Region and Hammersmith & Fulham

66

20 Attacks on Muslims and Campaigning Against Hate

United Utilities 67

21 Extending the Definition of Hate Crime Northern Region 68

22 Media and the impact on Black Communities


68

23 End Violence Against Black Women National Black Members’ Committee

70

24 Challenging Anti-Immigration Campaigns Eastern Region 71

25 Organising the Black vote National Black Members’ Committee

72

26 Protecting members against racism in the workplace

Northern Ireland 73

27 NMC criteria for overseas nurses Northern Ireland 73

28 Campaign for a European Recognition of Slavery

Greater London Region 74

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13. FINAL AGENDA

29 Low proportion of Black People in Senior Management positions in the Public Sector in UK particularly in the Devolved Governments

Cymru/Wales Region 75

30 Black LGBT workers – the cost of the Con-Dem cuts

National Lesbian, Gay, Bisexual and Transgender Committee

76

Equalities31 Challenging Discriminatory Practices,

Defending Public ServicesHammersmith & Fulham 77

32 Challenging Discriminatory Practices, Defending Public Services

Greater London Region 78

International33 Hope for people of Bhopal National Black

Members’ Committee81

Amendments Ruled Out Of Order

2.2 National Black Members’ Committee

82

4.1 Camden 83

17.1 Camden 83

19.1 Birmingham 84

32.1 Wolverhampton General 84

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FINAL AGENDA

Organising and Recruitment

1. Encouraging Black activistsStatistics have shown that Black workers continue to be amongst the groups most likely to join a trade union. However, these figures do not continue in terms of Black members becoming activists. There is a gap between Black members joining UNISON and becoming active.

Nevertheless, the very essence of trade unionism is the power of the collective voice which comes from members being active and speaking and acting in their own interests. Activists are the most important link between the members and the union; they play an important role in recruiting, organising, providing information and helping members with workplace issues.

Conference believes that more Black members want to become active in UNISON but are lacking in the skills and knowledge that is required to become an activist.

Conference notes that there is a need to increase the involvement of Black members within the union structures. There is also a need for more Black members to become stewards and branch officers.

Conference welcomes the leadership school the union organises every year where activists can take steps to develop their leadership skills and take up positions in the union.

However, conference believes that more Black activists must take up active roles at all levels within the union in order to promote and encourage further recruitment and participation of Black members across UNISON.

Conference therefore calls upon the National Black Members Committee to work with the National Executive Council to:

1) Encourage regions to identify more Black activists to attend the leadership school organised by the union annually;

2) Conduct research to determine the number of Black activists involved at branch level; holding branch officer positions and the support that is required to help Black people advance in the union;

3) Develop guidance for regions and branches to encourage Black members to become active in UNISON in the form of a factsheet.

Submitted by: National Black Members' CommitteeNBMC Policy: Support

Amendment 1.1Add new point 3) and renumber accordingly:

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3) "work with Learning and Organising Services to create an appropriate response to address the issue of lack of involvement of Black members as activists and within the branch, exploring the root cause (skills, self development, self confidence)."

Submitted by: North West Region

2. Support for Black ActivistsConference notes that in this current climate of Government cuts resulting in a reduction to services and jobs. Black activists are experiencing more challenges not only in the workplace but also within their Branches. In some instances Black activists are being denied opportunities such as attending conferences and fully participating within the structures of UNISON because of unacceptable behaviours that is being portrayed in some Branches. Subsequently where Black activists have an active role in their branches such behaviour could act as a deterrent for the potential recruitment of Black representatives in a time when it is becoming increasingly difficult to encourage the recruitment of members let alone trade union representatives and especially in light of the Eric Pickles report titled “Taxpayer Funding of Trade Unions”.

Conference recognises the wealth of knowledge that exist and the need for this to be harvested and nurtured in order to effectively represent our members. This in turn will be of great benefit to the union. To this end it is vital that UNISON’s new and existing Black activists are being given the level of support they need in order to challenge behaviours that we would not otherwise tolerate from our employers.

Conference is aware of the great training opportunities in UNISON that is available to both members and activists. Including the fact that UNISON has procedures to tackle behaviours that is in breach of its rules. However many Black activists may choose not to use this method owing to a lack of confidence in the internal processes. Therefore more work is needed to support Black activist in conjunction with existing policies.

Conference instructs the National Black Members Committee to:

1) Liaise with the National Executive Council to raise awareness of the problems and consider an appropriate strategy to provide advice and recommendations on how to improve support for individual Black members and increase confidence to actively participate in trade union activities;

2) Make Regional Black Members Committees and Branches aware of the issues;

3) Actively promote the Challenging Racism in the Workplace toolkit within Branches and Regions.

Submitted by: BirminghamNBMC Policy: Support

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Amendment 2.1Insert a new paragraph after "unions" and before "conference":

“These behaviours may also be a contributory factor in Black members contribution at conference which appears to be in serious decline. Whilst no one can be forced to speak at conference , our anecdotal research from Black members self organised groups across the regions and devolved nations tells us that Black members are becoming demoralised in the workplace, living with the permanent threat of job loss and the rapid exit of many of their peers they have become afraid to speak out , fearful of raising their heads above the parapet because of the consequences, with many members also losing faith in UNISON's ability to protect them as members and as activists."

Insert new points 2) and 3) and renumber accordingly:

"2) to gather data as to the attendance and participation of Black members at conferences, that may be shared with regions and branches to confirm and highlight the situation as it stands;"

"3) for National Black Members Committee to note the situation and encourage branches and regions to assist and offer support to Black members in 'finding their voices' by whichever means are available."


3. Black LGBT ActivismConference believes in the importance of Black LGBT activism within UNISON at branch, regional and national level and notes that encouraging this and breaking down any barriers is an important organising issue. Recruitment and training can play a crucial role in increasing Black LGBT participation. Black LGBT members have vital contributions to make to ensuring that UNISON remains truly diverse and inclusive in all aspects of trade unionism.

Conference notes that not all members need to become stewards to be active. There are many roles that are open to Black LGBT members that do not require major commitments of time or energy. We all have skills that can be utilised strategically.

Conference therefore instructs the National Black Members Committee to seek to work with the other national self-organised groups and National Young Members Forum towards:

1) Working together to encourage Black LGBT participation across our union;

2) Seeking to have Black LGBT issues as agenda items;

3) Seeking opportunities for joint self-organised group and young members events;

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FINAL AGENDA

4) Promoting the advertising of Black LGBT events on branch websites and in branch and regional newsletters;

5) Encouraging Black LGBT members to become lay tutors;

6) Encouraging Black LGBT participation by using publicity images that reflect UNISON’s diversity;

7) Inviting Black LGBT speakers or holding discussions on Black LGBT issues.

Submitted by: National Lesbian, Gay, Bisexual and Transgender CommitteeNBMC Policy: Support

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FINAL AGENDA

Campaigning

4. Budget Cuts and the Impact of Austerity on Black CommunitiesThe Coalition Government have chosen to ignore race as a contributing factor to inequality. However, Black people continue to struggle in the workplace and society due to austerity measures and budget cuts which research has shown have had an adverse effect on Black communities.

With austerity planned until 2018 this will mean Black communities bearing the brunt of these cuts across the UK.

UNISON’s initial freedom of information exercise conducted across several regions in 2012/13 which clearly showed that Black workers were paying the price with their jobs and the significant impact of Local Authorities shredding hundreds of thousands of jobs. These kind of statistics need to be challenged and an alternative to the austerity measures must be put in place to stop any discriminatory practices and these must be legally challenged by UNISON.

Unpublished government figures revealed that in 2012 half of the UK’s Black men were unemployed and that this rate has increased at twice the rate of young white men. If this situation continues to go unchallenged we will lose a whole generation of talented young Black people to unemployment, debt and underachievement, as we did in the recession of the 1980’s and early 1990’s.

The coalition Government have wasted no time in taking steps to review provisions of key equality legislation which make it unlawful to discriminate on the basis of race or other protected characteristics set out in the Equality Act 2010. Additionally, with the removal of the need to undertake Equality Impact Assessments this will affect the levels of monitoring statistics being published.

UNISON is committed to ensuring that Challenging racism in the workplace puts the emphasis on organising and negotiating around equality. This will become even more important than ever as the economic conditions worsen and lead to higher unemployment and insecurity within our Black communities.

There is an alternative to austerity these measures being pursued by a Government that is out of touch with the realities of ordinary people’s lives. This alternative stands in sharp contrast to the vitriolic campaigns of UKIP and the right wing media, who seek to lay the blame for the current economic crisis on immigration and the most vulnerable in our society.

George Osborne’s spending review in the summer 2013 confirmed that austerity plans will see no pay increments from 2015 and pay freeze across the public sector with a 1% pay offer. The impact of this continuing pay policy on low paid Black Women and young people will be devastating.

With MP’s being awarded a 12% increase in pay in 2012, a disgrace of unbelievable hypocrisy as we are clearly not all in it together. The voice of the opposition to the Coalition is being held by UNISON. We are promoting the need for an alternative economic strategy, one that invests in the public sector, creates a climate for economic growth, reduces unemployment levels especially targeting youth

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FINAL AGENDA

unemployment, ensure a tax system that is fair for all and address the systems that allow tax avoidance by multinational organisations.

Conference, we must call on this Government to provide accurate figures on the effects of the recession and austerity measures on Black workers and to address racial inequality in the labour market, employment levels, access to higher education and decent housing.

We deplore the absence of a Government wide race equality strategy, the systematic dismantling of cross government race equality structures and dilution of polices to tackle racism and race discrimination in the labour market and in society.

Conference recession can hurt, but austerity kills. With the increase in the use of food banks to feed families, the largest network food bank The Trussell Trust estimated that the number of people turning to them for help has been raised by 100% in the past year, many from Black communities.

With this in mind the priority must be given to a campaign to end the public sector pay freeze and for the continued action to promote the living wage as part of a strategy to end the blight of in-work poverty.

It is now up to us as trade unionist to start acting in a way that takes into account everyday working life. We should never be passive.

We therefore call on the National Black Members Committee to work with the National Executive Council, service groups and sector committees to:

1) Build on the living wage campaign through organising in the workplace and promoting self-organisation groups in branches and community coalitions;

2) Focus on organising and recruiting Black members to build on our equality strategy, collective bargaining strength and campaign for an alternative to austerity;

3) Hold a fringe meeting at the National Black Members Conference in 2015 on the campaign to address the impact of cuts and austerity on the Black community;

4) Highlight the issue of zero hour contracts and develop a regional and national strategy with other trade unions across the TUC to build against this inequality;

5) Report back on the activities through Black Action and other UNISON publications.


5. Black Workers and AusterityUNISON continue to battle against attacks on workers in public, private and voluntary sectors where many Black workers face job losses, downgrading, pay freezes and cuts in hours.

The Coalition Government’s imposition of austerity measures that are decimating 50

FINAL AGENDA

services, cutting jobs and welfare provision continue to have a devastating impact on Black workers, young people and Black communities.

Levels of inequality are rising and this is becoming more acute as many families plunge deeper into poverty made worse as disproportionate gaps in economic and social indicators continue to widen.

Working people and vulnerable groups should not be paying the cost of a crisis they did not create.

There is an alternative to austerity measures being pursued by a Government that is out of touch with the realities of ordinary people’s lives and which stands in sharp contrast to the vitriolic campaigns of UKIP and the right wing media, who seek to lay the blame for the current economic crisis on immigration and the most vulnerable.

George Osborne’s spending review budget statement confirmed that this coalition government’s plans mean that Black communities will continue to suffer even more then they are already with austerity planned until 2018 – with no pay increment from 2015, pay freeze across the public sector the impact on Black workers, low paid Women and young people will be disastrous.

A report from the United Nations Committee on the Elimination of Racial Discrimination concluded that the UK Government needed to develop a detailed action plan to tackle race equality in employment and expressed a number of concerns. The committee recommended that austerity measures should not exacerbate racial discrimination and inequality. At present these recommendations appear to have been ignored by this government.

The coalition Government have wasted no time in taking steps to amend and delete provisions of key legislation which make it unlawful to discriminate on the basis of race or other protected characteristic in the Equality Act 2010. The removal of Equality Impact Assessments will stop monitoring statistics being published.

The voice of opposition to the Coalition is being held by UNISON. We are promoting the need for an alternative economic strategy, one that invests in the public sector, creates a climate for economic growth, reduces unemployment levels especially targeting youth unemployment, ensure a tax system that is fair for all and address the system that allows tax avoidance by multinational organisations.

We salute the many UNISON branches campaigning and achieving living wage and notes that raising the National Minimum Wage to the Living Wage would raise billions in extra taxation a decision which would see less paid out in means tested benefits and boost local economies throughout the UK.

Our priorities and alternative economic strategy is not just a message for the Coalition Government but a message for all politicians, local, regional, national and European level.

Conference recession can hurt, but austerity kills – the bedroom tax that made a middle aged woman take her own life, the removal of carers from the national systems condemns the old to die in pain, reduction in employment by creating zero hours contracts.

Conference on this evidence austerity measures should have been discontinued, it 51

FINAL AGENDA

is now up to us as trade unionist to start acting in a way that takes into account everyday working life and the reason why we should never be passive.

We therefore call on the National Black Members Committee to work with the National Executive Council to promote an alternative economic strategy that:

1) Addresses the issue of zero hour contracts and a programme for an introduction of a jobs guarantee for long term unemployed Black people;

2) Has a renewed focus on organising and recruiting Black members to build our collective bargaining strength and wide campaign for an alternative to austerity;

3) Builds on our living wage campaigns through organising in the workplace and promoting our self-organised groups and community coalitions;

4) Highlights a strategy campaign that tackles youth unemployment by working in conjunction with UNISON’s Young Members Forum and the NUS Black Students Association.

And the National Black Members Committee to:

5) Report back on the campaign and activities throughout UNISON publication and Black Action;

6) Hold a fringe meeting at the National Black Members Conference in 2015 on the campaigns and future initiative.

Submitted by: Greater London Region and Hammersmith & FulhamNBMC Policy: Support

6. Challenging AusterityConference condemns the Conservative-Lib Dem coalition for the widespread and unprecedented destruction of public services that has resulted from the savage and unprecedented reductions in central government funding to local government, health, education, police, probation and the rest of the public sector. Public sector workers have borne the brunt of this in job losses, the pay freeze, and attacks on terms and conditions. UNISON’s own research has shown how redundancies and job losses have had a disproportionate impact on Black public sector workers. Black communities are also suffering from the cuts in the public services that we rely on.

The public sector cuts and job losses are not just a response to the economic conditions facing the country. They are a sustained ideological attack on public services. These cuts are an attempt by the Tory right to reverse the years of improvements made to public services. They have deceitfully used the cover of the economy to implement these swingeing cuts and continue to claim that there is no alternative, but we all know that there are alternatives.

Conference therefore calls on the National Black Members Committee to:

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FINAL AGENDA

1) Advise regional Black Members Self Organised Groups to give priority to building political influence including the implementation of a political education programme.

2) Demonstrate its support for the campaign for a Robin Hood Tax and encourage all Black members to support this campaign.

3) Offer advice to UNISON regions on appropriate Black community organisations that they can work in partnership with in local campaigning against the cuts to jobs and services. These community organisations must share UNISON’s values and are committed to campaigning, including political campaigning, in line with the policies and priorities of the union.

Conference further calls on the National Black Members Committee to make contact with Labour Link and request a shared work programme aimed at:

4) Increasing the number of Labour party candidates who are from Black communities, committed to improving the quality of life for working people and their families and representative of working people.

5) Campaigning for the return of a Labour government committed to improving the quality of life for ordinary working people, including ensuring all employment and trade union rights and facilities which the ConDem government may cut are reinstated and improved upon.

Submitted by: Eastern RegionNBMC Policy: Support

7. Join the Race Equality and Social Justice Campaign for a Living WageThe coalitions government’s ongoing austerity measures, cuts to jobs and public services, pay freezes in the public sector, privatisation, low pay, lack of socially affordable housing, the bedroom tax, rent increases, and zero hour contracts are all key elements in the current drastic reduction of living standards experienced by Black workers and Black communities since the advent of the coalition government. As social inequality and poverty increases Black workers including Black migrant workers are often those workers bearing the brunt of low pay, poverty wages, precarious work and the insecurity of zero hours contracts.

Some local authorities and public sector employers have been encouraged to adopt the Living wage - £8.55 per hour in London - £7.45 in other parts of the UK. This figure is set independently by the Living Wage Unit of the Greater London Authority for London and by the Centre for Research in Social Policy at Loughborough University for the rest of the UK. It is up rated annually in Living Wage Week in November. Unlike the national minimum wage (currently set at £6.19 per hour), the living wage is not a statutory requirement but a voluntary undertaking.

Therefore Conference calls upon the National Black Members Committee to take the following actions:

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1) Work with other parts of UNISON to promote the Living Wage campaign more widely particularly in respect to Black workers, Black Migrant workers and the ‘Hidden’ workforce

2) Work with Regional Black Members Groups’, and Local Branches Black Self-Organised Groups to support Black community campaigns calling for Black Workers and Black Migrant Workers to receive a Living wage from their employers.

Submitted by: Oxfordshire Health ServicesNBMC Policy: Support

8. Education and OpportunityIn Teesside, which is south of the Northern Region, schools reported and had to deal with 359 racist incidents in the last academic year. In Middlesbrough there was 191 racist school based incidents alone.

A recent survey by the VOICE newspaper showed that more than 80% of their readers claimed to have experienced racism when at school.

In Peterborough, primary schools saw the number of racist incidents double within one year. 167 racist confrontations were recorded by Peterborough Council, varying from name calling to physical assaults.

Conference notes that most if not all schools are obliged to have Equality and Diversity policies, Racial Harassment policies and other policies that should act to provide guidance and purpose to dealing with racially aggravated incidents in the school, but these do not appear to be enough. We know that the impact of non adherence to policies and the tacit acceptance of racism in schools can blight the opportunity to progress for Black students of all ages.

We instruct the National Black Members Committee to undertake:

1) Work with the relevant UNISON officers and our members in the Higher Education and Education services to look at how policies that govern behaviour in schools can be improved in relation to racist incidents and behaviour;

2) To draw up recommendations that can be tested in educational establishments in the UK;

3) To revise guidelines and policies to include a more robust approach to dealing with racist incidents and behaviour in schools;

4) To highlight progress in all UNISON media and publications;

5) To report back to UNISON Black Members Conference 2015.

Submitted by: Northern RegionNBMC Policy: Support

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9. Low proportion of Black people in Senior Management Positions in Higher Education

Conference notes that in the UK there are 168 Higher Education Institutions (HEIs). Research conducted by the Equality Challenge Unit (ECU) reports that Black people represents 8.6 per cent of higher education academic staff and 6.9 per cent of professional support staff.

Conference is aware that in the UK the Higher Education context has changed in the last ten years. For example, in 2003 the focuses Higher Education were on the following:

a) Growth;

b) new providers were no threat; and;

c) universities had positive images.

Whereas now:

a) it is about survival;

b) new providers are a threat (Further education (FE), Private, overseas);

c) funding has severely reduced in the last three years;

d) the government is more critical.

Conference notes that with the pace of change in HEIs, Vice-Chancellors seek the need for change through tough leadership challenges at every level, with many opportunities to be delivered by the Leadership Foundation in Higher Education. Examples are in the following:

a) The business model;

b) Performance;

c) Competition and collaboration;

d) Governance;

e) Consumer Demand;

f) Globalisation;

g) Equality & Diversity, and;

h) Suitability.

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Conference, is therefore extremely alarmed to note that although there are 168 HEI's there are only two Black Vice-Chancellors in the UK, Professor Gerald Pillary, Vice-Chancellor at Liverpool Hope University, appointed in 2008 and the recently appointed Mr Rama Thirunamachandran, the next Vice-Chancellor of Canterbury Christ Church University, who will take up his post on 1 October 2013.

Conferences notes that the proportion of UK national Black staff is lower in managerial and professional jobs compared with technical and administrative jobs (5.6 per cent, compared with 8.1 and 7.7 per cent, respectively). This is despite the fact that some Russell Group universities with the highest participation rates for Black students (are London based institutions, such as University College London (UCL), the London School of Economics (LSE), Kings College London (KCL) and Imperial College. Among the UK universities, 11 have Black student populations of 50 per cent or greater, and these universities are located in the Greater London area.

Research conducted by the Equality Challenge Unit (ECU) found significant disparities between commitments made publicly by institutions in policies and the realities for Black staff. Policies aren’t always applied at department level, with individual managers influencing workload, responsibilities, recruitment and promotion – a situation ripe for unequal treatment and favouritism.

Conference is aware that the Department for Business Innovation & Skills, under the auspices of Vince Cable and David Willetts has written to Tim Melville-Ross CBE, Chair of Higher Education Funding Council for England (HEFCE) highlighting the fact that its equality and diversity schemes identify achievements for example:

a) To promote equality and diversity and to advance equality opportunities;

b) To support and promote a positive approach to equality and diversity in the sector;

c) To support the sector in achieving a diverse and representative HE workforce;

d) To seek to promote equality and diversity and to advance equality of opportunity.

However, they also stated ‘it needs to address the insufficient diversity of institutional governing bodies and the relatively low proportions of women and Black and disabled women in senior management positions’.

Conference believes that whilst the union has made great strides in challenging racism in the workplace, we should now broaden its activity to address the more subtle issues of Black staff inequality.

Conference therefore calls upon the National Black Members Committee to work with the National Executive Council and the Higher Education Service Group to:

1) Undertake political campaigning by lobbying government, funding councils and employers to focus on and address the unchanged ethnic gradient;

2) Develop tools for branches to help identify the more subtle issues around race and the ingrained inequality that exists across the Higher Education sector which is blocking the upward movement of Black workers;

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3) Work in partnership with other organisations that have a common purpose, including Universities Colleges Employer Agency (UCEA), universities UK, the funding councils, Leadership Foundation for Higher Education and Equality Challenge Unit to challenge employers and promote good practice;

4) Lobby Higher Education organisations to carry out pre and post assessments of recruitment activity to evaluate the success of Black applicants and revise processes which may discriminate;

5) Challenge employers to set clear targets for recruitment of Black workers, in particular Black women aiming for senior management posts, and support schemes to improve confidence and development of key skills.


10. Low attainment rates of Black students in Higher EducationConference notes that Higher Education has expanded in the past decade with a 28% increase in the number of students from all domiciles (Universities UK, 2011). The expansion is partly the result of a greater number of students from ethnic backgrounds going to university.

Yet in spite of the increase in Higher Education Initial Participation Rate (HEIPR), Black graduates are less likely to possess a good degree leaving university, and more than three times as likely to be unemployed after graduation as compared to White UK and Irish students.

English white students are more likely to do better than English Black students in terms of attainment, progression and graduate destinations (HEFCE, 2012).

Black students are more than three times less likely to be awarded a first-class university degree than their white classmates. Only 37% of the Black students achieved a first or a 2.1, compared with 62% of the white students. For mature students only 25% of Black student’s achieved a first or 2.1 compared with 61% of white students (HEFCE, 2010)

Conference also notes that 66.4% of White students studying first degrees received a first class or second class honours qualification, compared to 48.1% of ethnic students overall and only 37.7% of Black students (Equality Challenge Unit, 2009).

A higher proportion of lower second class degrees were awarded to Black, Pakistani and Bangladeshi graduates than upper seconds (National Equality Panel, 2010).

In 2008-09, 68 per cent of white UK-domiciled first degree students achieved a first or upper second class honours degree. This is 19 percentage points higher than the 49 per cent achieved by all UK domiciled Black students and 30 percentage points higher than the 38 per cent achieved by Black UK-domiciled students, the ethnic group with the lowest proportion (HEFCE, 2012).

The National Student Survey reports 2006-2009 reveal the level of satisfaction varied significantly depending on students’ ethnic background. For example, the

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survey report noted that the differences in satisfaction score for Teaching and Learning were significantly different for White and Black students. Only white students showed an overall positive satisfaction with teaching and learning experience at university and all other minority ethnic groups (namely African, Caribbean and Asian students) showed a negative level of satisfaction (NSS, 2010).

Conference believes that by ensuring the curriculum is inclusive and diversity is promoted throughout the learning experience, this could tackle some of the problems Black students face.

Conference therefore calls upon the National Black Members Committee to work with the National Executive Council and Higher Education Service Group to:

1) Approach the Higher Education Academy (HEA), Runneymede Trust and Equalities Challenge Unit (ECU) to establish joint working to achieve and maintain an appropriately diverse student body therefore reducing inequalities of student opportunities and outcomes;

2) Seek to provide advice to Careers Advice Services in Universities where there is a high percentage of Black students to provide the guidance that young people need in order to access a wide range of what universities and the labour market on graduation have to offer;

3) Work with the National Union of Students to increase the number of Black Students Officer in every University and encourage Black students to join societies;

4) Work with the sector in developing/expanding industry-wide, corporate funded diversity mentoring schemes.


11. Wellbeing, Health and Safety in the WorkplaceConference notes the Con Dem Coalition’s welfare reforms agenda has forced public services and the voluntary sector to significantly reduce their workforce in the name of efficiency savings. Presently there is insufficient information to show the disproportionate impact on Black workers and their communities. Alongside this, there is evidence from many workplaces showed that training and development budgets have been significantly slashed. Repeated management reorganisation and restructure is another stressor that Black workers have to deal with on a daily basis.

This has left many Black workers, who are often denied personal development opportunities, delivering services with limited regard to their wellbeing, health and safety. Increased lone working is a concern for Black workers who face an additional risk of hate crime and harassment. Black workers employed in housing face an increased risk of harassment as they are blamed for the shortage in housing and myths circulating around policies imposed by the Con Dem Coalition. We have experience of residents alleging that Muslim households are exempt from bedroom

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tax on religious grounds and other untruths.

We ask the National Black Members Committee:

1) To initiate and carry out a survey amongst Black members that are employed in front line services to ascertain whether the changes in Welfare Benefits, Welfare Reforms is having an adverse effect upon their wellbeing, health and safety at work

2) Use evidence gained from the survey to suggest recommendations that can improve the work/life balance of Black members

3) Identify ways that employers can be shamed and named where they are employing unfair and discriminatory practices towards Black members.

Submitted by: Newcastle CityNBMC Policy: Support

Amendment 11.1In the second paragraph after “harassment”, insert:

“This is particularly true of the many Black women who work in home care, and who encounter racial prejudice on a regular basis, but who have no witness to such behaviour.”

In 3), delete full stop after "members" and insert:

“, or failing to respond adequately to allegations of racial harassment from staff.”

Submitted by: National Women's Committee

12. Zero hour contracts and impact on Black WorkersConference, since the coalition have taken power there has been mass redundancies, with many jobs being frozen and those who have survived are facing massive attacks on pay and conditions and threats of zero hour contracts. Black workers appear to be disproportionately affected by this.

Government figures suggest there are approximately 250,000 people on zero hour contracts. However the realistic figure suggested by The Chartered Institute of Personnel and Development research is approximately a million people working on zero hour contracts.

Zero hour contracts offers no guaranteed hours of employment and employers can call upon workers at short notice and lay them off at any time without any warning. An employer has no obligation to the workers and operates a ‘one way traffic’ system. This allows workers to be exploited.

Those employed on Zero hour contacts in comparison to fixed contract employees receive lower gross weekly pay, can be called up for work at short notice which add

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strain on family life and disrupt care arrangements, are more susceptible to unfair treatment as they have no employment rights and are made to work in unsafe conditions with constant fear of been sacked. This can also affect certain benefits entitlement, such as working tax credits.

Conference, the prevalence of zero hour contracts is higher amongst young Black people than any other groups with 37% of those employed on such contracts aged between 16 and 24; 41% of Black people who are employed in the Homecare Sector are believed to be affected by Zero hour contracts. People are being forced to work on zero hour contracts because they have no choice and due to the present economic climate.

Conference, therefore calls on the National Executive Council to work with UNISON to:

1) Have a strategy to promote an effective campaign to end zero hour contracts alongside other self-organised groups, service groups and Trade unions;

2) Work with Labour link and the General Political Fund to lobby MPs for safeguards to be introduced to improve the rights of workers on zero hour contracts.


Amendment 12.1Insert a new paragraph after "credits." and before "Conference,":

“There is a disproportionately high impact on Black women workers, who are more likely to work in home care and other vulnerable employment, and who are likely to also have caring responsibilities that restrict their ability to be flexible, which therefore jeopardises their already unequal relationship with the employer.”

Insert new point 3):

3) “Raise awareness of the disproportionate impact on Black women workers in particular of the increased use of zero hours contracts.”

Submitted by: National Women's Committee

13. Mental health issues for Black workersConference notes:

a) The findings of the 2005 “Count Me In” census in England and the following censuses that people from Black Caribbean, Black African and other Black backgrounds are over represented in psychiatric care;

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b) The report by Care Quality Commission published in 2010 that found that 23% of mental health inpatients were from Black communities that make up less than 9% of the general population;

c) In May 2013, Health Minister Norman Lamb said in the House of Commons that “something [was] wrong” with the treatment of Black people in the mental health system which could “not go unchallenged”;

d) A 2004 report (Ethnic Minority Psychiatric Illness Rates in the Community) that common mental illness such as depression and anxiety account for up to a third of days lost at work. With stress and bullying on the increase in the workplace, these are the two main causes for mental distress in the workplace.

Conference calls on the National Black Members Committee (NBMC) to:

1) Publicise World Mental Health Day which is held annually on 10th October in all appropriate publications including Black Action;

2) Seek to work with appropriate bodies to publicise the support that UNISON offers including 'ThereForYou' and training course on how to manage stress in the workplace;

3) Seek to work with the National Disabled Members Committee to highlight issues relating to mental health, the scope of the Equality Act 2010 and how best to support members in seeking reasonable adjustments and fighting disability discrimination.


Amendment 13.1Insert a new paragraph after d):

"Conference further notes that being Black and lesbian, gay, bisexual or transgender (LGBT) with mental health issues is particularly detrimental as many services are unable to address the complexities in relation to multiple identities. Misconceptions due to assumptions around sexual orientation and gender identity within the health service do little to encourage Black LGBT people to seek their assistance. This was highlighted in the research undertaken by Stonewall and the Runnymede Trust and published in their 2012 report One Minority at a Time. It is disappointing that the views of Black transgender people was not included in their research. Services that did exist to meet the mental health needs of Black LGBT people have lost funding due to the austerity measures of this government. Isolation within the workplace can exacerbate mental health issues among Black LGBT workers who may not feel able to fit in with social events as fully as they would like."

Insert new point 4):

"4) Seek to work with the National LGBT committee to raise issues of Black LGBT workers and mental health and to work with community based organisations to promote good practice in meeting the mental health needs of Black LGBT people."

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Submitted by: National Lesbian, Gay, Bisexual and Transgender Committee

14. The Coalition Government proposed Landlords to become Immigration Officers by checking immigration status of their prospective Tenants from 2014.

Conference is extremely alarmed by the CONDEM Government intention to make legislative requirement for the UK Landlords to check the immigration status of all prospective Tenants from 2014.

Conference is concerned that Landlords will be required by Law to request evidence from the prospective tenants and their families, friends, and any other person (s) living with them about their right to live in the UK. Thus, Landlords will become Immigration Officers. These checks will have to be repeated time and again as a matter of routine checks.

Conference notes that if Landlords are found to have rented accommodation to what they considered to be an irregular migrant, they could be liable for a fine of up to £3,000 per tenants.

Conference asserts that these Policy is degrading and punitive to anyone non white and measured at Migrant Workers. It will give licence to bigots and bullies to use as they please, targeting immigrants.

Conference therefore calls upon the National Black Members Committee (NBMC) to work with National Executive Committee (NEC) to:

1) Encourage branches to write to their MPs to sign an Early Day Motion to reverse the decision of the government;

2) Ensure the policy and the measure do not deliberately target Black people and Migrant Workers;

3) Raise public awareness of positive contribution Migrants Workers has made to the UK Plc.

Submitted by: Cymru/Wales RegionNBMC Policy: Support

15. Impact of Housing Benefits Cuts and Changes for Black TenantsConference notes that the cuts in Housing Benefit and the imposition of the Bedroom Tax are forcing many Black families into a position of double jeopardy. Especially where it is alleged that there is under occupation in social housing homes. Black households are more likely to be housed in social housing and likely to be in low income brackets and of working age.

A sizeable number of Black families are part of extended family networks, both in the UK and abroad, especially for the new and emerging resident communities. And where they exist, the burden of looking after and being part of these extended families puts additional pressure on the household finances.

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The impact of cuts and taxation is having a disproportionate impact on Black households compared to white families. There is some limited evidence to show that some households are choosing to live together to avoid the under occupation tax. Many households are making the difficult choice between buying essential housing goods or paying the rent.

We ask the National Black Members Committee to:

1) Work with the National Executive Council to ensure each Local Authority and Social Housing provider is approached to monitor the impact Housing Benefit cuts and the Bedroom Tax is having on Black members, their families and communities;

2) Ensure Black members in UNISON are kept informed of progress through the use of all UNISON media and publications;

3) Consider the feasibility of running a campaign highlighting the above issues.

Submitted by: Newcastle CityNBMC Policy: Support

16. Stop and Search is a Discriminatory Practice against the Black Communities

Conference, the 1999 McPherson report uncovered deep rooted institutional racism within the Metropolitan Police Force. In the aftermath of this report the police were forced to review stop and search practices, as these were a very obvious manifestation of police prejudice.

However, recent years have seen police forces return to their old ways. The figures show that there has been a 38 per cent increase in searches involving Black People, compared with 17 per cent for white people. Furthermore, in the past two years the number of Asian people stopped by the police, often under the powers granted by the 2000 Terrorism Act has increased by some 300 per cent.

Conference, recent research carried out by the Runnymede Trust has shown that stop and search is not effective in reducing crime, and that it creates a negative impact on public confidence in the police. As a result of the increase in searches which have fallen disproportionately on Black people the Home Secretary, Teresa May has called for a consultation with the police and other various groups on the use of stop and search and wants to know whether stop and search is being used appropriately and fairly, and how it can be better targeted and more intelligence-led.

However, we believe that the government would do better to re-examine the whole principal of stop and search and think hard about if the police are capable of using these powers responsibly in a manner that does not damage the relationship with Black communities.

Furthermore, research has shown that when Black people have been stopped over 78% of those stopped have not been told of their rights by the police nor have any awareness of their rights.

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Conference, therefore we call upon the National Black Members Committee and National Executive Council to:

1) Work with relevant organisations to explore the impact of disproportionate levels of stop and search on Black people and to report findings back to the National Black Members Conference 2015;

2) Issue guidance to branches to support members to know their rights in relation to stop and search;

3) Participate in consultations that seek to review the use and efficiency of police stop and search powers.


17. Justice for the Lawrence Family CampaignThis Conference is proud of the work and support UNISON has provided to the family of Stephen Lawrence since his murder 20 years ago. We all know the moving story of a bright young Black man callously murdered on the streets of Eltham. We also recognise that his tragic death was compounded by the failures of the police force to secure the conviction of his murderers at the time.

Therefore we are outraged that in the 20th anniversary year of his death; police have admitted to using undercover officers to infiltrate the Stephen Lawrence Campaign to discredit them. We note that this only came to light because one of the officers became a whistleblower on this and other disgusting tactics including using the identities of dead infants to fabricate cover identities.

There can be no surprise that Doreen Lawrence has stated that she has no confidence in any of the police enquiries, her quiet strength and determination for justice has been an inspiration to us all.

And we commend Neville Lawrence, who spoke so movingly at last years conference, who has called for ‘a judge-led inquiry into the allegations of Peter Francis that the Met SDS was tasked with finding ways to smear the reputation of the Lawrence family, rather than carry out a thorough investigation into the brutal, racist murder of their son Stephen’

Both of Stephens parents, whilst dealing with the devastating murder and loss of their innocent son and then the betrayal of a police force meant to protect the innocent; have always shown huge courage and determination in finally obtaining some justice for Stephen. Now they once again have to fight; for justice for themselves and their family.

We therefore call on the National Black Members Committee to:-

1) Work with the National Executive Council to provide all support and resources possible to the Lawrence family in their quest for justice

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2) Publicise the ‘Justice for the Lawrence Family’ Campaign to all branches, activists and members

3) Provide submissions to any enquiry regarding the treatment of the Lawrence family

Submitted by: Greater London RegionNBMC Policy: Support

18. Smear CampaignThe racist murder of Stephen Lawrence in April 1983 marked the beginning of a long battle for the Lawrence family with the British police force, the government, the criminal justice system and deep rooted prejudice within the British society.

Although the Lawrence family received partial justice in January 2012 when two of Stephen’s killers were convicted of his murder, they have continued in their fight for total justice until all of Stephen’s attackers are brought to justice.

Stephen’s death marked a turning point in race relations as it meant that for the first time racism was openly discussed and the term “institutional racism” became known in the British society.

However, conference believes that the Lawrence family have been betrayed by the British criminal justice system as it took 18 years for the first convictions of some of the people that were accused of Stephen’s murder.

Conference is alarmed by the revelations by a former undercover police officer that he participated in an operation to spy on the Lawrence family; their friends; Duwayne Brooks; and campaigners seeking justice for Stephen. Among his revelations are that his superiors wanted him to find dirt that could be used against the Lawrence family and pressured him to hunt for disinformation for use in undermining those seeking a better investigation into the murder.

Conference is appalled at the attempt to discredit and stop the campaign to find Stephen’s killers. This alleged smear campaign amounts to betrayal of trust by those who are meant to search for and bring Stephen’s killers to justice.

UNISON was the first union to provide support for the Lawrence family after the racist murder of their son. The union has continued to lead the way in their unwavering support for the Stephen Lawrence campaign.

Conference calls upon the National Black Members Committee to work with the National Executive Council to:

1) Ensure that direct representations are made to the Home Secretary to support the call for a judge-led Inquiry into these allegations;

2) Continue to work with the Stephen Lawrence Charitable Trust to promote development opportunities for young Black people;

3) Continue to campaign to protect the Single Equality Duty part of the Stephen

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4) Continue to campaign to protect the Single Equality Duty part of the Stephen Lawrence legacy that protects workers and service users against discrimination.


19. Effects on the Black Community after WoolwichLee Rigby’s murder shocked a nation. His funeral held on 12th July 2012 was both moving and reminded us all of his brutal killing which made a nation hold its breath with disbelief and sent a message that every UK citizen on our streets were not safe, if we do nothing.

The personal tragedy for the murdered young man and his family seem almost to have been overshadowed by the media, the fact that such an attack can take place on a busy British street in broad daylight has to be questioned that the media had a responsibility to protect UK citizens from witnessing such an act.

Conference, the trade unions have the tools to take a lead on this and strengthen the community togetherness.

This shocking act was deplored by all religious and political leaders, but the EDL, UKIP still sought to exploit this horrific event by whipping up hatred and attacking Mosques and Muslims.

UNISON at the 2013 National Delegates Conference, pledge to begin a high profile campaign with Hope not Hate, Unite Against Fascism, Faith Community Groups and other Trade Unions across the Trade Union movement in conjunction with the NBMC.

We need to weed out any extreme teachings of any hatred towards fellow human beings and seek the help of the media, politicians, police and community leaders to work together and send a positive message towards community cohesion.

UNISON has an opportunity to address some of the root cause of such acts of violence and help our young people, our future prospect through our trade union movement to have Hope not Hate and work to address some of the inequalities that drive them to commit murder and attack each other and perpetrate hatred towards fellow UK citizens.

Conference, there is no place for hate in our society.

We therefore call on the National Black Members Committee to:

1) Report back on the high profile anti-racist campaign and discussions with Hope not Hate on the specific issue of addressing the issue of racism and Islamophobia;

2) Update on action taken with Labour Link and discussions with MP’s on the early day motion on the media reporting which heighten the tension in communities across UK streets and the action taken to address this;

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3) Distribute materials produced with Hope not Hate in preparation for the 2014 European Parliament elections;

4) Update on fringe meeting at the next NDC in 2014 as proposed in the NDC motion in 2013;

5) Campaign alongside young people and other trade unions to help organise in those communities where youth alienation is potentially high;

6) Oppose any new measures aimed at reducing our democratic rights, such as the right for security forces to read emails and texts;

7) Report back through UNISON media on the activities and campaign strategy.

Submitted by: Greater London Region and Hammersmith & FulhamNBMC Policy: Support

20. Attacks on Muslims and Campaigning Against HateUNISON's National Delegate Conference condemned the brutal murder of Lee Rigby, a serving soldier, in Woolwich on 22 May 2013. It was an event that was shocking and horrific, and left the nation numb with bewilderment.

We pay tribute to the family of Mr Rigby who have appealed for no reprisal attacks to take place in his name and to the many people that attempted to intervene before the emergency services arrived.

We are concerned at increasing attacks on Muslim people following the murder. UNISON condemns fascist and racist organisations like the EDL and their Welsh and Scottish counterparts that had whipped up hate on the back of this tragic murder.

In the days that followed, attacks on Muslim people and mosques increased fifteen fold. However, UNISON will stand shoulder to shoulder with Muslims in our country.

This motion calls on the National Black Members Committee to work with the National Executive Council to organise a plan of action including:

1) Devising a ‘Muslim Contributions to the UK’ Campaign;

2) Campaign for a national day recognising multiculturism in the UK;

3) Develop recruitment material, .e.g posters, leaflets, pocket wallet size ‘Advice for Members’ card providing rights and a list of support organisations;

4) Work with TC-Branding Group to produce ‘Black’ specific recruitment materials

5) Produce new ‘Your Equality Representative is....’ posters and Black Self Organised group specific application forms;

6) Ensure Branches actively encourage Black members to become Activists.

Submitted by: United Utilities

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NBMC Policy: Support

21. Extending the Definition of Hate CrimeConference notes with alarm that there has been a significant drop in the reporting of Hate Crime to the relevant authorities in the last few years. Conference also notes that there has been an escalating attack on Mosques, Muslim shops, Muslim people and their families, yet this is not covered in the legislation as a hate crime or racist crime.

According to recent research carried by a trio of North East Universities there has also been a drop in the confidence level of Black people towards the Police in being able to deal adequately with racist incidents and racist behaviour.

The impact of hate crime on all communities is also on the rise, along with the resurgence of extreme far right groups up and down the country. Extreme far right groups that express openly hostile, racist and offensive speeches that target whole communities and use the Con Dem Coalition’s policies around immigration, race and inequality as their legitimisation.

At present only a handful of Police Forces record Anti Muslim hate crime. Home Office statistics show that in 2011 two Police Forces recorded 1200 Anti Muslim crimes as opposed to 546 Anti Semitic crimes from all forces in the UK. We also know that not all racist crimes are recorded as such and the media appears to sometimes down play such incidents.

Conference asks the National Black Members Committee to:

1) Explore ways that this issue can be highlighted and given more attention;

2) Campaign for a more level playing field when it comes to reporting and recording all hate crime;

3) Work towards getting Anti Muslim hate crime included on the list of categories, this could be by working with Labour Link, Probation colleagues and Police colleagues and other relevant organisations;

4) Ensure that Anti Muslim hate crime is seen on the same basis as racist crimes and religious intolerance is seen as an aggravating factor.

Submitted by: Northern RegionNBMC Policy: Support

22. Media and the impact on Black CommunitiesConference the brutal murder of Lee Rigby was both horrific and left a nation shocked at this brutal act on the streets of Woolwich.

Conference condemns the actions of those that carried out this murder and reject stated motivation for their actions. However, Conference is deeply concerned at the increasing attacks, verbal, physical attacks and via social media on Muslim people in the weeks that followed the attack.

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Fascist right wing organisations like the English Defence League and British National Party using the event to whip up hatred and direct racism towards Black communities. The EDL organised marches in Newcastle and London on 25th and 27th May 2013 and further marches throughout the weeks leading up to Lee Rigby’s funeral held on 12th July 2013.

While the vast majority of people the EDL claims to speak for have rejected their activities, conference believes that our Black, Muslim and migrant worker members and their communities are facing an increasingly volatile environment and climate where they are vulnerable to discrimination and abuse.

It’s time conference to also call into account the media and their coverage of such acts on our streets and the insensitivity, sensationalism and bias reporting that can incite further violence.

It is the responsibility of the British media to ensure that when reporting acts of violence on our streets they must stop using inflammatory language that feeds the fascist and racist. We must reject those who want to divide our communities and set them against each other, and stand up for the ideal of anti-racism, multiculturalism and respect for all.

Conference at the National Delegates Conference in 2013 the emergency motion ‘Challenging the politics of hate’ was overwhelming supported by delegates and we now need to push on the campaign to address what is still a vile and evil mind-set and organise a fringe meeting at the 2014 National Delegates Conference on these issues.

We therefore call on the NATONAL BLACK MEMBERS’ COMMITTEE in partnership with the National Executive Council to:

1) Update on the high profile anti-racist campaign and discussion material produced with Hope not Hate in preparation for the 2014 European Parliament elections;

2) Work with Labour Link to raise these issues of media coverage and reporting with MPs;

3) Work with organisations that organise in communities where youth alienation is potentially high;

4) Oppose any new measures aimed at reducing our democratic rights, such as the right of security forces to read emails and texts;

5) Report back through UNISON media on the activities and campaign strategy.


Amendment 22.169

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Insert new paragraph after "abuse" and before "It’s":

"The Transparency of Lobbying, Non-Party Campaigning and Trade Union Administration Bill (“The Gagging Bill”) meant to be an attempt to clean up politics and make it more transparent contributes to this issue by reducing our rights to fight against groups such as the EDL and will severely restrict the way organisations such as HOPE not Hate can campaign in the 12 months before a General Election such as the successful campaign against the BNP in Barking and Dagenham in 2010. By design or default, It is an attack on free speech and democratic engagement."


23. End Violence Against Black WomenBlack women are oppressed by both racism and sexism, so face a double strand of oppression in society as a whole. Violence against women and girls is the most widespread form of abuse in the world. Globally, one in three women will be raped or beaten in their lifetime. Statistics reveal the levels of violence experienced by women and girls in Britain are also at alarming levels.

While all women have the potential to become victims of male violence, Black women are susceptible to becoming victims of crimes that are predominately found in Black communities such as:

a) Forced marriage;

b) Female genital mutilation;

c) Honour-based violence;

d) Human Trafficking.

Conference recognises the enormous challenges faced by Black women victims of male violence, and the pressures they face not to complain about violence and abuse. There is often additional pressure put on Black female victims not to report crimes, for example, Asian victims are less likely to come forward and report rape due to shame and honour. However, an increasing number are calling rape crisis helplines, particularly those specialist services aimed at Black communities. However, these vital services are under sustained attack by the Conservative-led coalition as they withdraw funding for specialist services making it harder for Black women to find appropriate support.

Conference therefore believes that, when Black women complain of male violence, our trade union should start from a position of believing them. Conference believes that all women who complain of male violence have the right to be listened to and supported.

Domestic violence is a workplace issue that affects all genders as either victims or perpetrators and its affects are far reaching.

In UNISON we have established policy that absolutely recognises that domestic abuse is a gendered issue.

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Conference therefore calls on the National Black Members Committee to:

1) Work with the National Executive Council and Public Services International to develop a resource pack for global trade unions to use;

2) Work with the National Women’s Committee to develop a web-based resource pack on specialist help and support services aimed specifically at Black female victims of violence;

3) Develop a campaign pack that could be used by members in partnership with local services to fight the cuts;

4) Review existing practices and guidance on how UNISON supports Black women who have been victims of male violence and where appropriate issue updated guidance.


24. Challenging Anti-Immigration CampaignsConference notes with concern the decision by the Home Office and the United Kingdom Border Agency (UKBA) to trial the use of vans with the slogans “Here illegally? Go home or face arrest.” This slogan, with its echoes of the National Front in the 1970s and 1980s will alarm several Black workers and residents. The further spot checks at Underground stations by UKBA officials appeared to use ethnic profiling and was widely criticised including by Doreen Lawrence. Even Nigel Farage, United Kingdom Independence Party (UKIP) leader criticised the initiative as “nasty”.

Conference deplores the intent behind the campaign and the wording it utilised. Conference welcomes the counter campaign by Liberty and the moves by the Equality and Human Rights Commission to look at whether it failed under the Equality Act 2010.

Conference further notes that in the build up to the local and European elections in 2014 and the general election in 2015, politicians will continue to use immigration as a political football.

Conference calls on the National Black Members’ Committee to:

1) Continue to take concerted action to challenge racism and xenophobia;

2) Approach the National Executive Council and seek to develop a union-wide strategy to respond to any anti-immigration campaigns perpetuated by politicians and the media;

3) Highlight the positive impact that migrant workers have had to the UK within UNISON publications such as eFocus or Black Action and consider whether money could be sought from the General Political Fund to support a wider campaign.

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25. Organising the Black voteThe results from the 2011 Census showed that in England and Wales approximately 14% of the population identified as non white. This is a rise from the 2001 Census figure of 7.9%. The Census results also revealed the greater dispersal of Black people across the UK.

This changing demographic across the UK, coupled with a growing Black population that now represents 8% of the overall electorate presents Black people with opportunities to heavily influence change. Black votes will have influence in geographical areas much broader than traditional boundaries and could decide the next government in the 2015 UK elections.

There is currently no government led strategic initiative or targeted policy to address the substantial race inequalities that exist in the UK despite the fact that Black people continue to have significantly poorer outcomes than the rest of the population in key areas such as employment, education, housing and health and are over-represented in the criminal justice system.

Further, this Tory-led Coalition government have already taken several worrying steps to amend or delete provision that protect vulnerable groups against discrimination. The review of the Equality Act 2010, the Welfare reform Act 2010 and cuts to the Equality and Human Rights Commission and other key services equate to a sustained attack on equalities. If left unchallenged these policies, the rise of the far right across Europe and the re-entry of anti immigration and racist rhetoric in main stream politics threatens to undermine decades of progress towards race equality in this country.

An Operation Black Vote report concluded that Black voters could easily decide over 160 seats in the 2015 UK general elections. Given that the coalition governs the UK with a working majority of just 83 seats the need for Black communities to exercise their vote and for British politics to respond to their needs is increasingly apparent.

Black workers have a long and successful history of organising both within the workplace and in our communities. As Black trade unionist we are already aware of the power of collective organisation that provides for a strong and united voice for change.

Still too often the colour of your skin determines your life outcomes. Now the UK Black vote can be used as a force to demand that the government addresses persistent race inequality in this country.

That is why Conference calls on the National Black Members Committee to develop a campaign to:

1) Encourage Black voter registration and turnout in the 2015 UK elections;

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2) Work with the Labour Link and relevant voluntary and community organisations to develop opportunities to educate and engage Black people in British politics;

3) Engage Black members in developing a response to the undermining of equalities in the workplace and working with UNISON’s Self Organised Groups, branches and Service groups raise the profile of, and campaign against, the attacks to equalities by the Government.


26. Protecting members against racism in the workplaceMigrant workers continue to be extremely vulnerable to race discrimination and false allegations of abuse from patients / care home residents and their families. They are also less likely to have colleagues coming forward as supportive witnesses. While UNISON already supports its members from overt racist discrimination from an employer, there is not always a clear process when it comes to dealing with racism from residents, family members and patients, in particular in the private sector. When an incident occurs in a private nursing home, the reaction is often to move a Black worker to another part of the care home. The racist perpetrator gets his / her way and the migrant workers are made to feel that they are the problem.

1) Conference calls on the National Black Members Committee to commission research aimed at highlighting best employment practices on protecting Black and migrant workers against racism in the workplace with a list of recommendations for adoption by employers.

Submitted by: Northern IrelandNBMC Policy: Support

27. NMC criteria for overseas nursesMany of our fellow migrant workers, who are registered nurses in their own country, have been working here as care assistants because they did not obtain the results required by the Nursing and Midwifery Council (NMC) for their English (IELTS) test (i.e. 7 in each section). The results required are of a very high standard– a very high standard in English grammar and English language specific to “England” that will not necessarily leave them best equipped to deal with elderly residents in a care home in rural parts of Northern Ireland or Scotland.

This has been an issue for many of our members. More recently, private nursing homes have been recruiting heavily in EEA countries. The same level of English is not required of EEA members. This leads to difficult situations for all. EEA nurses from Spain, Portugal, Greece, etc. have found themselves thrown at the deep end with insufficient English and very little adaptation training. Accidents are likely and resentment builds up, as this seems nothing short of racist discrimination for the non EEA staff who are not allowed to practice their skills.

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1) Conference calls on the National Black Members Committee to work with other relevant structures of UNISON to put pressure on the NMC to revisit these criteria and to create consistent requirements to standardise the level of training and English expected of all nurses.

Submitted by: Northern IrelandNBMC Policy: Support

28. Campaign for a European Recognition of SlaveryMr. Jean-Jacob Bicep and Ms. Eva Joly, courageous Green MEPs from France, who are championing the promotion in and outside the European Parliament, under Rule 123 of the Parliament's Rules of Procedure, of the Written Declaration on Establishing a European Day in Recognition of the Victims of European Colonisation and Colonial Slavery, submitted on 15th April 2013.

We urge the diligent rediscovery of, respect for and long overdue recognition of the invaluable work of all such Heroes and Heroines as outstandingly exemplary Labour Freedom fighters whose creativity of Trade Union Activism in general, and of Pan-Afrikan Community Unionism in particular, must now be fully acknowledged as a most vital, indelible and rich contribution to shaping the proud Heritage of the working class and labour, racial, class and gender equality as well as human and peoples' rights, civil liberties and participatory democratic movements in Britain, Europe, Afrika, the Americas including the Caribbean and, indeed, throughout the World.

We appeal to the National Black Members' Committee to work with the National Executive Council to support all progressive forces within and beyond the Labour movement to help Pan-Afrikan Activists interested in the Community cohesion activities of UNISON.

In connection with this campaign:

Conference calls on National Black Members' Committee in conjunction with the National Executive Council to lend moral support that can be mustered, from within and beyond the Labour movement, to the ongoing work of various trade union branches at grassroots levels in and outside Britain, in seeking to rally massive solidarity, especially through efforts of Community Cohesion.

Conference calls on the National Black Members Committee to work with the National Executive Council to:

1) Explore and discuss with our International section of the establishment of the global commemoration of an annual International Reparations for Emancipation Season , to be held from 1st August (Emancipation Day) up to October (Black History Month);

2) Discuss with Labour Link on the possibility of submitting an early day motion through our sponsored MP’s on this issue with a view to reporting back to our International section on the work undertaken;

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3) Report the campaign in UNISON mediums and Black Action on this important initiative and how we can give support to this campaign.


29. Low proportion of Black People in Senior Management positions in the Public Sector in UK particularly in the Devolved Governments.

Conference is aware that there might be a few numbers of Black people in Senior Management but the numbers are so low that it can be deemed as token gestured.

Conference notes that in England, Wales, Scotland, and Northern Ireland, there are sizeable and growing African, Asian, and Caribbean heritage graduates who are either unemployed or by passed for promotion. Conference is alarmed by this increasing and growing numbers from the Black communities. Conference acknowledges that there is a little or just a token number of Black people employed at Senior Management levels in government and public sector.

Conference is concerned that the proportion of UK National Black Staff is lower in managerial and professional jobs compared to technical and administrative jobs. For example, 5.6 per cent, compared to 8.1 and 7.7 per cent respectively. Recent research conducted by the Equality Challenge Unit (ECU) found significant disparities between commitments made publicly by Public Sector Institutions in policies and the realities for Black Staff in their search for the illusive senior management position in the public sector.

Conference therefore calls upon the National Black Members Committee (NBMC) to work with the National Executive Council (NEC) to seek to redress this subtle institutionalised Racism in the Public Sector:

1) National Executive Council and the National Black Members Committee to launch political campaigning by lobbying Westminster Government, MPs, Welsh Government, Scottish Executive, and Northern Ireland Assembly to redress the subtle institutional racism in the Public Sector

2) Regional Secretaries to take the lead and work with Chair and Secretary of the Regional Black Members Committee in lobbying the Devolved Governments, and liaised with the Regional Black Members Committee for feedback and support

3) Work in partnership with other organisations with shared values and put forward Freedom of Information (FOI) requesting pre and post assessments of recruitment process to evaluate the success rate of Black applicants

4) Challenge public sector employers, i.e, Healthcare, Local Authorities, etc, to set clear targets for recruitment and employment of Black Workers into Senior Management posts, and to support schemes to improve confidence and development of necessary key skills.

Submitted by: Cymru/Wales RegionNBMC Policy: Support

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30. Black LGBT workers – the cost of the Con-Dem cutsConference condemns the head-long cuts programme of the Tory-led coalition government. Conference notes that their ideology-driven austerity agenda – which they publicly claim is for the sake of our economy – is in fact standing in the way of delivering the jobs and growth that we need.

Conference welcomes UNISON’s exposure of this government’s failings and our campaign for a future that works. The disproportionate impact of the cuts on some groups of workers, including Black, disabled, women, and young people is well documented. Conference further welcomes UNISON’s commissioning of research into the impact on lesbian, gay, bisexual and transgender (LGBT) people, an impact which has not previously been widely acknowledged.

Conference notes that people who belong to more than one of these groups, such as Black LGBT workers, experience a cumulative negative effect. However, this can be hard to measure. Indeed Black LGBT workers can be an invisible group in the workplace, if the narrow-minded assume no Black workers are LGBT and no LGBT workers are Black.

Fear of multiple discrimination can make it particularly difficult for Black LGBT workers to be open about their sexual orientation or gender identity/gender history. But not being out does not protect LGBT people from the effects of discrimination, rather it can make it all the more insidious.

1) Conference instructs the National Black Members Committee to liaise with the National LGBT committee and highlight the particular impact of the cuts on Black LGBT people, both as workers and as service users, in our negotiations, campaigning and organising.

2) Conference further instructs the National Black Members Committee to call on regional and branch Black members groups to work with regional and branch LGBT groups. Joint initiatives can include reaching out to Black LGBT community groups and potential Black LGBT members with UNISON’s equality, pro-public service and recruitment messages.

Submitted by: National Lesbian, Gay, Bisexual and Transgender CommitteeNBMC Policy: Support

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Equalities

31. Challenging Discriminatory Practices, Defending Public ServicesConference Challenging Racism in the Workplace must remain the focus on defending public services and fighting for Black member’s job’s and conditions of service. Using cohesive strategies to utilise information collated to challenge discriminatory practices on behalf of Black members and fight cuts to services affecting Black communities and all public sector workers.

The Councils like Sheffield are planning to dismiss and re-engage workers to force through yet another pay and increment freeze. Black workers employed in the public sector are concentrated in the lower grades and the impact on such pay restraints is significant.

However it is not just the lowest paid who are feeling the squeeze, but those in professional and technical jobs who are being paid less than their private sector counterparts.

UNISON’s recent freedom of information research confirmed the highly disproportionate attacks on Black workers and the over-representation in disciplinary, capability and redundancies.

Since the recession started in 2008 there has been a declining rate of employment for Black people in employment, clear evidence of an ethnic penalty on employment for most Black groups, this was also confirmed in the research conducted by the Runnymede Trust in partnership with UNISON.

The removal of Equality Impact Assessments, an over-representation in disciplinary procedures resulting in dismissals the impact on Black workers is unprecedented.

The Greater London region is the most diverse in UNISON, developing a regional equality strategy strengthens our work and the work we do in the workplace and branches. It underpins the principal of equality and aims to ensure that equality issues are mainstream throughout the region and in branches.

Challenging discrimination and winning equality needs to continue to be at the heart of trade union work, every trade unionist, every UNISON member or activist has a duty to challenge discrimination wherever they see it.

UNISON has a responsibility to lead the way through our campaigns, bargaining agenda and labour movement.

We call on the National Black Members' Committee to:

1) Work with the National Executive Council to highlight UNISON’s anti-cuts campaign;

2) Monitor and review the Equality Strategy across all regions and action work plan objectives to ensure it incorporates self-organised groups;

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3) Encourage branches to use the ‘Making Equality Happens’ initiative and work with the Regional Black Members Committee to develop and support in implementing branch equality schemes;

4) Seek data from employers on disciplinary, capability and grievances by ethnicity, age and gender using the freedom of Information request by branches to collate within a certain time frame;

5) Report back the findings throughout regional and national mediums;

6) Hold a fringe meeting at the National Black Members Conference in 2015 on the impact of the cuts, effects of discriminatory practices on Black workers, communities and UNISON’s continued campaign on defending public services.

Submitted by: Hammersmith & FulhamNBMC Policy: Support

32. Challenging Discriminatory Practices, Defending Public ServicesConference as well as forming a significant part of the public sector workforce Black people are also primary users of public services. Cuts to funding are closing some services whilst putting significant pressure on remaining community and voluntary organisations supporting the Black and other vulnerable communities at a time when they are needed the most.

We know that:

a) The Office of National statistics (2012) reported that Zero hours contracts had reached the 200,000 mark with 23% of employers having it as one of their employment contract options. The National Health Services (NHS) is also one of these employers who have these contacts. Mainly for cleaning staff but increasingly other parts of the NHS are being included for example Physiotherapy, cardiac services, psychiatric therapy, and hearing services. Staff affected have no guaranteed level of earning each month and cannot make plans as they are at the mercy of the employers. Secondly with the changes in pension this requires the employers to contribute even less to their pensions because of their terms and conditions.

b) Under the Freedom of information act (2000) most information can be made available. However this must be requested in writing and a response is provided within 20 days working days. There are a few exemptions namely if payment is requested then the time of response can be extended.

c) In 2009 changes were made to Disciplinary and grievance guidelines to increase protection from discrimination and increase effective communication between employer and employee. However where by an individual could take their case to tribunal without paying for the initial service, now they will have to pay thousands of pounds if they made that choice. However if it’s a supported case UNISON will provide that financial assistance.

d) Challenging racism in the workplace.

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.A review of 17 councils in London showed that Black workers were disproportionately affected by approximately 32% of job losses. Research has shown that Black members are more likely to be bullied or harassed at work. The consequence of this is adverse health problems sometimes as a result of stress, high blood pressure, heart problems or in some cases death. The current government has increased focus on the individual and the respect of dignity. This is evident in the 2010 Equality act which covers race, sex and disability discrimination to prohibit age, gender reassignment, sexual orientation and religion or belief discrimination.

Challenging Racism in the Workplace must remain the focus on defending public services and fighting for Black member’s job’s and conditions of service. Using cohesive strategies to utilise information collated to challenge discriminatory practices on behalf of Black members and fight cuts to services affecting Black communities and all public sector workers.

The Councils like Sheffield are planning to dismiss and re-engage workers to force through yet another pay and increment freeze. Black workers employed in the public sector are concentrated in the lower grades and the impact on such pay restraints is significant.

However it is not just the lowest paid who are feeling the squeeze, but those in professional and technical jobs who are being paid less than their private sector counterparts.

UNISON’s recent freedom of information research confirmed the highly disproportionate attacks on Black workers and the over-representation in disciplinary, capability and redundancies.

Since the recession started in 2008 there has been a declining rate of employment for Black people in employment, clear evidence of an ethnic penalty on employment for most Black groups, this was also confirmed in the research conducted by the Runnymede Trust in partnership with UNISON.

The removal of Equality Impact Assessments, an over-representation in disciplinary procedures resulting in dismissals the impact on Black workers is unprecedented.

The Greater London region is the most diverse in UNISON, developing a regional equality strategy strengthens our work and the work we do the workplace and branches. It underpins the principal of equality and aims to ensure that equality issues are mainstream throughout the region and in branches.

Challenging discrimination and winning equality needs to continue to be at the heart of trade union work, every trade unionist, every UNISON member or activist has a duty to challenge discrimination wherever they see it.

UNISON has a responsibility to lead the way through our campaigns, bargaining agenda and labour movement.

We call on the National Black Members Committee to:

1) Work with the National Executive Council to highlight UNISON’s anti-cuts campaign.

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2) Monitor and review the Equality Strategy across all regions and action work plan objectives to ensure it incorporates self-organised groups.

3) Encourage branches to use the ‘Making Equality Happens’ initiative and work with the Regional Black Members Committee to develop and support in implementing branch equality schemes.

4) Seek data from employers on disciplinary, capability and grievances by ethnicity, age and gender using the freedom of Information request by branches to collate within a certain time frame.

5) Report back the findings throughout regional and national mediums

6) Hold a fringe meeting at the National Black Members Conference in 2015 on the impact of the cuts, effects of discriminatory practices on Black workers, communities and UNISON’s continued campaign on defending public services.


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International

33. Hope for people of BhopalConference, the Bhopal gas disaster was recorded as the worst industrial devastation ever, where 25,000 people were killed or who have died since then through their injuries. It is also believed that a further 120,000 people remain seriously ill with no hope of being cured.

The Bhopal disaster happened on 4th December 1984 when a highly toxic gas was leaked from a tank at a pesticide plant outside the town of Bhopal. A toxic gas cloud rose from the plant and blew over the town, killing people instantly. Later, some of the survivors reported that the pains that occurred were like having chilli powder thrown into their lungs and sprayed into their eyes.

At the time of the accident the plant was owned by the US Company, Union Carbide and in 2001 it was sold and brought by another US company Dow Chemical. The Company took over Union Carbide knowing of the disaster in Bhopal and knowing that Union Carbide had not fulfilled their commitment to remove a further 10,000 tonnes of toxic waste left at the pesticide plant which is still polluting the ground and water supplies to the surrounding areas of Bhopal and causing further illnesses.

Conference, the International Campaign for Justice in Bhopal has stated that the company Dow Chemical has never been brought to justice and neither has the CEO Warren Anderson of Union Carbide been charged for manslaughter. It’s time for both of these things to happen through international pressures.

The International Campaign for Justice in Bhopal is amazed at the fact that Dow can still be allowed to operate as main sponsors to world events without facing their obligations to the people of Bhopal. The Campaign was also amazed that ‘Dow’ was allowed to have been part of the London Olympics as one of the main sponsors. The Campaign is calling for ‘Dow’ to be banned from all future international and national events and is further asking for the Scottish Parliament to intervene and stop ‘Dow’ from being a sponsor to the Commonwealth Games in 2014

Conference, people of Bhopal have done all they can and now are turning to the world communities to help bring Dow Chemical to justice and to get them to face their responsibilities in cleaning up the waste left by the company they brought in 2001.

Conference, it’s not too late to campaign to stop Dow Chemical from taking part in the Commonwealth Games and to get them to face their responsibilities to the people of Bhopal.

Therefore we call upon the National Black Members Committee to work with the National Executive Council International Committee to:

1) Raise awareness about this issue affecting the people of Bhopal;

2) Seek to support the International Campaign for Justice in Bhopal.

Submitted by: National Black Members' Committee

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NBMC Policy: Support

Amendments Ruled Out of Order

REASON NOT APPROVEDThe amendment introduces substantial new subject matter2.2 Support for Black ActivistsInsert a new paragraph after “policies.” and before “Conference”:

“Conference the Online Conference System (OCS) is currently making it difficult for Black members to attend National conferences.

The opportunity for Black members to attend National Black Members’ Conference is not based on an equal footing with other self organised groups (SOGs). We have to be a member of one of the following groups:

Branch Black members group

Regional Black members group

National Women’s Committee

National Black members committee

National Disabled members committee

National LGBT Committee

However, the same restrictions do not apply to other SOGs. With regards to branch representation, we are restricted to sending up to six representatives in comparison to 10 representatives for other SOGs.

We must be in a position to recruit and retain new members to the union. This can only be achieved by the current work UNISON undertakes to promote equality within the workplace and showing we have the backbone to stand up to inequalities. Therefore it is paramount that this union is not seen as participating in the same practices as the employers who have decimated the workforce in the public sector.

Black self-organisation in UNISON cannot be subjected to Service Group or National Delegate Conference requirements as these limitations will have significant consequences across the union.

The current procedures do not adequately take into account the demographic spread of Black members across the UK, particularly in rural, non- urban areas.”

Add new points after point 3):

“4) Seek for the flexibility of OCS restrictions if branches are unable to fill the low paid and young members’ seat on their delegation to Black members conference rather than for these seats to remain vacant due to the composition of their branch membership.

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5) Work with Black members NEC reps to raise the issue of attendance at Black members’ conference.

6) Seek to increase attendance at Black members’ conference by working with regions whose branches are under represented at conference and by working with the relevant regional contact officer in regions where branches have been identified to be under represented at conference.

7) Implement point 4 with immediate effect following the 2014 National Black Members Conference.”

Submitted by: National Black Members’ Committee

REASON NOT APPROVEDThe amendment is beyond remit of the Conference4.1 Budget Cuts and the Impact of Austerity on Black CommunitiesAmend point 1) by adding after “coalitions”:

“‘ensuring we build membership and activists, and using all campaigning tools available including lawful industrial action in line with UNISON's rules and procedures.”

Add new point 6):

“6) Campaigning against job losses at branch, regional and national level, including co-ordinating campaigning and action - including lawful industrial action within UNISON’s rules and procedures - with other trade unions where appropriate. “

Add new point 7):

“7) Collects data from employers to monitor race discrimination and redundancy where job losses have not been successfully avoided and support branches to highlight discriminatory employers and to end ‘headhunting Black and minority ethnic staff for redundancy.”

Submitted by: Camden

REASON NOT APPROVEDThe amendment is beyond remit of the Conference17.1 Justice for the Lawrence Family CampaignInsert a new paragraph after “family” and before “We”:

“We fully condemn the tactics to infiltrate as well anti-racist organisations such as the Newham Monitoring Project and Youth Against Racism in Europe who campaigned alongside the Lawrence family in their search for justice for their son. These tactics, had they been successful, could have isolated the family from the successful mass campaign that supported the family. We condemn these undercover activities and the wider activities of the Special Demonstration Squad

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whose ultimate role was to seek to undermine the democratic right to protest.”

Add new point 4):

“4) We call for the disbandment of all undercover units across the country which are used to spy on protest groups.”

Add new point 5):

“5) We demand a full and open public enquiry, where submissions can be made in open and all police files, decision making audits including those made by politicians, and orders are made available. To this end we support the campaign that includes the Haldane Society, which is organising wider support for this demand.”

Submitted by: Camden

REASON NOT APPROVEDThe amendment is a negative amendment19.1 Effects on the Black Community after WoolwichAdd new point 7) and renumber accordingly:

“7) Look at what strategy can be deployed around the use of social media for the promotion of racial hatred.”

Submitted by: Birmingham

REASON NOT APPROVEDThe amendment is beyond remit of the Committee32.1 Challenging Discriminatory Practices, Defending Public ServicesInsert a new paragraph after “movement” and before “We”:

“There is a fundamental and urgent need to ensure the council and other public sector organisations uphold their responsibilities under the public sector duty of the Equality Act 2010, which requires them to pay due regard to eliminate discrimination, promote equal opportunities and foster good relations.

Conference believes that equality analysis (EA) (formerly referred as equality impact assessments EIA’s) provide the best way for the council and other public sector organisations to demonstrate that they are complying with their duties under the Equality Act 2010, when making and undertaking budget proposals or developing or reviewing new policies. Undertaking equality analysis will help to avoid making poor and unfair decisions that could discriminate against protected groups and increase inequality. It also helps to get decisions right the first time and save money and time, support transparency & good governance.

UNISON’s equality duty protocol is there to be used and branches must monitor, especially in this economic climate when financial cutbacks are taking place, whether local council and public sector employers have undertaken equality

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analysis. If not then they should be encouraged to do so and mitigate the adverse impact of the proposal(s). “

Add new points 7), 8) and 9):

“7) Conference calls upon local councils and other public sector employers to review the impact of cuts already introduced and provide a commitment to undertake equality analysis for future cuts in public sector services.

8) Conference calls upon Unison to use its contacts within Labour Link to encourage local councils and other public sector employers to review the impact of current and future cuts in light of Equality Analysis.

9) Ensure branches and regions are aware of the changes introduced under the new specific duties.”

Submitted by Wolverhampton General

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14. STANDING ORDERS COMMITTEE MEMBERSHIP

The Standing Orders Committee for this year’s National Black Members’ Conference is as follows:

Sharon Foster South West (Chair)Ade Alao North West (Deputy Chair)Ismail Donmez ScotlandPat May West MidlandsNasima Sarang East Midlands Nicole White Greater LondonHope Daley (Secretary) UNISON CentreWavenie Jones (Administrator) UNISON Centre

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15. NATIONAL BLACK MEMBERS’ CONFERENCE RULES AND STANDING ORDERS

15.1 APPLICATION OF STANDING ORDERS

15.1.1 These Standing Orders shall apply to all meetings of the National Black Members’ Conference.

15.2 STANDING ORDERS COMMITTEE

15.2.1 The members of the Standing Orders Committee shall hold office for two-year periods with half being elected yearly.

15.2.2 At its first meeting after it takes office, the Committee shall elect a Chairperson and a Deputy Chairperson from amongst its members.

15.2.3 The functions of the Committee shall, subject to these Standing Orders, be to:

15.2.3.1 Ensure that the UNISON’s Rules and Standing Orders relating to the business of Conference are observed, and notify the President of any violation that may be brought to the Committee’s notice

15.2.3.2 Draw up the preliminary agenda and final agenda of Conference business, and the proposed hours of business.

15.2.3.3 Determine the order in which the business of Conference shall be conducted.

15.2.3.4 Consider all motions and amendments submitted for consideration by Conference and, for the purpose of enabling Conference to transact its business effectively the Committee shall:

15.2.3.5 Decide whether such motions and amendments have been submitted in accordance with the Rules;

15.2.3.6 Group together (composite) motions and amendments relating to the same subject, decide the order in which they should be considered and whether they should be debated and voted on separately or debated together and voted on sequentially;

15.2.3.7 Prepare and revise, in consultation with the movers of motions and amendments, composite motions in terms which in the opinion of the Committee best expressed the subject of such motions and amendments;

15.2.3.8 Refer to another representative body within the Union a motion or amendment that in the opinion of the Committee should properly be considered there; the mover shall be informed of the reason for so doing;

15.2.3.9 Have power to do all such other things as may be necessary to give effect to these Standing Orders.

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15.2.4 Any decisions of the Committee, which are to be reported to Conference, shall be announced by the Chairperson or her/his nominee of the Committee and shall be subject to ratification by Conference.

15.3 MOTIONS AND AMENDMENTS – PRE CONFERENCE PROCEDURE

15.3.1 Motions, amendments and other appropriate business may be proposed for the Conference by:

National Black Members’ Committee Branch Black Members’ Groups Regional Black Members’ Groups The Black Lesbian, Gay, Bisexual and Transgender Members’ Caucus

Group The Black Disabled Members’ Caucus Group The Black Women’s Caucus Group The National Young Members’ Forum

15.3.2 Motions and amendments must be submitted electronically using the Online Conference System (OCS), in order that the Standing Orders Committee may consider them for inclusion in the preliminary agenda.

15.3.3 The date and time by which motions and amendments to be considered for the Conference shall be received on the OCS shall be stated in the timetable to be published under Rule D.1.9.

15.4 CONDUCT OF CONFERENCES

15.4.1 Those eligible to attend, speak and vote at National Black Members’ Conferences are:

a) Branch Black Membersb) Regional Black Members’ Group Delegatesc) National Black Members’ Committee Membersd) National Disabled Members Committee, Lesbian, Gay, Bisexual and

Transgender Committee, and Women’s Committee Delegates who are Black.

Those eligible to attend and speak at National Black Members’ Conferences are:

e) National Young Members’ Forum Delegates.

15.4.2 Hereafter referred to as elected delegates. For a, b and d and e, the number of delegates will be decided by the National Black Members’ Committee.

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15.4.3 The National Black Members’ Conference shall meet in public session, but may be directed by the National Black Members’ Committee or by resolution of the Conference, when the whole or any part of a conference may be held in private. In addition to the elected delegates the only persons permitted to attend a private session of a Conference shall be such members of staff as have been authorised by the National Black Members’ Committee to attend Conference.

15.4.4 Only the elected delegates and invited guest speakers shall have the right to speak at the National Black Members’ Conference, no other person shall speak except by permission of Conference. The Standing Orders Committee may speak on their own reports but not in debates on motions and amendments.

15.4.5 Any questions of procedure or order raised during a Conference shall be decided by the Chairperson whose ruling may only be challenged by 20 members rising from their seats and shall only be over turned if there is a 2/3 majority.

15.4.6 Upon the Chairperson rising during a Conference session, any person then addressing Conference shall resume his/her seat and no other person shall rise to speak until the Chairperson authorises proceedings to continue.

15.4.7 The Chairperson may call attention to any remarks or language running counter to the rules of UNISON, or any breach or order on the part of a member, and may direct such a member to discontinue her/his speech.

15.4.8 The Chairperson shall have power to call any person to order who is causing a disturbance in any session of Conference and if that person refuses to obey the Chairperson, he/she where named by the Chairperson, shall forthwith leave the Conference Hall, and shall take no further part in proceedings of that Conference.

15.5 VOTING

15.5.1 The method of voting shall be by a show of hands of the delegates present.

15.5.2 Unless stated otherwise in these Standing Orders, the issue being voted on will be deemed to be carried if the majority of those casting votes do so in favour of the issue.

15.5.3 If the Chairperson or delegates request a count then the appointed tellers shall count the votes cast.

15.6 WITHDRAWALS OF MOTIONS AND AMENDMENTS

15.6.1 A motion or amendment, which is shown on the final agenda, may not be withdrawn without the consent of the Standing Orders Committee, whose decision shall be reported to Conference.

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15.7 MOTIONS AND AMENDMENTS NOT ON AGENDA

15.7.1 A motion or amendment which is not shown on the final agenda may not be considered by Conference without the prior approval of the Standing Orders Committee and the consent of Conference, which shall be governed by the following rules:

15.7.1.1 Such motion or amendment shall be in writing, signed by the Black Members’ Group Secretary and Chairperson on whose behalf it is submitted. It should be sent to the Standing Orders Committee at least five working days before the commencement of Conference, except if it relates to events, which take, place thereafter. It will state at which meeting it was debated and adopted.

15.7.1.2 If the Standing Orders Committee gives its approval to the motion or amendment being considered, copies of the motion or amendment shall be made available for delegates at least one hour before Conference is asked to decide whether to consent to the matter being considered.

15.7.1.3 An emergency motion will not be given priority over other motions and amendments on the agenda except where the Standing Orders Committee decide that the purpose of the motion in question would be frustrated if it were not dealt with at an earlier session of the Conference.

15.8 PROCEDURAL MOTIONS

15.8.1 The following procedural motions may be moved at any time without previous notice on the agenda:

15.8.2 That the question be now put, provided that:

15.8.2.1 The Chairperson may advise Conference not to accept this motion if in her/his opinion the matter has not been sufficiently discussed.

15.8.2.2 If the motion is carried, it shall take effect at once subject only to any right of reply under these Standing Orders.

15.8.3 That the Conference proceed to the next business.

15.8.4 The debate is adjourned.

15.8.5 That the Conference (or any part thereof) be held in private session provided that:

15.8.5.1 A motion under Rules 8.1, 8.2 and 8.3 shall be immediately put to the vote without discussion and no amendment shall be allowed.

15.8.5.2 The Chairperson may at her/his discretion permit a motion under Rule 8.4 to be discussed and amendments moved.

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15.8.6 No motion under Rules 8.2 or 8.3 shall be moved by a person who has spoken on the motion or amendment in question.

15.9 AMENDMENTS TO A MOTION

15.9.1 When an amendment to a motion is moved, no further amendment may be moved until the first one is disposed of, subject to S.O.12.

15.9.2 When an amendment is defeated, the amendment which follows it on the Conference Order papers shall be moved

15.9.3 When an amendment to a motion is carried, the motion as so amended, shall become the substantive motion, to which any further amendments shall be moved.

15.9.4 A delegate shall not move more than one amendment to any one motion nor shall the mover of a motion move any amendments to such motion.

15.10 LIMIT OF SPEECHES

15.10.1 The mover of a motion or an amendment shall not be allowed to speak for more than five minutes and each succeeding speaker for not more than three minutes, except where Conference decides otherwise.

15.10.2 However, a member may request that Conference decide whether or not his/her time may be continued/extended. If Conference decides by a majority show of hands that the member may continue, that member shall be given an extra three minutes.

15.10.3 No person shall speak more than once on a question, except that the mover of the original motion may exercise a right of reply for not more than three minutes, introducing no new material.

15.10.4 If there has been no speaker against a motion, no questions asked about the motion and any amendments have been accepted by the mover of the motion then there is no right of reply as there is nothing to reply to.

15.11 POINTS OF ORDER

15.11.1 A delegate may at any stage in a Conference raise a point of order if he/she considers that the business is not being conducted in accordance with the Union’s Rules as per the aims and objectives and these Standing Orders.

15.11.2 Such a point of order must be raised as soon as the alleged breach occurs or at the earliest moment thereafter.

15.11.3 The Chairperson’s ruling on the point of order is final.

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15.12 GROUPED DEBATES AND SEQUENTIAL VOTING

15.12.1 Where, in the view of the Standing Orders Committee, separate debates on specified motions and/or amendments dealing with the same subject matter would lead to undue repetition in the debates, a grouped debate and/or sequential voting may be adopted by Conference.

15.12.2 The following procedure will be followed:

15.12.2.1 The Chairperson will advise Conference of the order of business and of the sequence in which motions and amendments will be moved and voted on following a general debate, and of the effects of certain proposals on order

15.12.2.2 All motions and amendments included in the debate shall be moved.

15.12.2.3 The general debate shall take place.

15.12.2.4 The Chairperson shall again state the order of voting and shall advise Conference which, if any motions or amendments will fall if others are carried.

15.12.2.5 Voting will take place on motions, preceded by relevant amendments, in the order in which they were moved.

15.12.2.6 A debate being conducted under the procedure may not be adjourned until after all the motions and amendments have been moved.

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2014 National Black Members Conference - UNISON - · Web viewFor any delegates using wheelchairs and wishing to park close to the Brighton Centre, the NCP Russell Road car park would