The main healthcare unions have spent the last 6 weeks consulting their members on the 3% pay ‘rise’, which has now trickled into some workers’ September wage slip. While members who did vote overwhelmingly rejected the offer, across the board, turnout was very low – too low in all but some GMB Southern Region trusts to win a mandate for industrial action legally.
This was predictable. Even though staff are pissed off, they are not being spurred into self-activity, nor even actively demanding the union does something. Getting a higher turnout would have required an all- guns-blazing strategy of mobilisation from the unions, and there seemed to be only a few firecrackers going off!
...So what happens next? Only GMB is going ahead with a proper industrial ballot at this point. Despite not meeting the thresholds that would be needed to actually go on strike, all of the rest of the unions (aside from RCM) are pushing ahead with an indicative ballot for industrial action. This involves asking their members if they want to actually take industrial action – even though some of them already captured that data in their first ballot (Unison, Unite), or despite the fact that they could have asked in their first ballot (RCN). While unions might think they need all these ballots to ‘build momentum’, the more likely result is to lose it…And if we go on the efforts of their last ballot ‘engagement strategy’, there is nothing to indicate more people will vote this time round…
This article from a NHS trade unionist spells out why successful industrial action is unlikely under the current arrangements. Basically, in order to enforce a pay rise, we would need more coordinated action across the unions, which would mean common demands amongst a divided workforce – divisions that are perpetuated by the unions who are only interested in ‘their’ members. So where does that leave the huge anger amongst workers about the measly 3%?