Motion to Ban Caste Discrimination at Unison’s Black Members Conference – see Section 9

30 June 2025

NATIONAL BLACK MEMBERS’ CONFERENCE 2025

Final Agenda

And Order of Business

Negotiating Campaigning Organising

Standing Orders

MOTIONS ADMITTED TO THE AGENDA

No.	Title	Submitting Body
	Negotiating
1	Standing up to racism – Leading by example	Northern Ireland
2	Black young boys and Black adult men targeted by Police Forces during ‘county lines’ operations	East Midlands Region
3	Long Covid and Well-Being	National Black Member’s Committee
4	Young Black workers and mental health and well-being	National Young Member’s Forum
5	Certificate of Sponsorship: Modern Day Slavery	Northern Region
6	Black Disabled Members Cannot Be Left Behind	National Disabled Member’s Committee
7	Progression and promotion opportunities for young Black Workers – a key component of the ethnicity pay gap	National Young Members’ Forum
	Campaigning
8	Stop the far right: Unite against Racism, Islamophobia and Antisemitism	Salford City Unison/North West Region
9	Ban Caste Discrimination	Eastern Region
10	Stop Rwanda – Safe Passage for people seeking asylum	North West Region
11	Housing Crisis	West Midlands Region
12	Impact of the Housing Crisis on Black Disabled Members	National Disabled Member’s Committee
13	Barriers to Housing and Mental Health Impact	National Black Member’s Committee
14	Improving the Quality of Life for Black Older Adults in Sheltered Accommodation	National Black Member’s Committee
15	Unpaid Carers from Diverse Communities	National Black Member’s Committee
16	Unpaid Black Carers and Lack of Support	National Black Member’s Committee
17	Menopause is Not a Taboo	National Black Members’ Committee
18	The Two Child Benefit Cap	Gateshead Health
19	Climate Change: a concern for Black workers	National Black Members’ Committee
	Organising

20	Recognising and Honouring the Legacy of Black Women in UNISON	National Women’s Committee
21	TUC Anti-Racism Taskforce Tracker to Develop Black Members	East Midlands Region
22	Standing Together Against Far-Right Organisation and Individuals	National Black Member’s Committee
23	Membership of the National Black Members Committee	Yorkshire and Humberside Region
24	Developing the Migrant Workers Network	Salford City/North West Region
25	Access to immigration advice and representation to recruit and organise new members	Northern Ireland
26	Support for Black LGBT+ Migrant Workers	Eastern Region
27	Attraction of ethnically Diverse (Black) Young Talent	Birmingham UNISON Branch
28	Towards greater inclusion for young Black LGBT+ Activists	National Lesbian, Gay, Bisexual and Transgender plus Committee
29	Retired Members Participate	Birmingham UNISON Branch

1. Standing up to racism – Leading by example

Conference is appalled by the racist attacks and fascist demonstrations that took place in August and notes with serious concern that UNISON members were amongst those attacked and threatened. Conference is aware that many UNISON members have been living in fear, and members who arrived recently have been weighing their options and contemplating leaving again.

However, recent events have also prompted beautiful movements of solidarity and support, which must be built upon to effectively stand up against racism.

Conference urge all involved to harness the good will and good work last summer throughout our regions and branches to make sure we do not become complacent and that our union is a place of safety and solidarity for Black and Migrant members.

Conference urges the NBMC to encourage and support regions and branches with initiatives to:

To make their workplace racism free zones, (posters, stalls, leaflets, campaigns, etc);
Encourage Black and Migrant Workers to becoming reps and joining their branch committee;
Develop resources at national level to help activists be equipped to tackle racist discourse in their workplace;
To continue to work with the service groups and regions to liaise with Health Trusts, Government Departments and HSC / Local government structures and develop policies to keep staff safe at work and while commuting between home and work.

UNISON Northern Ireland

1.1

In bullet point 1 after ‘campaigns etc): add

“Encourage workplaces to sign up to UNISON anti racism charter, use the year of Black worker and ethnicity pay gap tool to educate colleagues.”

National Black Members’ Committee

1.2

(Add new point 5):

“Encourage all Local Authorities to sign up to UNISON’s Migrant Workers Charter, like Salford Council in the North West”

North West Region

1.3

(Add new point c):

‘’Encourage the Regional Reps on the National Black Members Committee to

share at all National Black Members committee meetings, updates about how their Regional Black Members Network/Committees are supporting Branches and other structures listed in point 4’’

East Midlands Regional Black Members Network

2. Black young boys and Black adult men targeted by Police Forces during ‘county lines’ operations

The Guardian published an article on the 19th of November 2023 which highlighted the county lines strategy ‘cruelly targets’ Black youth and Black men in the UK

Home Office approach to tackling drug operations is based on ‘racialised tropes’, says new study.

The findings, published by think tank the Institute of Race Relations (IRR), says the government’s claim that county lines is the “most violent and exploitative” drugs distribution model, requiring a multi-agency approach, is unproven. “There is a dearth of evidence to support the contention of an increase in the use and supply of [Class A] drugs as a result of ‘county lines’,” said the IRR study.

Niamh Eastwood, executive director of drugs charity Release, said the study highlighted growing concerns about the strategy: “The county lines narrative has been used by government and police as a contrived new threat that falsely and cruelly legitimises the targeting of racialised communities, especially of young Black children and men.”

The IRR tried to identify the ethnicity of people considered “at risk” of involvement in county lines by the Met, but said its freedom of information request had not been answered. However, available data indicates that, by 2020, of 3,290 people “having a link or suspected link” to county lines in London, 83% belonged to an ethnic minority.

The research, published 19th November 2023 in the journal Race C Class, adds that young Black people are up to six times more likely than any other ethnicity to be included in county lines safeguarding classifications. A national child safeguarding review panel also identified a concerning “over-representation” of Black boys in those considered at risk from county lines.

The IRR’s director, Liz Fekete, said the research should serve as a “wake-up call” to councils and safeguarding officials about the perils of being drawn into racial profiling. She urged them to urgently review procedures and databases. “We need to ensure that they are not complicit in a new form of criminalisation of Black and minority ethnic children, particularly those excluded from school, and/or in care,” she said.

Lauren Wroe, one of the study’s authors, said: “While we don’t see enough action from government on child poverty – itself partly the result of austerity politics – we have witnessed rampant campaigns against so-called grooming gangs, child traffickers and now county lines gangs.” Wroe, assistant professor in the sociology department at Durham University, added: “The government throws these issues into the spotlight in an attempt to ramp up support for policies that are tough on crime and tough on immigration, while it fails to address the entrenched inequalities it has created over the last decade.”

Whilst the findings of the research is not new to Black Members it is time we use our Branches and Regional Management teams to accurately identify how many Black members families have been targeted by their local police force.

We understand that more white than Black people are in fact arrested which add more weight to the argument that Black people are targeted but without reason.

The statistics can be shared at the 2026 National Black Members conference with suggestion to members on how to address the issue.

We call on the National Black Members Committee (NBMC) to:

Work with the National Executive Committee (NEC) to coordinate Freedom of Information requests for all Police Forces to give information and statistics on the ethnicity of all those they have targeted through County Lines operations;
Develop a survey for all Regions to use to identify how many Black Members or their family members have been subjected to racist policing as part of a county lines operation;
Provide a report of the findings of the FOI request and their recommendations at the 2026 National Black Members Conference;
Lobby the government through Labour Link to effect the changes recommended in the report.

Please support this motion.

East Midlands Region

2.1

Delete Paragraph 10): insert new paragraph 10):

“Whilst the findings of the research are not new to Black Members it is time we use our Branches and regional management teams to accurately identify how many

UNISONS’ Black members, and their families have been subject to these targeted approaches by their local police force.

Bullet point 1): insert after (NEC) ‘and Police, Probation C CAFCASS”

National Black Members’ Committee

2.2

(Add new point 5):

“Submit FOI requests to all elected Police Commissioners on the statistics with a breakdown on how many Black families have been targeted by their local Police force”

North West Region

3. Long Covid and Well-being

The National Institute for Health and Care Excellence (NICE) defines ‘long Covid’ or ‘Post-Covid-19 Syndrome’ as ongoing signs and symptoms that develop during or after a Covid-19 infection, lasting more than 12 weeks without an alternative diagnosis. These symptoms can vary widely, often appearing in clusters that may fluctuate over time and affect multiple systems within the body.

According to a March 2023 report from the House of Commons Library, approximately 1.9 million people in the UK were experiencing long Covid, representing 2.9% of the population. Among these, 1.3 million had symptoms persisting for over a year, and 762,000 for more than two years. Common symptoms include fatigue, difficulty concentrating, muscle aches, and shortness of breath. The impact on Black communities has been particularly severe, as many work in frontline roles. General Practitioners (GPs) are struggling to manage these symptoms, leading employers to increasingly seek ways to address long Covid in the workplace.

Researchers warn that the long-term effects of Covid-19 will continue to have a significant impact on the UK workforce. It is estimated that 5.5% of those infected with Covid-19 may develop chronic, life-altering conditions, particularly affecting the heart and lungs. A study by the universities of Southampton and Portsmouth, published in *Applied Economics Letters*, estimated that 80,000 people had left employment due to long Covid by early March 2020. The long-term impact on healthcare services is also concerning, with the costs of providing care for long Covid patients and the strain on NHS staff being major issues. The British Medical Association has called for enhanced financial support and services for healthcare workers affected by long Covid.

The Society of Occupational Medicine has highlighted the widespread impact of long Covid on the workforce, urging organisations to review their absence management and flexible working policies to better support affected employees.

The Advisory, Conciliation and Arbitration Service (ACAS) has also issued guidance on this matter.

There are ongoing discussions about whether long Covid qualifies as a disability under the Equality Act 2010. According to Section 6 of the Act, a person is

considered to have a disability if they have a physical or mental impairment that has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. While there has not yet been an Employment Tribunal ruling on this issue, it is likely that employees with long Covid could demonstrate such impairments, particularly if symptoms like breathlessness and cognitive difficulties significantly affect their daily functioning.

It is crucial for the NBMC to encourage Black members to engage in the Covid inquiry and help drive the UNISON campaign to support members affected by long Covid:

We call on the NBMC to:

Support the call for clear legal recognition and push for clarity on whether long Covid qualifies as a disability under the Equality Act 2010, ensuring that those affected receive the necessary legal protections and workplace accommodations;
Promote workplace adjustments to encourage employers to adopt flexible working practices and effective absence management policies to better support employees suffering from long Covid;
Raise awareness in Black communities to support public health campaigns focused on Black communities to increase awareness of long Covid, its symptoms, and available support services, aiming to reduce the disproportionate impact on these groups.

National Black Members’ Committee

4. Young Black workers and mental health and well-being

Conference notes the widespread impact of mental health problems on young workers, and in particular the specific impact of racism and discrimination in the workplace on young Black workers’ mental health.

For example, the 2021 report by the City Mental Health Alliance, “Mental Health And Race at Work” found that:

“A significant number of respondents from all Minority Ethnic backgrounds have experienced racism at work – 45% of Black, 26% East Asian, 23% South Asia, 24% Mixed Race people [and] of those that have experienced racism at work, 65% Black, 59% Asian and 48% of Mixed Race people surveyed reported it negatively impacted their mental health and wellbeing to a very large, large or moderate extent.”

Similarly, the April 2023 report ‘Deconstructing the System’ from young people’s mental health charity Young Minds found that experiences of discrimination and inequality were widespread among young Black people and had a serious impact on mental health: “49% of Black and racialised young people reported struggling to cope, compared to 41% of white young people.”

Conference welcomes the launch of the campaign by UNISON’s National Young Members Forum, Young Members Mental Health Matters! The campaign provides the materials and information to start essential conversations with young members and young workers in public services about the actions that trade union branches can take to improve mental health in the workplace and the importance of being a union member.

Conference believes UNISON has a key role to play in improving mental health for workers, in particular by addressing discrimination and racism in workplaces, by bargaining for better terms and conditions, and by addressing systemic inequality.

Conference asks the National Black Members Committee to:

Promote the National Young Members Forum’s campaign on mental health to Black members in UNISON;
Promote UNISON’s guide to bargaining on mental health to Black members and regional and branch Black members’ self-organised groups;
Consider producing further guidance on the mental health impact of racism in the workplace, and the need for branches to negotiate robust anti-discrimination policies to address this;
Work with UNISON’s National Young Members Forum to highlight the specific experiences of young Black workers and mental health at work.

National Young Members’ Forum

5. Certificate of Sponsorship: Modern Day Slavery

Companies are charging extortionate prices to migrant workers, sometimes up to £12,000 for someone to get a certificate of sponsorship to gain employment under the Carers Visa scheme.

Individuals are selling properties in their home countries, in a bid to come to the United Kingdom to make a better life for themselves and their families, whilst filling important vacancies in the Care Sector. Only to end up where they started, but in a foreign country without any other means of supporting themselves.

Companies that operate with these illegal dealings often don’t have enough hours for people and at times stop all communication, leaving individuals stranded.

Migrant workers and our members are relying on food banks in this harsh economy, further exacerbating the socio-economic gap.

Black Members are significantly affected by this as they often come to occupy these jobs as a means to escape poverty in their own country of origin. In addition, some of the companies exploiting Black members are black owned businesses.

In the year to March 2023, 57,693 people were granted skilled worker visas to take up jobs in the sector, with most recruited from lower-income countries outside the EU. In recent weeks, an article by the Observer highlighted the case of Mbare, who is one of thousands of care workers hired from abroad to help tackle a chronic staffing shortage in social care.

Mbare is one of many people who have fallen victim of a company claiming they are able to provide work for 40 hours a week for £10.20 per hour. But the conditions are not what people expected. Some individuals are given contracts but, in most cases, they don’t know what they are entitled to under employment law.

In some cases, people arrive in UK and receive far fewer hours, which leaves them struggling to afford basic living costs. Sometimes, individuals have to set off for their day before 7am and return at 11pm but spend as little as two or three hours providing care to clients, split into half-hour chunks.

When individuals raise concerns with managers, hoping the situation could be resolved, companies then threaten that the Home Office will cancel their visa sponsorship. This undoubtedly, makes people scared to raise concerns and they put their heads down and continue suffering in silence.

UNISONs Migrant Worker Network offers a way for members to access advice and support in relation to their Visa’s and ability to work in the UK, through the Joint Council for the Welfare of Immigrants.

The Gangmasters and Labour Abuse Authority, part of the Home Office, has also acknowledged that tied visas drive exploitation. In its June 2023 intelligence report, it said “the most common vulnerability of victims, many of whom are in the care sector, was them being tied into a certificate of sponsorship or visa”. This led to them “being forced to work for the employer even if the conditions were unacceptable, and the employer using the threat of cancelling the sponsorship if the worker complained”.

Conference calls upon the National Black Members Committee to:

Work with the National Executive Committee to identify ways in which branches can increase their support for carers currently under Certificate of Sponsorship
Research how many people are affected by these issues by surveying members and branches.
Produce guidance for branches and regions to address the impact of modern slavery and to encourage Migrant workers to join our Migrant Worker Network.

Northern Region

5.1

After ‘’worker complained” – insert new paragraph

“The NBMC is committed to working with UNISON migrant workers networking group and Labour link to tackle this exploitation and modern-day slavery

holding those organisation exploiting people to account.”

National Black Members’ Committee

5.3

Add new point 1):

“Work with the NEC C Labour Link to request that the Gangmaster and Labour Abuse Authority provide/publish Data on which employers have exploited migrants workers and ensure they robustly apply their powers under PACE 1984 (Police C Criminal Evidence Act) to investigate serious abuse of the licensing scheme to ensure prosecution of those unscrupulous employers”

North West Region

6. Black Disabled Members Cannot Be Left Behind

Conference, Black disabled people have faced, and continue to face, marginalisation within our society.

We need to take action to address Black disabled members specific needs, allowing our voices to be heard and for us not to be left behind; we need to call out existing inequality.

Despite progress in promoting diversity and inclusion, Black disabled members often find themselves disproportionately disadvantaged in the workplace.

UNISON needs to work with employers to affirm their commitment to fostering an inclusive, diverse, and equitable workplace that values the contributions of all its Black disabled workers.

Employers need to take proactive steps to address the needs and challenges faced by Black disabled members in the workplace.

Conference calls on the National Black Members Committee to work with the National Disabled Members Committee, the National Executive Council and any other body it feels appropriate to work with branches, to:

Promote UNISON’s model policy and encourage branches to negotiate the policy with employers, to offer flexible working arrangements and reasonable adjustments to meet the needs of Black disabled workers
Work with employers to improve representation of Black disabled workers within their organisations
Set up branch disabled networks that provide Black disabled members a safe space for networking, sharing experiences, mentorship and seeking advice.
Conduct regular reviews of policies, practices, and initiatives within their workplaces to provide effective support to Black disabled members

National Disabled Members Committee

6.1

Add new point 5

‘’Encourage closer working to deliver points 1-4 between Regional Disabled and Regional Black Members Networks/Committees’’

East Midlands Regional Black Members Network

7. Progression and promotion opportunities for young Black workers – a key component of the ethnicity pay gap

Conference notes the ‘Voices from the Race at Work Surveys’ report from March 2024 which brought together data and comments from surveys conducted in 2015, 2018 and 2021 by YouGov on what they described as “ethnic minority employees’ experiences of Equality, Diversity and Inclusion (EDI), career barriers, racial harassment and organisational responses to racism.”

Conference notes that the report found that “Recruitment and selection processes are often unfair, and there is a lack of promotion opportunities or information about promotion opportunities […] with a higher prevalence in the public sector.” It further commented: “employees are ‘held back’ for business reasons, leading to career progression constraints.”

This has a particular impact on young Black workers, at the start of their careers, who may be missing out on development, training and progression opportunities, and who may feel they have to leave organisations in which they are denied the promotion and progression opportunities afforded to their white colleagues. The April 2023 report from Young Minds reported that “23% of Black, Asian and racialised young people, including 30% of young Black people, reported not having the same work opportunities as other people, compared to 16% of white young people.”

The under-representation of Black staff in senior and leadership roles can also lead to a lack of awareness and understanding of racism and discrimination in workplaces. Conference notes the YMCA report produced in 2020 which found that “50% of young black people in the UK feel that lack of diversity was a barrier to gaining employment, while 52% feel it is because of a lack of diversity in leadership.”

Conference recognises that the failure to support, develop and promote Black staff is a key contributing factor to the ethnicity pay gap. Black staff are often over- represented at lower pay grades without opportunities to progress in their careers. As the Ethnicity Pay Gap Toolkit produced by the National Black Members Committee noted, “Introducing mandatory ethnicity pay gap reporting would ensure Black workers have equal access to good quality jobs, career progression and pay.”

Conference welcomes the work done to date by the National Black Members Committee on the ethnicity pay gap.

Conference believes one aspect of ending the ethnicity pay gap across public services must include addressing lack of promotion, development and progression opportunities for Black workers, by creating workplaces where Black workers’ talent and abilities are fully valued, and Black workers are supported and encouraged to progress in their careers.

Conference asks the National Black Members Committee to:

Examine the situation with regard to progression for Black staff across UNISON employers, perhaps through surveying Black members;
Identify examples of best practice by employers in addressing the ethnicity pay gap through development of promotion and progression opportunities, and promote and share best practice and examples of excellence;
Continue to promote UNISON’s resources on the ethnicity pay gap, including the toolkit developed during the Year of Black Worker, the guidance on “Negotiating for race equality – performance management and career progression” and other guides and resources;
Work with UNISON’s Service Groups to encourage them to include the ethnicity pay gap in their bargaining and negotiating work with employers, including asking employers to publish ethnicity pay gap data and negotiating improvement plans to reduce the ethnicity pay gap;
Work with UNISON’s National Young Members Forum and the Young Black Members Network to promote UNISON’s work on the ethnicity pay gap to young Black UNISON members.

National Young Members’ Forum

(Add new point 6)

‘’Support Regional Young Members Forums to encourage Branches, to be proactive in identifying their Young Black Members, to become involved in Regional Black Members meetings and facilitate them sharing their concerns’’

East Midlands Regional Black Members Network

Campaigning

8. Stop the far right: Unite against Racism, Islamophobia and Antisemitism

Fascist riots have taken place in towns and cities across Britain leading to attacks on mosques and hotels housing migrants. Tommy Robinson mobilised over 15,000 in Trafalgar Square on 27 July. The far right are spreading racism, Islamophobia and hatred.

Robinson and others are attempting to exploit the horrific knife attack in Southport to stir up Islamophobia and sow division by spreading misinformation about the attacker’s identity. This led to a racist mob rioting in Southport and elsewhere, violently attacking the mosques and police, chanting the same hateful slogans heard on Robinson’s London demonstration.

Racism and Islamophobia in Parliament is leading to racism and Islamophobia on the streets. When Robinson asked his London protest who voted for Nigel Farage and Reform UK, almost every hand went up. Suella Braverman emboldened this latest iteration of fascist mobilisations, with her claims of an “Islamist” threat, policing “double standards” and refugee “invasion” inflammatory rhetoric.

Across Europe we see the rise of far right and fascist forces, from Marine Le Pen in France to the AfD in Germany.

The far right are a threat to all decent people. The trial of Finsbury Park terrorist Darren Osborne, who murdered Makram Ali, heard that he was radicalised by reading material by Tommy Robinson. When Robinson was leader of the English Defence League, it attacked Muslims, trade unions and strikes.

All those who oppose this must join in a united mass movement powerful enough to drive back the fascist. The majority of people in Britain abhor Robinson and the far right.

We are the majority, they are the few. Britain has a proud history of defeating fascists and racists. We can defeat them again. We must Stand Up to Racism, Islamophobia and antisemitism. We must unite and mobilise against the far right and fascism.

This union is appalled at the fascist mobilisations that took place across our towns and cities. Stand up to racism has organised protests and community actions to oppose and push back the far right, and we as trade unionists recognise the importance of these actions, uniting with workers and communities to stop the growth of the far right. We congratulate Stand up to Racism in turning the tide but we realise that this threat is not over.

Therefore we call on National Black Members Committee:

To work within our union to encourage our union to send representatives to the annual TUC and Stand up to Racism Trade Union Conference in February 2025;
To work within our union to ensure the biggest possible mobilisation for the annual UN Anti Racism Day Demonstration in London, Glasgow and Cardiff;
To work with representatives of Stand up to Racism C Show Racism the Red Card to discuss how we improve education, awareness and strategies of defeating the growth far right.

Salford City Unison/North West Region

8.1

(Add in point 3 after Show Racism the Red Card) ‘’and Hope Not Hate’’

North West Region

G. Ban Caste Discrimination

Conference notes:

That sections of the UK’s South Asian communities are subjected to caste- based discrimination in employment, service provision and education;
That then UN Special Rapporteur on minority issues Rita Izsák-Ndiaye, in her 2016 report, noted that: “Discrimination based on caste and analogous systems is a global phenomenon, affecting more than 250 million people worldwide. This serious human rights violation infringes upon the basic principles of universal human dignity and equality, as it differentiates between ‘inferior’ and ‘superior’ categories of individuals because of their inherited caste status”; and that: “Discrimination on the basis of caste and analogous systems is a major cause of poverty, inequality and social exclusion of affected communities”;
That following campaigning by affected communities, the Labour Government in April 2010, inserted a ministerial ‘power’ (Section 9 (5)a) in the Equality Act 2010 (EA2010) to make caste a protected characteristic under its section on race;
That ministers did not act on this provision, despite pressure from UN High Commissioners for Human Rights;
That during the passage of the of the Enterprise and Regulatory Reform Act 2013, the Government accepted a House of Lords amendment that made the ‘power’ a duty on ministers to make caste a protected characteristic in the Equality Act;
That the government did not act on its legal duty but instead ran a consultation in 2017, announcing in 2018 that it would repeal the duty saying it wanted to rely upon case law developing in the courts. Right up to the 2024 General Election, the government has not repealed the duty.

Conference further notes:

That in 2018 the Equality and Human Rights Commission responded opposing the government’s decision, arguing case law would provide victims of caste discrimination with only “limited legal protection” and that the decision was “inconsistent with the UK’s international obligations to provide for separate and distinct protection for caste in our legislation”;
That in South Asia, several constitutions include caste as grounds for prohibited discrimination – including those of Bangladesh, India, Nepal, Pakistan and Sri Lanka. Constitutional references to “caste” examples also include the constitutions of Burkina Faso and Mauritius;
That a number of jurisdictions in the US and Canada have recently outlawed caste discrimination, and the Australian Human Rights Commission is developing a national anti-racism framework that includes caste discrimination.

Conference calls on the National Black Members Committee to:

Use appropriate opportunities to campaign for the Equality Act to be amended so caste becomes a protected characteristic;
Raise the issue with National Labour Link Committee and request that the issue is raised with the Labour Party;
Work with the Anti Caste Discrimination Alliance (ACDA) to develop a course for UNISON activists that would increase understanding of caste discrimination and harassment.

Eastern Region

10. Stop Rwanda- Safe Passage for people seeking asylum

This Conference applauds the Labour Government for repealing of the Rwanda Bill and believes it is part of a raft of legislation that breaches internationally recognised human rights. From the Nationality and Borders Act to the Illegal Migration Act, the previous Conservative government criminalised the vast majority of those who are driven to exercise their human right to seek asylum.

The Conference believes all trade unions must defend the human rights and dignity of those seeking safety and refuge. We must continue to demand for Safe Passage Now.

This atmosphere has given confidence to the far right who continue to demonise refugees.

This Conference calls upon National Black Members Committee to:

1) To work within our union with Care4Calais, Stand up to Racism and others to support legal safe routes and oppose any demonisation of refugees by

politicians and media.

North West Region

11. Housing Crisis

Conference the past 14 years of Conservative policies have left disadvantaged, Black marginalised communities in despair. This has resulted in Black communities including Pakistani, Bangladeshi, Somalia with extended inter- generational families experiencing a housing crisis.

This situation has caused Black families to endure unnecessary overcrowding of living conditions. Indeed many Black households which consist of 5, 6, 7+ family members are having to live in 2 bedroom houses.

Black families in particular communities only have a single bread winner who is most likely employed in precarious employment e.g. temporary, agency. These employment circumstances inevitably lead to those families earning low incomes barely above the poverty line threshold.

We, therefore, call on the NBMC to:-

Work with the Labour Link to raise awareness about Black communities living in overcrowded households.
Produce an article highlighting tenants’ rights and how they can access their particular rights, recourse to legal steps including access to legal supports.

West Midlands Region

12. Impact of the Housing Crisis on Black Disabled Members.

Conference notes, Black disabled people face disproportionate challenges in accessing suitable and affordable housing due to systemic barriers and discrimination within our communities.

Members are facing inadequate provision of accessible and affordable housing options. This can lead to homelessness and social exclusion, as well as health challenges and further marginalisation of Black disabled people. This greatly impacts on their overall wellbeing and quality of life.

Conference, ‘No Fault Evictions’ can make life very difficult and finding other suitable accommodation can be very stressful and time-consuming.

This also has an impact on home working, something which many disabled members rely on. Losing access to flexible working arrangements could see them at risk of losing their employment.

Conference, addressing the housing crisis for Black disabled people is essential to securing equity, social justice, and inclusive communities within our society.

Conference believes:

The government should conduct a comprehensive review of current housing policies and programs to assess their effectiveness in meeting the unique needs of Black disabled people.
The government should allocate resources to develop and maintain accessible, affordable, and culturally sensitive housing options for Black disabled people.
Local authorities should prioritise anti-racist and anti-ableist practices in housing allocation processes to ensure fair and equitable access for Black disabled people.
Housing providers, including both public and private sectors, should undergo training on cultural competency, intersectionality, and accessibility to better serve the housing needs of Black disabled people.

Conference calls on the National Black Members Committee to work with the National Disabled Members Committee, the National Executive Council and other appropriate parts of the union to raise awareness of the issues faced by Black disabled people affected by the housing crisis.

National Disabled Members Committee

13. Barriers to Housing and Mental Health Impact

Conference notes, that Black people face significant challenges in accessing suitable and affordable housing due to systemic barriers and discrimination. These issues are deeply rooted in society and disproportionately affect Black communities, leading to limited access to safe and affordable housing, which in turn has a serious impact on mental health and well-being.

Research shows that the lack of stable housing contributes to increased stress, anxiety, and depression among Black people, worsening existing mental health disparities. The inadequate provision of accessible and affordable housing options often results in homelessness, social exclusion, and further marginalisation, which severely impacts overall well-being and quality of life.

Conference, also notes that ‘No Fault Evictions’ exacerbate these issues, making it difficult for Black individuals to find suitable accommodation, adding significant stress and time burdens.

Conference believes, that by addressing these housing barriers and their mental health impacts, we can work towards a more equitable and inclusive community. It is essential to prioritise the well-being and rights of marginalised populations to ensure access to safe, stable housing and the necessary support for thriving communities.

Conference calls on the National Black Members Committee to work with other relevant parts of the union including the local government service group to raise awareness of the housing crisis and its impact on Black people.

And highlight the following areas as a formula for future discussion to support the inequality that exist.

Explore how the government can conduct a comprehensive review of current housing policies and programs to assess their effectiveness in meeting the unique needs of Black communities.
Explore how the government can formally recognise and address the systemic barriers to housing faced by Black people.
Encourage Local Authorities to prioritise anti-racist and anti-ableist practices in housing allocation to ensure fair and equitable access for Black individuals.
Increase awareness of the mental health impacts of housing discrimination and instability on Black communities.
Advocate for policies and initiatives that address housing inequities and provide mental health support for those affected.
Explore the current housing policies and practices to identify and address racial disparities

National Black Members’ Committee

14. Improving the Quality of life for Black Older Adults in Sheltered Accommodation

Conference, this motion focuses on the need to enhance the quality of life for Black older adults living in sheltered accommodation. The aim is to ensure that their unique cultural, social, and health needs are met, promoting inclusivity, respect, and dignity in their living environments.

The National Black Members Committee supports the following measures to achieve this goal:

Cultural Sensitivity Training for Staff;
Collaborate with housing associations and community sectors to implement mandatory cultural sensitivity and anti-racism training for all staff members;
Ensure the training covers the history, traditions, and cultural practices of the Black community to foster greater understanding and respect.
Culturally Appropriate Services and Activities:
Work with housing associations and community sectors to develop and offer services and activities that reflect the cultural backgrounds and interests of Black older adults;
Include culturally relevant foods, music, and events that celebrate Black heritage;
Encourage housing providers to adopt recruitment policies that reflect the cultural sensitivities of the Black community in sheltered accommodation.
Health and Wellbeing Programs;
Provide health programs tailored to address specific health issues prevalent in the Black community, such as hypertension and diabetes;
Ensure access to mental health support that is culturally competent and sensitive to the experiences of Black older adults.;
Inclusive Community Engagement: Facilitate active participation of Black older adults in decision-making processes within their accommodation;
Establish a resident advisory board that includes representation from the Black community to ensure their voices are heard;
Anti-Discrimination Policies;
Enforce strict anti-discrimination policies to protect residents from any form of racial discrimination or abuse;
Create clear reporting mechanisms for residents to report incidents of discrimination and ensure these are addressed promptly and effectively.

Explore how partnerships working with local Black community organisations can provide additional support, resources and interaction with Black communities can reduce social isolation.

Conference, the NBMC believe by exploring these measures it will create a more inclusive and supportive environment for Black older adults in sheltered accommodation. By addressing their unique needs and promoting a culture of respect and understanding, the conference believes this can significantly improve their quality of life and wellbeing.

The National Black Members Committee are asked to:

(A) Explore some of these suggested measure with relevant Service Groups, and regional representatives, UNISON Bargaining Unit to see how information and guidance can be produced to enable Black older adults to receive the care, respect, and dignity they deserve.

National Black Members’ Committee

14.1

(Add new point B):

“Work with the National Retired Members Committee to raise these issues”

North West Region

15. Unpaid Carers from Diverse Communities

Conference, research indicates that Black carers provide a disproportionately higher level of care compared to White British carers. This heightened responsibility puts them at a greater risk of ill-health, loss of employment, and social exclusion. In England alone, half a million Black carers contribute an estimated £7.9 billion annually to the state, representing 41% of the total local authority spending on social care. This significant contribution, however, increases the vulnerability of carers from diverse communities to health challenges, job loss, and social isolation.

As the population ages, the demand for social care is escalating, and the pressure on funding is intensifying. The Black population in the UK is younger on average than the White British population, which means there will be a sharper rise in the number of Black older adults requiring social care support. It is crucial to secure adequate funding and develop practical solutions to ensure that flexible and appropriate care is available for older Black individuals. Without this support, families from diverse backgrounds will be forced to provide care themselves, leading to potential job loss, health risks, and isolation.

It is vital that the reformed NHS addresses the specific health challenges faced by Black communities. The NHS must urgently understand and respond to the unique needs of Black carers, with particular attention to older Black carers from diverse backgrounds. Additionally, welfare reforms must consider and mitigate the impact on carers from diverse communities and the individuals they support.

Unpaid carers often provide essential care for individuals with long-term physical or mental health conditions, illnesses, or age-related issues. Many carers from diverse communities have not undergone a formal carers assessment, as there is often an assumption that these families will care for their own. Those who do receive Carer’s Allowance frequently face the difficult choice of reducing their working hours to avoid losing this vital benefit. The current low earnings threshold forces carers to limit their work hours, as the benefit does not taper and is not aligned with the National Living Wage.

Conference, we must advocate for the earnings threshold to be raised, with legislation ensuring that it automatically adjusts in line with increases in the National Living Wage. Furthermore, we must campaign for an increase in the Carer’s Allowance, as it is currently the lowest of its kind.

Conference, we call on the NBMC to:

Raise awareness of the need for comprehensive carers assessments, ensuring that assessments are conducted for all carers from diverse communities rather than assuming that families can or should provide care without support;
Join UNISON’s campaign for an increase in both the Carer’s Allowance and the number of hours carers can work while still receiving this benefit, with adjustments tied to the National Living Wage to prevent financial hardship;
Promote awareness of Black carers’ contributions, and highlight the disproportionate burden carried by Black carers and advocate for targeted support to address the health, employment, and social challenges they face.

National Black Members’ Committee

16. Unpaid Black Carers and Lack of Support

Conference notes, that unpaid carers are vital to society, providing essential care to their loved ones without recognition or compensation. However, Black unpaid carers face unique challenges and systemic barriers that significantly affect their well-being, financial stability, and overall quality of life.

Research indicates that Black carers provide proportionately more care than their White British counterparts, placing them at greater risk of ill-health, loss of paid employment, and social exclusion. In England alone, half a million Black carers save the state an estimated £7.9 billion annually—41% of local authority spending on social care. This contribution, while invaluable, highlights the urgent need for targeted support to address the specific challenges faced by carers from diverse communities.

As the UK’s population ages, the demand for social care is increasing. The Black population, being younger on average than the White British population, will see a greater rise in the number of older individuals needing support. Without proper funding and practical solutions, families from diverse backgrounds may be forced to shoulder the burden of care themselves, risking ill-health, isolation, and economic hardship.

Conference believes the following actions are necessary to support Black unpaid carers:

Recognition and Acknowledgment: Increase recognition of the significant contributions made by Black unpaid carers. Their dedication and sacrifices should be celebrated and honoured;
Policy Implementation: Advocate for policies that promote equity and fairness for Black unpaid carers, ensuring they have equal access to support services, resources, and opportunities.
Culturally Competent Support: Ensure the provision of culturally competent support services that respect and address the unique needs and experiences of Black unpaid carers.
Financial Support: Campaign for increased financial support for Black unpaid carers, including raising the earnings threshold for Carers Allowance, with automatic adjustments tied to the National Living Wage. Additionally, advocate for an increase in the Carers Allowance, as it currently stands as the lowest benefit of its kind.
Health and Well-being: Prioritize the health and well-being of Black unpaid carers by ensuring access to mental health services, respite care, and other support mechanisms that promote self-care and resilience.

Conference calls on the National Black Members Committee to:

Work with the relevant Service Group and other UNISON committees to raise awareness of the issues faced by Black carers;
Seek to support the actions in 1 – 5 by ensuring these are raised with the relevant areas that include policymakers, service groups, and the broader community to ensure Black unpaid carers receive the recognition, support, and assistance they deserve.

Conference stands in solidarity with Black unpaid carers and commits to advocating for their rights, needs, and well-being

National Black Members’ Committee

17. Menopause is Not a Taboo

Conference, menopause is a significant life stage that affects all women. However, research shows that Black women often experience menopause differently and more severely than their white counterparts. Unique challenges, such as earlier onset, more intense symptoms, and the compounded impact of systemic racism and socioeconomic factors, highlight the need for targeted support and interventions. Additionally, many Black women do not feel confident discussing the impact of menopause on their wellbeing with employers or line managers.

The key points below illustrate the impact of menopause on Black women:

Earlier Onset and Severe Symptoms: Studies indicate that Black women tend to enter menopause earlier and experience more severe symptoms, such as hot flashes, night sweats, and depression. These symptoms can significantly affect their quality of life and work performance.
Healthcare Disparities: Black women often face healthcare disparities, including misdiagnosis, under-treatment, and a lack of culturally competent care. These disparities worsen the challenges of managing menopause effectively.
Socioeconomic Factors: Menopause intersects with socioeconomic issues, such as income inequality, job insecurity, and limited access to healthcare resources, further disadvantaging Black women.
Workplace Impact: Menopause symptoms can lead to increased absenteeism, reduced productivity, and mental health challenges. Without adequate workplace policies and support, Black women may disproportionately suffer in their professional lives.

Conference, the National Black Members Committee recognises the unique and significant impact of menopause on Black women and calls for the following actions:

Raise awareness and collaborate with Service Groups, Regions and Branches to implement educational programs within workplaces, raising awareness about menopause, with a focus on the specific experiences of Black women.
Support initiatives to improve Healthcare access by advocating for better access to comprehensive healthcare for Black women, including culturally competent menopause specialists that partner with healthcare providers to ensure Black women receive accurate diagnoses and effective treatments.
Exploring how to give workplace support to Regions and Branches and help to promote workplace policies that support women going through menopause, such as flexible working hours, remote work options, and designated rest areas.

Conference how can employers establish support groups and counselling services through in-house employee assistance programs, specifically for Black women experiencing menopause.

Research and Data Collection that can focus an understanding of the unique impact of menopause on Black women, by collecting and analyses data on the experiences of Black women with menopause to inform future policy and practice will help this process.

Conference, addressing the impact of menopause on Black women is not only a matter of health equity but also of workplace fairness and productivity. By adopting this motion, we commit to supporting our members through this life stage with the understanding and resources they deserve. Let us stand together to ensure that all women, particularly Black women, receive the care, respect, and support they need during menopause.

The conference calls on the National Black Members Committee to:

Collaborate with the National Women’s Committee, National Disabled Members Committee, LAOS, and other UNISON structures to amplify the call for systemic changes.
Explore policy advocacy for national and local policies that address healthcare disparities and provide targeted support for Black women during menopause

National Black Members’ Committee

18. The Two Child Benefit Cap

The two-child benefit cap prevents parents from claiming child tax credit or universal credit for any third or subsequent child born after April 2017. It was introduced by the former chancellor George Osborne in his austerity drive with the aim of encouraging parents of larger families to find a job or work more hours, however this is unfair in multiple dimensions.

And under this policy, enacted in the Welfare Reform and Work Act 2016, families are no longer eligible for means-tested benefits for their third or subsequent children, for all those born after 6 April 2017.

The loss of income for those families affected by the policy is substantial, amounting to up to £3,235 per child in 2023/4. Approximately 1.5 million UK children live in those 10% of families whose income is affected by the two-child limit.

It indirectly discriminates against families from some ethnic and religious communities, who are more likely to have larger families.

It indirectly discriminates against women, who are more likely than men to have caregiving responsibilities.

It directly discriminates against children in larger families (as the UK Supreme Court found in 2021) and is a failure of equal treatment by the state of over a million children.

It disadvantages some children simply because they have two or more siblings – something which is entirely out of their own control.

It reduces the wellbeing and life chances of children in larger families in a way that seems arbitrary from a moral perspective.

Members of black and minority ethnic communities are likely to be disproportionately impacted by Universal Credit (UC), as many black and minority ethnic families are more likely to be living in poverty and therefore likely to be receiving benefits and/or tax credits.

They will have lower levels of financial resources to cope with delays in payment. The move to UC will affect a disproportionate number of minority ethnic people.

There may be language barriers and higher levels of digital exclusion which will mean that a disproportionate number of black and minority ethnic claimants will find it harder to apply for UC and be more likely to be sanctioned for failure to meet claimant commitments.

Black and minority ethnic families are larger on average, and so disproportionately impacted by UC. Consequently, reduced payments, delays in payment or sanctions will lead to an increase in the number of minority ethnic children living in poverty.

UC aims to incentivise people into work. However, the Work Programme has been found to be failing black and minority ethnic people. Therefore, black and minority ethnic families are more likely to remain in workless households or on low and insecure employment.

According to the Joseph Rowntree Foundation (Barnard, 2014) “Poverty is higher among all ethnic minority groups than among white British people in the UK, but there is variation within and between ethnic groups”. Analysis of the Family Resources Survey 2013 to 2014 (Department for Work and Pensions, 2015c) reveals the demographic distribution of income. From 2011 to 2014, head of households by ethnic group and total weekly household income, shows Indian households earned, on average, more than any other group, more than £1000 per week (34 per cent); whilst 52 per cent of ethnic groups categorised as “Black/African/Caribbean/ Black British” households and 47 per cent of Bangladeshi households earned less than £300 per week.

Abolishing the cap would cost £1.3bn a year but would lift 250,000 children out of poverty, and a further 850,000 would be in less deep poverty, according to campaigners. The End Child poverty coalition says removing the cap would be the most cost-effective way of reducing the number of children living in poverty.

And more than 50 organisations have called for it to be abolished, including the Church of England, the TUC, the Children’s Society and the Joseph Rowntree Foundation. The prominent social policy academic Prof Jonathan Bradshaw called it “the worst ever social security policy” in a crowded field going back to the Poor Law Amendment Act of 1834. Even David Freud, a Conservative welfare minister at the time of the policy’s announcement, later called the policy “vicious”. He said it was foisted on reluctant ministers by Osborne’s Treasury as the price of introducing universal credit and should be scrapped.

A number of Labour frontbenchers have roundly criticised the cap. Only last month, the shadow work and pensions secretary, Jonathan Ashworth, said: “We are very, very aware that this is one of the single most heinous elements of the system which is pushing children and families into poverty today.” Labour’s deputy leader, Angela Rayner, described it as “obscene and inhumane”, and in 2020 Starmer himself tweeted: “We must … scrap punitive sanctions, two-child limit and benefit caps.”

It has also failed to achieve its stated objectives, and has a wide range of negative consequences for society and the economy.

Politicians can play a role in shifting public attitudes to the policy by challenging dominant media and political narratives, for example by arguing that universal credit and other benefits are a form of social protection that any of us could need if our circumstances changed, and which mostly provide support for those who are already in work.

Due to the negative impact the two-child has on children and families’ welfare, Conference calls upon:

The National Black Members Committee to work along with Unison National Executive Committee to campaign and highlight the negative impact the Two- Child Benefit Cap has on Black members.
The National Black Members Committee to jointly work with UNISON National Executive in liaising with Labour Link, local councillors, and MPs to overturn the Two – Child Benefit Cap policy.

Gateshead Health

1G. Climate change: a concern for Black workers

Conference acknowledges the importance of the ‘Lucas Plan’ formulated 47 years ago by trade unionists at Lucas Aerospace. It proposed an alternative corporate plan, protecting jobs, demanding fair wages, working conditions, and addressing social inequalities. The 2015 International Trade Union Conference (ITUC) agreement developed this, calling for a unified campaign, promoting workers’ rights, eradicating social inequalities and addressing environmental issues.

Campaigning on climate change is especially urgent for the Black communities who are more likely to experience poverty, discrimination, homelessness, and the effects of extreme weather conditions. These factors are more likely to place Black communities at risk as the growing climate crisis impacts disproportionately on economically deprived communities.

Conference, Black communities disproportionately face the impact of extreme weather patterns, worsening health inequalities and increasing job insecurity

linked with the effects of climate change impacting on work environments that are dominated by the greed principle.

For UNISON Black workers, climate change campaigning, in solidarity with Black communities throughout the world, including the Southern Hemisphere, is a priority. Many of us are recent immigrants from or have diasporic roots extending deep into the history of the Southern Hemisphere. We carry in our bodies, in our lives, the living imprint of historical Transatlantic slavery and colonialism. We bear testament to the historical violent, capitalist domination of the Southern Hemisphere by the Northern hemisphere.

We are engaged in a struggle for decoloniality. That is, the struggle to challenge and dismantle economic, political, social and cultural structures that persist after decolonisation. Structures that are embedded in racist prejudice and discrimination and which continue the drain of wealth from Black communities across the world to Western elites and that minoritises Black community in the UK.

The climate consequences of a profligate, capitalist Northern hemisphere are visited disproportionately on Black communities in the South, who currently face catastrophic environmental pollution and severe weather events. This is exacerbated by climate change-related social global instability and conflict engendering the rolling back of all human rights.

Conference asks the National Black Members Committee to:

To seek to ensure that the impact of climate change for all Black communities and workers is at the heart of continued climate change awareness raising work
In line with UNISON’s ‘Just Transition’ campaign, founded on a motion adopted by NDC in 2017, seek to develop alliances with other trade unions sharing our objectives, highlighting the specific risks for Black communities and workers inclusive of all aspects of intersectional identities: for women, people living with disabilities, LGBT+ people, young people and retired people. To seek a Just Transition based on social justice and labour rights.
Participate in UNISON’s continued work on disinvestment from fossil fuel extraction for pension funds, with emphasis on the impact on people made particularly vulnerable due to their intersectional identities.
To seek to ensure Black members, across all self-organisation structures – women, disabled workers, LGBT+, Young members and Retired members – are prioritised in the UNISON Green campaign. That Black members are part of the Environment Reps recruitment as part of the Green Bargaining and Negotiating in the workplace campaign

National Black Members’ Committee

Organising

20. Recognising and Honouring the Legacy of Black Women in UNISON

Conference celebrates the success of the Year of Black Workers in 2023 and reaffirms its commitment to “establishing legacy to generate change”.

In the spirit of the theme Conference acknowledges the invaluable contributions of Black women throughout history and their enduring legacy in various fields, including but not limited to politics, activism, science, arts, and culture.

Black women have played pivotal roles in advancing social justice, civil rights, and equality globally, often facing intersectional challenges of racism, sexism, ableism, and homophobia. Black women have made significant contributions to literature, music, visual arts, and other cultural expressions, enriching the global cultural landscape. Black women have been leaders in advocating for environmental justice, healthcare access, education equality, and economic empowerment in their communities and beyond. Black women have demonstrated exceptional leadership and resilience in the face of adversity, inspiring future generations to pursue their dreams and effect positive change.

Despite these successes, Conference recognises that Black women still face discrimination on multiple levels. It is a fact that strong Black women continue to face unfair treatment in the workplace and public life. This is evidenced by the racist rhetoric of the Tory Party when Diane Abbott spoke out about racism in politics after being denied a chance to take part in commons debate about a Tory donor’s criticism of her. Conference is also clear that Black women with intersectional identities are not only impacted in the workplace and public life, but also in their private lives when it comes to domestic abuse and healthcare.

Conference abhors the ongoing injustice faced by Black migrant workers. The hostile environment created during the years of Conservative rule has resulted in reduced employment rights, remuneration, social security, trade union rights, employment taxes, and access to legal proceedings and remediation, and an increase in racism and discrimination. Black agency workers, who are

disproportionally women, are being discriminated against on the grounds of skin colour and being mocked when English is not their first language.

Conference applauds the legacy of Black women but recognises there is still work to do to achieve the change needed to address the ongoing negative impacts on Black women.

Conference therefore calls upon the national Black members’ committee to work with the national women’s committee to:

Acknowledge and celebrate the enduring legacy of Black women, and commit to amplifying their voices, and work towards a more inclusive and equitable society for all;
Encourage the study and promotion of Black women’s history and achievements in educational curricula and public discourse;
Work with Labour Link and the NEC to affirm its commitment to diversity,

equity, and inclusion by actively supporting initiatives that uplift and empower Black women in all aspects of life.

National Women’s Committee

20.1

(Add new point 4

‘’Identify in branches, Black women and Black Young Women, to become Stewards and health and safety reps, and support them to attend National Women’s Conference each year’’.

East Midlands Regional Black Members Network

21. TUC Anti-Racism Taskforce Tracker to Develop Black Members

The TUC Anti-racism Taskforce created a tracker to help unions tackle more effectively all the forms of racism faced by Black activists in their workplaces.

It is essential that UNISON Black activists are proactively supported at Branch and Regional levels to become involved in any organised events to raise awareness about racism in the workplaces.

The TUC Anti-Racism Taskforce also recommended that all unions explore the Black Talent Pools in their unions as a way of developing future Black Activist leaders, we need to assist Branches and Regions to increase the numbers of Black Members in leadership roles as lay activists at local and national levels.

We call on the National Black Members Committee (NBMC) to:

To set targets for UNISON to use the talent pool to support Black activists to become leaders in our union at all levels in line with recommendations of the TUC Anti-Racism Taskforce;
To work with Regions to identify how many Black Members are Branch Secretaries, Chairs of Regional Committees and have completed the union’s Leadership training courses.

East Midlands Region

22. Standing Together Against Far-Right Organisations and Individuals

This Conference Notes:

The alarming rise of far-right violence and hate crimes in the UK, particularly targeting Black communities, migrants, and asylum seekers.

The increasingly hostile environment, particularly in the summer 2024 perpetuated by far-right violence and ideology, fuelled by divisive rhetoric, misinformation, Islamophobia and hate speech across social media and other platforms.

Reports from independent bodies, and government statistics highlighted that the growth of racially motivated attacks have had a detrimental impact on the safety, mental health, and overall wellbeing of Black members across the UK. Additionally, far-right organisations have capitalised on economic and social hardships, exacerbating racial tensions, and fostering division.

This Conference believes:

That far-right violence is a direct threat to the values of equality, diversity, and human rights that UNISON upholds;
That the rise of far-right extremism has deep roots in systemic racism, discrimination, and economic inequalities, which disproportionately affect Black communities;
That Black members have the right to live free from the fear of violence, discrimination, and harassment.

Conference acknowledges the spirit shown by communities supporting each other in the aftermath of terrible violence, proving that extremist beliefs are unwelcome and not representative of the unity and success of multiculturalism in the United Kingdom.

Conference believes that UNISON and all other affiliated trade unions, must be at the forefront of challenging racism, extremism, and discrimination in all its forms.

This Conference resolves to call on the NBMC to:

Commit to raising awareness among UNISON members of the dangers of far- right extremism, providing resources to empower members to stand against racism, hate speech, and violence in the workplace and communities;
Promote mental health support services specifically tailored for Black members affected by racial trauma, violence, and harassment. Ensuring that employers take their duty of care seriously in creating safe and inclusive workplaces;
Explore with Labour Link how action can be taken to address the long-term causes in far-right violence and hate crimes are being discussed in the Labour Link Forum ensuring adequate resources for policing, community support, and educational initiatives aimed at tackling racism and extremism;
Engage with regions and branches to work with organisations who have signed UNISON’s Anti-Racism Charter to follow up on the methodology used to implement the commitments in the charter and share best practice;
Work with anti-racist organizations, such as Stand Up to Racism, Hope not Hate, Show Racism the Red Card, Tell Mama, Runnymede Trust, and local communities and faith groups to combat the growing influence of far-right ideologies and promote unity, solidarity, and inclusion; addressing the systemic inequalities that contribute to the rise of far-right movements;
Encourage UNISON to support campaigns and initiatives aimed at strengthening Black communities, promoting civic engagement, and addressing the systemic inequalities that contribute to the rise of far-right movements;
Reaffirm UNISON’s commitment to being an anti-racist union by ensuring that all its structures, policies, and activities reflect this commitment and work toward the eradication of racism in all its forms.

National Black Members’ Committee

22.1

(Add new point h):

“Share good practice across all regions to encourage use of the UNISON North West pamphlet on Tackling Hate: Advice for Branches, produced in October 2024”

North West Region

23. Membership of the National Black Members Committee

Conference notes with concern that some Black members are disadvantaged from becoming representatives on the National Black Members Committee (NBMC) and or the Black Members Standing Orders Committee (SOC), due to the inconsistent application of constitutions across our regions.

In some regions representatives are entitled to serve a maximum of 2 2-year terms before they have to take a 2-year break before they are able to nominate to be on the NBMC or SOC. Some regions automatically nominate the Chair and Vice Chair(s) of their regional Black members SOG to NBMC or SOC.

Conference notes the latter approach leads to a disadvantage to any member who is not elected as Chair or Vice Chair of the regional Black members SOG.

It is noted that the National Women’s Committee’s constitution includes the following:

Term of office: The committee is elected every two years, taking office after the national women’s conference.

Length of service: Regional, other national self organised groups and national young members’ forum representatives shall serve no more than two consecutive terms on the committee. This is to encourage and enable more women to become involved in UNISON activities at a national level.

Once a regional, other national self organised groups or national young members’ forum representative has served on the national women’s committee, they must take a break of at least one two-year term before they are eligible for re-election either as a full member or substitute to the national women’s committee.

This approach works well and helps develop activists and prevents the sense of ‘gatekeeping’.

Conference therefore calls on the NBMC to:

Review and update its constitution to include a term of office limitation for regional, other national self-organised groups and national young members forum representatives;
Follow the NWC constitution in regard to length of service – e.g. no more than two consecutive terms on the committee / SOC;
Apply this new term of office element from 2026 allowing the adjustment to be made in the 2025 Regional Black Members AGM’s.

Yorkshire and Humberside Region

24. Developing the Migrant Workers Network

Conference notes the publication in July 2024 of UNISON’s partner organisation the Joint Council for Welfare of Immigrants (JCWI) report “Work it out: advancing migrant worker’s rights”.

This report outlines that “in the care sector in particular, we are seeing a record number of workers without enough hours or pay, having their visas curtailed due to sponsorship revocations, and at real risk of destitution and being made undocumented. These dangers are compounded by a wider landscape of a fragmented, underfunded labour enforcement system alongside increasingly precarious, outsourced and unregulated work in which all workers, regardless of where they are from, lack adequate regulatory protections.”

Conference also notes that as a result of the introduction of the Health and Care Visa there has been a surge in cases of Modern Day Slavery and UNISON activists, across a range of service groups, are finding ever increasing cases of bad practice.

Migrant Workers are too often the victims of exploitation including poor accommodation and bad employment practices like the illegal deduction of wages, high agency fees, not paying the minimum wage, trade union victimisation and inadequate health and safety.

Conference additionally notes the launch of the North West Migrant Social Care Workers Charter which proposes a comprehensive response to the treatment of migrant care workers, their accommodation, victimisation/discrimination including threat of deportation if dismissed, and ethical recruitment.

Conference recognises that a high proportion of Migrant Workers will also be Black members. For many, UNISON’s structures will be new and unfamiliar, and they will unaware that self-organised group structures are in place to support them and assist with developing their organising, bargaining, and campaigning agendas. Conference, therefore, calls on the National Black Members Committee to:

Work with the National Executive Council (NEC), Strategic Organising Unit, Bargaining Unit and other appropriate stakeholders to highlight the issues confronting Black Migrant Workers;
Work with the Service Group Liaison Committee and Private Sector Members Forum on issues of joint concern experienced by Black Migrant Workers;
Work with Regional Black Members’ structures to promote UNISON’s Migrant Workers Network and their inclusion within regional work streams;
Work with UNISON’s Migrant Workers Network to promote Black Members’ Self Organisation to their members.

Salford City Unison/North West Region

25. Access to immigration advice and representation to recruit and organise new members.

Thousands of our Black members are currently here on Sponsorship visas. They have been recruited to work in the Health Trusts and in the Care Sector throughout the UK and they are particularly vulnerable to exploitation.

One of the most useful tools to attract migrant workers in our region has been our immigration advice clinic.

On top of the JCWI help line accessible through UNISON direct we have a monthly face to face clinic with a solicitor. This has been a fantastic resource that has allowed us not only to recruit new members, but also have relevant up to date advice to organise around immigration issues and to promote UNISON as the main union for Black and Migrant Communities.

However, organising around immigration issues requires being able to follow through when someone needs support. At present when immigration and

employment collide, we are left with advice only when we also need representation.

Once again, Conference calls on the NBMC to use their influence with all UNISON structures to give access to a more comprehensive immigration advice and representation service to its members and to continue to lead on campaigns against hostile immigration policies to give us the tools to properly recruit and organise Black migrant workers.

UNISON Northern Ireland

26. Support for Black LGBT+ Migrant Workers

Conference celebrates the positive impact migrant workers have had on UK public services for generations.

Conference notes the increased number of migrant workers coming to the country – particularly in health and social care. A number of these workers will be LGBT+ but may not feel able to express themselves as they will fear for their safety or ostracization by their communities. Many have come from countries which explicitly criminalise sexual relations between those of the same sex.

There are currently around 64 countries where this is illegal. Having same sex relations attracts the death penalty in 12 countries. Uganda, Afghanistan and Pakistan are examples.

Whilst we celebrate the legislative changes that have helped improve LGBT+ equality in this country we know many workers are still not able to be “out” about their sexuality or gender identity in their workplace or local community. We know that migrant worker communities experience different layers of prejudice which may complicate the situation further.

Stonewall reports that 24% of Black LGBT+ people have experienced discrimination from Social Services. 19% have been victims of hate crime in East of England, 21% experienced discrimination in shops, 16% treated differently when contacting emergency services, 25% discriminated against when trying to rent or buy a house and 45% experienced discrimination in places of worship. This makes for grim reading. Black People in general suffer worse outcomes but the intersectionality places them in a more vulnerable position.

The psychological safety of Black migrant workers must be a key issue for UNISON.

Conference calls upon the National Black Members Committee to seek to work with the National LGBT+ Committee to consider how UNISON can organise LGBT+ Migrant Workers and address all their workplace issues in a meaningful way.

Conference further calls on the National Black Members Committee to seek to work with the NEC to

ensure that the union’s Migrant Worker Network is inclusive of LGBT+ workers;
Develop resources and training for branches and reps so they can adequately support members;
Members from the Black LGBT+ community must be consulted and involved in the formulation of the training resources so that this reflects actual needs.

Eastern Region

27. Attraction of ethnically diverse (Black) young talent

Conference, as society evolves and new technologies are introduced in the labour market which changes the professional landscape. However, certain challenges faced by black professionals remain the same, one of them being racism and the suffering discrimination brings to our professional lives. As stated in the Black Members News in January 2023, in the last 5 years (now 6) 52% of young Black workers aged 25-34 years suffered racism and 58% of young Black workers between the ages of 18-24 years.

Conference, these Black young workers have just started their careers. Everything is new and exciting as they gain the knowledge and skills needed to help them succeed in their professional life. Often these groups of workers do not have the experience or knowledge on how to handle work conflicts and grievances or where to seek support outside of their close group of family and friends.

In their 2023 “This is Black Gen Z”, TapIn demonstrated that Gen Z wants safe and robust processes to report discrimination so they do not have to continue the heavy emotional labour, question their judgement when it comes to microaggressions or must quiet quit because they cannot afford to leave their job. The above is especially relevant in Birmingham as we have one of the youngest populations in the UK with 6 universities based in the city.

Our young Black professionals could add so much value to our regional groups and ensure trade unions continue to be relevant and influential in the workplace.

Unison needs to engage more with young Black Members to encourage adherence, participation and awareness of this group.

This motion calls on the National Black Members Committee to:

Work with organisations focused on the attraction of ethnically diverse (Black) young talent to collaborate in pieces or workshops to raise awareness on employee rights and where to seek support.
An article on Black Members News on the topic above to raise the visibility of the Black Members Group and to raise awareness of the support trade unions can provide on the education of employee rights and advocacy.

Birmingham UNISON Branch

27.1

(Add a new bullet point 3 to read): ‘’ Continue to build on the collaboration with the National Young Black Members Network, specifically by developing a Young Members mentorship programme’’

27.2

Paragraph 4): third line down After ‘influential in the workplace.’’ Insert a new sentence.

“Conference acknowledges the launch of the UNISON Young Black Members Network in 2023, which the NBMC developed alongside the National Young Members Forum. This was part of the work programme building on the legacy of the Year of the Black Worker’’

National Black Member’s Committee

28. Towards greater inclusion for young Black LGBT+ activists

Conference, we need to build on UNISON’S strong foundation of self-organisation. Moving forward in planning for next year’s campaigns, we need to grow the legacies the year of Black Workers 2023 and Year of LGBT+ workers 2024.

Within UNISON, Black LGBT+ voices have created a space that provides a focus on the organising and campaigning priorities to meet the challenges of structural prejudice and discrimination we face because of our Blackness and simultaneously our LGBT+ identities.

Young Black LGBT+ people face multiple and particular challenges because of their hyper-visibility within wider society and LGBT+ communities. To be young, Black and LGBT+ is to encounter barrier after barrier to living a safe, secure life where they can thrive, just like anyone would expect to have. This includes family tensions, which may lead to increased likelihood of homeless, struggling to meet cost of living needs for day-to-day life, poorer physical and mental health outcomes, poorer employment outcomes.

A 2021 Albert Kennedy Trust (AKT) report into LGBTQ+ homelessness, detailed the increased incidence of abuse, discrimination and suffering experienced by minoritised young Black LGBT+ people. It highlighted their relative isolation ‘no one knows your story because you’re alone.’ Both young Black LGBT+ people and their families are more likely to be unaware of the support available in the LGBT+ community, or the services they can access, specialist substance and alcohol abuse services, money advice services, mental health services, education training and jobs advice.

Conference acknowledges the lived experience of young Black trans people coping with their hypervisibility, for example, the AKT report states ‘being trans is such a taboo within housing associations, within housing units and local authorities’.

Conference acknowledges we need to do things differently to grow young Black LGBT+ activism. We need to show and ensure we are in fact a safe space for young Black LGBT+ people to become engaged in activism. We need to innovate so that we can reach out to young Black LGBT+ members and potential members and activists.

We need to embed an intersectional approach in all our actions to support Black young LGBT+ people to be fully who they are. We need to live up to the inspirational statement given by the National Black Members Committee to the Black LGBT+ Network: ‘This is a safe space to be who you are’.

Conference calls on the National Black Members Committee to:

Highlight examples of young Black LGBT+ activists in UNISON campaigns and communications and make them visible in materials produced;
Seek to work with community organisations as appropriate which address the needs of minoritised young Black LGBT+ people;
Work with all self-organised groups and the national young members forum to campaign around young Black LGBT+ issues so intersectionality is respected.
Work with service group executives to provide opportunities for young Black LGBT+ people to become more involved as UNISON activists.

National Lesbian, Gay, Bisexual and Transgender plus Committee

28.1

(Delete current bullet point 3):

(Add a new bullet 3) to read:

“Work with the recently established Young Black Members Network, Young LGBT+ Network, all self-organised groups, and the National Young Members Forum to campaign around young Black LGBT+ issues so intersectionality is respected.”

National Black Members’ Committee

2G. Retired Members participate

Conference we are an aging worker force. we know that many Public Sector and Local Government workers are over the age of 55. Many of these workers are our Black Members often in low paid, working in precarious conditions. Several Local Authority workers are facing redundancy due to the severe cuts being made as Local Government budgets struggle to provide basic services.

Many of these workers may decide to take the redundancy and retire early. Conference our Black Members in this situation still have a lot to offer some have been very active in their branches and regions. They go from being active in Unison to doing nothing.

In my region there are very few Black Members who participate in the Retired Members Group, yet these members have a wealth of experience, knowledge and skills that we should be utilizing. Not many members are even aware that there is a retired members group in their branches and regions.

Our Retired Black Members have skills that they could be using to support the Branch and Regional Black Members Groups.

Unison needs to be supporting members approaching retirement with appropriate literature and information. They need to include images of people that look like us, Black People.

This motion calls on the National Black Members Committee to:

Produce an article in Black Action which provides an overview of the Retired Members Group;
Work with the Retired Members Group to produce a leaflet targeted towards Black Members which stewards, and activist can share with Black Members facing retirement;
Encourage Black Self Organised Groups to link in with their Retired members Group.

Birmingham UNISON Branch

Amendments to Motions Ruled out of order

Could Place the Union in Legal Jeopardy

Motion 5 Certificate of Sponsorship: Modern Day Slavery

Not printed

Somerset Health

Introduces Substantial New Subject Matter

Motion 4 Young Black workers and mental health and well-being

(Add new point 5):

“Send solidarity and congratulations to Mental Health workers in the Early Intervention Psychosis team working for Greater Manchester Mental Health NHS Foundation Trust on taking strike for safer staffing levels”

North West Region

Not Competent – Beyond Remit of Conference

Motion 23 Membership of the National Black Members Committee

(Add new point 4):

“Explore how to maximise training and mentoring for new National Black Members Committee reps and SOC reps.”

(Add new point 5):

“Review with the National Women’s Committee, how they are looking to increase the number of Black women Members on the National and Regional Women’s Committees.”

East Midlands Regional Black Members Committee

Motion to Ban Caste Discrimination at Unison’s Black Members Conference – see Section 9

NATIONAL BLACK MEMBERS’ CONFERENCE 2025

MOTIONS ADMITTED TO THE AGENDA

1. Standing up to racism – Leading by example

2. Black young boys and Black adult men targeted by Police Forces during ‘county lines’ operations

3. Long Covid and Well-being

4. Young Black workers and mental health and well-being

5. Certificate of Sponsorship: Modern Day Slavery

6. Black Disabled Members Cannot Be Left Behind

7. Progression and promotion opportunities for young Black workers – a key component of the ethnicity pay gap

8. Stop the far right: Unite against Racism, Islamophobia and Antisemitism

G. Ban Caste Discrimination

10. Stop Rwanda- Safe Passage for people seeking asylum

11. Housing Crisis

12. Impact of the Housing Crisis on Black Disabled Members.

13. Barriers to Housing and Mental Health Impact

14. Improving the Quality of life for Black Older Adults in Sheltered Accommodation

15. Unpaid Carers from Diverse Communities

16. Unpaid Black Carers and Lack of Support

17. Menopause is Not a Taboo

18. The Two Child Benefit Cap

1G. Climate change: a concern for Black workers

20. Recognising and Honouring the Legacy of Black Women in UNISON

21. TUC Anti-Racism Taskforce Tracker to Develop Black Members

22. Standing Together Against Far-Right Organisations and Individuals

23. Membership of the National Black Members Committee

24. Developing the Migrant Workers Network

25. Access to immigration advice and representation to recruit and organise new members.

26. Support for Black LGBT+ Migrant Workers

27. Attraction of ethnically diverse (Black) young talent

28. Towards greater inclusion for young Black LGBT+ activists

2G. Retired Members participate

Could Place the Union in Legal Jeopardy

Not Competent – Beyond Remit of Conference

Report Caste Discrimination Click here