Mass consultation motion 1,2,3



  1. RECOGNISING the views UVW members expressed in the mass consultation of 2020;
  1. UNDERLINING that UVW members are the union, and the union is only as strong its membership is active and united;
  1. CONSIDERING the importance to members of UVW’s grassroots democracy and participation; 
  1. RECOGNISING that to preserve UVW’s integrity, members need clarity on how, when and where decisions are taken and how they can influence them or participate in them;
  1. UNDERLINING the need to ensure that all those acting on behalf of members – whether executive committee, union staff or other representatives – are accountable to the membership. 
  1. ACKNOWLEDGING that as UVW grows, clear and transparent democratic processes are even more important, to ensure that that the union continues to be member-led;
  1. RECOGNISING that while members favour a less hierarchical or centralised structure, UVW’s processes and structure must support democracy, equality and inclusivity, and should ensure that all members have access to participate in the union, whoever they are;
  1. ACCEPTING that, whilst there is a strong sense of community within, there is a need to cultivate deeper connections across UVW’s diverse membership;
  1. UNDERLINING that for UVW to keep winning and be sustainable leadership needs to be developed at every level of the union;
  1. RECOGNISING that UVW’s successes are built on women leaders and will continue to support and champion women’s leadership at all levels of the union;
  1. CONSIDERING that UVW members favour having elected positions to ensure democratic representation of and clear accountability to UVW’s diverse membership;
  1. AGREES to have a democratically elected executive committee, including an elected general secretary, with the responsibilities and composition laid out below;



  • Provide direction, leadership and strategic oversight of the union on behalf of members
  • Protect the union’s interests, legally and reputationally 
  • Ensure the union fulfils its statutory and constitutional obligations 
  • Oversee the union’s finances – ensure income is sustainable and resources are allocated appropriately
  • Oversee the arrangements for AGMs
  • Oversee union staffing, including recruitment and wellbeing
  • Oversee staff and membership disciplinary and grievance processes


  • The composition aims to ensure that the committee is representative of the diverse membership, across all sectors and groups, including those without a formal structure.
  • In monitoring shifts in membership, the committee should use its discretion to ensure that the committee remains representative of the UVW’s membership, and will consider applications from newly formed groups.

Sector representatives

No. of seats


Cleaning sector


Each position is elected by the members in that sector.
Sectors with only 1 seat can have 2 people sharing the position on rotation.

Legal sector


architectural sector


Design and cultural workers sector


VAWG sectors


Other charity workers


Sex workers




Voces Hispanas Unidas





(Advisory roles – non-voting)

General Secretary


Dedicated trade union official, directly elected by and accountable to the membership.
Responsible for:
– ensuring that the decisions of the membership are implemented by working with the committee and staff of the union;
– reporting to the committee on the activities and performance of the union;
– provides the committee with advice and recommendations.
(Full job description to be circulated by the committee before nominations open)

Other staff


Staff to nominate 2 staff members to sit on the committee and attend meetings, to provide advice and expertise on campaigns, membership and the operations of the union. 
Other staff to report to and advise the committee as requested




Elected committee members will nominate members of the committee to hold specific roles, including but not limited to the following:

  • Treasurer – to be responsible for overseeing the finances of the union, working with the finance officer
  • Secretary to the committee – Supporting the committee, arranging meetings, ensuring agendas are circulated, arranging facilitation and translation/interpretation for meetings, and minutes are taken and circulated
  • Staff liaison – non-staff member(s) of the committee to ensure effective communication between the staff and the committee
  • Disciplinary and grievance – to be responsible for investigating disciplinary and grievance issues in relation to staff or members

Roles can be shared, where appropriate.


Elections will be conducted within 12 weeks of the AGM.

Elections will be overseen by the existing committee.

For the sector positions, each sector will carry out its own elections, in consultation with the executive committee.

Elections for the general secretary position will follow the relevant statutory procedures.

13. RESOLVES to task the committee to oversee a democracy review, to look at UVW’s structures and processes, including how to:

a. Ensure structures and processes meet the needs of UVW’s diverse membership and ensure continuity;

b. Clarify the sectoral structures and the division of responsibility between central UVW and the sectors;

c. Balance integration and sectoral self-determination; 

d. Ensure representation of members that don’t have a formal sector;

e. Empower and support diverse leadership at all levels of the union;

f. Continually monitor democracy within UVW;

14. PLEDGES to present the recommendations of the democracy review at the next AGM, for members to consider and vote on.


  1. RECOGNISING the views UVW members expressed in the mass consultation of 2020;
  2. CONSIDERING that members value UVW’s workplace campaigning, and want the union to develop it by:
    a) further strengthening workplace campaigning and member-led direct actions;
    b) getting more strategic about where and when we campaign, for maximum impact;
    c) campaigning on sector-specific or cross-sectoral issues;
    d) achieving trade union recognition and collective bargaining agreements with employers;
    e) strengthening UVW’s public profile;
  3. RECOGNISING the need to ensure members are actively engaged in UVW and are well-informed about unions, how we work and members’ role in the union, as well as their rights at work;
  4. CONSIDERING members’ strong desire for UVW to strengthen education and training for members, activists and staff;
  5. RECOGNISING that UVW is growing fast, and becoming more diverse and needs to ensure:
    a. growth does not undermine its grassroots ethos; 
    b. it retains sectoral expertise;
    c. it is inclusive, participatory and cultivates connections across the membership;
    d. members continue to feel supported and empowered;
  6. ACKNOWLEDGING that members want to see UVW strive for the highest standards, particularly around:
    a. handling members’ queries and cases;
    b. clear communications; 
    c. running meetings and events;
  1. AGREES that over the next two years, the union will aim to:

    a) achieve concrete and lasting improvements for members, through powerful and dynamic workplace campaigns and strengthen its capacity, including: 
    i. growing a network of workplace organisers, reps and activists;
    ii. employing diverse tactics, including strikes and other forms of collective action;
    iii. encouraging workplace activism;
    iv. creating spaces for member-to-member contact (online and offline);
    v. providing opportunities for members across the union to share and learn from each other;
    vi. collaborating with people and groups that share our goals and values;
    b) achieve trade union recognition and collective bargaining agreements in as many workplaces as possible; 
    c) undertake a campaign on a sector-specific or cross-sectoral issue;
  2. COMMITS to developing and improving its education and training for members, activists and staff, including focus on: 
    a. induction for new members; 
    b. employment and other rights, organising and campaigning, trade union and political education, diversity and intercultural understanding; 
    c. English for speakers of other languages (ESOL);
    d. exploring different ways of delivering training (e.g. online methods, getting members and activists to train each other);
  3. PLEDGES to further strengthen its communications, including: 
    a. developing a welcome pack for new members, FAQs and other materials;
    b. further developing the new website, to be as useful as possible for members;
    c. expanding the use of existing tools and channels (e.g. social media, email newsletters) to ensure members are kept up to date;
    d. ensuring effective 2-way communications with members;
    e. publicising UVW victories, using a workers first approach;
  4. COMMITS to strive for the highest standards, particularly around the way UVW handles members’ queries and cases, to ensure they are handled efficiently and professionally, that members understand the processes, and staff have adequate training and support;
  5. RESOLVES to develop a language strategy, to remove barriers to access for non-native English speakers and ensure they can participate fully in the union;
  6. AGREES to monitor membership – size, demographic, joiners, leavers – and to ensure that the union can adapt to their changing needs, including:
    a. ensuring membership database is kept up to date;
    b. providing regular updates on membership trends to the committee, so that changes in membership can inform their decisions;
    c. ensuring sectors and workplace reps can access relevant membership information;
    d. seeking regular feedback from members;
    e. carrying out a committee review of UVW membership fees, which should include a review of current rates and a consideration of different higher and lower levels.


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