On Trade Unions and Hope: Perspectives from Germany

CERIC’s Vera Trappmann talks to the German Trade Union Confederation (DGB)

In an era of profound change, geopolitical instability, market uncertainty, demographic shifts and rapid digitalisation, companies are under considerable pressure, but what of their employees? What are the workers' experiences of change, and what roles do co-determination and trade unions play in this? To answer these questions, focusing on Germany as a case study, CERIC’s Vera Trappmann (Professor of Comparative Employment Relations) and her colleague Ulrich Brinkmann (Professor at the Technical University, Darmstadt), spoke with the German Trade Union Confederation (DGB).

You can read the full interview in German and a summary of the key points in English below.

There is considerable concern amongst workers, particularly around climate change and its impact on our way of life now and for future generations. There is a desire for greater state intervention, but the current German government’s climate policy really does not have long-term viability built in. There is a very real concern therefore that climate change will have a negative effect on the quality of life and, in so doing will deepen social inequalities.

It is fair to say workers are faced with a multitude of crises, but within every crisis there is opportunity, which workers can, and historically have, capitalised on. Indeed, seizing them serves as a basis for hope, and this is where trade unions and works councils can be decisive during these periods of transformation. It is essential that change is socially just, as this is the only way it can succeed. Without it, and where change is perceived as purely economic and or technical rather than social, research shows a negative effect, specifically a correlation with the rise of the AfD Alternative for Germany (far-right political party). This is notably the case when too heavy a burden is placed on society, but simultaneously the interests of the electorate, and workers in particular, are not given due consideration. The possibility of combatting this lies in genuine, intentioned co-determination to steer pathways through change. Expanding employee engagement through unions and works councils in implementing changes results in a greater sense of employee self-efficacy.

Participation in turn strengthens trade unions and works councils, as global perspectives further illustrate; trade unions in Canada have established ‘future labs’ which employees affected by industrial changes can use to discuss solutions and future work, whilst in Spain agreements have been put in place via trade unions to link public investment with new job creation for former coal miners. Meanwhile, in the Global South trade unions are currently calling for a new economic model and a cessation of extractivism (exploitation of natural resources), whilst taking practical steps to support workers by setting up cooperatives and providing training for new professions.

Back in Germany, there is a sense that trade unions need to increase pressure and to think carefully about who to partner with to achieve their aims. When it comes to the energy and heating transition, unions need strong supporters. Earlier examples of co-operation show us what is possible when interest groups align towards common goals. In 2018, for example ver.di (Vereinte Dienstleistungegewerkschaft/ United Services Trade Union) collaborated successfully with Fridays for Future on better working conditions for transport workers and for climate protection.  

Trade Unions and works councils do, after all, make a huge contribution to Germany’s innovative capabilities and have the potential to shape change in a socially responsible way. That is not to say it is always easy, but trade unions have an obligation to do so, especially now, at a time when social democracy is fragile and employers are increasingly withdrawing from social and collective bargaining partnerships. We know climate policy, for example, is well supported when it is combined with social policy and discourses around how we live and the planet we leave for the next generation to inherit. Trade unions have huge potential to enable far-reaching, positive changes to living conditions, e.g. maximising renewable energy, expanding public transport, education, care and support services. Yet, if trade unions do nothing at this critical juncture, then climate policies will merely provide, at best, a means of averting the catastrophic collapse of our ecosystem, but without delivering real, positive social change.

Along with the need for trade union intervention around climate change, there is also a need for them to address the increasing militarisation of society. History shows us, after all, that with militarism comes the dismantling of the welfare state. To this end, a dual strategy of communication and education is essential. Trade unions still have a significant voice, and they could choose to use their voice for the greater good – advocating for a national campaign for democracy – bringing it to schools, workplaces and local communities. We don’t have to abdicate all responsibility to the unions, though. As individuals we can do our bit, by calling out fake news and by improving our own social media presence. We do, however, need unions to convey, convincingly, that fossil fuels, for example, don’t create new jobs, and moreover, will increase the cost of living in the long term. It is also crucial for unions to address the concerns of workers facing change, as there is a link between the perceived or feared loss of identity and of people’s life stories as a result of industrial transitions on the one hand, and support for the far-right AfD party on the other. So, trade unions have a crucial role to play here.

Trade unions and works councils have and need to use their strong voice. In so doing can be the bearers of hope for working people.