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dailyanarchistposts · 2 months ago

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21. What can small operating sections achieve?

As soon as there are three syndicalists in a workplace, it is meaningful to start a section. This requires the syndicalists to work on two tracks at the same time: building the section and promoting cohesion among more and more employees, regardless of union affiliation.

When syndicalists organize at a workplace, all employees become winners. The section can advance the position of employees by influencing the management directly or indirectly. A direct impact is achieved when syndicalists, together with colleagues in other unions, raise common demands and put pressure on management.

An indirect impact is achieved when the section pushes other unions in front of it. Such an impact often takes place in a kind of triangle drama at the workplace. In many Swedish workplaces, there are not just two parties (union and employer) but three. These are the staff on the shop floor and the management at the top together with representatives of consensus-seeking unions. The latter, consensus unions, are the unions within LO, TCO and Saco (with the exception of some militant branches). Between these parties, a triangular drama often takes place. The consensus unions dampen the staff’s demands and militancy and makes it easier for management to implement its plans.

When a section begins to pursue collective interests of the staff, it gives both the consensus unions and management a new incentive to meet the staff’s demands. Otherwise, the consensus unions risk losing members to the section, which can spur more militancy. If representatives of the consensus unions nevertheless take the side of management, the section can recruit more co-workers and become even stronger.

A syndicalist section creates win-win situations for all employees. Even very small sections can drive consensus unions and management in a positive direction. The basis is good relations on the shop floor so that syndicalists enjoy trust by many co-workers.

When you have gained momentum in organizing inside the workplace, you can consider cooperation with external groups who may want to support a union campaign and have something to gain from a union victory themselves. Some examples are that healthcare employees can collaborate with patients, employees in the education industry can collaborate with parent groups, employees in commerce can collaborate with consumers, and so on.

The most ambitious approach is what North American unions call whole worker organizing. This mean that they look for alliances with all conceivable groups and networks (formal and informal) that may be interested in contributing to a union success. Thus, the union is building broad alliances in civil society. This way of working is a continuation of a long tradition that the political scientist Mats Dahlkvist has given the Swedish label rörelsesocialism (in English: movement socialism).

When you and your co-workers start a section, build cross-union community and develop leadership, you have continuous support from your Local. It is an exciting and educational process, but it can also be difficult and frustrating. You will not receive any patent solutions. You will instead learn as you try and experiment. But we are many who want to give advice and support. So, your project is our joint project.

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