When Similarities are More Important than Differences: “Politically Black” Union Members’ Experiences of Racism and Participation in Union Leadership

Abstract Employing survey data from the largest (known) sample of Black, Asian, and minority ethnic staff in British higher and further education, I respond to King's call to examine minority leadership within trade unions. Drawing on theoretical insights from the psychology of social movements, I examine how perceptions/experiences of racism, exclusion, bullying, and barriers to promotion impact on minority union leadership through different types of union involvement (e.g., attending local meetings, seeking union help, etc.) The findings suggest that perceptions of racism and experiences of bullying have a positive indirect effect on minorities taking up union leadership through attending union meetings and raising issues of racism with the union, but not through other forms of union involvement. In line with theory, this pattern of results suggests that union efforts to increase attendance and positive contact at local group meetings, along with efforts to build trust in the union's position on racism, may be important for increasing the representativeness of union leadership. As an ancillary goal (not explicitly stated in King's call), I test various intersectional accounts of experiences of racism across ethnicity and gender and find commonality across difference. Employing appropriate (Bayesian) methods offers intersectional researchers with the opportunity to examine such similarities across social categories that may form the basis for action against common systems of oppression–echoing King's own practice of intersectional solidarity.