The American government is awash with unions that are designed to protect the interests of the American workforce. Local 6’s members are primarily immigrants organized in 67 diverse languages; enhancing their impressive bargaining power with the local government (Richman, 2012). Furthermore, the union has been at the forefront to advocate for diversity and inclusion in unions and organizations in New York City. Part of the union’s strength is also since it is an affiliate of UNITE HERE. Furthermore, with a strong democratic process it utilizes a bureaucratic process that enables the management and the labor force to resolve disputes amicably; contributing to its significant growth over the years. Of course, this aspect is not always easy. Critics disagree with the existence of a smooth bureaucratic process to argue that sometimes, management can perceive unions as a burden to the management especially when both parties fail to agree on the same aspect (Mash & Kremer, 2016). Nevertheless, the implementation of an effective conflict resolution strategy can help to curb these issues.
The 21st century has witnessed unions in the hospitality industry recognize the essence of equity within their member organizations; steamrolling diversity and inclusion as the primary goal of unions. Sources indicate that an inclusive and diverse labor movement is vital for connecting with people and representing the workforce (Milkman, 2012). Unions such as AFL-CIO have passed resolutions to drive a diversity initiative within the union. Most importantly, unions in New York have developed a policy of auditing diversity status within their ranks; ensuring diversity within member organizations. Research indicates that locals are more likely to join unions representing their race within their leadership, which accords them confidence (Milkman, 2012). For instance, New York’s Hotel Trades Council paves the way of creating diverse workplaces by shattering the existing stereotypes regarding male dominance at the workplace; boasts of a relatively massive number of memberships in New York. As depicted through its leadership, the union features leaders from across New York, regardless of race or gender. Even notably, women have taken part in key leadership roles within the union. However, this fact should not erode the argument that prejudice is still an issue within the hospitality industry and the nation at large. Investigations show that women and members of the LGBTQ community still struggle with discrimination in the workplace (Mellem, 2020). Nevertheless, unions have been used to combat this issue and hopefully, shortly, the hospitality industry and other fields will offer all genders equal opportunities to pursue their careers.
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