IndustriALL Global Union

A nurse with a degree, five years of experience and 15 staff to supervise earns 33 per cent less than a craft supervisor with three years of experience and two people to supervise. No market decided that. A job evaluation system did. On International Equal Pay Day, IndustriALL Global Union general secretary Atle Høie sets out why unions should stop accepting "that is what the market pays" as an answer, and what needs correcting in the agreements we negotiate ourselves. Job evaluation methods were built around the demands of male-dominated jobs. They count physical effort, hierarchy, budgets and headcount. Responsibility for a budget registers. Responsibility for someone's safety, learning or care barely does. Three things unions can take to the table: → Ask the employer for a gender-neutral job evaluation → Check whether feminized jobs sit in separate, lower pay bands → Start from the presumption that jobs in feminized sectors are undervalued Read the full piece here: https://lnkd.in/gxCvw5iH #EqualPayDay

Two jobs in the same industry. Scored against the same four factors. Both totalled 15. One was classified a skill level lower. It was the one done by women. This is what equal pay for work of equal value actually means, and why it is so often misunderstood. Equal pay is not only about two people doing the same job. Two people can do completely different jobs and still be owed the same pay. The problem is how we measure value. Job evaluation systems were designed around the demands of male-dominated jobs. They count physical effort, hierarchy, budgets and headcount. They are far less good at counting manual dexterity, visual attention, multitasking or responsibility for people's wellbeing and safety. Nobody scores what nobody notices. Three things unions can take to the table: ➡️ Ask the employer for a gender-neutral job evaluation. ➡️ Check whether feminized jobs sit in separate, lower pay bands. ➡️ Start from the presumption that jobs in feminized sectors are undervalued. Our Pay Equity Toolkit sets out how to do this in practice. Download it: link to Toolkit in the comment International Equal Pay Day, 18 September. #EqualPayDay #EqualPay #PayEquity

Historic: two Indian ship recycling yards are set to join the EU approved facilities list for the first time. This recognizes years of progress in Alang, driven by strong social dialogue led by our unions ASSRGWA and SEWA. #CleanUpShipbreaking

Car companies invested too late. Now workers are being told to pay the price. On 21 September, car workers will take action at around 100 plants and supplier sites across Germany. IG Metall has planned over 280 actions with one message: a future, not sweeping cuts. What happens in Germany is a test case for manufacturing across Europe. 👉 Swipe to see what workers are demanding. ✊ Show your solidarity: 📩 Send solidarity letters and statements from your union to IG Metall: andre.gunia@igmetall.de 📲 Post using #Sept21 and tag IndustriALL Global Union and IG Metall

IndustriALL and our US affiliate International Union, UAW have filed an OECD - OCDE complaint against Mercedes-Benz AG over the treatment of workers at the company's plant in Alabama. Mercedes-Benz has global commitments to respect workers' rights — including in its binding agreement with IndustriALL, signed in 2021. Its lawyers now argue those commitments do not apply in the United States.

More than a decade of transformation in global supply chains 👏 In May 2013, following the Rana Plaza tragedy that killed 1,134 garment workers, the Bangladesh Accord came into force with 43 signatories. To date, 300 brands have committed to protecting workers through independent inspections, safety training and enforceable grievance mechanisms under the International Accord The results are measurable: 🌟 74,000 independent factory inspections 🌟 2.9 million workers trained in workplace safety 🌟 81 per cent remediation rate on safety issues 🌟 2,300 complaints successfully resolved IndustriALL and affiliates are pushing for expansion, broader coverage, stronger complaint mechanisms and more effective governance. https://lnkd.in/etBwtJUv

300 signatories. 3.4 million workers. One shared commitment. IndustriALL is proud to mark this milestone for the International Accord 300 brands and suppliers, working in 2000 factories across Bangladesh and Pakistan, have joined a collective effort to make workplaces safer and more dignified for millions. Progress is measurable. Brands and suppliers have taken concrete steps to prevent and mitigate safety risks. This is a milestone worth celebrating. Real accountability means continuing that commitment. For the workers themselves and for brands living up to their human rights due diligence responsibilities. The International Accord is what workers' power looks like when it shapes global supply chains. #GarmentWorkersNeedUnions

KONE announced its intention to acquire TK Elevator in April 2026. Workers and their representatives learned about it through the media—with no prior consultation. On 4 September, more than 80 union delegates from 13 countries convened to coordinate a unified response. Their position is clear: this deal must not come at the expense of workers. Key concerns: 🔴 EUR700 million in announced synergies raises immediate risks of job cuts and site closures 🔴 Market consolidation creates additional regulatory and employment risks 🔴 Financial investors prioritize short-term returns over long-term employment and industrial capacity 🔴 High-risk field operations (installation, maintenance) require explicit safety protections Unions are now engaged with merger control authorities across the EU, US and other jurisdictions. They've also committed to joint action at national, European and global level. The principle is straightforward: workers must have a genuine voice in decisions that shape their futures. Read the full statement: https://lnkd.in/ehkt5iv8 industriAll Europe

Worker participation is essential for a Just Transition. 35 trade unionists from Malaysia, Indonesia, Thailand and the Philippines adopted a commitment template that operationalises worker protection through collective bargaining. It requires social dialogue on restructuring and technological change, establishes joint climate committees, protects against forced layoffs linked to energy transition, ensures income protection, and commits to bipartite environmental action. The results speak for themselves: Cambodia has established working temperature thresholds, a Philippine employer funds reskilling with paid educational leave, and an Indonesian employer operates a joint climate and transition forum. As organizations accelerate energy transition, the imperative is clear. Worker engagement and protection aren't costs to manage—they're requirements for sustainable, equitable transition. Full story ➡️ https://lnkd.in/eekZjX7p

Shipbuilding unions unite on global strategy Delegates representing shipbuilding and shipbreaking unions from across the globe met in Helsinki this week for IndustriALL Global Union's Shipbuilding-shipbreaking action group meeting. The takeaway: coordinated international union strategy is essential to compete in a rapidly transforming industry. The shipbuilding sector has grown 27 per cent since 2021, but China's dominance – 60 per cent market share – poses strategic challenges. Countries are responding through deliberate international coordination: AUKUS, the ICE pact, Japan-USA cooperation agreements, Make American Shipbuilding initiatives, and British-Norwegian defence partnerships. Yet these geopolitical strategies create acute pressure on workers. Labour shortages, inadequate pipelines, ageing workforces, heavy reliance on migrant workers, and corners cut on health and safety are universal challenges. But scarcity is leverage. Unions are negotiating to ensure AI and new technologies support rather than replace workers, that migrant workers have equal organizing rights, and that wage premiums and skills development pathways attract and retain talent. The meeting also exposed a critical gap: downstream shipbreaking workers, predominantly women in informal, low-paid work with no social security, remain invisible and unorganized. IndustriALL is organizing these workers and pushing for their inclusion in maritime shipping legislation. Read more 🔗 https://lnkd.in/ekWDvwcR