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Understanding unions in modern workforce: A JEDI Conversation w/ Local 201

Writer's picture: Khalil SaddiqKhalil Saddiq

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In a rapidly evolving legal landscape, Diversity, Equity, and Inclusion (DEI) initiatives face unprecedented challenges. The 2023 Supreme Court ruling, which deemed race-based admissions unconstitutional, has sent shockwaves through corporate America. Companies are reevaluating their DEI strategies, with many scaling back race-specific goals to avoid legal pitfalls. For HR directors, business leaders, and union representatives, navigating these changes requires a delicate balance between legal compliance, employee morale, and corporate reputation.

In my most recent JEDI Conversation, I had the opportunity to speak with the leaders of Local 201—a union representing industrial workers. Union leaders Adam Kaszynski, Jeff Cruz, and Justin Richards shared their insights on how legal shifts are affecting DEI and how unions remain vital tools for addressing workplace inequality.


How the Supreme Court's ruling on affirmative action impacted Local 201 leaders


The year 2020, marked by the COVID-19 pandemic and widespread racial justice protests, thrust DEI into the spotlight. In response to public outcry, many CEOs made bold diversity pledges, and DEI became the corporate buzzword, with companies committing to ambitious quotas and initiatives.


Many in the social justice and labor movement began to feel like they were finally getting the attention of those in power. However, the Supreme Court’s 2023 decision, deeming race-based admissions unconstitutional, has dramatically changed the game. Many companies are now scaling back their DEI programs, particularly those involving race-specific goals, to avoid potential legal repercussions.The Fearless Fund, which initially aimed to support Black women entrepreneurs, restructured its approach following legal action challenging its racial focus.


Organizations now tread more cautiously, keen to avoid any semblance of discriminatory practice. Adam Kaszynski, president of Local 201, expressed his disappointment but was pragmatic about the ruling. "Affirmative action was important, but it wasn’t a perfect solution," he noted. According to Adam, while affirmative action aimed to correct systemic wrongs, its flaws meant that a new approach was always on the horizon.


The real question now is how businesses and unions can continue addressing inequality without overstepping legal boundaries. Justin Richards, business agent for Local 201, offered a stark assessment. "Discrimination is already tough to prove, and this decision makes it even more difficult," he said, warning that the ruling could result in a dilution of claims related to racial inequality. It’s a bitter truth that underscores the challenge of advancing DEI in this new era.

Unions: The Original DEI Sector


A key theme from our conversation was that unions are uniquely equipped to support DEI initiatives by providing a structure that empowers workers. Unlike non-unionized workplaces, where employees may fear retaliation for speaking out, unions offer protection and a collective voice.


Adam emphasized that unions, including Local 201, have been fighting against historical inequalities long before DEI became a corporate buzzword. "We are the original DEI sector," he remarked. The labor movement, according to him, was always about more than wages and working conditions—it was about fairness and equality for all workers.


The numbers bear this out. Data from the Economic Policy Institute shows that in 2023, the entire increase in union membership—309,000 workers—came from people of color, while membership among white, non-Hispanic workers declined by 119,000. Union membership among workers under 45 rose by 229,000, while the overall numbers fell among those over 45.

The leaders of Local 201 outlined several ways unions ensure diversity and inclusion:

  • Organizing Committees: As Adam described, Local 201 organizes new workers by ensuring representation from every shift, job function, language group, and gender. No group is left behind.

  • Training Programs: The union negotiates training programs that give workers the qualifications they need for higher-paying jobs, ensuring that everyone has access to career advancement.


Adam stressed that without the protection of a union, workers often feel powerless to raise issues related to fairness and inclusion. "How can a company truly know what’s happening on the ground if workers are afraid to speak up?" he asked.



The Role of DEI in a Unionized Workplace

In a unionized workplace, DEI takes on a different meaning. It’s less about meeting quotas and more about ensuring equal opportunity. "We focus on making sure our workforce reflects the broader community," Adam said, pointing out that real diversity is about access and opportunity for everyone, regardless of background.


Justin emphasized the importance of opportunity over outcomes. "Equity starts with opportunity," he explained. Local 201 works to ensure that all employees have access to training and advancement, but outcomes depend on individual effort. This contrasts with some DEI models that focus on equal outcomes regardless of the starting point or effort level.



Challenges of Inclusion in the Workplace


Inclusion, the third pillar of DEI, is often about fostering a sense of belonging. In a union setting, inclusion has a democratic quality. Local 201, for example, holds monthly membership meetings where anyone can voice concerns. This open forum gives workers a platform to discuss workplace issues and contribute to decision-making processes.


Jeff Cruz, Vice President of Local 201, highlighted how the union's steward system ensures every worker has representation. The union’s ability to influence workplace policies fosters an environment where workers feel empowered to make changes.


But Adam and Justin acknowledged that inclusion is harder to achieve in non-unionized settings. Without the collective power of a union, employees may hesitate to raise concerns out of fear of retaliation. "True inclusion," Adam argued, "requires a shift in power dynamics. Workers need the autonomy to speak out without fear." Without that safety net, inclusion remains elusive.

The Future of Unions and DEI Advocacy


2023 was a year of major victories for unions, with strikes across industries, from Hollywood studios to healthcare, but the percentage of unionized workers has not seen a significant increase. Bureau of Labor Statistics data shows that while public support for unions is rising, the number of unionized workers isn’t. Experts suggest that until labor laws change, growth in unionization will remain slow.


Legal barriers and corporate resistance are real obstacles to union organizing. Yet, despite these challenges, the leaders of Local 201 remain hopeful. "The interest in organizing is growing," Adam said, pointing to the resurgence of support for unions as vehicles for social and economic justice. The Protecting the Right to Organize (PRO) Act, which would make it harder for employers to prevent workers from unionizing, represents a glimmer of hope on the horizon.


In this changing landscape, unions have a unique role to play—not just in protecting worker rights but in shaping the future of DEI through strategic collaboration across all industries.


At 901 Consulting, we believe that real, lasting change comes from empowering employees and building environments where the workforce develops the strategic tools of diversity, equity, and inclusion to ensure a pathway to success for every employee.


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901 Consulting, 2024 

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