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TRADE UNION MEMBERSHIP Statistical Bulletin JUNE PDF
TRADE UNION MEMBERSHIP Statistical Bulletin JUNE 2015
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1 TRADE UNION MEMBERSHIP 2014 Statistical Bulletin JUNE 2015
2 Contents Contents... 2 Introduction... 3 Key findings Long Term Trends Private and Public Sectors Personal and job characteristics Country and Regional Trends Tables Long term trends Private and Public Sectors Personal and job characteristics Country and Regional Trends Annex: Technical Note
3 Introduction The Department for Business, Innovation & Skills is responsible for publishing the National Statistics on trade union membership. An annual question on trade union membership was introduced into the Labour Force Survey (LFS) in 1989 and it has been asked in the fourth quarter (Q4) every year since Questions on trade union presence and recognition were added in 1993, and the question on collective agreements was introduced in The LFS trade union questions have United Kingdom coverage from 1995 onwards. Trade Union Membership statistics has been produced as an annual National Statistic bulletin since This bulletin succeeded the annual article in the Office for National Statistics journal Labour Market Trends. It contains annual estimates of trade union membership from the Labour Force Survey up to the fourth quarter of 2014 (October to December 2014). Official government statistics on trade union membership have been collected on a regular basis since 1892 from administrative records. These statistics are presented in Table 1.1 and have a greater coverage than the population of employees reported elsewhere in the report, with statistics since 1974 provided by the Certification Officer (see technical note). This bulletin presents estimates on the proportion (density) of employees who are trade union members, and the proportion whose pay and conditions are affected by collective agreements as reported by employees. These estimates are also presented by age, gender, ethnicity, income, major occupation, industry, full and part-time employment, sector, nation and region. Industrial sectors are presented based on Standard Industrial Classification The occupations figures between 2011 and 2013 are based on the new Standard Occupational Classification 2010 (SOC2010), which has replaced the previous version, SOC2000, in LFS datasets from Some estimates for those in employment, which includes the self employed, are provided in Chapter 1. The data behind this bulletin are available in the accompanying Excel spreadsheet. About Labour Market Analysis Labour Market Analysis is a multi-disciplinary team of economists, social researchers and statisticians based in the Labour Market Directorate of the Department for Business, Innovation and Skills. Members of the team are responsible for producing this bulletin. Statistical contacts If you have any feedback or questions about this statistical bulletin, please contact: or Code of Practice for Official Statistics National Statistics are produced to high professional standards set out in the Code of Practice for Official Statistics. They undergo regular quality assurance reviews to ensure that they meet customer needs. They are produced free from any political interference. 3
4 The UK Statistics Authority has designated these statistics as National Statistics, in accordance with the Statistics and Registration Service Act 2007 and signifying compliance with the Code of Practice for Official Statistics. Designation can be broadly interpreted to mean that the statistics: meet identified user needs; are well explained and readily accessible; are produced according to sound methods, and are managed impartially and objectively in the public interest. Once statistics have been designated as National Statistics it is a statutory requirement that the Code of Practice shall continue to be observed. Conventions The statistics presented in this bulletin are based on fourth quarter estimates (October to December) from the Labour Force Survey unless otherwise specified. Members of the armed forces are excluded from analysis. All tables and charts relate to employees (population aged 16 or over in paid employment) in the United Kingdom with the exception of those specified in Chapter 1 (Long Term Trends). Estimates are presented for those in employment. This is defined as the population aged 16 or over in paid employment (employees) in addition to those in self-employment or Government employment & training programmes. Unpaid family workers are excluded from the population in employment in this bulletin. More detailed information on the concepts, methods, and quality of data used in this bulletin is available in the technical note. Symbols The following symbols are used: * sample size too small for a reliable estimate - data not available. Revisions Estimates derived from the Labour Force Survey are usually revised once a year. The ONS undertook a reweighting exercise on Labour Force Survey data in This ensures estimates accurately reflect the population. This is the first release of this bulletin to account for this revision. 4
5 Key findings 1. Trade Union Membership: Long term and recent trends Around 6.4 million employees in the UK were trade union members in The level of overall union members was broadly unchanged from 2013, with a non-statistically significant reduction of only 40,000 over the year (a 0.6% decline). Current membership levels are well below the peak of over 13 million in The numbers of UK employees increased between 2013 and As a result, the proportion of employees who were trade union members fell slightly to 25.0% in 2014, from 25.6% in This is the lowest rate of trade union membership recorded between 1995 and Over this period, the proportion of employees who were trade union members in the UK has decreased 7.4 percentage points, from 32.4% in Female employees are more likely to be a trade union member. The proportion of female employees who were in a trade union was around 28% in 2014, compared with 22% for male employees. A higher proportion of UK born employees were in a trade union compared with non-uk born employees. About 26% of UK born employees were in a trade union in 2014, compared with 18% for non-uk born employees. 2. Trade union membership: Public and private sectors Union membership levels in the private sector fell from 3.4 million in 1995 to 2.5 million in data continued to show a reversal of this trend, with union membership levels in the private sector rising for the fourth consecutive year, a non-statistically significant increase of 38,000 in 2013 to 2.7 million. Trade union membership among private sector employees stood at 14.2% in 2014, 0.2 percentage points lower than in 2013, as union memberships increased more slowly than the rise in the number of private sector employees. The yearly change was not statistically significant. In the public sector, union membership levels fell by 79,000 year-on-year to 3.76 million in 2014, while non-union employee levels rose by a similar amount. Trade union density in the public sector therefore decreased from 55.5% to 54.3%. The level change was not statistically significant, however the change in proportion was. 3. Trade union membership: Personal and job characteristics Older workers account for a larger proportion of union members than younger workers. About 38% of trade union member employees were aged over 50 in 2014, but 28% of employees are in this age group. The proportion of trade union members aged below 50 has fallen since 1995, whilst the proportion aged above 50 has increased. Employees in professional occupations were more likely to be trade union members than other employees. Employees in the professional occupations account for 36% of union members, but only 20% of employees in the UK worked in these occupations. 5
6 1. Long Term and Recent Trends Trade union membership levels reached their peak in 1979 and declined sharply through the 1980s and early 1990s before stabilising from the mid-1990s to the mid-2000s. Despite the broad stability in membership levels between 1995 and 2007, the proportion of UK employees who were in the trade union declined because union membership levels did not keep pace with the increase in the total number of UK employees. Trade union membership levels decreased slightly between 2013 and 2014 The number of employees who were trade union members was around 6.4 million, 40 thousand fewer than in 2013 (a 0.6% fall). The number of employees has grown, meaning that the proportion of employees who are trade union members has fallen to 25.0% in 2014 (25.6% in 2013). Lower level of public sector memberships partially offsets increase in private sector Private sector memberships increased for a fourth successive year, while the falling trend in trade union numbers in the public sector started in 2010 continued. It remains true that the overall proportion of employees who are trade union members is much lower in the private sector (14.2%) than the public sector (54.3%). Chart 1.1: Trade union membership levels in UK from 1892 to 2014 Membership, Millions Source: Labour Force Survey, Office for National Statistics; Department for Employment ( ); Certification Office ( ). The long-term trend of reducing rates of male trade union membership continued At 22.3%, the proportion of male employees who were in a trade union was the lowest in the data series that started in Male members accounted for the majority of the modest fall in trade union membership levels (down 36,000) in 2014, but membership remained around 2.9m for the fourth successive year. The number of female trade union members remained stable, though membership fell as a proportion of female employees to 6
7 27.7%. The relative declines in the proportion of employees who are in a trade union since 1995 has been much weaker for women. In 1995, the proportion of male employees who belonged to a trade union was around 35%, compared with around 30% for female employees. High falls in union membership among males steadily narrowed the gap between male and females. In 2002, the proportion of employees who belonged to a trade union was around 29% for both genders. The trend continued between 2002 and 2014, with union membership among male employees falling by 6 percentage points from 29% in 2002 to 22% in 2014.This compares with relative stability in the rate for females, where trade union membership as a proportion of female employees remained stable until 2010 before decreasing only very slightly in subsequent years (Table 1.2b). Chart 1.2: Employee trade union density by gender, 1995 to 2014 Per cent of UK employees who are trade union-members Source: Labour Force Survey, Office for National Statistics UK born and Black ethnic group employees are more likely to be union members A higher proportion of UK born employees are in a trade union compared with non-uk born employees. About 26% of UK born employees were in a trade union in 2014, compared with 18% for non-uk born employees (Table 1.5). The proportion of employees who were trade union members was highest in Black or Black British ethnic group at around 30% in The proportion of trade union members amongst employees in Asian, Asian British, Chinese, Mixed and other ethnic groups was below the average for all employees of 25%. Higher proportions of female employees belonged to a trade union than males for all ethnic groups. The largest difference was within the Black or Black British group in 2014, 7
8 where the proportion of female employees who belonged to a trade union was around 34%, compared with around 24% for male employees (Table 1.5). Chart 1.3: Trade union density by gender and ethnicity, 2014 Per cent of UK employees who are trade union-members Source: Labour Force Survey, Office for National Statistics Highly educated employees are more likely to be union members The proportion of employees who were trade union members was greater for people with a higher qualification, such as a degree, compared with those with lower level qualifications, or no qualifications. About 31% of employees with a degree or equivalent, and 34% with some other Higher Education qualification were in a trade union, compared with less than 20% of employees without formal qualifications (Table 1.5). Larger workplaces are more likely to negotiate pay through collective bargaining Employees who worked in larger workplaces (with 50 or more staff) were more likely to be in a trade union and were more likely to have a trade union present in the workplace. Employees in larger workplaces were also more likely to have their pay affected by a collective agreement (Table 1.10). The proportion of employees who belonged to a trade union in larger workplaces was 33% in 2014, compared with 16% in the workplaces with less than 50 employees. About 60% of 8
9 employees in larger workplaces reported that a trade union was present, compared with 25% in smaller workplaces. The proportion of employees who had their pay affected by a collective agreement was around 39% in larger workplaces, compared with 15% in workplaces with less than 50 employees (Table 1.10). Employees are more likely to have their pay affected by collective agreements if they work in public administration and defence compared with the other sectors, in Northern Ireland compared to the other nations, and in the North East compared to the other regions (Table 1.10). Employees are more likely to be trade union members in permanent jobs and fulltime jobs Permanent employees were more likely than those in temporary jobs to be union members in all occupations. The proportion of permanent employees who were trade union members was 26% in 2014, compared with 15% for temporary employees (Table 1.4). Full-time employees were also more likely than those in part-time work to be union members, the only exceptions for full-time employees were amongst professional occupations, and the financial and insurance industries, where part-time employees were more likely to be union members (Table 1.4). About 78% of union member employees worked full-time, compared with 74% of all employees. (Table 3.1). Middle-income earners are more likely to be trade union members Middle-income earners were more likely to be trade union members than either high or low paid employees. About 37% of employees who earned between 500 and 999 per week were members of a trade union, compared with 22% of employees earning 1,000 or more per week. The proportion of employees earning less than 250 per week who were trade union members was 13% (Table 1.5). Employees in professional occupations are more likely to be trade union members Employees in professional occupations were more likely to be trade union members than employees in other occupations. Employees in the professional occupations account for 36% of all union members, but only 20% of all employees in the UK worked in this sector (Table 1.7b). The proportion of employees who were trade union members was 44% within the professional occupations sector, compared with 14% in the managers, directors and senior officials occupation. The proportion of trade union members in professional occupations is similar to recent years despite the change in Standard Occupational Classification in The new classification, among other changes, moved nurses and midwives, and therapy professionals, both relatively highly unionised occupations, into the professional group, from associate professional and technical. This partly accounts for the 17 percentage point decrease in associate professional and technical occupations, from about 40% in 2010 to 23% in 2014 (Tables 1.7a and 1.7b). 9
10 Despite generally being more likely to be a union member than male employees, females were only represented in higher proportions in four of the nine occupation groups: Professional Occupations, Sales and Customer Service Occupations, Caring, Leisure and Other Service Occupations and Managers, Directors and Senior Officials (Table 1.4). Chart 1.4: Trade union density by gender and occupation, 2014 Per cent of UK employees who are trade union-members Source: Labour Force Survey, Office for National Statistics Employees in public sector and utility industries more likely to be in a trade union The likelihood of belonging to a trade union varies substantially by sector. Employees in industries with higher proportions of public sector workers are more likely to belong to trade unions, including the public administration and defence and education industries. The rate of union membership in manufacturing, which has traditionally been seen as a high union membership industry, has fallen substantially in recent years and now has a below average proportion of trade union members. Density has fallen by 15 percentage points, from about 33% in 1995 to 18% in As in previous years, public administration and defence and education were the sectors with the highest proportions of trade union members, where 50% of employees are union members in both sectors. Accommodation and food services had the lowest at 4% (Table 1.8). 10
11 Chart 1.5: Trade union density by industry, 2014 Per cent of UK employees who are trade union-members Source: Labour Force Survey, Office for National Statistics Electricity, gas, steam and air conditioning supply industry records greatest decline in membership rates since 1995 Between 1995 and 2014, the likelihood of employees being a trade union member has decreased or stagnated across all sectors, with the exception of the wholesale, retail trade and motor repair sector, which rose 1 percentage point between 1995 and 2014 to 12%. Since 1995, the sharpest fall in the rate of trade union membership has been in electricty, gas, steam and air conditioning supply, down 32 percentage points from 72% in 1995 to 40% in 2014 (Table 1.8). 11
12 2. Private and Public Sectors Public sector union members accounted for an increasing proportion of overall union membership in the period up to This was driven by a steady rise in the public sector membership in the 2000s up to 2005 and stability until 2010; the overall public sector membership level grew between 1995 and 2010 by 381,000. The private sector membership level declined by 905,000 over the same period. In the subsequent two years, the sectors experienced different labour market conditions due to the effects of the recession and fiscal consolidation. The previous trend reversed, public sector membership declined sharply between 2010 and 2011, levelled off between 2011 and 2012, and began to fall again in There was a 339,000 fall in the public sector membership level between 2010 and The private sector union membership level increased by 195,000 from 2010 to 2014 (Table 2.1a). Chart 2.1: Trade union membership levels by sector, 1995 to 2014 Membership, Thousands Source: Labour Force Survey, Office for National Statistics. Employee numbers increase, while trade union membership rates fall In 2014, 3.76 million public sector employees belonged to a union in the UK, 79,000 fewer than in The rate of trade union membership in the public sector fell from 55.5% in 2013 to 54.3% in In the private sector, there were 2.7 million members, an increase of 38,000 since Despite an increase in numbers, the proportion of trade union members amongst private sector employees fell slightly from 14.4% to 14.2%, reflecting employment growth outpacing the growth in union membership (Tables 2.1a, 2.1b and 2.2). 12
13 Chart 2.2: Employee composition by trade union membership and sector, 1995, 2010 and millions non-members (public sector) non-members (private sector) trade union members (public sector) trade union members (private sector) Chart 2.3: Trends in trade union densities by sector, Per cent Source: Labour Force Survey, Office for National Statistics 13
14 The trade union wage gap increased in both the private and public sectors The trade union wage gap, defined as the percentage difference in average gross hourly earnings of union members compared with non-members, is 21.6% in the public sector and 8.1% in the private sector. This is an increase of 1.7 and 0.9 percentage points respectively when compared with A number of factors influence this figure, and the size of the premium is likely to be strongly influenced by other differences in the characteristics of unionised and non-unionised employees. It should also be noted that where pay is determined by collective agreements, these apply to both unionised and nonunionised employees in the workplace (Table 2.3). 14
15 3. Personal and job characteristics Female employees are more likely to be a trade union member 55% of union members were female in 2014, up from 45% in For the thirteenth consecutive year, women were more likely than men to be a trade union member. The proportion of female employees who were in a trade union was around 28% in 2014, compared with 22% for male employees (Table 1.2b). Trade union members are increasingly older employees Older workers account for a larger proportion of union members than younger workers. About 38% of trade union member employees were aged over 50 in 2014, but 28% of employees are in this age group (Table 3.1). The proportion of trade union members aged below 50 has fallen since 1995, whilst the proportion aged above 50 has increased. Those employees with ten or more years of service make up about 52% of all union members but only 31% of all employees (Table 3.1). Chart 3.2: Age of trade union members, 1995 and 2014 Per cent Source: Labour Force Survey, Office for National Statistics Disabled employees are more likely to be union members The proportion of employees who were trade union members was higher for those classified as being disabled than non-disabled (Table 1.5). Employees who were disabled make up about 14% of all trade union members in 2014, slightly higher than the 12% of all employees in the UK who were disabled (Table 3.1). 15
16 4. Country and Regional Trends Employees in the devolved countries and the northern regions of England more likely to be trade union members Employees in Northern Ireland, Scotland and Wales are more likely to be trade union members than the UK as a whole, and employees in England are less likely. In four English regions the proportions of employees who were members of a trade union was higher than the average in England. These regions were the North East, North West, Yorkshire and the Humber and the West Midlands. The proportion of employees who were trade union members was 36% in Wales, compared with around 19% in the South East and London (Table 4.1). Chart 4.1: Trade union density by nation and region, UK employees, 2014 Source: Labour Force Survey, Office for National Statistics Membership levels down since 1995 in England, Scotland and Wales, but up in Northern Ireland Trade union membership levels in England decreased by around 587,000 between 1995 and 2014, compared with a 79,000 decrease in Scotland and a 24,000 reduction in Wales. In Northern Ireland, trade union membership levels increased 23,000 between 1995 and 2014, but the levels are still 18,000 below the 2007 peak in membership (Table 4.2). Between 1995 and 2014, the proportion of employees who were in a trade union has decreased by 7 percentage points in England and Northern Ireland. In Wales and Scotland, there was a 9 percentage point reduction. Between 2013 and 2014, the 16
17 proportion of employees who were union members remained fairly stable across all nations. Chart 4.2 shows the proportion of employees who were in a trade union across 20 geographical regions of the UK in The highest rate was 36% in Wales, whilst the lowest was 17% in Inner London (Table 4.3). Chart 4.2: Trade union membership as a proportion of employees, by region, UK employees, 2014 Source: Labour Force Survey, Office for National Statistics 17
18 Chart 4.3 shows trade union presence in the workplace for UK employees in In Wales, 55% of employees had a trade union presence in the workplace, which was the highest rate within the UK. Of the English regions, the highest rate was seen in Tyne and Wear at 52%. The lowest rate observed was in Inner London, where 31% of employees had a trade union present at their workplace (Table 4.3). Chart 4.3: Trade union presence in the workplace by region, 2014 Source: Labour Force Survey, Office for National Statistics 18
19 Chart 4.4 shows trade union collective agreement coverage for UK employees in This shows that Northern Ireland had the highest proportion of employees covered at 46%. Inner London again had the lowest coverage at 18% (Table 4.3). Chart 4.4: Collective agreement coverage by region, 2014 Source: Labour Force Survey, Office for National Statistics 19
20 Tables 1. Long term and recent trends Table 1.1 Trade union membership, UK, 1892 to Trade union members Trade union members Thousands Trade union members , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , ,444 Table source: Department of Employment Statistics Division ( ); Certification Office ( ). For more information on this series see the technical note and the Certification Office s Annual Reports. 20
21 Table 1.2a Trade union membership levels, employees, 1989 to 2013 Thousands United Kingdom Great Britain All employees Male Female All employees , , , , , , ,113 3,922 3,191 6, ,961 3,766 3,195 6, ,900 3,723 3,177 6, ,932 3,717 3,214 6, ,978 3,748 3,231 6, ,119 3,752 3,367 6, ,044 3,691 3,353 6, ,030 3,606 3,423 6, ,119 3,611 3,508 6, ,080 3,572 3,508 6, ,083 3,486 3,597 6, ,059 3,445 3,614 6, ,051 3,394 3,657 6, ,928 3,293 3,636 6, ,770 3,134 3,636 6, ,589 2,989 3,600 6, ,447 2,931 3,516 6, ,506 2,951 3,555 6, ,486 2,933 3,553 6, ,446 2,897 3,548 6,205 Table source: Labour Force Survey, Office for National Statistics Table notes: 1. Membership levels are based on the methodology described in the technical note 2. There was a small data issue with the LFS questionnaire in Northern Ireland in 1997 causing an undercount of up to 10,000 union members or 0.1 percentage points (see technical note for an explanation) 21
22 Table 1.2b Trade union membership as a proportion of employees, 1989 to 2013 Per cent, not seasonally adjusted United Kingdom Great Britain All employees Male Female All employees Table source: Labour Force Survey, Office for National Statistics Table notes: 1. There was a small data issue with the LFS questionnaire in Northern Ireland in 1997 causing an undercount of up to 10,000 union members or 0.1 percentage points (see technical note for an explanation) 22
23 Table 1.3a Trade union membership levels, in employment, 1989 to 2013 Thousands United Kingdom Great Britain All in Male Female All in employment employment , , , , , , ,393 4,138 3,255 7, ,266 4,004 3,262 7, ,185 3,921 3,264 6, ,188 3,909 3,279 6, ,291 3,973 3,318 7, ,408 3,947 3,461 7, ,341 3,911 3,430 7, ,300 3,789 3,511 7, ,447 3,842 3,604 7, ,363 3,764 3,599 7, ,390 3,719 3,672 7, ,390 3,661 3,728 7, ,371 3,618 3,753 7, ,265 3,534 3,731 7, ,103 3,356 3,747 6, ,896 3,194 3,702 6, ,741 3,120 3,621 6, ,809 3,159 3,650 6, ,780 3,141 3,639 6, ,750 3,090 3,660 6,501 Table source: Labour Force Survey, Office for National Statistics Table notes: 1. Membership levels are based on the methodology described in the technical note 2. There was a small data issue with the LFS questionnaire in Northern Ireland in 1997 causing an undercount of up to 10,000 union members or 0.1 percentage points (see technical note for an explanation) 23
24 Table 1.3b Trade union membership as a proportion of those in employment, 1989 to 2013 Per cent, not seasonally adjusted United Kingdom Great Britain All in Male Female All in employment employment Table source: Labour Force Survey, Office for National Statistics Table notes: 1. There was a small data issue with the LFS questionnaire in Northern Ireland in 1997 causing an undercount of up to 10,000 union members or 0.1 percentage points (see technical note for an explanation) 24
25 Table 1.4 Trade union membership as a proportion of employees, by gender, full/ part time and permanent/ temporary status, 2013 Per cent, not seasonally adjusted Gender Full time/ part time Permanent/temporary All Male Female Full-time Part-time Permanent Temporary All employees Age bands 16 to to to plus Sector Private Public Occupation 1 Managers, Directors And Senior Officials * Professional Occupations Associate Professional And Technical Occupations Administrative And Secretarial * Occupations Skilled Trades Occupations * Caring, Leisure And Other Service Occupations Sales And Customer Service Occupations * Process, Plant And Machine Operatives Elementary Occupations * Industry 2 Agriculture, forestry and fishing * * * *.0 * * Mining and quarrying * 17.9 * 18.9 * Manufacturing * Electricity, gas, steam and air conditioning * 40.7 * supply Water supply, sewerage, waste * 30.2 * 29.4 * management and remediation activities Construction * 14.0 * Wholesale and retail trade; repair of motor * vehicles and motorcycles Transportation and storage * Accommodation and food service * activities Information and communication * 11.4 * Financial and insurance activities * Real estate activities * 10.0 * 9.2 * Professional, scientific and technical * activities Administrative and support service * activities Public administration and defence; compulsory social security Education Human health and social work activities Arts, entertainment and recreation * Other service activities * Table source: Labour Force Survey, Office for National Statistics Table notes: 1. Based on Standard Occupational Classification Based on Standard Industrial Classification
26 Table 1.5 Trade union membership as a proportion of employees by personal, work and job characteristics, 2013 Per cent, not seasonally adjusted Gender Full-time / part-time All Male Female Full-time Part-time All employees Ethnicity White Mixed Asian or Asian British Black or Black British Chinese or other ethnic group Nationality UK, British Other Country of Birth UK Other Disability Disabled Not disabled Highest qualification Degree or equivalent Other higher education A-level or equivalent GCSE grades A-C or equivalent Other qualifications No qualification Dependent children No dependent children Dependent child under six Dependent child six or over Workplace size Less than or more Managerial status Manager Foreman or supervisor Not manager or supervisor Flexible working hours Flexible working hours Not flexible working hours Length of service Less than 1 year Between 1 and 2 years Between 2 and 5 years Between 5 and 10 years Between 10 and 20 years years or more Permanent or temporary status Permanent Temporary Weekly earnings in main job Less than to to and above * Table source: Labour Force Survey, Office for National Statistics 26
27 Table 1.6 Trade union membership as a proportion of employees, by age group and gender, 1995 to 2013 Per cent, not seasonally adjusted All employees to to to to to to to to to to to 69 * Over 70 * * * 9.3 * Male to to to to to to to to to to to 69 * Over 70 * * * * * * * * * Female to * * * to to to to to to to to to to 69 * Over 70 * * * * * * * * * * 14.6 Table source: Labour Force Survey, Office for National Statistics 27
28 Table 1.7a Trade union membership as a proportion of employees by major occupation group and gender, 2005 to 2010 Per cent, not seasonally adjusted All employees Managers and Senior Officials Professional occupations Associate Professional and Technical Administrative and Secretarial Skilled Trades Occupations Personal Service Occupations Sales and Customer Service Occupations Process, Plant and Machine Operatives Elementary Occupations Male Managers and Senior Officials Professional occupations Associate Professional and Technical Administrative and Secretarial Skilled Trades Occupations Personal Service Occupations Sales and Customer Service Occupations Process, Plant and Machine Operatives Elementary Occupations Female Managers and Senior Officials Professional occupations Associate Professional and Technical Administrative and Secretarial Skilled Trades Occupations Personal Service Occupations Sales and Customer Service Occupations Process, Plant and Machine Operatives Elementary Occupations Table source: Labour Force Survey, Office for National Statistics Table notes: 1. Based on Standard Occupational Classification 2000, figures for 2011 to 2014, using SOC 2010, are shown in table 1.7b 28
29 Table 1.7b Trade union membership as a proportion of employees, by major occupation group and gender, 2011 to 2013 Per cent, not seasonally adjusted All employees Managers, Directors And Senior Officials Professional Occupations Associate Professional And Technical Administrative And Secretarial Occupations Skilled Trades Occupations Caring, Leisure And Other Service Occupations Sales And Customer Service Occupations Process, Plant And Machine Operatives Elementary Occupations Male Managers, Directors And Senior Officials Professional Occupations Associate Professional And Technical Administrative And Secretarial Occupations Skilled Trades Occupations Caring, Leisure And Other Service Occupations Sales And Customer Service Occupations Process, Plant And Machine Operatives Elementary Occupations Female Managers, Directors And Senior Officials Professional Occupations Associate Professional And Technical Administrative And Secretarial Occupations Skilled Trades Occupations Caring, Leisure And Other Service Occupations Sales And Customer Service Occupations Process, Plant And Machine Operatives Elementary Occupations Table source: Labour Force Survey, Office for National Statistics Table notes: 1. Year on year changes are subject to rounding error 2. Based on Standard Occupational Classification 2010, figures for 2005 to 2010, using Standard Occupational Classification 2000, are shown in table 1.7a 29
30 Table 1.8 Trade union membership as a proportion of employees, by industry and gender, 1995 to 2013 Per cent, not seasonally adjusted All employees Agriculture, forestry and fishing 8.0 * * * * * * * Mining and quarrying Manufacturing Electricity, gas, steam and air conditioning supply Water supply, sewerage, waste management and remediation activities Construction Wholesale and retail trade; repair of motor vehicles and motorcycles Transportation and storage Accommodation and food service activities Information and communication Financial and insurance activities Real estate activities * Professional, scientific and technical activities Administrative and support service activities Public administration and defence; compulsory social security Education Human health and social work activities Arts, entertainment and recreation Other service activities Male Agriculture, forestry and fishing * * * * * * * * Mining and quarrying Manufacturing Electricity, gas, steam and air conditioning supply Water supply, sewerage, waste management and remediation activities Construction Wholesale and retail trade; repair of motor vehicles and motorcycles Transportation and storage Accommodation and food service activities Information and communication Financial and insurance activities Real estate activities * * * 11.5 Professional, scientific and technical activities Administrative and support service activities Public administration and defence; compulsory social security Education Human health and social work activities Arts, entertainment and recreation Other service activities
31 Per cent, not seasonally adjusted Female Agriculture, forestry and fishing * * * * * * * * Mining and quarrying * * * * * * * * Manufacturing Electricity, gas, steam and air conditioning supply * Water supply, sewerage, waste management and remediation activities * * * * * * * * Construction Wholesale and retail trade; repair of motor vehicles and motorcycles Transportation and storage Accommodation and food service activities Information and communication Financial and insurance activities Real estate activities * * * * Professional, scientific and technical activities Administrative and support service activities Public administration and defence; compulsory social security Education Human health and social work activities Arts, entertainment and recreation Other service activities Table source: Labour Force Survey, Office for National Statistics Table notes: 1. Based on Standard Industrial Classification Trade union membership levels by industry are presented in table
32 Table 1.9 Average hourly earnings by union status, 2013 s, Not seasonally adjusted Trade union membership All employees Member Non Member Per cent, not seasonally adjusted Trade Union Wage Premium (%) All employees Gender Male Female Age bands 16 to to to plus Occupation 1 Managers, Directors And Senior Officials Professional Occupations Associate Professional And Technical Occupations Administrative And Secretarial Occupations Skilled Trades Occupations Caring, Leisure And Other Service Occupations Sales And Customer Service Occupations Process, Plant And Machine Operatives Elementary Occupations Industry 2 Agriculture, forestry and fishing 9.13 * 9.00 * Mining and quarrying * * Manufacturing Electricity, gas, steam and air conditioning supply Water supply, sewerage, waste management and remediation activities Construction Wholesale and retail trade; repair of motor vehicles and motorcycles Transportation and storage Accommodation and food service activities Information and communication Financial and insurance activities Real estate activities * * Professional, scientific and technical activities Administrative and support service activities Public administration and defence; compulsory social security Education Human health and social work activities Arts, entertainment and recreation Other service activities Table source: Labour Force Survey, Office for National Statistics Table notes: 1. Based on Standard Occupational Classification Based on Standard Industrial Classification