For many union workers, the role begins with passion: a chance to make a difference, fight injustice, and support working people. But once inside, the pathway forward often looks unclear. Our recent survey revealed that fewer than half of staff felt they had meaningful opportunities for progression.
The progression problem
Career development in unions is often informal. Opportunities arise when someone leaves or retires, rather than through structured planning. Training budgets are limited, mentoring inconsistent, and feedback often scarce. For early- and mid-career staff, the result is uncertainty and in some cases, disillusionment.
Why it matters
Progression is not just about pay rises or promotions. It is about motivation, skills development, and retention. Without clear pathways, talented staff may leave the movement altogether, taking their skills to other sectors. This is a loss both to unions and to members.
Structural barriers
- Flat hierarchies – small organisations mean fewer senior posts.
- Opaque processes – appointments may feel closed or pre-determined.
- Limited investment – training and development are not always prioritised.
Building real opportunities
To change this, unions need to:
- Offer structured career conversations and mentoring.
- Invest in training and development, including leadership programmes.
- Make recruitment transparent and accessible.
- Recognise progression through responsibility as well as formal promotion.
UWU’s perspective
UWU members are clear: career development must be on the agenda. The future leadership of the movement depends on investing in today’s staff. By organising together, we can push for a culture where progression is real, not mythical, and where union workers can see a future for themselves in the movement they serve.