Resisting precarity in the 21st century- Case Study Update


Published on

Published in: Education, News & Politics, Career
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide
  • Hotel Workers Co-op part of revitalization of one of Toronto’s poverty pockets; building was negotiated by city councillor for hotel workers in the downtown core with the intention of a training facility on the ground floor. The co-op houses families of 70 hotel workers in 1, 2 and 3 bedroom units, co-op board that works closely with union and restaurant management. Some of the units are market rent, others subsidized by Toronto Community Housing, which owns the building.Restaurant opened in December, one of 25 top eating places in Toronto in Now magazine, first week of April; training facility for incumbent workers and new entrants; off-site training has taken place in literacy and basic skills, computer skills; room attending; banquet skills; Hawthorne is a social enterprise, profits go back into the restaurant; it is supported by local 75 and has grants from the city and local foundations to provide on-site training in food and beverage service and basic culinary skills.
  • Started as response to September 11, 2011 by employees of Windows on the World at World Trade Centre to improve conditions in industry. Focus on 3 areas; research and advocacy, workplace justice campaigns, and promoting a high-road approach to profitability, similar to the work in Toronto. Professor Steve Tufts, at York, has examined the hotel workers efforts in Toronto and, in “Hospitality Unionism and labour market adjustment” says,
  • Living wage – ensuring that people are not living on or below the poverty line and don’t have to manage 2 or even 3 precarious jobsHealth workplace – has paid sick days, vacation and helath insuranceTraining that is portable and transferable and allows workers to move around in the industry; for example, banquet servers are a very sought after position; or moving from back of house (kitchen or room attendant to front of house – reception)
  • Kwentong Bayan: Labour of Love-Comic Book :is a community-based comic book project created by Jo SiMalayaAlcampo (writer) and Althea Balmes (illustrator) in collaboration with Filipina migrant workers in the Live-in Caregiver Program. www.lcpcomicbook.comKwentongBuhayPinay: Stories of Filipino Women’s Livesis a writing competition featuring stories written and performed by Filipina live-in caregivers. The Nanny Project: is a bookwork of portraits of nine Filipina domestic workers and artwork created by the children in their care, as well as audio excerpts of interviews.This work is a collaborative project between artist, Marissa Largo, and Filipina domestic workers
  • Resisting precarity in the 21st century- Case Study Update

    1. 1. Resisting Precarity in the21st CenturyPEPSO Meeting, April 24, 2013A COMMUNITY-UNIVERSITY RESEARCH ALLIANCE, LED BY:By: Peter Brogan, Jenny Carson, Philip Kelly, Cammie Peirce, SupriyaLatchman, Conely de Leon, Karen Charnow Lior, Myer Siemiatycki
    2. 2. PEPSO CASE STUDY 2:Collective Responses to Precarity2• The potential of unions to improve the conditions of workers in precariousemployment• Effectiveness of social movement/living wage campaigns in supporting precariousworkers• Role and capacity of alternate forms of work relations to raise working and livingstandards
    3. 3. Toronto Cleaners Push Back:Collective Responses from Unions, Workers and the Labour-CommunityJenny Carson, Supriya Latchman & Myer Siemiatycki,Ryerson University“…Just because we pick up dirt,doesn‟t mean we should betreated like dirt”Nezrene Edwards3
    4. 4. Pushing back against:Ford‟s „Gravy Train‟• Rob Ford ElectedMayor, November2010• Ford announces planto cut 110 policecleaners jobs, June2011• KPMG Reportreleased, July 20114
    5. 5. City Cleaners: “The Punching Bags”The most vulnerable targets• City of Toronto employs 1,100 cleaners• 110 cleaners work in Police stations• Wages are nearly 50% lower in the private sector and no benefits• Private cleaning sector: bidding and subcontracting characterized asa “Dog eat dog sector”5
    6. 6. Justice and Dignity for CleanersCampaign, September 2011:A Progressive labour-community response6Main Goals:1. Stop the outsourcingof cleaning jobs2. Start a dialogue aboutwhat type of employerthe City of Torontoshould be3. Promote democracyand transparency ofdecision making atCity Hall4. Make labour/unionissues moral issues
    7. 7. Collective Responses on different frontsNov.2010Rob Ford Electedas Mayor for City ofTorontoJuly 2011KPMG Report issuesCore ServicesReviewJan. 2012City CouncilBudgetCommitteepropose cuts tocity servicesSept.2011Justice for Dignityand CleanersCampaign launchedJuly 2010-Sept.2011Labour –communitypush back in ‘PublicServices for AllCampaign’June 2011Toronto PoliceService CleanersContracted outSept.2011-April2012Justice for Dignityand CleanersCampaign lobbyCity Council viadeputations andRally for RespectApril 12, 2012City council votes29:21 to prevent CityManagement fromawarding contractsfor cleaning servicewithout Councilapproval.
    8. 8. “A Qualified Success”:Outcomes and Analysis• April 11, 2012- City council votes 29:12 to reclaimfinal decision over further contracting out ofcleaning services• Slows momentum and potentially stops furthercontracting out of cleaners• Brought transparency and accountability tocontracting out decisions• Challenge of sustaining fight back coalitions• Success in re-framing the debate through a broadcommunity-labour coalition8
    9. 9. Hotel Workers Rising:Collective Responses through local worker-led enterprisesKaren Charnow Lior & Peter BroganToronto Workforce Innovation Group9
    10. 10. Hotel Workers‟ Training Centre:A Hospitality Unionism and LabourMarket Adjustment Approach10Hawthorne Food and Drink:A „High Road‟ Approach60 Richmond Street East, Toronto ON
    11. 11. Speaking with your fork:Restaurant Opportunities Centre (ROC)11Source: ROC United, New York City
    12. 12. Taking the „High Road‟: Three-fold12Providing aliving wageMaintaininga HealthyworkplaceDevelopingtraining andinternalpromotionpolicies to createcareer laddersand stabilize avery precariousworkforce
    13. 13. The „High Road‟ Approach:Achievements and ObstaclesWhere we Are• Demonstrating that thesestrategies do positively impactthe lives of workers• Understanding the challengesand pitfalls of a “high road”training strategy• Bringing the key actors – labourand management together tosupport industry-based trainingand developmentWhere we hope to go• Worker-owned, up-scale restaurantsthat are competitive, market-valueand sustainable• Collective agreements that ensureworkers have a living wage, benefits,health insurance, job security andaccess to training• Campaigns that make conditions inthe industry visible and bringworkers together1313
    14. 14. Live-In Caregivers:Collective Responses to Precarity through Cultural ProductionConely de Leon and Philip KellyYork University14
    15. 15. The Live-In Caregiver Program &Precarious Employment15Live-inrequirementrenderscontractualconditionslargelyunenforcedIntegration into“open” labourforce in low paidand insecureemploymentImpact on Qualityof Work, Life &Community WellbeingPredominantlywomen fromthe PhilippinesIncreasinglevels ofeducationIncreasingnumbers,peaking in2007/2010Labour forceEstablished,1993Requires 24months of live-in employmentOpen WorkPermit, thenPermanentResidencyLCP
    16. 16. The Role of Cultural Production asCollective Response• The creation of collaborative endeavours• Awareness of common experiences/concerns• Increasing consciousness of structural contexts• Facilitating individual agency• Fostering wider awareness• The art of persuasion• Varied forms of artistic creation andcollaboration16
    17. 17. Live-in Caregivers:Collective Cultural Responses from Filipino Nannies & CommunityKwentong Bayan: Labourof Love-Comic Book17Kwentong Buhay Pinay –Story TellingThe Nanny Project
    18. 18. THANK YOUMyer Siemiatycki, msiemiatycki@politics.ryerson.caJenny Carson, jcarson@history.ryerson.caKaren Charnow Lior, karen@workforceinnovation.caPhilip Kelly, pfkelly@yorku.cawww.pepso.capepso@mcmaster.ca18