In a troubling development for one of the UK’s largest trade unions, the GMB is facing the prospect of a formal complaint to the Equality and Human Rights Commission (EHRC) over allegations of pervasive sexism and bullying within the organization. A group of current and former GMB staff and members are preparing to argue that the union has failed to adequately investigate claims of sexual harassment and bullying, potentially breaching its duties under the Equality Act.
The allegations, which have emerged from multiple former GMB employees in recent days, paint a picture of an organization that has struggled to address deep-seated issues of misogyny and harassment, despite promises of reform in the wake of a damning independent report four years ago. According to union insiders, several senior women have been given payoffs upon leaving their roles, suggesting a pattern of women being bullied out of their positions.
Calls for Independent Inquiry Grow
The push for an EHRC investigation comes in the shadow of a highly critical 2020 report by barrister Karon Monaghan, which described the GMB as “institutionally sexist.” The report, commissioned by the union itself, concluded that “bullying, misogyny, cronyism and sexual harassment are endemic within the GMB,” and pointed to a culture of “heavy drinking and late-night socialising, salacious gossip and a lack of professionalism.”
Despite the scathing assessment, many within the union believe that little has changed in the intervening years. As one current GMB employee put it, “Very little has changed since the Monaghan report and in many people’s views it has actually got worse.” This sentiment is echoed by those planning to file the EHRC complaint, with one former staffer stating, “What we are looking at is a pattern of abuse and misapplication of the GMB’s policies on equalities.”
Union Denies Claims, Touts Reforms
For its part, the GMB has vigorously denied the allegations, with a spokesperson stating, “We categorically deny claims of a bullying culture and do not recognise our union in the accounts of these former members of staff.” The union points to reforms implemented in the wake of the Monaghan report, including “stronger structures” and “stringent policies to prevent bullying behaviour.”
The spokesperson asserted that the GMB now has “clear, comprehensive and transparent procedures to fully investigate and effectively deal with any allegation of bullying, sexism or harassment,” and emphasized that such behavior “has no place in GMB and is not tolerated under any circumstances.” The union also stressed that it is member-led, with members, not officers, making the most significant decisions involving disciplinary matters and misconduct claims.
Political Implications for Labour
The brewing scandal has potentially significant implications for the Labour Party, as the GMB is a major donor and numerous cabinet ministers, including the Prime Minister and Chancellor, are members of the union. While GMB general secretary Gary Smith has written to Labour MPs and peers challenging the claims and suggesting the union is the subject of a smear campaign, several Labour MPs are said to be privately skeptical that the union has done enough to address the issues raised in the Monaghan report.
As the controversy unfolds, all eyes will be on the EHRC to see if it takes up the complaint and launches an investigation into the GMB’s handling of sexism and harassment claims. Should the watchdog find the union in breach of its Equality Act duties, the consequences could be severe, both for the GMB and for a Labour Party that has sought to position itself as a champion of workers’ rights and gender equality.
A Watershed Moment for Unions?
The GMB controversy comes at a time when trade unions are under increasing scrutiny for their handling of internal misconduct and their commitment to the principles they espouse. As the #MeToo movement has shed light on the pervasiveness of sexual harassment and discrimination in workplaces across industries, unions have not been immune to such issues.
Some observers see the potential EHRC complaint against the GMB as a watershed moment for the labor movement, one that could force unions to confront difficult questions about their own cultures and practices. As one trade union activist put it, “If we’re going to be credible advocates for workers’ rights and equality, we have to get our own house in order. We can’t defend the indefensible or sweep these issues under the rug.”
Others, however, worry that the controversy could be weaponized by those seeking to undermine unions and workers’ rights more broadly. With the GMB playing a key role in the Labour Party and in ongoing industrial disputes, there are concerns that the allegations could be used to discredit the union and weaken its bargaining power.
The Road Ahead
As the GMB braces for the potential EHRC complaint and the scrutiny that will likely follow, the union faces a critical juncture. How it responds to the allegations, and whether it can demonstrate a genuine commitment to rooting out sexism and bullying, will have profound implications not just for the GMB, but for the wider trade union movement.
For now, those planning to file the complaint are determined to hold the union accountable and to ensure that the voices of women who have allegedly been bullied, harassed, and pushed out of the GMB are heard. As one complainant put it, “We’ve tried to raise these issues internally, but we’ve been met with denial and defensiveness. It’s time for an independent body to step in and shine a light on what’s really going on.”
As the controversy unfolds, it will be a test not just of the GMB’s commitment to equality and justice, but of the wider labor movement’s ability to live up to its own ideals. In a time of rising inequality and attacks on workers’ rights, the stakes could not be higher.
