Learning Representatives

The project is an initiative of the CTU but we must also acknowledge the role of the UK TUC in getting us started. Three years ago the then General Secretary, John Monks enthusiastically advised us of the success of the UK Union Learning Representatives scheme. Since then the TUC has continued a dialogue with us as we have promoted a similar scheme here. We have present at this launch Judith Swift the National Development Worker with the UK Learning Representative Project.

The Learning Representatives project is huge. Although this year we are only putting the first small pieces into place it is actually the start of a major culture change involving workers, companies and state enterprises. This is a beginning of a culture of life long learning; an area where New Zealand lags behind both Europe and Asia. No-one any longer can afford to have the view that work is what happens when you've finished education. This is particularly so when we know that 80 per cent of the workforce of 2015 is already in the workforce so if we want to upskill the workforce we need to have a solid focus on learning at work.

Of course that concept absolutely depends upon employee buy in. Being required to meet the enterprise's current training needs might ensure compliance from workers but it isn't going to trigger a passion for learning. The Learning Reps programme can tap into workers aspirations and use the motivation of opportunity, personal growth and sometimes second chance, to build the culture change we need.

The project's goals are strictly aligned with those of the TEC - to promote quality formal learning in the workplace leading to full portable qualifications.

If you ask any group of workers what are the most important issues at work (and this of course is something we do every day) nearly all the answers have a link to training - recognition - opportunity - job stability - a future in the job - respect at work - quality jobs - pay progression - participation and inclusion. They mightn't always use those labels but that's what it is about. Learning Reps can help people plan a pathway to those goals. And for employers there is now ample evidence that comprehensive training programmes lead directly to higher workplace morale, lower absenteeism, lower turnover, higher productivity and effective working relationships.

At the same time, some of our discussions with workers as we have lead up to tonight's launch have revealed a small number who have expressed nervousness over the idea of broadening their education beyond the tasks of the job. Statements like "if I start learning problem solving what's my supervisor going to think? She'll see me as wanting to take over her job." And even "if I start learning more than just how to work my machine the blokes in the pressing room will think I'm after their jobs".

I don't doubt for a second that these are valid concerns, but they seem to reflect more the views of Henry Ford than a New Zealand that still remembers (albeit vaguely) the Workplace New Zealand conferences and the drive for structural reform of work and the role of learning in that reform, and, far more important, the urgency of that reform.

So we see the Learning Reps project as a fundamental part of a careful building of a learning culture at work with spin-offs affecting the whole structure of work and workplace relationships. That means creating the learning workplace - where innovation and ideas are encouraged and participation is rewarded. Where there is time for learning, where the balance between life and work is achieved, and where there is equity in access in access to learning. There has been remarkable growth in female participation in formal learning, but there are still significant areas of work where the men get training and the women do what comes naturally.

In developing the project we have clearly identified literacy issues - where individual progression is clearly hampered by levels of literacy and foundation skills that are inadequate for the modern workplace with its self managing teams, data systems, and compliance responsibilities. Learning reps can help workers to catch up on the missing skills. (And we acknowledge the working relationship the project already has with Workbase).

So how are we going to do it? Some of the answer has to be "watch this space as the project grows". Its implementation will be different in each industry and each enterprise, because it will be designed to meet particular needs.

It will also continue as it started - a partnership arrangement where workers, their unions and employers come to an agreement on how it will work in each workplace and how the greatest benefits can be gained for all.

Fundamental to the success of the project is the role of the representatives. The representatives like Health and Safety representatives are important because they will have the confidence of their workmates, will understand the issues of their peers and will therefore be able to promote that learning has a wide range of benefits both for individuals and the workplace or industry as a whole in a way that makes sense to the workforce. The CTU strongly believes that the role of representatives - union representatives, health and safety representatives and learning representatives - is vital in creating more successful, participative, modern workplaces which will enable us to move forward as a country.

Through the project the CTU will provide extensive training for reps. At first this will be through employment relations education as a basic understanding of the role is developed. Then reps will be able to move onto more formal training leading to the credit of three unit standards. As the project develops training and support will grow, and the bulk of TEC funding is attached to the training programme.

And the ultimate goal? I've talked about the impact we hope for in each learning enterprise. Beyond that there is the big picture goal. We are looking towards:

• thriving industries with a strong learning culture shared by employer and employee alike.
• a shared commitment to productivity and growth
• workers and unions as social partners with government and business in economic and social development.
• decent work, high skills, high wages, secure jobs.

Today we celebrate the beginning.