17. Mr Hawthorne said that Unilever had consistently tried to make it known in South Africa that they were sympathetic to the recognition of Black trade unions where they were desired by a majority of their African workers. The firm had twice asked their liaison committees whether they were interested in union representa- tion: on neither occasion had the committee expressed a desire for a trade union. Unions could not be imposed on unwilling employees.
18.
Mr Hurst intervened to say that recent reports from the First Secretary (Labour) in Pretoria revealed that major overseas employers, such as Ford, General Motors, Chrysler and Volkswagen, were reconsidering their positions with regard to Black trade unions and might be moving towards recognition. A South African supermarket chain had recently concluded an agreement with a Black trade union. These developments undoubtedly reflected an increase in activity by Black trade union organisers. A possible difficulty in the way of British companies making progress lay in the use of the word "recognition". In the British context this implied both parties concluding a formal agreement. In South Africa this stage had probably not been reached: there was need for an interim and preparatory period during which managements and trade union officials could get to know each other. To this end, managements should permit and encourage trade union officials to enter their premises to discuss matters of mutual concern. Gradually, as confidence developed, managements might see benefits in trade union officials becoming associated in some way with the works and liaison committees. Training for both management and trade union officials remained a priority but ultimately it was hoped to reach a position where Black trade unions were accorded some more formal role. Mr Jones added that in discussions with British Leyland the TUC had made precisely the same point i.e. the need for managements in South Africa to get to know their union officials. A meeting in South Africa between managements and union officials would be a stimulus to the unions. Mr Hurst hoped that the CBI guidelines would reflect these points.
19. The Chairman agreed that it would be a helpful and positive step if the CBI issued guidelines since foreign firms could play a major part in encouraging the adoption of more enlightened indsutrial relations policies in South Africa. The recognition of independent Black unions was a key issue and the CBI should encourage employers in South Africa to take this step. Development of Black trade unions offered an exciting way of promoting change in South Africa and there were signs that the United States Administration took a similar view. British firms should do at least as much as American firms in exercising their influence towards peaceful change. The CBI would be relfecting the views of the British Government in plaving a positive role and they should consider the different ways in which Black trade unions might be brought into negotiations.
20. Mr Coates undertook to keep the TUC and the Overseas Labour Adviser informed of developments and let CBI members know of these discussions. Though the CBI took the view that the legislative proposals of the South African Government should be given a chance to work, he was hopeful that other changes taking place in South Africa, many of which were not immediately apparent, were broadly favourable to the development of good industrial relations practices in which Black workers would have an effective role.
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