Conference Agenda

Global energy transitions, particularly the shift away from coal, are driving significant changes in labor markets, with profound implications for workers in coal-dependent regions. In this context, trade unions are pivotal actors in advocating for just transitions that ensure socio-economic support for affected workers, promote economic diversification, and facilitate inclusive, participatory decision-making processes. Drawing from comprehensive empirical research, this paper critically examines the evolving role of trade unions in shaping just transitions in India.

The paper addresses two key research questions: First, how can trade unions in India can lay claims in emerging energy systems while maintaining their influence in India’s coal sector? Second, what are the key stakeholders shaping trade union agendas on just transitions, and how do these interactions influence outcomes?

The study employs a rigorous mixed-methods approach. I have conducted 37 in-depth, semi-structured interviews with union leaders, policymakers, and experts across India's coal regions. This is complemented by a unique, primary dataset of 500 union-led grievances filed in coal belts from 2015 to 2024, providing a longitudinal perspective on labor issues, union demands, and evolving priorities. Additionally, the research integrates document analysis of union charters, meeting minutes, and reports, along with media and policy analysis to contextualize union activities within broader socio-political and economic dynamics. The analysis applies the power resources approach (PRA) and frameworks from the political economy of coal to examine how unions mobilize resources, build alliances, and negotiate with stakeholders.

The findings indicate that the revival of the PRA provides trade unions with opportunities to assert their influence in emerging energy sectors. Unions can advocate for employment in these sectors and address the needs of informal workers, as both the coal and renewable energy industries in India are characterized by a high degree of informality. Unions are uniquely positioned to contribute insights into supply chain data, worker skill sets, and the socioeconomic dependence on coal due to their close connection with workers. The study also reveals that unions are expanding their agenda to include broader community concerns and actively engaging with local governments, civil society organizations, and other stakeholders to influence transition planning in some way advocating social movement unionism.

This paper makes a significant contribution to the literature by presenting the first comprehensive empirical dataset on grievances addressed by trade unions in India’s coal regions and their role and influence in both existing coal-dependent labor markets and the emerging renewable energy sector.

Climate change disproportionately impacts workers’ livelihoods. Over 1 billion agricultural workers and 66 million textile workers across the world suffer from heat stress, exposure to air pollution, and other extreme weather events (ILO, 2019). This paper studies the presence of “green clauses” and comments related to environmental policies in Collective Bargaining Agreements (CBAs) using the WageIndicator CBA database (2025). Cross-Continental (Asia, Europe, Africa, North and South America) analysis of 2,644 CBAs across 67 countries shows that only 148 CBAs (or 5.6%) had a green clause, only 15 CBAs (or 0.56%) had comments related to environmental policies, and only 34 CBAs (or 1.28%) included training programs related to the introduction of green practices at work. Almost half of all CBAs with green clauses were associated with the manufacturing sector, and only 5.4% of CBAs with green clauses were negotiated for workers in agriculture. We find that green clauses advocate for workers to receive a monthly pollution allowance (a “dirt allowance”) and practical training for human resources development in the context of the green economy. This paper makes two primary policy recommendations — to include more comprehensive green clauses in CBAs, and for green clauses to center workers instead of the environmental impact of their labour.

Introduction

The increasing diffusion of digital technologies and the institutional pressure towards electric mobility represent two crucial challenges for unions in the automotive sector, especially in Europe. In this context, it is particularly interesting to look at the case of France and Italy. Despite the existence of a strong tradition of collective bargaining in both countries, over the last decades unions have been weakened by the emergence of large international companies, the deregulation of labour market and the continuing decentralisation of collective bargaining. Studying union action at the company level in the face of the so-called “just transition” is therefore essential to understanding its concrete impacts on labour, not only in terms of potential unemployment, but also in terms of working conditions and workers’ rights.

Research question

What are in practice the strategies adopted by trade unions in companies dealing with the digital and ecological transition? What interests do they defend? What power resource do they rely on, and what compromises are they willing to make?

Methodology

The empirical analysis is based on different and complementary data. Between May and November 2023, around 50 interviews were conducted with managers, workers and unionists in 1 major car manufacturer, 1 luxury car manufacturer and 2 first-tier component firms. In addition, in-depth visits were made to the plants, and relevant documents were collected. In particular, the analysis of collective bargaining agreements was crucial to assess the degree of workers’ agency and the importance of social dialogue in resisting or adapting to the double transition.

Contribution to the literature and findings

Our findings show that, when faced with processes of digitalisation and decarbonisation at company level, unions lack the resources to shape and directly influence them. As a result, they often have to choose between accompanying the transition and accepting – also through collective bargaining – its most ‘unfair’ consequences, or resisting, when such processes jeopardise jobs.

When they are not faced with such a brutal alternative, unions seem to focus on traditional bargaining agenda interpreting the e-mobility transition as ‘just’ another transition in the industry. Even in cases where they have established favourable power relations, unions at the company level often seem to lack both the vision to play a proactive role and the institutional leverage to influence the strategic choices of their companies.

Work regulation is challenged by employers using new technologies: people lose their jobs. Digitalisation including AI can be used to amplify workers’ voices and to help to improve performance (Kochan et al.,2024). Digitalisation may boost productivity, but also raise challenges to achieving decent work. Digitalisation can be implemented to have positive outcomes for workers. But employers may also use digitalisation to precipitate negative outcomes (e.g. to detract from human dignity at work).

Hence it is worth considering employers’ digitalisation strategies and their implications for worker voice – an indicator of decent work. It is important to evaluate the potential of digitalisation including for fostering cooperation, innovation, productivity and well-being. The issues are important for employers, workers, unions, governments and regulators.

Research questions

Which jobs are being created and lost? To what extent are employers using digitalisation for training, management by algorithms, skills, surveillance, dispute resolution, health and safety? How involved are workers in decisions around digitalisation, workforce composition, working hours and remote working? How does digitalisation affect the quality of management-worker relations?

Methodology

Our UK partners conducted a nationally representative survey of employers including those in informal and formal sectors. We conducted a similar large survey of employers across all sectors in Australia. Both surveys focus on managers’ views and experiences of digitalisation. They yield novel and comparable data.

Contribution to literature and findings

We compare our findings especially with UK data. Both countries have experienced neoliberal changes to work contexts. This has constrained unions. We compare employers’ strategies and the institutions including regulation, training and collective bargaining. We examine employers’ choices as they adopt digitalisation. We draw on theories from political economy and comparative employment relations.

We contrast rhetoric and realities of digitalisation in workplaces. We contribute to the literature on new technologies, work, and regulation by contrasting two similar countries. Our conclusions include discussion of policy implications and proposals.

Reference

Kochan, T. A. et al., 2024. An integrated strategy for technology design and implementation. Unpublished paper, MIT, Cambridge.