Government withdrawal of ESOL funding for people in work has made UNISON’s ability to organise workplace ESOL classes increasingly challenging.
However, UNISON can still play an important role in supporting ESOL learners and ESOL learning in the workplace. UNISON is in a great position to bring employers, providers and learners together so our role in negotiating a programme of formal as well as non-formal workplace ESOL should not be underestimated.
UNISON has access to workplaces and workers. We understand our members’ needs. We are able to offer ongoing support for learning which aids recruitment and retention (something of concern to learning providers). And we understand how workplace ESOL learning benefits employers and can make this case to managers. UNISON learning reps, activists and organisers are also in a strong position to facilitate and support workplace ESOL learning ourselves.
An effective partnership between UNISON, the employer and (where they are involved) the provider is the foundation of delivering a successful ESOL programme. The best way to do this is through a joint agreement setting out the key features of the programme and the roles and responsibilities of each partner. It is ideal to have this embedded in a signed learning agreement.
Before reaching an agreement with the employer and (where they are involved) a learning provider, find out what is available locally and assess what is possible to negotiate. UNISON has a national partnership with the Workers’ Educational Association (WEA) so contact your regional education team to see what WEA can deliver in your region. It is also worthwhile having a chat with your local college, adult education service, and community organisations about what they can offer ESOL learners in the workplace, or elsewhere. All learning providers have individual funding contracts and agreements so while some may be able to deliver free and flexible English classes for people in work, others may not.
Employer benefits
- improved health and safety
- better integration and social cohesion in the workplace
- improved communication and team working
- improved efficiency – fewer mistakes, better use of time
- improved staff retention and reduced absenteeism
Potential bargaining goals
- employer to support building a network of ULRs with the recognition and time needed to support English language learning in the workplace
- employer to pay all costs of providing a programme of support for ESOL
- paid time off for ESOL learning. If not full time, perhaps 50-50 matched time between employer and employee if classes and/or support sessions are held at shift start or end
- use of the workplace as a venue for ESOL activities and classes
- ESOL incorporated into in-house staff training programmes
Discussion with learning provider
- course cost and available funding. Some learning providers draw down Functional Skills funding from government to run ESOL classes for ESOL learners. Some providers can access European Social Fund money to support low-paid workers
- timing and length of the ESOL course
- minimum learner number requirements
- course content: relevant language, materials, context, values
- teaching methods – especially if classes will have mixed level learners
- experience of workplace ESOL and working in partnership with UNISON
- initial assessments, end of course assessments, and progression routes
For detailed information about negotiating a learning agreement, take a look at Unionlearn’s Delivering Better Learning Agreements
And for further information on negotiating for ESOL in a local learning agreement, take a look at Unionlearn’s Negotiator’s Brief for ESOL
Back to overview of ESOL support
Photograph © Jess Hurd/reportdigital.co.uk