Major Wins for Museum Workers in Unionization Wave
The recent surge in unionization efforts among museums in the United States has seen significant victories. Employees at the Los Angeles County Museum of Art (LACMA), who declared their intention to unionize on October 29, achieved success in their union election on December 16 with an overwhelming 96% of the vote. Similarly, workers at the Detroit Institute of Arts (DIA) and the Metropolitan Museum of Art initiated their union campaigns on November 4 and November 17, respectively. These institutions are renowned within the museum sector, and the formation of unions has the potential to bring about substantial changes for the thousands of individuals employed at these establishments, as well as revolutionize labor-management dynamics across the industry.
The strength of their organizing efforts is evident in the fact that all union elections at private, nonprofit art museums in the US have been victorious since the onset of the current wave of unionization in 2019. Despite this track record, museum leadership continues to opt for holding elections rather than voluntarily recognizing unions, with only 21% of campaigns receiving voluntary recognition thus far. This strategy by management raises questions about their motivations, especially considering the negative repercussions such as damaging relationships with employees and tarnishing their public image.
The decision to force union elections is rooted in the desire of museum administrators to maintain control over the institution. By contesting worker eligibility and attempting to reduce the size and influence of the union, management seeks to uphold their authority within the museum. This tactic of challenging worker eligibility has been a common response from museum leaders during the current wave of unionization, as revealed through research and organizing efforts focused on museum unions.
The National Labor Relations Act (NLRA) establishes guidelines for union certification, including specific criteria for employee eligibility and exclusions. Disputes often arise around the classification of “managers” and the “guard exclusion” provision, which outlines the separation of security guards from other staff members. These legal nuances have been used by museum leadership to undermine union efforts and weaken bargaining power.
Despite the challenges posed by these legal frameworks, museum workers continue to push for unionization to address issues of wage disparity, workplace harassment, and job insecurity. The push for voluntary recognition from museum management is seen as a way to establish stronger and more inclusive unions, benefiting a diverse range of museum employees.
The recent efforts at LACMA, The Met, and DIA highlight the ongoing struggle for union recognition within the museum sector. As museum workers continue to advocate for their rights and fair treatment, the importance of voluntary recognition and collaboration between labor and management becomes increasingly evident. It is time for museum leadership to embrace inclusivity, respect workers’ rights, and support the formation of strong unions within their institutions.
