July 24, 2020

Strike Watch: Voices from the Strike for Black Lives

Photo: Gus Moody and his co-workers in Lakeland, FL.

PIctured left: Gus and his co-workers in Lakeland, FL during the J20 Strike for Black Lives. Photo Credit: Fight for 15 Florida. 

Hundreds of workers walked out of work from coast to coast Monday, July 20th as part of coordinated Strike 4 Black Lives. Centering the Movement 4 Black Lives and 60-plus labor and community organizations, including the Service Employees International Union (SEIU), the strike (dubbed J20) included both full walkouts and 8 minute 46 second work stoppages commemorating the killing of George Floyd by police. Workers came from a range of “essential” industries, including mobile “gig”, healthcare, fast food, education, childcare and janitorial. While there were unified national demands that included the right to unionize and real corporate action to protect Black workers and repair intergenerational harms, many groups also tied in the need for tailored local responses challenging racial and economic inequality, including in response to specific and systematic discrimination incidents.

In Florida, McDonald’s workers filed a federal civil rights lawsuit in the days prior charging that the company subjected them to a "racially hostile work environment” and retaliation for speaking up. One of the workers named in the suit, Monice, is employed in a Lakeland McDonald’s, east of Tampa. She described in a video: “Back in March, I was racially discriminated against: she... told me that all Black people want is a handout. All we do is smoke weed all day and be violent, angry and upset if we don’t get what we want.” Monica clearly and calmly explained her situation, only to be then told “...but you know I’m right.” The company had been also sued in Florida in April for systemic sexual harassment, with plaintiffs from more than 100 of the locations in the state.

FJE had the opportunity to interview Augusta (who goes by Gus), another Lakeland McDonald's worker and a leader of the SEIU-backed Fight for 15 Florida who took the streets on the 20th. Alongside challenging discrimination via the lawsuit, Gus and workers are looking to pass Florida's Amendment 2, the $15 Minimum Wage Initiative, which is on the ballot as an initiated constitutional amendment this November.  Amendment 2 would increase the state's minimum wage from $8.56 in 2020 to $15.00 by 2026. Gus shared a bit about his experiences in the central Florida McDonald's where he works and what it means to be a Black worker in the US today.

What brought you to take part in the Strike for Black Lives this week?

Honestly, I want to end racism and workplace hostility and discrimination. I see the connections to racism in everyday action. In today’s society, racism looks like how you go about doing your everyday routine and treat people along the way.

For example, in my job, racial discrimination looks like when you are scheduled outside of your availability, and you go talk to your General Manager. She acts like she doesn’t have your availability at hand, and tells you to re-do your availability sheet. You do that, and she snatches the paper out of your hand, and treats you with disrespect.

Florida’s minimum wage is $8.46. I get paid $9.25. After this pandemic and really not being able to get the hours I could usually make or need — that makes life hard. You have to choose: what bill am I going to pay? I have two children I’m responsible for, and I want to give them my all. It hurts to not be able to do that. I feel like if I could make more, I could make things better for them. Maybe not great, but at least better.

What was the J20 strike like for you?

The day of the strike, we rode around the building and made our presence known: by stepping out there, out of work, we were saying, enough is enough. Do us right.

A good amount of people that showed up to support the strike and showed love. Just to be able to see those people meant a lot. I met was a lot of people willing to help — stopping to say, ‘Hey man, you need something to eat? Don’t hesitate to call me.’ I’m not saying I would take them up on it — but just them offering, and they don’t even know me? That’s what America should be about; that’s what we can be about as a country. They could have been somewhere else — but then they came to support strangers as part of a movement. They see the racism and discrimination every day on social media, on the news, they could just ignore us — so it was truly amazing to have so many people out.

Say it’s one year from now. What does success look like? How have things changed at work?

The workplace would be friendly: it would be an open from the top to the bottom. If I’m the CEO I wouldn’t feel like my position is too big to come talk to the crew trainer or the crew members. I would want there to be an equal playing ground in the workplace. General managers wouldn’t be abusing their positions because they would know someone above them would actually be holding them accountable.

What was the response from your employers at McDonald's?

For some of my coworkers that went back the next day they have been really experiencing a hard time. In America, we get punished these days for giving our opinion, for using our freedom of speech.  You can’t let it bring you down though. You have to keep saying: this isn’t right. This was my first big action, but I’lll be doing much more. Having so many organizations having your back and saying, ‘You know what, we’re not going to stand for this. This story needs to be told' — that’s an amazing feeling to have. Just being a part of [a movement] makes it all worth it.

Where do you see the connections between what you experience in your workplace and the situation with policing of Black lives?

Just like you can’t be a general manager and abuse your crew members, you can’t have someone that is there to protect and serve you end up hurting you, or end up putting you in jail for trumped up charges. The police just feel like they can just put you in jail because they have that authority, that privilege. Just like a general manager, law enforcement needs to be held to a better standard. They are the people we have to walk our communities. They are supposed to be here to help us and not just come to the situation ready to hurt us. They should not be able to hurt, harm and kill. What it comes down to though is all these people in power — they are abusing that power. That abuse goes on at a larger scale in society, but it starts in everyday life.

How do you think foundations and individuals can support?

Action is a big thing for me: you can’t just say you care. You have to show it. You have to really prove when the situation arises that you are here to really get us to better days. To get there is going to take a lot of work. We’re all going to keep having to put it in. It should have all changed day George Floyd died — yet America is still running on retaliation, discrimination and hatred.

Enough is enough. We already have a global pandemic. To continue to live as a Black person in America you not only a face a pandemic, you have society attacking you as well. We are going to have to stand together because at the end of the day, we all are going to need each other.  We need to do better in life and focus on what is right. 

And when the change comes, our workplace will be a much better organization to the public and to each other. Keeping [the strikes and actions] going is raising some eyebrows and gets people to understand, things need to change, today.

You can follow Gus and his fellow workers' continued campaign for the Fight for 15 nationally and locally  And read more about how to support the broader Movement for Black Lives here.

FJE’s Strike Watch is a regular blog and media series dedicated to providing insight on the ways in which grassroots movements build worker power through direct action. Our ultimate goal: inform philanthropic action to support worker-led power building and organizing and help bridge conversations among funders, community and research partners. We are grateful and acknowledge the many journalists and organizations that produce the content we link to regularly, and to all our participants in first-hand interviews. Questions on the content or ideas for future installments? Reach out to robert@nfg.org.

 

September 13, 2021

Welcoming IRSG's Movement Advisors

NFG's Integrated Rural Strategies Group (IRSG) launched its inaugural committee of Movement Advisors in August 2021. These Advisors will deepen IRSG's work to increase philanthropy's accountability to rural movement leaders. These seven rural leaders reflect the powerful and broad diversity of rural communities, representing a range of geographies, issues, races, cultures, and more. What these leaders and their organizations all have in common is that they are organizing and building power in rural areas. Their work is core to building and preserving a true multiracial democracy and protecting the health, safety, economic opportunity, and ability for rural communities to thrive.

While IRSG and our partners hold existing relationships with each of these seven leaders, we are honored to formalize this year-long engagement by supporting these leaders with honoraria and providing a platform to lift up their work before philanthropy. IRSG will follow the Advisors' lead and center their priorities and strategies as we design our program offerings and resources. We look forward to opportunities to build relationships among the IRSG Movement Advisors and between the Advisors and funders in our network over the twelve month duration of this engagement, and in our shared work for years to come.


  

Angel Garcia (he/him/his)

California for Pesticide Reform & CAPS (Coalition Advocating for Pesticide Safety)
Agro-Citrus Lands of  Tulare County, CA

Email: Angel@pesticidereform.org 
Website: https://www.pesticidereform.org/

Angel is the Organizing Director with Californians for Pesticide Reform and founder of the Coalition Advocating for Pesticide Safety. Born and raised in California’s San Joaquin Valley, Angel also has deep ties to the Mixtec village of San Jeronimo nestled in the foothills of the Sierra Madre in southern Mexico. His previous experience includes working with transnational indigenous communities, farmworker families and rural families in the San Joaquin Valley. Angel holds a B.A. in Latin American & Latino Studies and Politics from University of California, Santa Cruz. He is based in Tulare County and is the proud parent of two kids – Anuri and Urian.


  

Eowyn Corral (they/she)

Dakota Rural Action
Dakota/Plains Region

Email: eowync@dakotarural.org
Website: www.dakotarural.org 

Eowyn Corral, director of development and programs at Dakota Rural Action and the current chair of the National Sustainable Agriculture Coalition, has focused on local and regional food & ag policy for the last 10 years. Based in the Dakotas, the occupied lands of the Oceti Sakowin Oyate (the Great Sioux Nations), and utilizing grassroots community organizing as the foundation, Dakota Rural Action works on agricultural policy at the local, regional, national, and tribal arenas. Eowyn comes to this work via a love for fiber animals, seasonal foods, and textile arts. Originally from southern California and of Michoacán descent, Eowyn plans to find their way back to the west coast to raise animals on pasture on a multigenerational farm for the golden years of life.


  

Jaime Arredondo (he/him/él)

CAPACES Leadership Institute
Oregon

Email: jaime@capacesleadership.org 
Website: https://capacesleadership.org

Jaime is a proud immigrant from Las Ranas, Michoacan, Mexico. He has over 16 years of experience working in movement building community-based organizations. Some of his favorite roles have included: tour guide, smiles provider, peace maker, convener, agitator (with a smile), storyteller, and wannabe graphic designer and handy person.


  

Janssen Hang (he/him/his)

Hmong American Farmers Association
Midwest/Minnesota

Email: janssen@hmongfarmers.com
Website: https://www.hmongfarmers.com

Janssen Hang is the Executive Director and Co-Founder of the Hmong American Farmers Association. Janssen grew up growing, harvesting and selling vegetables for the local food economy and currently runs his family-owned value-added business making spring rolls and egg rolls at the downtown Saint Paul Farmers Market. A 2001 Saint Olaf graduate in Biology and Asian Studies, Janssen has over 20 years of experience in agriculture, 12 years in small business management, and 7 years as a licensed-real estate agent. Janssen is also one among just a few certified Hmong Mekongs (cultural broker). Janssen likes to spend his free time with his family in the outdoors.


  

Brandi Mack (she/her/we)

The Butterfly Movement
Sonora/Tuolumne County and Oakland, CA

Email: bhealthybholistic@gmail.com
Website: www.thebutterflymovement.com / www.brandimack.com

Brandi is a mother of three beautiful daughters, a Holistic Health Educator, Therapeutic Massage Therapist, Trauma-Informed Youth developer, Powerful Presenter, and Permaculture Designer. She holds a bachelor's degree in Human Service Management, and a certification from Star Hawk's Earth Activist Training. Brandi has worked and trained in holistic health and ecological sustainability with youth and adults for over 15 years. Brandi is currently the National Director of The Butterfly Movement which is committed to healing the wounds of our Soul (through Rebuilding and Re-Framing our emotional selves), planting a Seed of faith as we Regenerate and Reconnect our hearts and our hands to the earth, leading ultimately to manifestation in the Soil of our Reactivated lives!  

Currently, Brandi serves on the following boards: The North America Permaculture Magazine, Northern California Resilience Network and the Northern California Women in Permaculture.


  

Fabiola Ortiz Valdez (she/her/ella)

Food Chain Workers Alliance (FCWA)
Syracuse, NY

Email: fabiola@foodchainworkers.org 
Website: https://foodchainworkers.org

Fabiola is originally from Chihuahua, Mexico. She worked as an organizer in her home country supporting the work of Zapatista communities in Chiapas. Fabiola has worked with migrant farmworkers in the U.S. since 2009, first as a health case manager and researcher in the egg, dairy, Apple, and blueberry industries in Maine. Later she worked as a researcher and labor organizer with dairy workers in New York at the Workers Center of CNY. She has also participated and led research projects with different immigrant communities across the country. Fabiola is currently the Lead Organizer for the Food Chain Workers Alliance (FCWA), a coalition of worker-based organizations whose members plant, harvest, process, pack, transport, prepare, serve, and sell food, organizing to improve wages and working conditions for all workers along the food chain. Before joining FCWA Fabiola was an organizer for the New York immigration coalition (NYIC), an organization that advocates for immigrants rights in your state.  Fabiola currently lives in Syracuse, NY, she has a MA in Cultural Anthropology and is a Ph.D. candidate in Anthropology from Syracuse University. 


  

Julianne Jackson (she/her/they/them)

Partnership for Safety and Justice
Oregon

Email: julianne@safetyandjustice.org
Website: https://safetyandjustice.org

Julianne is a mom, survivor, and racial justice advocate who uses her voice to speak up for change. She is the founder of Black Joy Oregon, a grassroots advocacy group that promotes Black joy, female leadership development, and culture throughout Oregon. Prior to joining Partnership for Safety & Justice, Julianne worked in social services, mental health, and community education. She also has experience as an organizer in the labor movement, and she has served as committee chair for the Salem-Keizer NAACP. In her role at PSJ, she will continue to work tirelessly to advance racial and economic justice locally and across the state. In her off-time, you can find her performing as a singer songwriter and traveling Oregon.
 

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September 5, 2021

Reflections on Labor Day with Larry Williams, Jr. of UnionBase

This Labor Day, NFG’s Director of the Funders for a Just Economy program, Manisha Vaze, met with Larry Williams, Jr., Cofounder of UnionBase, and formerly a Labor and Just Transition Coordinator at the Sierra Club and President of the Progressive Workers Union. In this interview, Manisha and Larry talked about Larry’s work and his vision for the labor movement and for building worker power.  


 
Can you start off by sharing the story of why you started UnionBase? What is the central issue you are hoping to address with Unionbase?

UnionBase is a company and tech platform focused on improving the labor movement and accelerating it’s growth. We’ve been around since 2015 and started as a search engine for unions. Based on user feedback we pivoted to becoming a communication and education platform, building the tools workers need to build power in their workplace. As we started supporting workers we realized there is a serious need for educational content on how to organize and build power in the workplace. As a result we started a magazine that now serves union locals around the United States and Canada, as well as relationships with some of America’s largest unions. 

We see our mission as not only helping people join unions but also helping unions to become better partners to the communities where they work and their members live. We’re also trying to educate people about the history of work, the future of work, and our shared responsibility in directing that future. I want to share how we can make our community and our lives better by organizing our workplaces. 

It feels like there’s a resurgence of energy around worker organizing, collective bargaining, and the labor movement. What are some issues that come up as we garner more support for the labor movement?

I want to share how we can make our community and our lives better by organizing our workplaces. 

The organized labor movement can be hard to understand but is key to empowering communities, workers, and fighting climate change. For labor to continue to grow and evolve into a more diverse and powerful movement it needs to start looking outward and engaging young people. It is more likely now than anytime before that young people do not know about the history of the labor movement and its achievements. 

Though they may come from a working class family, young people may not relate to the traditional message of pride in being a worker or even identify as a “worker”.  As some employers are having trouble finding people to do in-person jobs because of COVID-19, young people are saying, “Why would I want to be a waitress or work in an office and risk my life to make a very low wage when I can work for myself?” 

Simultaneously, some young people are excited like never before to build power for themselves and their community starting in the workplace and we see that in the increasing number of organizing campaigns happening across the United States.

Can you talk more about the experience of organizing your own workplace? What did you learn and what were some challenges?

I had the blessing of experiencing first hand what can happen when workers build for a better future but forming a union. I was the first President of Progressive Workers Union (PWU), a decentralized, independent union that was started by workers employed at the Sierra Club. PWU’s organizing efforts captured the imagination of many nonprofits workers around the country when we won what has become the model for how to represent staff who work at nonprofits. 

There are many notable victories in the contract that make Sierra Club a better organization and allowed for a much better relationship between all staff and the organization’s leadership. The first contract includes many important improvements but a few worth naming are Compensatory Time, Family Sustaining Wages and improved Paid Family Leave.

Also, the entire organization now does a yearly pay review which allows the union to ensure that there is parity amongst staff across the organization and its affiliates. Every year, the union compares salary with the MIT wage scale. Through this analysis, pay inequality impacting women and people of color can be addressed. This was a unique solution we were able to negotiate through the union contract and was a victory for both the employer and employees.

What are the benefits for major organizations when they have a unionized workforce?

In all of the places where the organization was falling down the union was stepping up to support these workers.

There are several ways that unionized workers create more value for the organizations where they work. Most people think unions only care about wages. While fair pay is important, what people don’t realize is the respect that union workers have for the work that they do. Workers in a union are more secure in their jobs and produce better work. One thing that is core to why PWU works is that most workers come to nonprofit organizations as young people hoping to change the world. Nonprofits have an unintended habit of exploiting young workers until they burn out, then replacing them with another young person. In PWU all of the unit representatives, bargaining teams, and union leadership saw a vision for changing this paradigm, and believed that forming a union was the place to achieve a vision of changing this reality and we did it. For example, recently the Intercept wrote about how the Sierra Club’s Executive Director, Micheal Brune, was stepping down. All throughout that media’s reporting, and in the internal report, you can see how many ways the union took on sexual assault cases. In all of the places where the organization was falling down the union was stepping up to support these workers. 

Over the past several years and throughout this pandemic, workers have been in motion – striking and demanding better wages, health protections, working conditions and benefits in solidarity with the larger community. These campaigns have also been connecting worker justice to other social movements, like the movements to divest from policing and ICE, climate justice, and disaster recovery and relief. What do you think about these new unionization and collective bargaining efforts and what are the opportunities you see for the labor movement overall?

This is a make it or break it moment. While there is infinite opportunity for labor, success in the future is by no means guaranteed.

This moment has the potential to be a new golden age for labor and we’ve been preparing for it for the last ten years. Even prior to the pandemic, the working conditions of millions of Americans were revealed to be unbearable, and their income, which has stagnated in the face of skyrocketing living costs, is unsustainable. The pandemic has shined an even brighter light on this issue as many frontline workers lauded as heroes have been, in reality, treated as disposable. Without the protections and voice that comes with being in a union, frontline workers have been incapable of getting the hazard pay, protections, and living wages they have more than earned. Also, the labor movement has struggled to address issues of police brutality within its own membership. This is a make it or break it moment. While there is infinite opportunity for labor, success in the future is by no means guaranteed. The only answer is that people from underrepresented and impacted communities must be supported as legitimate leadership of unions. That means not just being in the room but making sure they are leading the decision making process. 

You mentioned that we’re in a make it or break it moment. What do you see as the best path forward? How might funders be supportive?

Funders should look for the people who are building relationships and doing organizing work, who have success doing it, and then figure out what is the quickest path to get the money to them with reasonable accountability but maintaining the least amount of control possible. Then they will see what their investment can do a lot better than if they request endless reports that may not reflect the value of the work being done. The people who are doing the work often have a difficult time connecting with funding opportunities despite their record of success.

I recognize the challenge for funders: they have a lot of rules and organizational things [to consider]. But, I think that there needs to be a more light weight process for making the connection between the people who need the money and the people who have the money.

Cover of Workplace Leader, a magazine for workers by UnionBase.

Also, funders should be setting an expectation that employers follow labor law and normalize unionization. Funders can take an active role in supporting workers by setting standards for their major funding recipients. For example, funders can use the MIT family sustaining wage calculator and other normative standards that help employers and workers find agreement. That way we're all on the same side and able to seek labor peace. It's about smarter decision making, engaging employers, the employees, and funders in productive conversations.

What’s next or upcoming for you and UnionBase?

UnionBase is scaling up to continue helping workers transform themselves for a new era of work. Meanwhile, we will continue to push the organized labor movement to expand outside of its comfort zone. Many workers are asking themselves, “How do you start and run a union with values centered around justice and equity?” UnionBase will be engaging in conversations with interested unions and funders to directly support the education of workers who want to organize traditional, independent and decentralized unions. 

Thank you so much, Larry! I'm really excited to see how UnionBase will continue to bloom.

 
More resources to learn about UnionBase: