Hourly warehouse employees also have few chances for advancement—again by design, a former human resources vice president for the company told the Times. The internal promotion rate for these workers is less than half that of Walmart, with Amazon preferring to hire “wicked smart” college graduates in management roles. And—surprise!—at JFK8 that and other policies translated to an hourly workforce that was 60% Black or Latino, while management was more than 70% white or Asian. Black workers were also almost 50% more likely to be fired than white workers.
Amazon really is treating people as disposable, bringing them in and burning them out. Partly that seems to come from Bezos’ contempt for workers. But HuffPost’s Dave Jamieson also highlights how this helps insulate Amazon from worker organizing efforts.
High turnover is “definitely one way to avoid a union,” former JFK8 worker Chris Smalls, now launching an independent organizing effort at the facility, told Jamieson. That plays out in the development of solidarity between workers, the trust workers feel in each other that enable them to talk freely about things management wouldn’t want them talking about, the long-term investment workers feel in improving the workplace … and, very concretely, in the mechanics of getting a union representation election.
To get the National Labor Relations Board to set up an election, organizers have to have signed union cards for 30% of workers, but in reality, organizers need far more than that because some initial support may disappear in the face of an anti-union campaign by management.
“At an Amazon warehouse, high turnover means a union would be losing cards every day as workers leave and new employees unfamiliar with the campaign replace them,” Jamieson writes. “Even if the union manages to win an election, high turnover could hurt its position at the bargaining table if some of the most active organizers have quit or been fired. And churn could even help the employer purge the union from the facility by convincing newer workers to decertify it.”
Bezos is stepping down as Amazon’s chief executive soon, and on his way out he has made sounds about improving Amazon’s employment practices, vowing the company would become “Earth’s best employer.” That is … unlikely. But, the Times pointed out, Amazon’s turnover is so extreme that “multiple current and former Amazon executives fear there simply will not be enough workers. In the more remote towns where Amazon based its early U.S. operations, it burned through local labor pools and needed to bus people in.” Reforming its employment practices enough that the company can keep a workforce in place for the long run may be a necessity at some point. And that, in the most optimistic scenario, could also be an opening for organizers.
Comments are closed on this story.