Equality and diversity actors: a challenge to traditional industrial relations?

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PurposeThe purpose of this paper is to explore four types of equality and diversity actors at both the national and the local level and the extent to which such actors may be seen as either alternative sources of loyalty and as replacements in competition with trade unions or as complementary to existing union structures.Design/methodology/approachThe research method is multi‐level and based on national level policy analysis and on two local NHS trust case studies. It relies on 30 interviews with policy advisers and key actors (i.e. officials of trade unions, Black networks, identity groups and community groups) and 66 case study interviews; in sum, a total of 96 participants were involved in the study. The paper also involves documentary analysis of Department of Health strategies on equalities and diversity, BMA reports and advisory documents, and policy and advisory documents of the two hospitals.FindingsFindings indicate that the interrelationship between networks reflects both the complementarity and replacement theses, but recognises different networks may also operate in different spheres leading to little or no interrelationship.Research limitations/implicationsThis exploratory framework has drawn attention to the importance of equality actors in the field of industrial relations and employment. It is recognised that these findings are situated in a particular geographical and historical moment and that different replacement/complimentarity forms may emerge in different national, sectorial and historical context.Practical implicationsReflecting insights from mobilisation theory, the paper identifies the importance of leaders and issues of injustice as important components of the formation and development of equality and diversity networks at different levels but demonstrates the complexity of the attribution concept.Originality/valueThis paper's originality lies in its exploratory framework of the interelationship between different equality actors and the replacement/complementarity debate in industrial relations.