Mobilising women activists 319 Possibilities for remote participation in trade unions: mobilising women activists Anne-marie Greene and Gill Kirton This paper argues that trade union activism within the new era of information and communication technologies (ICTs) offers the potential for unions to become more inclu- sive of under-represented groups. Traditional conceptions of activism, participation and democracy within trade unions require physical presence at meetings at times and in spaces incompatible with caring responsibilities and atypical hours of work. This restricts the participation of women and other ‘atypical’ workers in trade unions. The paper explores the complexities of electronic forms of union activism in practice, indicating that while some positive features are experienced, there are also a range of obstacles, barriers and possible negative consequences. Introduction There is substantial contemporary criticism of the unrepresentative nature of trade union hierarchies in Britain. The stereotypical demographic profile of office holders and activists is an older full-time, permanent, male, heterosexual, non-disabled worker. It is argued that the homogeneity of the trade union hierarchy has in turn influenced trade union priorities and concerns. Union officers and representatives have been criticised for failing to respond to the concerns of women, black workers and other groups of ‘atypical members’, including part-time, temporary, disabled and lesbian and gay workers (e.g. Humphrey, 2000). As previously marginalised groups have become more vocal in their unions, it has become increasingly untenable for union structures to remain unrepresentative of the membership and at the same time for unions to claim to be democratic organisations. If as membership data suggest the profile of the ‘paradigmatic’ trade union member is altering (Howell, 1996), then it is important for unions to consider ways in which ❏ Anne-marie Greene is Lecturer in Industrial Relations, Industrial Relations Research Unit, Warwick Business School, University of Warwick. Gill Kirton is Lecturer in Business Management, Queen Mary College, University of London. Correspondence should be addressed to Anne-marie Greene, Industrial Relations Research Unit, Warwick Business School, University of Warwick, Coventry, CV4 7AL; Email: anne-marie.greene@wbs.warwick.ac.uk © Blackwell Publishing Ltd. 2003, 9600 Garsington Road, Oxford OX4 2DQ, UK and 350 Main St., Malden, MA 02148, USA. Industrial Relations Journal 34:4 ISSN 0019-8692