The movement for unionization within U.S. museums is gaining momentum with significant victories. At the Los Angeles County Museum of Art (LACMA), employees expressed their desire to unionize on October 29 and achieved a decisive win on December 16, securing 96% of the vote. Meanwhile, campaigns at the Detroit Institute of Arts (DIA) and the Metropolitan Museum of Art were launched on November 4 and November 17, respectively. These large-scale institutions can significantly influence labor dynamics, impacting numerous employees and altering the labor-management landscape.
Since the unionization wave began in 2019, every union election at private, nonprofit art museums has succeeded. Surprisingly, only 21% of campaigns have gained voluntary recognition, with museum leaders preferring elections, despite the negative publicity and strained relations that accompany them. This tactic allows them to maintain unilateral control, dissuade union votes, and question worker eligibility, often shrinking union influence.
Museum leaders frequently challenge worker eligibility, exploiting the time between campaign announcements and elections to undermine unions. According to the National Labor Relations Act (NLRA) of 1935, certain employees, like managers and security guards, are ineligible for union membership. However, the term ‘manager’ is often misinterpreted within museums, leading to costly disputes over eligibility, particularly for those managing programs rather than personnel.
The NLRA’s ‘guard exclusion’ provision further complicates matters by separating security staff from other employees, affecting racial dynamics as many guards are people of color. This provision forces guards to either join police unions, form independent unions without parent support, or remain non-unionized. The Museums Moving Forward Data Study highlights the precariousness of non-unionized museum workers, who earn less and face higher rates of insecurity and discrimination.
Despite requests for voluntary recognition, LACMA’s management opted for an election, which the union won decisively. The Met has engaged a ‘union avoidance’ firm, with an election slated for January 13 and 15. DIA Workers United awaits a response to their recognition request. Insisting on elections contradicts museums’ values, perpetuating exclusion and undermining trust. Voluntary recognition could foster diverse and robust unions, setting new operational standards. Museum leaders must embrace union recognition to align with their cultural stewardship roles.
