Workplace democracy, the idea that workers should have a voice at their jobs, has
been advocated in the U.S. by both labor and management. An ongoing debate exists
about whether it is an appropriate strategy to empower workers and the labor movement
or whether it is a managerial tool used to weaken labor. Yet there has been no empirical
attempt to investigate this cross-class support. Furthermore, workplace democracy is
rarely discussed vis-à-vis race and gender. Women and people of color are the most
subordinated in contemporary workplaces and stand to gain the most.

This project is an analysis of Americans’ attitudes toward three forms of
workplace democracy. National survey data from 1991 are employed to investigate the
relationship between the bases of social inequality under contemporary capitalism and
this alternative which potentially ameliorates workplace inequality. Race, class, and
gender are hypothesized to be major determinants of attitudes toward workplace
democracy.

Numerous indicators of class position are examined and the class criteria which
tap into production relations are most salient. A more holistic class location analysis
demonstrates that there is substantial cross-class support for workplace democracy.
Class-related political ideology and class experience are also tested and the latter is
strongest. The results suggest that existing corporate participation programs are largely
successful in management’s eyes. However, there are contradictory effects as workers
want more control once they get some influence. Dissatisfied workers and union
members with strike experience are particularly supportive.

The interaction effects of race, class, and gender are also investigated. Women of
color are consistently most supportive of workplace democracy. Male managers are
clearly least supportive, regardless of race. Last, social movement hypotheses are tested
in order to explore the relationship between attitudes and action. Several findings suggest
that the most supportive are most likely to act.

In the conclusion it is suggested that unions should push for democratization of
the workplace while being critical of the limited managerial efforts. Union presence is
crucial and workplace democracy may be most immediately feasible in the public sector.
In addition to oppositional struggles, labor should support and experiment with
community-based alternatives.