However, the extent of such selective processes should not be exaggerated. More
than one-half of unionised workplaces have been in existence for more than 20 years,
and nearly three-quarters for more than 10 years.5
Of newer workplaces, many have
doubtless started as non-union without any active consideration of links between
union recognition choices and managerial policies and practices. Selection processes
linked to intended workplace outcomes therefore represent only part of a small margin
of change. Overall, selective processes should not be ignored, but neither are they
likely to be large.