Overall, the findings followed what was earlier referred to as ‘Pattern 2’, or the mutual
gains pattern. The pattern is consistent, in the first place, with the existence of union
cooperation with management, because unionised workplaces are found to have enhanced levels of those labour-cost-reducing and HPWS policies which have widely
been interpreted as central to the managerial agenda for flexibility and performance.
In conjunction with this advantage for management, employees at unionised workplaces
receive on average higher levels of benefits and family-friendly provisions than
non-unionised workplaces.