Wikimedia Foundation Statement on US unionization request

We are guided by our values of openness, respect, and shared responsibility. We have been clear in staff meetings, written updates, and public communications that we respect employees' right to unionize.

Managers have received guidance on how to support a fair and lawful process. Our goal is to ensure that everyone can make their own decision in an informed and civil environment.

If a majority of eligible employees vote in favor of union representation, we will work with the union and negotiate in good faith toward a collective bargaining agreement.

No. We have supported open discussion by making space for staff to speak with each other during working hours to share information about unionization efforts, ask questions, and meet. We remain committed to a fair, lawful process where employees can access information, discuss openly, and make their own choices. We believe this approach reflects our values and supports a respectful workplace.

We have heard a range of views from staff, including concerns from those who have felt pressured to support union efforts and those who are confused by the unionization process. We have also seen a misunderstanding around what the union can do for global staff and Wikimedia movement communities. It is important to note that the CWA is only seeking to represent a portion of US-based staff, and there is no global union option due to different labor laws across countries and jurisdictions. In the US, the secret-ballot election run by a National Labor Relations Board is the fairest way to ensure that all eligible employees can make their choice privately and without pressure. This process gives everyone an equal voice and ensures the outcome reflects the democratic will of employees. Ultimately, this decision belongs to staff; it's their choice, and we will respect their vote.

For UK-based staff, employment is managed through our employer of record, Safeguard Global. As a result, the Communications Workers Union in the UK submitted the request for union recognition to Safeguard, with the Foundation copied in for awareness. Every country has different rules around how union membership works. In the UK, there is an option to enter negotiations for recognition using a governmental third party. This option is not available in the United States. Instead, a government agency, the National Labor Relations Board, administers a secret ballot election. There are also different implications and requirements for union recognition. For example, in the UK, staff members can individually decide whether to join the union or not, whereas in the United States all union eligible staff would be covered by a collective bargaining agreement, and in many states it is possible that all union eligible staff may be required to pay union fees, even if they choose not to participate in signing cards or voting.

We have a record of listening carefully to the concerns raised by staff and have implemented several changes based on staff feedback to strengthen their experience. We have taken steps to improve communication and transparency, including more opportunities for staff to engage directly with leadership and more regular updates about the organization's direction. We are committed to improving and are continuing to strengthen how we gather feedback and how we act on it. That said, we recognize that if the CWA becomes staffs' exclusive representative for purposes of collective bargaining, we will have a legal responsibility to avoid dealing directly with staff on their pay, benefits, and other terms and conditions of employment.

We strive to provide a workplace that reflects our mission: collaborative, inclusive, and focused on shared purpose. We are a remote-first organization with a global workforce in 39 countries. The Foundation provides strong compensation and benefits based on benchmarks from comparable organizations, has low attrition and many long-tenured staff, and receives high staff ratings on wellbeing in employee surveys.

We do see room to improve, and hear the concerns staff are raising, such as more clarity around staff hiring, departures, promotions, and stronger connections with volunteer communities. No matter the outcome of the unionization process, we believe that these can be addressed through stronger internal processes and continued direct collaboration with staff. Some of this work is already ongoing.

Wikimedia Foundation US staff benefits currently include:

• Generous leave: minimum 15 vacation days (increasing with tenure), 10 global holidays, 16 weeks parental leave plus 8 weeks pregnancy leave, sabbaticals at the 4 year and 8 year service marks, and life-event leaves.
• Flexibility: fully-remote and adaptable work arrangements.
• Wellbeing and growth: quarterly wellness stipend, annual professional development funds, and 3 volunteer days per year.
• Family support: fertility and adoption reimbursement.
• A program for assisting staff experiencing difficulty or extreme stress that provides counseling sessions, as well as a resource for community, legal, and financial services and discounts.
• Fully employer-paid medical, dental, and vision coverage for employees and dependents.
• 401(k) with up to 4% match, with no vesting time.
• Pre-tax accounts for healthcare, childcare, and elder care, including HSA contributions.
• Two times salary in life insurance and one times salary in accidental death and dismemberment insurance, as well as workers' compensation.

Whatever the outcome, we are committed to open dialogue with our employees. The Foundation will continue to uphold our values. If staff elect to maintain a direct relationship with the Foundation, we will continue to work with staff directly on workplace issues. Although by law we cannot make promises during this time, the Foundation has always been committed to continual improvement, and staff electing not to be union represented would not change that.

Wikimedia Foundation Logo

Wikimedia Foundation

Eclos Production

NASA

Jens Mohr