A central part of the Swedish model has become our open work climate. Not least with The co-determination act in the back. In public organizations we also have freedom of communication. If there are irregularities, we can then go to the media, without risk of reprisals. Now, however, reports from the Union show how working life is becoming increasingly quiet. Gunilla Krieg says in Colleague no. 2 2016:
"-This culture of silence is unpleasant. We must, at least internally, be able to question things without being punished. Swedish employers normally do not issue warnings for questioning the management's decision, you are usually allowed to have a different opinion. But now we see that this development is starting to spread to old Swedish companies/…/"
What is the reason to this development? Martin Wästfelt, the Union's general counsel gives some examples:
"-More and more people work in complicated tripartite relationships and then the difficulty of navigating the labyrinths of the duty of loyalty increases./…/Other components are that there are more changes, shorter cycles and it is more difficult to gain union influence in these workplaces."
An open working climate instead gives joy and innovativeness:
"Companies have a lot to gain from employees being safe, allowed to express their opinion and have understood why you should work in a certain way. It leads to creativity, job satisfaction and initiative!”
So, how come do we deal with this fear and silence? By organizing ourselves as a union and pursuing our demands together. It does no one any good if working life becomes quieter. Ultimately, it also affects the owners as critical voices are necessary for good development.