[These Days Newcomers] ③ United by 'Fingers' Instead of 'Arm Wrestling'... Ensuring Fairness in the Process Too

Early-Year Bonus Controversy Online
MZ Generation Familiar with ICT Leads Change
90s Born Take Initiative, 80s Born Follow

Sharing and Decision-Making via SNS and Video Meetings
Complaints over Opaque Evaluations and Comprehensive Wage System
Explosion of Will for Innovation in Company Systems and Culture

Established Unions Acknowledge Achievements but See Zero-Sum Game
Call for Fair Distribution, Emphasize Process Importance
Communication Valued with Management, Including Introductory Meetings
Support and Encouragement from 'Latte' Seniors Growing

Yoo Jun-hwan, Chairman of the LG Electronics Office Workers' Union, is being interviewed near the LG Electronics R&D Center in Gangnam-gu, Seoul, on the 8th. Photo by Kang Jin-hyung aymsdream@

Eunwoo Lee, Chairman of the Labor Union for Office Research Positions Respecting Talent at Hyundai Motor Group. / Photo by Hyunmin Kim kimhyun81@

[Asia Economy Reporter Ki-min Lee] New employees these days have changed. Even amidst seniors who say, "Back in my day~," they insist on speaking up. Unlike the traditional labor unions, often perceived as ‘struggle’ and ‘arm-wrestling,’ the new unions formed by newcomers raise their voices through SNS with their ‘fingers,’ demanding fair opportunities. To mark the 33rd anniversary of Asia Economy Newspaper, we met with Lee Geon-woo, chairman of the Hyundai Motor Group office workers’ union (27), and Yoo Jun-hwan, chairman of the LG Electronics office workers’ union (30), who established the unions at Hyundai Motor Group and LG Electronics, respectively, as well as labor attorney Kim Kyung-rak from Daesang Labor Law Firm, who assisted them in forming the unions.

New Employees These Days Step Out into the World

Earlier this year, a heated debate among new employees of various companies took place mainly on the anonymous workplace bulletin board app Blind and KakaoTalk group chats regarding the issue of performance bonus payments. The topic was that the current performance bonus system is neither fair nor transparent. While the online discussions were fiery, the actual offices were silent. Senior employees familiar with internal affairs refrained from mentioning the issue, having learned from their own work experience that it is troublesome to get on the wrong side of the company.

This atmosphere was also present at Hyundai Motor Group and LG Electronics. Eventually, Lee, a second-year employee born in the 1990s (Hyundai Motor), and Yoo, a fourth-year employee (LG Electronics), stepped forward. When asked why they led the union formation, both replied, "Someone had to do it anyway." The two chairmen said, "As young employees who have nothing to lose and can get back up even if they fall, rather than seniors with dependents or status, we decided to take the lead."

The process proceeded smoothly. As the 1990s-born employees took the lead, those born in the 1980s also agreed, and seniors watching quietly offered their silent support. Thus, the office workers’ unions earned the title of ‘MZ Generation Unions.’ The past image of union members gathering to sing labor songs and build strong solidarity disappeared. Instead, they listen to complaints about the company through SNS platforms such as KakaoTalk, Line, Band, and Blind, and make decisions via video conferences. They are building consensus through loose solidarity based on shared interests.

Chairman Yoo mentioned, "Unlike before, complaints and anger about the company are quickly shared online and through SNS these days." Chairman Lee said, "The newly formed office workers’ unions actively communicate through SNS and video conferencing apps, unlike traditional union activities."

Not Just Venting, But Demanding Innovation

Although the unions of new employees started with unfair performance bonuses, in reality, they have a strong will for internal system and cultural innovation. Chairman Yoo pointed out, "After the union was established, there have been continuous reports about the opacity of the personnel evaluation system, dissatisfaction with the comprehensive wage system, distrust of existing unions that have no office workers as members, rigid military-style corporate culture, and secret verbal and physical abuse by superiors." Chairman Lee also mentioned, "More complaints related to company culture have been recorded than simple demands for performance bonuses."

Both chairmen acknowledged that the traditional unions fought fiercely for improving labor conditions and made significant contributions. However, they recognized the problem that the hardline labor movement is turning into a zero-sum game. Moreover, while they loudly call for fair distribution, they neglect the more important fairness of the process. Chairman Yoo said, "Office workers have been perceived as having comfortable environments and being a group treated well by the company, so it was actually difficult for them to raise their voices. The hidden shadows behind the seemingly comfortable work environment were revealed through SNS, and a social atmosphere where pointing out unfairness is natural was formed, giving us the courage to speak up."

The way they solve problems is also different. The Hyundai Motor office workers’ union requested a meeting with Hyundai Motor Chairman Chung Eui-sun, and the LG Electronics office workers’ union is also demanding communication with CEO Kwon Bong-seok and other executives. Chairmen Lee and Yoo agreed, saying, "We will continue to request meetings to inform and explain what the office workers’ unions currently demand."

Now the ‘Latte’ Seniors Are Supporting

Changes have also begun within the companies. The ‘Latte’ generation seniors have started to offer their support one by one. Chairman Yoo said, "After the office workers’ union was established, seniors told me, ‘It should have been formed earlier,’ and ‘Thank you for doing what we couldn’t or didn’t do.’" Chairman Lee also said, "At first, some had prejudices based on career and age, but at the same time, many sent encouragement and support." The young union chairmen were also cautious about the office workers’ unions becoming organizations that only represent the interests of new employees these days. Chairman Lee said, "Although the MZ generation created it, we will build a union that embraces employees of all generations."

The proportion of union members aged 40 and above is also unexpectedly high. Chairman Yoo mentioned, "Currently, 60% of LG Electronics office workers’ union members are in their 20s and 30s, and 40% are 40 or older." The Hyundai Motor Group office workers’ union also has over 10% of members aged 40 and above from the early stages of its establishment. According to the two chairmen, these members actively convey their experiences and areas needing improvement to the executive committee.

Labor attorney Kim Kyung-rak of Daesang Labor Law Firm, who helped establish the unions at the two companies, said, "In the era of the Fourth Industrial Revolution, it is significant that these unions are not the so-called ‘blue-collar’ production worker unions centered on upper-level organizations, but rather unions voluntarily formed by executive members who share the same will through SNS and other ICT developments."