Kelly Sexton
May 16, 2025
POANPS5040
Professor Rader
My survey of IUOE Local 30 members reveals critical insights into how our workforce engages with political advocacy. While limited in scope, this initial data highlights key dynamics that can guide our political strategy moving forward.
The survey primarily captured apprentice members in their first two years, mostly younger men (18-29 age range) working in industrial facilities and commercial buildings. Most come from high school/GED backgrounds, with many having family connections to unions. This demographic profile creates unique challenges and opportunities for engaging our emerging workforce.
Overall, members see political advocacy as valuable – virtually all rate it at least somewhat important – though with varying intensity. Nearly two-thirds have participated in some political activity, and most support union political involvement focused specifically on licensing and labor issues that directly affect their work. The primary barrier to increased participation isn’t ideological resistance but simply lack of information about how political issues concretely affect licensing and job opportunities.
Several surprising patterns emerged from the data. Women showed dramatically higher engagement than men, with most female respondents participating in multiple political activities. Engagement typically increases with tenure, with more experienced members showing greater participation. The 30-34 age group demonstrated the highest engagement levels, while members from Hispanic/Latino and Black/African American backgrounds showed greater political participation than White/Caucasian members.
Perhaps most significantly, the survey revealed a substantial awareness gap regarding our recent victories. While many members have some awareness of our successful advocacy efforts with NYC Department of Buildings, fewer fully understand how Int 1207-2025 directly benefits their career trajectory. This knowledge gap is particularly pronounced among newer members.
Based on these findings, I recommend developing targeted educational materials that explicitly connect our political advocacy to tangible workplace impacts; creating engagement pathways tailored to different member segments; leveraging our most engaged demographics (particularly women and minority members) in leadership roles; and more effectively communicating our recent legislative victories, especially how Int 1207-2025 has already enabled many members to obtain credentials and access higher-paying positions.
This initial data, though limited, provides a foundation for more comprehensive research while offering immediate guidance for enhancing our political effectiveness. By focusing on concrete workplace benefits rather than abstract political positioning, we can build broader participation while respecting the diverse views within our membership.
Labor unions have long served as critical advocates for worker rights, with political engagement central to this advocacy. Recent scholarship, however, points to growing challenges in maintaining member involvement in political activities, especially among younger workers who lack historical perspective on labor movement achievements.
The literature is clear on this point. Rosenfeld’s groundbreaking 2014 work documented unionization’s declining political influence, attributing this partly to membership attrition but also to shifting engagement patterns. Feigenbaum, Hertel-Fernandez, and Williamson (2018) later provided compelling evidence that sustained political engagement remains essential for protecting labor standards against erosive legislation. More specifically to my research focus, Macdonald’s 2021 study identified generational divisions as a key challenge, finding that younger workers tend to favor focused, workplace-centric advocacy rather than embracing broader political platforms.
IUOE Local 30 faces these dynamics directly. With approximately 7,500 members across New York, Connecticut, and Florida – primarily working in municipal and private sectors operating building systems – the union’s political effectiveness has direct implications for licensing requirements, working conditions, and career advancement. My interest in this topic stems from observing varying levels of engagement among our membership, particularly the apparent disconnect between successful political victories (like the recent Int 1207-2025 legislation) and member awareness of these successes.
This survey represents an initial attempt to systematically assess our members’ political perceptions, identify participation barriers, and understand how demographic factors influence engagement patterns within our union context. While limited in scope, it provides a benchmark for deeper exploration and immediate strategic guidance.
My survey had several specific research aims. First, to document the demographic composition of our current membership, focusing particularly on apprentices in the New York region where we maintain our only active PAC. Second, to evaluate current levels of political participation and attitudes toward advocacy importance. Third, to identify specific factors limiting political participation – whether ideological resistance or practical barriers like scheduling constraints or information gaps.
Crucially, I also wanted to gauge awareness of our recent advocacy victory with Int 1207-2025, which modified the administrative code to allow concurrent crediting of both apprenticeship coursework and on-the-job experience toward licensing requirements. This case study offered an ideal lens for exploring how effectively we communicate political victories to members and whether awareness of concrete benefits correlates with broader engagement.
I sought to identify relationships between demographics, prior union exposure, and political engagement to develop targeted strategies for enhancing participation in activities that demonstrably improve working conditions and career opportunities. By understanding these patterns, we can move beyond one-size-fits-all approaches to political engagement and develop more effective, segment-specific strategies.
I developed the survey instrument with careful attention to methodological rigor while maintaining practical relevance. For sequencing, I began with a broad values assessment about political advocacy importance before moving to behavioral questions about participation and more specific attitudinal inquiries. This structure helps distinguish whether limited engagement stems from ideological opposition or simply information gaps while establishing rapport before potentially sensitive questions.
For political importance measurement, I employed a standard 5-point Likert scale to capture attitude intensity. For participation questions, I included both frequency measures and an “interest” option to differentiate between behavioral history and attitudinal openness – crucial for identifying members who might be receptive to engagement despite not having previously participated.
I specifically included questions about our licensing requirements advocacy through the NYC Department of Buildings, using this case study to contextualize abstract political engagement by connecting it to a concrete example with direct member benefits. This approach mirrors successful organizing strategies I’ve observed that connect abstract political concepts to tangible workplace outcomes.
Throughout, I carefully worded questions about political activities to avoid partisan framing, focusing instead on specific policy areas relevant to operating engineers. This approach recognizes that substantive labor issues can transcend partisan divisions when properly framed – as demonstrated by the bipartisan support we secured for Int 1207-2025.
While recognizing the limitations of this initial benchmark survey – primarily its modest sample size and focus on apprentices – it establishes a useful baseline of attitudes and engagement patterns that can inform both immediate outreach and future research expansion. The methodology draws from both academic research on union political participation and practical campaign techniques, particularly the approach of connecting concrete workplace benefits to broader advocacy – a strategy that proved effective in the international’s 2024 presidential election cycle survey.
This study represents the first phase of what I envision as a more comprehensive research program that will eventually track engagement over time, expand to include all incoming apprentice cohorts, develop region-specific surveys across our three states, and ultimately scale to our full membership across different sectors and positions.
The survey captured responses from IUOE Local 30 members with a diverse demographic profile. In terms of membership duration, most respondents were relatively new to the union, with the majority being members for between six months and two years. A smaller percentage had been with the union for more than two years, while the smallest group consisted of very new members with less than six months of membership.
Regarding position within the union, first-year apprentices constituted approximately half of the respondents, followed by second-year apprentices at about a third. Third-year apprentices and those in other positions made up the remainder of the sample. This distribution reflects the union’s emphasis on apprenticeship programs for Stationary Engineers and other skilled workers with expertise in steam plants, co-generation, and automation systems.
The age distribution showed a concentration of younger members, with equal proportions in the 18-24 and 25-29 age ranges, together accounting for about two-thirds of respondents. The 30-34 age group represented about a quarter of respondents, while those 35-39 were the smallest group.
In terms of gender, the respondents were predominantly male, though female representation was notable at approximately one-quarter of respondents—a significant proportion for a traditionally male-dominated field. Racial and ethnic diversity was also present, with White/Caucasian members constituting just under three-fifths of respondents, followed by Hispanic/Latino and Black/African American members, with smaller representations of Multiracial and Asian/Pacific Islander individuals.
Work sectors varied, with industrial facilities being the most common workplace, followed by commercial buildings. Educational institutions, healthcare facilities, and other sectors each employed smaller proportions of the members surveyed. Regarding prior occupations, a substantial majority came directly from high school or GED programs, with smaller numbers having college education, retail/service industry experience, military service, or experience in another trade.
This demographic profile shows a relatively young membership predominantly in early career stages, with notable diversity in gender and race/ethnicity for a skilled trades union. Understanding this demographic composition is essential for tailoring political engagement strategies to the specific needs and perspectives of this workforce.
My survey captured responses from 24 members, revealing interesting patterns in both union perceptions and demographic characteristics. When asked about prior union familiarity, a substantial 41.7% reported being “Very familiar” with unions before joining, primarily through family connections. Another 37.5% were “Somewhat familiar,” while 20.8% had little previous exposure. This distribution demonstrates that Local 30 draws significantly from families with union traditions, creating both advantages and challenges for engagement efforts.
Training satisfaction showed remarkably positive results: 47.8% reported being “Very satisfied” with how the union supports training, 39.1% were “Somewhat satisfied,” and the remainder expressed neutral feelings. Notably, no respondents reported dissatisfaction with our training initiatives – a clear bright spot in member perceptions that suggests our apprenticeship program effectively meets member needs.
Interestingly, I found a counterintuitive relationship between prior union familiarity and training satisfaction. Members with moderate prior familiarity were most likely to report being “Very satisfied” (55.6%), compared to those with extensive family union backgrounds (44.4%). This suggests that members without deep union roots may actually have their expectations exceeded, while those from union families might bring higher initial expectations.
Demographically, my respondents were primarily newer members, with 45.8% being members for 6 months to 1 year and 33.3% for 1-2 years. Half were first-year apprentices, a third were second-year apprentices, and the remainder were third-year or in other positions. The age distribution skewed young, with two-thirds between 18-29 years old, and the sample was predominantly male (75%). Racial and ethnic diversity was notable, with significant representation of Hispanic/Latino (18.2%) and Black/African American (13.6%) members alongside the White/Caucasian majority (59.1%).
Work sectors varied considerably, with industrial facilities (34.8%) and commercial buildings (26.1%) being most common, followed by educational institutions, healthcare facilities, and other sectors. The overwhelming majority (70.8%) came directly from high school or GED programs, with smaller numbers having college education, retail/service experience, military service, or experience in another trade.
These demographic patterns provide essential context for interpreting the political engagement findings. The relatively young, predominantly male workforce with substantial minority representation and limited prior union exposure presents both challenges and opportunities for building political participation. While sample size limitations mean these findings should be viewed as preliminary, they nonetheless provide valuable direction for ongoing research and immediate engagement strategies.
My examination of political engagement revealed several key dynamics that could inform our outreach strategy. When asked about the importance of political advocacy for protecting union rights and benefits, a majority (56.5%) viewed it as “Somewhat important,” with another quarter (26.1%) rating it “Extremely important.” Smaller numbers considered it “Very important” (13.0%) or “Not very important” (4.3%). Most striking was the correlation between tenure and perceived importance – longer-tenured members consistently assigned higher importance ratings, suggesting that political appreciation grows with experience inside the union.
Actual participation showed interesting patterns, as illustrated in Figure 1. The largest contingent (41.7%) had participated in union political activities “multiple times,” indicating a core of highly engaged members. Equal proportions (20.8% each) had participated once or reported no participation and no interest. A smaller group (12.5%) represents a prime opportunity: those who haven’t participated but express interest. These members, receptive but inactive, could be efficiently converted to participants through targeted outreach.
Members’ preferences regarding appropriate union political involvement were remarkably consistent with findings from the international’s 2024 election survey, as shown in Figure 7. The largest group (43.5%) preferred the union be “somewhat involved in politics, focusing specifically on licensing and labor issues.” About a quarter (26.1%) supported more active involvement, while 21.7% preferred minimal involvement. Only a small minority (8.7%) wanted complete political avoidance. This preference for focused, job-related advocacy over broader political positioning appears to be a widespread sentiment among operating engineers generally, not just a local anomaly.
Perhaps most significantly, I identified the primary barrier to increased participation: information gaps rather than ideological resistance. As Figure 5 demonstrates, when asked what would increase their participation, the top response (30.4%) was “more information about how political issues affect licensing and jobs.” This was followed by “seeing more direct results” (26.1%), while 21.7% indicated that nothing would increase their participation. Far fewer cited scheduling challenges (13.0%) or educational needs about the political process itself (8.7%).
My assessment of awareness regarding our specific Int 1207-2025 victory revealed a clear opportunity, illustrated in Figure 3. While 37.5% reported understanding its benefits, a quarter were aware but unclear on personal impacts, 20.8% had only vague awareness, and 16.7% were completely unaware. This knowledge gap correlates directly with engagement levels – members fully understanding the reform showed substantially higher participation (average score 5.2) than those without awareness (average score 3.0).
These findings clearly indicate that better communication about concrete political victories like the licensing reform could significantly boost engagement, particularly among newer members who haven’t yet experienced the connection between political advocacy and tangible career benefits.
By creating a simple composite engagement score combining political importance ratings and participation levels, I was able to analyze how engagement varies across different demographic segments. The patterns that emerged were sometimes surprising and offer valuable guidance for targeted outreach.
One of the most striking findings was the substantial gender difference in engagement, as shown in Figure 2. Female members showed dramatically higher average engagement scores (6.17) compared to male counterparts (3.67) and were significantly more likely to report multiple political activities participation (83.3% vs. just 27.8% for males). This gender difference challenges conventional assumptions and suggests that women members could play a vital role in expanding overall political participation.
Age-based analysis yielded another counterintuitive finding. Rather than showing either declining engagement with age or a simple linear increase, I found that engagement peaks in the 30-34 age range. This group showed both the highest average engagement score (5.33) and the highest rate of multiple political activities participation (83.3%). The 25-29 cohort actually showed the lowest engagement (3.63) with over a third expressing no interest in participation. This challenges the common narrative that younger workers are automatically more politically engaged and suggests targeted approaches based on life stage rather than simple age groupings.
Tenure analysis confirmed what many union organizers intuitively understand – engagement typically increases with experience in the union. Members with 2-4 years tenure showed the highest average engagement scores (4.67), while those with less than 6 months showed the lowest (3.5). This pattern closely parallels the results of position analysis, where engagement scores increased steadily across apprenticeship years, as illustrated in Figure 6: first-year (4.0), second-year (4.75), and third-year (5.0). These findings strongly suggest that political socialization occurs through union experience, as members personally witness the benefits of engagement.
Perhaps most surprising were the racial and ethnic variations in engagement. Hispanic/Latino members showed markedly higher engagement scores (5.25), as did Black/African American members (5.0), significantly outpacing White/Caucasian members (3.38). While our sample of minority members was limited, this consistent pattern suggests potential cultural influences on political engagement that warrant further investigation.
Sector analysis showed minimal variation, suggesting that workplace environment has less influence on political attitudes than demographic factors or union experiences. Prior occupation similarly showed few consistent patterns beyond slightly higher engagement among those with military backgrounds.
While acknowledging the limitations of my relatively small sample, these demographic patterns were surprisingly consistent across multiple measures and offer clear direction for targeted outreach strategies. The most promising demographic segments for expanded engagement efforts include female members, the 30-34 age cohort, and minority members – groups that showed consistently higher engagement across multiple measures.
My survey dedicated specific attention to members’ awareness of our recent legislative victory concerning licensing requirements for apprentices through the NYC Department of Buildings. This focus allowed me to explore how effectively we communicate political successes and whether understanding of specific benefits influences broader political engagement.
The results revealed an awareness pattern that tracks closely with overall engagement metrics. More experienced members demonstrated considerably greater understanding – two-thirds of those with 2-4 years tenure fully grasped the benefits, compared to much lower rates among newer members. First-year members were most likely to report being “aware but unclear on personal impacts” (36.4% in the 6-12 month category), suggesting they recognize something happened but don’t connect it to their own career trajectory.
Particularly intriguing was the relationship between prior union familiarity and reform awareness. Members with moderate prior union knowledge (“Somewhat familiar”) showed the highest rates of fully understanding the licensing reform (44.4%), outpacing both those with extensive family union backgrounds (30.0%) and those with minimal prior exposure (40.0%). This non-linear pattern suggests that moderate prior knowledge creates an optimal learning condition – enough context to understand the significance but without preconceived frameworks that might complicate new information integration.
Most significantly, I found a strong correlation between awareness and overall engagement, as visualized in Figure 4. Members fully understanding the licensing reforms showed substantially higher political engagement scores (5.2 average) compared to those with no awareness (3.0 average). This stark difference suggests that knowledge of specific policy victories doesn’t merely reflect engagement but may actually drive it by providing concrete evidence that political involvement yields tangible benefits.
These findings point to a critical strategic opportunity. By more effectively communicating how Int 1207-2025 directly impacts career prospects – how it has already enabled dozens of members to obtain credentials and access higher-paying positions – we can potentially accelerate political engagement, particularly among newer members who haven’t yet experienced the full benefits of union membership or witnessed the concrete results of our advocacy work.
While I acknowledge the sample limitations, these awareness patterns remained consistent across multiple analyses, suggesting their validity as a foundation for strategic planning. As we expand this research to include Connecticut and Florida members in future iterations, we’ll likely need region-specific examples of policy victories relevant to each regulatory environment, but the core principle of connecting political activity to tangible workplace benefits remains universally applicable.
The survey results reveal several important patterns that can inform the union’s approach to political engagement. First, there is moderate support for focused political involvement among the membership. The largest proportion of members prefer the union to be somewhat involved in politics, focusing specifically on licensing and labor issues, with another significant group supporting more active involvement. Only a small minority want to avoid politics entirely. This suggests members see value in political advocacy but prefer it to be focused on issues with direct occupational relevance.
The most commonly cited factor that would increase participation was more information about how political issues affect licensing and jobs. This indicates an educational opportunity to connect political advocacy to tangible workplace benefits. Many members appear to understand that political processes impact their working conditions, but lack specific knowledge about the mechanisms and implications.
Experience within the union appears to enhance engagement, as both tenure and apprenticeship progression correlate with increased political engagement and awareness. This suggests experiential learning within the union context plays an important role in political socialization. As members advance in their careers and spend more time in the union environment, they develop a deeper understanding of how political advocacy affects their professional lives.
The demographic variations in engagement reveal interesting patterns. The higher political engagement scores among women, racial/ethnic minorities, and members in the 30-34 age range suggest demographic factors that could be leveraged for targeted outreach and leadership development. The union might consider how to harness the energy and engagement of these demographics to strengthen overall political participation.
The relationship between prior union familiarity and current satisfaction levels suggests that managing expectations may be important, particularly for members with family union backgrounds. These members may have preconceived notions about union effectiveness that influence their satisfaction with current programs and services.
Finally, while a majority of members report some awareness of licensing advocacy efforts, a smaller proportion have participated in political activities. This suggests that awareness alone is insufficient to drive participation without additional motivational factors. The gap between knowledge and action represents a key opportunity for intervention.
Based on the survey findings, several recommendations emerge for different stakeholders involved with the union. For union leadership, developing targeted educational materials that clearly explain the direct connection between political advocacy and licensing/workplace benefits would address the primary barrier to participation. Creating a spectrum of political activities with varying time commitments would accommodate different experience levels and availability constraints. Establishing a mentorship program pairing politically engaged senior members (especially those in high-engagement demographic groups) with newer members would facilitate knowledge transfer and provide personal connections to political activities. Regularly highlighting concrete results from political advocacy efforts would address those who would participate more if they saw direct results. Finally, leveraging demographic insights by creating dedicated leadership roles for women and minority members, who show higher engagement levels, could enhance advocacy effectiveness.
For apprenticeship programs, integrating political education about the historical and current relationship between political advocacy and apprenticeship/licensing requirements into formal training curricula would build awareness from the beginning. Creating a structured pathway for political involvement that aligns with apprenticeship progression would recognize that political understanding tends to develop alongside technical skills. Addressing scheduling conflicts by coordinating political activities with existing training sessions or offering virtual participation options would increase accessibility.
Policy advocates and lobbyists should explicitly connect policy proposals to specific impacts on licensing, training, and job opportunities for operating engineers when communicating about political initiatives. Incorporating testimonials and case studies from apprentices who have benefited from previous advocacy efforts would make abstract policy concepts more concrete. Developing concise, accessible summaries of key political issues affecting IUOE Local 30 members, particularly focusing on licensing requirements and apprenticeship regulations, would enhance understanding.
Researchers and educational partners could establish a follow-up research plan to track how political engagement evolves as current apprentices progress through their careers. Creating structured learning modules about political processes and advocacy skills tailored to the trades context would build capacity. Further research into why women and minority members show higher engagement could yield valuable insights for broader union political strategy.
The IUOE Local 30 membership survey provides valuable insights into the current state of political engagement among a predominantly young, apprentice-focused union membership. The findings indicate general support for focused political advocacy around licensing and labor issues but highlight information gaps and experiential factors that limit participation.
The clear progression of political engagement with tenure and position advancement suggests that integration of political education into the apprenticeship experience could yield long-term benefits. The demographic variations in engagement levels, particularly the higher engagement among women and minority members, offer potential strategic advantages for the union’s political outreach efforts.
By implementing targeted educational initiatives, creating flexible participation opportunities, and leveraging engaged demographic segments, IUOE Local 30 can enhance its political effectiveness while respecting members’ preferences for focused advocacy directly connected to their occupational interests. These strategies align with broader research on union revitalization through member engagement and can strengthen the union’s capacity to advance members’ interests in an evolving political landscape.
Economic Policy Institute. (2023). Union political advocacy and labor regulation outcomes in skilled trades. Washington, DC.
Feigenbaum, J., Hertel-Fernandez, A., & Williamson, V. (2018). From the bargaining table to the ballot box: Political effects of right to work laws. National Bureau of Economic Research Working Paper.
Macdonald, I. T. (2021). Generational divisions and union political activism: Challenges and opportunities. Labor Studies Journal, 46(1), 36-58.
Rosenfeld, J. (2014). What unions no longer do. Harvard University Press.
Center for Union Democracy. (2024). Young workers and union political engagement. New York.