18 July – 17 August marks South Asian History Month, which provides us an opportunitiy to celebrate our South Asian members and their contribution to the labour movement, whilst also recognising their continuing struggles, including racism and discrimination – particularly highlighted by the far-right riots this month.
South Asian communities have long been integral to the fabric of British society, particularly within the labour movement. From the early days of migration to the present, South Asian workers have played pivotal roles in shaping the trade union landscape in the UK.
This timeline highlights key moments in South Asian British history, and also highlights key moments when South Asian activists and workers stood at the forefront of major industrial disputes, advocating for dignity, equality, and justice in the workplace. Despite facing discrimination, economic exploitation, and systemic racism, these individuals and communities have fought tirelessly to secure better working conditions not only for themselves, but for all workers in Britain.
Pre-1947: South Asia to the UK
Despite widespread belief that South Asian migration to the UK began after WWII, there is considerable evidence of South Asian presence dating back to the 17th century.
17th century:
The early presence of South Asian people in the UK begins with a small but significant number of individuals, such as ayahs (nursemaids and nannies), who accompanied British families returning from India. Lascars, or South Asian sailors, also start settling in British port cities like London, Liverpool, Cardiff, and Glasgow, due to their employment with the British East India Company. These early migrants laid the foundation for the first South Asian communities in the UK.
19th century:
As the British Empire expands, so too does the presence of South Asian people in the UK. This period sees an influx of students, professionals, and members of the Indian aristocracy. Raja Rammohun Roy, an Indian social reformer, visits Britain in 1831 and stays until his death in 1833. His presence signifies the early involvement of South Asian people in British political life. South Asian people begin to establish themselves in various sectors, particularly in academia and civil service, after studying in British institutions.
1892:
Dadabhai Naoroji is elected as the first South Asian Member of Parliament (MP) for Central Finsbury. Known for his advocacy of Indian rights and his role in the Indian independence movement, Naoroji’s election is a historic moment that underscores the growing influence of South Asian people in British public life. His work helps to lay the groundwork for future South Asian political activism in the UK.
World War I & II:
South Asian soldiers, notably from India, play a crucial role in both World Wars, fighting alongside British forces. Approximately 1.3 million Indian soldiers serve in World War I, and 2.5 million in World War II, with many stationed in Britain. Alongside soldiers, South Asian workers contribute to the British war effort, particularly in munitions factories. For instance, in October 1940, over 700 young semi-skilled Indian workers participate in a training scheme in Hertfordshire aimed at improving munitions production, which highlights the crucial role South Asian communities played in supporting the British economy during wartime.
Post-1947 Migration
1947:
The Partition of India creates significant migration flows, with many South Asian communities, particularly those from Punjab, Gujarat, and Bengal moving to the UK in search of better opportunities and stability. These communities often found work in sectors experiencing labour shortages, such as textile mills, foundries, and public transport.
1950s-1960s:
Post-war Britain faces significant labour shortages, leading to the recruitment of workers from former colonies, including South Asia. Many South Asian people, including men from middle-ranking families in Punjab, India and relatives of those who served in the British Indian Army or police, migrate to the UK. Pakistani communities also migrate and find work in the textile industries of Lancashire, Yorkshire, Manchester, and Bradford, while others work in car manufacturing and engineering in the West Midlands and Birmingham.
1962:
The Commonwealth Immigrants Act is introduced, restricting the free movement of Commonwealth citizens, including those from South Asia. This legislation marks a turning point, as many South Asian workers who had planned to return home after earning money in the UK decide to settle permanently to avoid the restrictions on re-entry. This act accelerates the process of family reunification, leading to the establishment of permanent South Asian communities across Britain.
1965-1971:
The UK government implements further immigration controls, including the 1965 White Paper and the 1971 Immigration Act, which introduce stricter entry requirements. These policies particularly target non-white Commonwealth citizens. Despite these challenges, South Asian communities continue to grow, with many taking up employment in industries such as textiles, manufacturing, and healthcare.
1965 – 1974:
Following the collapse and withdrawal of the British Empire, several East African countries, including Uganda, Kenya, Tanzania and Mauritius, implemented policies that targeted and marginalised their South Asian communities. These communities had originally migrated to East Africa under British colonial rule, often serving slave labour, or as a ‘buffer’ in trade, administration and industry. However as these countries asserted their independence, they introduced policies that discriminated against South Asian people, viewing them as remnants of colonialism.
1970-1971:
The Civil War in Pakistan leads to the creation of Bangladesh in 1971. Many Bangladeshi families flee the conflict and settle in the UK, particularly in areas like Tower Hamlets in East London, where they contribute to the local economy by working in industries such as textiles and catering.
4 August 1972:
Idi Amin, the Ugandan dictator, ordered the expulsion of approximately 60,000 people of South Asian heritage, many of whom had settled in East Africa during British colonial rule. Facing sudden expulsion, around 27,000 Ugandan Asians flee to the UK, where they are entitled to settle due to their British passports. Despite being British citizens, they encounter significant challenges in integrating into post-war British society, which is often unwelcoming, marked by racism, xenophobia, and economic hardship.
Key Labour Disputes Involving South Asian Workers
1 May 1974: Imperial Typewriters Strike, Leicester
The strike began with 300 South Asian workers from 4 factories, predominantly from Indian and Pakistani backgrounds, protesting against poor working conditions, including limited promotion opportunities, unpaid bonuses, and racial discrimination. The workers, who felt unsupported by the Transport and General Workers Union (TGWU) faced opposition from both their employer and the union itself.
The strike exposed the racial inequalities within the British labour movement, as the predominantly white leadership of the TGWU dismissed the grievances of South Asian workers. Despite the lack of official support, the strike grows to over 500 participants and becomes a broader protest against racial exploitation and the exclusion of South Asian workers from leadership positions within the workplace and within the union.
August 1976 – 1977: Grunwick Dispute, Dollis Hill, London
The dispute is initiated by Jayaben Desai, a Gujarati woman who, along with over 100 predominantly female South Asian workers, strikes against the oppressive management at Grunwick Film Processing Laboratories. The workers, who had endured years of poor pay, long hours, and harsh working conditions, sought to join the trade union APEX to demand better rights and protections.
The dispute became a symbol of the broader struggle for equality and dignity in the workplace for South Asian workers, as the predominantly white male leadership of the trade union initially hesitated to support the strike. However, as the dispute gained national attention, it garnered massive support from the wider trade union movement, with over 20,000 people, including postal workers, miners, and other union members, participating in marches and picketing by June 1977.
Meanwhile, the government appointed Lord Scarman to lead an inquiry on the dispute. Lord Scarman made various recomendations, including that Grunwick should recognise the trade union and give the dismissed workers their jobs back. Grunwick rejected these government recomendations. APEX felt the dispute could not be won and decided to pull back and the dispute effectively ended in defeat. But according to Jayaben Desai, not everything was lost:
“because of us, the people who stayed in Grunwick got a much better deal. When the factory moved, the van used to come to their home and pick them up because it was difficult for them to get to the new place. Can you imagine that? And they get a pension today! That was because of us, because of our struggle.”
1990 – 1995: Hillingdon Hospital Dispute, London
Hillingdon hospital had, like many large employers in London, begun to rely upon primarily Asian women workers from Southall to carry out hospital cleaning.
As issues arose at work, these workers turned to their unions NUPE & COHSE (now UNISON).
By the 1980s, the Asian women at Hillingdon Hospital had organised themselves into a powerful voice against injustice and they had also organised their own welfare and transport network. Then in 1984 the Thatcher Government moved to privatise services to the lowest bidder, regardless of quality.
Despite the high profile campaign against the privatisation of services in Hillingdon and many other hospitals, in 1990 the women were transferred to the private company who set about cutting terms and conditions, while cross infection rates soared and standards plummeted.
At Hillingdon, the women’s jobs were passed from contractor to contractor until the pay became so poor that they had little option but to take a stand; in September 1995 they went on strike against yet further pay cuts. After an incredible five year battle for justice, the women strikers’ tenacity was finally rewarded with a total victory and within a year the hospital brought the cleaning services back in house.
1992: Burnsall Strike, Smethwick, West Midlands
The Burnsall strike involved 19 South Asian workers at a metal finishing company in Smethwick, who protested against inhumane working conditions, including 56-hour workweeks, compulsory overtime, and exposure to toxic chemicals without proper safety equipment. The workers, who were primarily Punjabi women, were also subjected to racist and sexist abuse from management and were paid significantly less than their male counterparts for the same work.
The women demanded union recognition, equal pay, and basic health and safety measures. Their strike, however, was met with harsh retaliation from management, who dismiss all 19 workers. GMB, the trade union which represented the workers, called off the strike after the dismissals.
But the women continued to fight for justice. Their efforts are recognised in 1993 when they received the Martin Ennalls Civil Liberties Award, highlighting their courage and determination in the face of adversity.
10 August 2005: Gate Gourmet Dispute, Heathrow Airport, London
The Gate Gourmet dispute involved predominantly South Asian workers, primarily from Punjab, India, who worked for Gate Gourmet, a company outsourced from British Airways. These workers, many of whom had been employed by British Airways for years before their jobs were outsourced, faced deteriorating working conditions, including cuts to sick pay, overtime, and break times.
In August 2005, the workers came back from their tea break to find other workers in their place, doing their jobs. Gate Gourmet had used an employment agency to find people who were willing to work for even less money. When the workers protested, the company dismissed over 700 employees in just two days.
It was later revealed that Gate Gourmet management had planned to provoke the workers into striking as a pretext for mass dismissals. Despite initial support to the workers from the TGWU, the final deal negotiated with the company resulted in reduced benefits and worse terms and conditions for those reinstated, while many workers were left without jobs.
21st Century Policies Affecting South Asian Workers
2012: Hostile Environment Policies introduced by the Conservative government under Home Secretary Theresa May.
The policies aimed to create a “hostile environment” for illegal immigrants, but it also affects many legal residents, including Commonwealth citizens who have lived in the UK for decades. The policies included measures such as the requirement for landlords, employers, and healthcare providers to check the immigration status of individuals, leading to widespread discrimination and fear among migrant communities.
The policy also involved the removal of homeless EU citizens and the “Go Home” vans, which are part of Operation Vaken and were designed to encourage undocumented migrants to leave the UK voluntarily.
These policies disproportionately affected and still affect Black workers, making them vulnerable to exploitation at work, due to the fear of reporting workplace issues due to the threat of deportation.
The Windrush scandal, which emerged in 2018, exposed the devastating impact of the hostile environment policy on long-standing Commonwealth residents, including many from South Asia. Although the policy is no longer officially active, its legacy continues to impact migrant communities, particularly in the workplace, where fears of deportation and discrimination persist.
2018: Windrush Scandal
The scandal revealed the consequences of the hostile environment policies, leading to the wrongful detention, deportation, and denial of legal rights to thousands of Commonwealth citizens, many of whom are from South Asian backgrounds. The scandal highlights systemic issues within the UK immigration system, including the lack of proper documentation for long-term residents and the harsh treatment of those who fall foul of the complex immigration rules.
An independent review was conducted into the Windrush Scandal, providing recomendations to prevent such an event from happening again. However, former Home Secretary Suella Braverman chose to discard key recomendations from the report, a decision UNISON challenged in the High Court. The court subsequently ruled her actions unlawful.
You can read more about this case here
2020s:
The impact of Brexit and the COVID-19 pandemic further complicated the situation for South Asian workers in the UK. The end of free movement between the UK and the EU led to a labour shortage in various sectors, including healthcare, hospitality, and agriculture, where many South Asian people have traditionally found employment. The pandemic exposed the precarious nature of many South Asian workers’ jobs, as they are often employed in low-paid, insecure roles that are disproportionately affected by the economic downturn. The government’s response to these challenges, including the introduction of new immigration rules and support measures have been insufficient in addressing the barriers faced by Black workers in the workplace.
