Unionization is a big step. You get protection, but it's also expensive, makes HR sclerotic, and you run the risk of having union management wander off into lala land.
If you're a competent programmer, unionization is probably a net loss for you.
There are many models of unionization. I'm represented by a union (in Denmark), and it's not particularly sclerotic or adversarial. It's just an organization that is skilled in contracts and can provide advice and advocacy on my behalf, along with some information aggregation.
Their #1 most useful service is probably their email address that provides legal advice about whether I should sign a particular contract or not, and what my options are. Strikes are extremely rare, but consultations to ensure it never gets to that point are common. For example, if I were asked to sign a never-before-seen contract provision, and I forwarded it to them, they might use their backchannel contacts with the company to ask what this is all about, and, if the answer isn't to their liking, warn other members to watch out for this new provision. That helps make sure that changes like that don't slip by unnoticed. It may, admittedly, help that there is a cultural value against labor strife, so companies lose a lot of face if they get to the point of open conflict with their union. That allows unions to mostly do their job without having to exercise "hard power" like actual strikes.
The main things they do, imo, is to make sure that workers are informed about what contracts they're signing, and that companies get appropriate pushback about the more onerous provisions. Americans also do that to some extent, but since they lack effective unions, they have to do it via legislation, like how California has banned noncompetes.
Depends on the type of union. My father is president of a chapter of a professional union that covers engineers and scientists. Fee is $40 every month but you aren't required to pay as the union negotiates for everyone. Fee helps pay for lawyers to review contracts. The officers of union are all volunteers so they run really lean.
Salaries/Pay aren't included in group negotiation, just benefits including time off for health issues/pregnancy also they deal with layoffs/downsizing/rifting. Union also provides health insurance group benefits for employees if their employer doesn't provide benefits.
Sure you can. As long as more of us start doing it. When all the talent requires $SPECIFIC_COMPENSATION, then the employers provide it or do without talent.
