By Steve Early for Counter Punch - The exploding national debate about workplace harassment of women by powerful bosses or male co-workers is a great opening for unions to demonstrate their importance as one form of protection against such abuse. Unfortunately, when unions are not pro-active on this front in their dealings with management or, worse yet, allow bullying or sexual harassment among staff or members, their credibility and appeal as a sword and shield for women (or anybody else) is greatly reduced. Unions don’t exist in a vacuum. They reflect the workplace or occupational cultures of their members, and the latter are a product of social conditioning often unsupportive of solidarity on the job, collective activity, or sensitivity toward women and minorities. So the task of forging a united front, for purposes of mutual aid and protection in the workplace, is easily hindered by union dysfunction and internal divisions based on race, gender, ethnicity, age, and other membership differences. It takes continuous organizational effort—in the form of training and recruitment, new leadership development, and structural change–to insure that the bullying, harassing, divide-and-conquer behavior of bosses, big and small, doesn’t infect and weaken the “house of labor” too.