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This articles begins by tracing the changes in trade union attitudes to financial participation, which have generally become more favourable. A number of national case studies are considered. Having reviewed the possible advantages, the author cautions against a number of risks in extending such schemes. In particular care must be taken to avoid them acting as substitutes for direct participation by workers and their representatives in managing the companies in which they work, worker representatives must be consulted and schemes must be inclusive and not serve to exacerbate income differentials or income insecurity.
