Press kit (English)

Press Release
For immediate release: Oct. 8, 2013
Report outlines how Nissan in Canton, Miss., is violating international human rights standards of workers who
want to organize and bargain collectively
Newly unveiled summary from the Mississippi NAACP and international labor law scholar Lance Compa describes how
Nissan undermines workers’ freedom of association under International Labor Organization principles
(Washington, D.C.) - An extensive report by Mississippi NAACP President Derrick Johnson and international labor law expert Lance
Compa was released in Washington, D.C., today (October 8) showing that Nissan in Canton, Miss., is in violation of international
labor standards on freedom of association through its aggressive interference with workers trying to exercise their fundamental
right to organize a union.
The report, which also will be outlined at events in France and Brazil, concludes that under international law, the company should
respect human rights standards on workers’ freedom of association, including the right to organize and the right to collective
bargaining. But in the Canton plant, according to the report, Nissan has launched a campaign of fear and intimidation to nullify these
rights.
“Under international law and pursuant to its own stated commitments, Nissan is supposed to respect human rights standards on
workers’ freedom of association – the right to organize and the right to collective bargaining. But in the Canton plant, Nissan has
launched an aggressive campaign of fear and intimidation to nullify these rights,” said Johnson.
“Our research shows that Nissan is not living up to the standards of worker treatment enshrined in International Labor Organization
(ILO) core labor standards, UN human rights principles, and other international norms. It also belies Nissan’s own public
commitments to honor international standards through its membership in the United Nations Global Compact,” said Compa, an
American lawyer currently based in Europe. “Workers’ descriptions of how they are treated behind the walls of the massive Nissan
plant in Canton, Miss., affirm that Nissan is systematically interfering with the internationally recognized right to form a union.”
“Workers and everyone in the Canton community are appreciative of this research on the unfair treatment of Nissan workers,” said
Congressman Bennie Thompson (D-Miss). “The finding that Nissan is in violation of international labor rights standards is alarming. I
and the entire Canton community continue to stand with workers in Mississippi, because they deserve the freedom to organize a
union if they so choose, free from implied threats.”
The International Labor Organization’s (ILO) 1998 Declaration on Fundamental Principles and Rights at Work and ILO Conventions 87
and 98 are the foundation of international standards on workers’ freedom of association. They prohibit:

Imposing pressure, instilling fear, and making threats of any kind that undermine workers’ right to freedom of association.

Creating an atmosphere of intimidation and fear with respect to union organizing.

Pressuring or threatening retaliatory measures against workers if they choose union representation.

Denying reasonable access for workers to hear from union representatives inside the workplace.
Workers at Nissan’s Canton plant, who are supported by a growing student movement, community organizations and trade unions
around the world, described in the report treatment that violates the ILO’s 1998 declaration and conventions 87 and 98 – standards
included as well in the UN Global Compact, which Nissan joined in 2004.
Worker Jeff Moore, a body shop quality technician hired in 2001, stated that anti-union intimidation began early on. “In
the first meetings, managers told us that Nissan is totally non-union and didn’t want any part of unions, that unions make
plants close,” said Moore. “Everything they said about unions was negative, nothing positive. It’s like they were drilling it
into our heads, stay away from the union,” said Moore.
Workers also recounted “captive audience” meetings in which they were forced to watch films and hear speeches filled
with implicit threats of plant closure if they formed a union, and orchestrated one-on-one meetings with supervisors
warning of dire consequences if they choose union representation.
Nissan, the report says, also targets their anti-union behavior at hundreds of “associates” or temporary workers, known as
precarious workers globally, many of whom do the same work as regular Nissan employees but are paid lower wages and have less
job security. The report concludes temp workers, because of their tenuous situation, often feel even more susceptible to the
company’s intimidation and climate of fear if they support a union.
The report’s authors say call on Nissan to change its practices; specifically:

Affirm workers’ right to organize in keeping with the core labor standards of the ILO and ILO Convention 87 on freedom of
association.

Make clear that Nissan will not close the plant or fail to introduce new product lines because workers choose union
representation.

Assure workers that if they choose representation, Nissan will negotiate in good faith with a sincere desire to reach a
collective bargaining agreement; and

Grant access to UAW representatives so that employees can receive information from them inside the workplace.
The report also recommends that socially responsible investment firms “ … re-evaluate their portfolio holdings of Nissan stock in
light of ILO standards and the company’s actions at the Canton plant, and engage with Nissan management to encourage adoption
of the recommendations in this report” and that “ … The United Nations Global Compact and the OECD … consider whether the
company’s actions in Canton are consistent with its commitments to, and obligations under, international labor standards.”
Nissan recognizes and bargains with unions at almost all of its operations globally, but not in the U.S. Nissan workers and their
supporters want Nissan to change how it treats workers, including:

Stopping the anti-union campaign at its U.S. operations and treating workers with dignity and respect. Allowing union
supporters equal time to address employees on the issue of union representation. Apologizing and retracting past
statements that imply the future of the plants would be at stake if workers choose union representation.

Providing permanent jobs for all temporary workers and paying these workers the same as it does its regular employees.
FOR MORE INFORMATION, CONTACT: Lauren Llewellyn | PadillaCRT, o. (804) 675-8153 | m. (804) 938-3121
www.dobetternissan.org
NISSAN
CAN
DO BETTER
Do Better Together is about trust and openness.
Workers want a voice to ensure fairness in the
workplace. With that voice, workers can be true
partners with their employers, offering solutions
that can help create quality products at the best
value for consumers.
To do better together, workers need to be
able to decide freely whether to have a union
represent their interests. They need to be able to
make an informed decision free from intimidation
and threats. They must have the opportunity to
hear both sides, and decide what is best for them
and the company.
Nissan’s workers are 100 percent behind the
ambitious plans of the company, and they want
to see Nissan succeed.
That success has to come on a strong
foundation of justice – fair and reasonable
practices when it comes to the treatment of
workers who create quality products and deliver
profits to Nissan. That’s why workers are asking
Nissan to Do Better Together.
Nissan willingly works with unions in its own
country and around the world, but discourages
them in America. American workers deserve to
have a voice, so they can have the same dignity
and respect as their international co-workers.
Unions and students around the world are mobilizing in
defense of Nissan workers.
Why do Nissan workers want a union?
Nissan workers need a voice to achieve fairness in the workplace
With a union, workers can sit down with management to discuss the
important issues of working conditions, policies, pay and benefits, as well as
ways to improve the company’s processes and products.
Unions counterbalance multinational companies
Big global corporations like Nissan have the power to pit workers in every
country against each other by threatening to move if workers exercise their
right to choose to have a union represent them. There is a way to achieve
a balance of power against these corporations.
A large temporary workforce cannot build our communities
Nissan has made it a business practice to employ a high percentage
of “temporary workers” by contracting with agencies like Kelly Services
and Yates. These workers can work alongside regular employees for years
with no job security, less pay and limited benefits. Because of their endless
“temporary” status, these workers cannot adequately plan for their future.
Use of a temporary workforce doesn’t grow our communities and it weakens
the middle class.
Nissan has run a fear campaign to prevent workers in the U.S. from organizing
a union, which has included:
• Holding anti-union meetings and roundtable discussions to create an
atmosphere of fear;
• Showing plant-wide, anti-union videos on TV monitors during the
workday;
• Implying to workers that unionization results in plant closure or lay-offs.
Nissan workers in the U.S. cannot rely on weak U.S. labor laws to
adequately protect their fundamental right to organize. Nissan workers
and their community allies are asking the company to abide by Fair
Election Principles, including:
• Prohibiting the union or employer from disparaging the other side;
• Providing equal time and access to union supporters to speak with
workers when the employer holds a meeting against the union on
company time;
• Prohibiting the use of coercion, threats and intimidation to prevent workers
from exercising their right to join or refraining from joining the UAW.
“
We need equal time
to hear the union’s
side of whether we
should have a union at
Nissan. If the company
can show an anti-union
movie for 15 minutes on
company time, then we,
the union supporters, should be given
15 minutes on company time. We want
a fair election.”
- Michael Carter, Canton Nissan worker
NISSAN:
Global Human
Rights Violator
“
As young people,
we want a voice in
what type of economy
is being passed on to
us. When one of the
richest auto companies
comes to Mississippi
and relies heavily on
temporary workers, that is
unacceptable to youth.”
- Tyson Jackson, Mississippi Student
Justice Alliance
“
Nissan has run an
intense pressure
campaign aimed at
creating fear and
undermining workers’
right to form a union,
including intimidating
workers and implying that
their plant will close if they form a union.
MAFFAN will not allow Nissan to treat
its Mississippi workforce as second-class
global citizens while Nissan allows its
workers in other countries to unionize.”
- Rev. Dr. Isiac Jackson, chairperson,
MAFFAN (Mississippi Alliance for Fairness
at Nissan)
For more information:
Text JUSTICE to 738674
to sign up for text messaging.
(Message and Data Rates May Apply)
Working Together,
We Can Do Better!
This brochure is purely informational, and
does not ask anyone to strike or refuse to
pick-up, deliver or transport goods or
otherwise refrain from engaging in
business with any employer.
dobetternissan.org
dobetternissan.org
UAW PRINCIPLES
FOR FAIR UNION ELECTIONS
Preamble
T
he UAW of the 21st century
inhabits a global economy,
therefore, the union must be
fundamentally and radically different from the UAW of the 20th
century. In the context of global
competition, the only true path
to job security is to produce the
best quality products and services for the best value for consumers. In order to promote the
success of our employers, the
UAW is committed to innovation,
flexibility, lean manufacturing,
world best quality and continuous cost improvement. Through
teamwork and creative problem
solving, we are building relationships with employers based
upon a foundation of respect,
shared goals and a common
mission. We are moving on a
path that no longer presumes
an adversarial work environment
with strict work rules, narrow job
classifications or complicated
contract rules. The UAW seeks to
add value as advocates for consumer safety, energy efficiency
and green technologies.
Just as the UAW has embraced
fundamental change, we call
upon the business community to
The Principles
A fundamental human right
1. The right to organize a free trade
union is a fundamental, human
right recognized and respected in
a democracy.
No coercion, intimidation or threats
2. Employees must be free to exercise the right to join a union or refrain from joining a union in an atmosphere free of fear, coercion,
intimidation or threats. There is no
free choice if a worker is afraid of
losing a job or losing benefits as
a result of his or her choice, or is
intimidated into making a choice
not of one’s own making.
No repercussions from
management or the union
3. Management must clearly articulate that if workers choose to
unionize, there will be no negative
repercussions from the company.
The UAW must clearly articulate
that if workers choose not to
unionize, there will be no negative repercussions from the union.
Both the company and the union
will negotiate in good faith, and
any failure to reach agreement
will not be caused by bad faith
negotiations.
No wage or benefit promises from
management or the union
4. Management will clearly articulate that it does not promise
increases in pay or benefits if
workers choose not to unionize.
The UAW will clearly articulate that
it does not promise increases in
pay or benefits if workers choose
to unionize.
Equal access to the electorate
5. During the course of a union representational campaign, employees will have the opportunity to
hear equally from both the union
and management regarding this
issue. There will be no mandatory
meetings of employees on the
issue of unionization unless the
UAW is invited to participate in the
meetings. Written and oral communications must be equal. The
union must be granted the same
ability as the employer to post
campaign material.
Disavow any threats from
community allies
6. Management will explicitly
disavow, reject and discourage
messages from corporate and
community groups that send
the message that a union would
jeopardize jobs. Likewise, the
UAW will explicitly disavow, reject
and discourage messages from
community groups that send the
message that the company is not
operating in a socially responsible
way.
No disparaging the other party
7. Both the UAW and management
should acknowledge that the
other party is acting in good faith
with good intentions. Negative
and disparaging remarks about
the union or the company are not
appropriate and not conducive
to a spirit of mutual respect and
harmony, and will not be made
by either party.
Immediate Resolution
8. Any disagreements between the
UAW and management about
the conduct of the organizing
campaign, including allegations
of discriminatory treatment or
discipline relating to the union
campaign, will be resolved immediately through an impartial,
third party.
Secret ballot election
9. The democratic right of workers to
freely and collectively choose if
they want to form their UAW local
union is the workers’ First Amendment right. A secret ballot election incorporating these principles
is an acceptable method of
determining union representation
if principles two through six have
been adhered to, and if there is
no history of anti-union activities.
The parties may select an alternative method on a case-by-case
basis that reflects the best process
for demonstrating employee
wishes. If the parties cannot agree
on specifics of the procedure, an
arbitrator may decide.
Bargaining
10. If employees choose to unionize, the employer and union will
engage in collective bargaining to achieve an agreement
as soon as possible. The goal will
be an agreement that takes into
account the employer’s need to
remain competitive; the dignity, respect, and value of every
employee; the importance and
value of full employee engagement and creative problem
solving; and that provides a
fair compensation system. The
employer and the UAW commit
to full information sharing and
joint creative problem solving. The
employees will vote on whether
to accept the agreement. Disagreements between the union
and company will be discussed in
a respectful manner. If no agreement is reached within six months
of recognition, the parties may
mutually agree to mediation and/
or interest arbitration to resolve
any outstanding issues.
Partnership in the mission
of the employer
11. The UAW pledges that if the
workers choose union representation, the union as an institution
will be committed to the success
of the employer and will encourage our members to engage
in the employer’s successful
achievement of its mission. The
UAW and the employer will work
together in fulfilling the mission of
the employer. The UAW embraces a performance-based and
participatory culture where the
union contributes to continual
improvement of processes and
shared responsibility for quality,
innovation, flexibility and value.
RIGHT
2
UAW PRINCIPLES
FOR FAIR UNION
ELECTIONS
also change. They can demonstrate their openness to change
by agreeing to the framework
established in these principles.
The current federal framework
under the National Labor Relations Act does not protect the
rights of workers to freely decide
whether or not to join the UAW.
Unlike a truly democratic election, there is vastly unequal access to the electorate. In many
cases, employers use explicit
and implicit threats of loss of jobs
or benefits if workers support a
union. Screening job applicants
to weed out potential union supporters, mandatory anti-union
meetings, firing of union supporters and threats to close the
facility are tactics used to create
a climate of fear. Communitybased business organizations employ explicit threats that would
be illegal if they came directly
from the employer. Employee attempts at redress are futile due to
lengthy delays and lack of penalties. A free, democratic election
cannot take place in a climate
of fear.
The UAW invites employers to
endorse these Principles for Fair
Union Elections. If employers
abide by these principles, we will
respect the choice of the workers
whether or not they choose to
join the UAW.
Biographies of speakers
Derrick Johnson, Mississippi State Conference President
Elected in 2004, Derrick currently serves as State President for the Mississippi State Conference NAACP
and has been a member of the prestigious National Board of the NAACP since 2008. Additionally, he is
the Founder & Executive Director of One Voice working tirelessly with local elected officials, the
philanthropic community and local stakeholders to make sure voices often neglected in Mississippi get
heard.
Derrick earned his Jurist Doctorate Degree from South Texas College of Law in Houston, TX and a
Bachelor of Arts Degree from Tougaloo College in Jackson, Mississippi. Mr. Johnson serves on the boards
of the Mississippi ACLU, Babcock Foundation, and on the Advisory Council of the Mississippi Economic
Policy Center. Additionally, Mr. Johnson was appointed by the Chief Justice of the Mississippi Supreme
Court as a Commissioner to the Mississippi Access to Justice Commission.
Mr. Johnson served as a Fellow with the Congressional Black Caucus Foundation in Washington, DC
working in the office of Congressman Bennie G. Thompson and as a Fellow with The George Washington University Graduate School
of Political Management Minority Fellowship Program. Currently, he is a Mel King Fellow in the Massachusetts Institute of
Technology (MIT) Department of Urban Studies and Planning. He is married to Letitia Johnson of Magnolia, MS and they have 5
beautiful children.
Lance Compa, international labor rights scholar
Lance Compa is a labor lawyer and scholar specializing in U.S. labor law and international labor rights. With colleagues in the Labor
Law Group, he is a co-author of International Labor Law: Cases and Materials on Workers' Rights in the Global Economy (West Law
Group 2008), a 1000-page textbook for use in law schools and social science graduate programs.
Compa wrote the 2010 Human Rights Watch report A Strange Case: Violations of Workers' Freedom of Association in the United
States by European Multinational Corporations. He is also author of the 2005 HRW report Blood, Sweat, and Fear: Workers' Rights in
U.S. Meat and Poultry Plants, and the 2000 HRW report Unfair Advantage: Workers' Freedom of Association in the United States
under International Human Rights Standards.
In addition to his studies of workers' rights in the United States, Compa has conducted workers' rights investigations and reports on
Cambodia, Chile, China, Haiti, Guatemala, Mexico, Sri Lanka and other developing countries. He serves on two federal advisory
committees related to his research and writing: the Department of Labor's National Advisory Committee for Labor Provisions of Free
Trade Agreements, and the State Department's Stakeholder Advisory Board on the U.S. National Contact Point for the Organization
for Economic Cooperation and Development (OECD) Guidelines for Multinational Enterprises.
After law school and before turning to international labor law, Compa worked for many years as a trade union organizer and
negotiator; first for the United Electrical Workers (UE), and then for the Newspaper Guild. While on the UE staff, he was involved in
organizing and collective bargaining negotiations in multinational firms like General Electric and Westinghouse, and at many medium
and small-sized firms throughout the United States. At the Newspaper Guild, he represented editorial, business, and production
employees at the Washington Post, the Baltimore Sun, Agence France-Presse, and other news organizations.
Compa is a 1969 graduate of Fordham University, a 1973 graduate of Yale Law School, and a member of the Massachusetts Bar. He
also undertook studies abroad at the Institut d’Études Politiques in Paris, France (1967-1968) and at the Universidad de Chile in
Santiago, Chile (1972-1973).
Rev. Dr. Isiac Jackson, Jr., President of the General Missionary Baptist State Convention of Mississippi, Inc.
Reverend Isiac Jackson, Jr. began his formal education at Rogers High School in Canton, Mississippi,
receiving his high school diploma in 1965. He attended Prentiss Junior College for two years and
completed his undergraduate education at Alcorn State University where he attained a Bachelor of
Sciences degree in Elementary Education in 1973.
Before becoming a Minister of the Gospel, Rev. Jackson taught in the Canton Public School System for
years. Other experience consists of working as Supervisor I, Madison County Food Stamp Office;
Instructor at the Mississippi Baptist Seminary Extension and served for one year as Justice Court Judge, in
Canton, Mississippi; Drug Coordinator for Canton Public School System; Moderator in the Madison
Baptist Association; Executive Secretary of the General Missionary Baptist Convention of Mississippi, Inc.,
served as President of the Mississippi Baptist Seminary and was elected President of the General
Missionary Baptist State Convention of Mississippi, Inc. in the July 2010 session.
Reverend Jackson is the Pastor of Liberty Missionary Baptist Church in Canton, MS. He is married to Ora Jackson and they have
three children: Michal, Ghika (George), and Isiac, III.
“….And He said unto them, Go ye into the world, and preach the gospel to every creature (St. Mark 16:15). ‘Every individual on God’s
earth feels that they are in charge of their destiny and that they know what is best for them. God, being as mighty as He is,
sometimes has other plans for us. Until our faith is accepted, there is often a constant struggle between God and man—with God
being the victor.’” After the struggle was over, Isiac Jackson began his ministry in 1978. “Study to show thyself approved unto God,
a workman that needth not be ashamed, rightly dividing the word of truth (Timothy2:15).” Reverend Jackson elected to further
his knowledge in the teachings of the Almighty at the Reformed Theological Seminary, Jackson, Mississippi, where he received a
Master of Divinity Degree. Reverend Jackson received his Doctor of Ministry degree in May 1999. His dissertation for the degree is
entitled the “Disciple of the Black Man’s Worth in the Local Church.”
Nissan worker Chris Milton
Chris Milton lives in Brandon, Mississippi, and works by day on the assembly line that stamps vehicles. Milton has worked at the
Canton Nissan plant for 10 years and wants concerns about his workplace to be recognized by management. Milton believes that all
Nissan employees should have the right to organize without fear, and to be able hear from the union during work hours.
Nissan worker Dione Monroe
Dione Monroe lives in Jackson, Mississippi, and has been employed at Nissan’s Canton plant for 10 years. She works during the night
in the Paint Department, Sealant 1. She wants to have the opportunity to share her voice with management to improve working
conditions. Monroe wants workers in Canton to have a free and fair election on whether workers should unionize without being
intimidated by the company or targeted with implied threats that the plant will close.
Nissan worker Wade Cox
Wade Cox lives in Lake, Mississippi. He has worked for Nissan in Canton for 10 years. Wade works during the day shift in the Body
Department Phase 1. Cox wants workers to have an opportunity to decide for themselves whether they want union representation.
He wants the union to have equal time to engage workers during work hours without intimidation and implied threats from
company management.
Mississippi Alliance for Fairness at Nissan (MAFFAN)
Background
MAFFAN was founded after Congressman Bennie Thompson called on Mississippi leaders to form a
committee to stand up for Nissan workers.
Who we are
We are concerned members of the Canton community. We are elected leaders, faith leaders, civil
rights leaders, community activists and student leaders.
What we stand for
 All workers should have the right to freely decide for themselves, without fear, intimidation
or harassment, whether they want to join a union.

Unions play an important role in society – in giving workers a voice in their workplace.
Historically, unions have helped forge a middle class in America.

Nissan, its workers, and the Greater Canton-Jackson community would benefit if Nissan
workers organize with the UAW. Unions play an important role in creating safe and healthy
workplaces.

Unions, through contractual provisions like progressive discipline and grievance procedures,
eliminate discrimination and favoritism, creating a fair and just workplace. No corporate
business models should be built on a temporary workforce. No worker should spend years as
a temporary or agency employee. No worker should earn less wages or benefits than his or
her counterparts for performing the same work simply because he or she is employed by a
temporary agency or contractor. As community members, we have an interest in a welltrained, stable, committed, permanent workforce. Unions play a critical role in limiting
temporary employment through collective bargaining.

Through unions, and the UAW in particular, workers can contribute to the success of their
company and their community. Executives, managers and shareholders all come and go.
Workers and their families are here for the long haul, and through collective bargaining and
other labor-management partnerships, unions protect the long-term success of their
company.
Why we support Nissan workers seeking a union and democratic process at Nissan
We support Nissan workers in their effort to organize a local union with the UAW.
We condemn Nissan’s attack on the right to organize through its demonization of the United
Autoworkers Union, its use of implied threats of plant closure, its reliance on one-on-one anti-union
“education” sessions, small group anti-union roundtable meetings, and anti-union videos that aim to
instill fear around unionization and attack unions.
We believe that if Nissan management addresses workers, individually or en masse, on the issue of
unionization, then the Nissan Workers Fair Election Committee or its designee must be afforded
equal time and access to address Nissan workers.
We believe that labor laws in the United States fail to protect workers trying to organize unions. We
believe that Nissan should respect the right to organize as enshrined in the United Nations’
International Labor Organization.
We believe that just as Nissan and its Alliance Partner Renault respect the rights of workers in Japan,
France, the United Kingdom, and across the globe, it must respect the right to organize of its workforce
in Mississippi.
MAFFAN (Mississippi Alliance for Fairness at Nissan) Members
Rev. Dr. Isiac Jackson Jr., President of General Mississippi Baptist State Convention and Liberty
Missionary Baptist Church and Chair of Mississippi Alliance for Fairness at Nissan
Reverend Gary Adams, Zion Chapel AME Church
Rims Barber, civil rights activist
Pastor Reginald Buckley, Cade Chapel Missionary Baptist Church
Bishop Ronnie Crudup, New Horizon International Church
Pastor Jimmy Lee Edwards, Rosemont Missionary Baptist Church
Charlie Horhn, Director of External Affairs, Office of Congressman Bennie G. Thompson, 2nd
Congressional District of Mississippi
Pastor Jesse Horton, Emmanuel Missionary Baptist Church
Tyson Jackson, Mississippi Student Justice Alliance
Derrick Johnson, President, Mississippi State NAACP
Kenny Wayne Jones, State Senator, 21st District of Mississippi
Pastor Horace McMillon, Open Door Mennonite Church
Pastor Charles Miller, New Birth Missionary Baptist Church
Pastor C.J. Rhodes, Mt. Helm Missionary Baptist Church
Kathy Sykes, community organizer, Mississippi Immigrant Rights Alliance
Father Jerry Tobin, Norbertine Priory, St. Moses the Black Catholic Church
Cassandra Welchlin, policy advocacy consultant, community organizer
Mississippi Alliance for Fairness at Nissan
Mississippi Alliance for Fairness at Nissan
PO Box 1674, Canton, MS 39046 
www.beneaththeshine.org www.dobetternissan.org
The first branch in Mississippi was chartered
in Vicksburg, MS in 1918 and re-charted on
April 8, 1940. In 1945, members of branches
from across the state came together to charter
the Mississippi State Conference of Branches
to coordinate the efforts of local branches and
to carry out the mission and vision of the national organization statewide.
The Mississippi State Conference was on the
forefront of all the major battles of the civil rights
movement in Mississippi during the 50’s, 60’s and
70’s through and collaborating with other civil
rights organizations to organize demonstrations,
protests, selective buying campaigns, sit-ins,
marches, and legal action, all aimed at securing
equal rights under the law for ALL citizens of the
state.
Today, MS-NAACP consists of 112 units, which
includes branches, college chapters, and youth
councils. We have a revolving membership of
more than 11,000 members across the state and at
least 1 member in 74 of Mississippi’s 82 counties.
Our Work
Education & Justice Reform: MS-NAACP coconvened the Mississippi Opportunity to Learn
Conference in April 2013 in Jackson, MS that provided an opportunity for students, parents, educators, advocates, and community members to come
together to address the challenges as well as lay
out a vision for public education in our state..
In January 2013, MS-NAACP along with several other organizations including New York based
Advancement Project released a report entitled,
“Handcuffs on Success,” examining the impact of
inconsistent disciplinary policies across the state
and how those practices affect the drop-out rate,
graduation rate, and state’s inability to manage
taxpayers’ money in the school-to-prison pipeline.
As part of that report release, MS-NAACP teamed
up with the chair of Youth and Family Affairs
Committee at the MS Legislature for a hearing that
allowed families affected by the pipeline tell their
stories.
Unfortunately, it was not enough to persuade
the House of Representatives to pass a bill that
would have clarified the ability of school resource
officers designated as peace officers to make arrests on school property. However, MS-NAACP
celebrated a victory when the Department of Justice and Meridian, MS reached a settlement to end
racially discriminatory student disciplinary practices. The State Conference has also provided workshops to policy makers and school officials regarding the upcoming state charter school system that
will take resources away from already-starving
public schools.
Community & Economic Development: MSNAACP teamed up with One Voice to continue
bridging the gap and “Moving Mississippi in the
Right Direction” when some 200 leaders, developers, and elected officials convened across all levels
of government to develop solutions and brainstorm
ideas for development in communities of color
during the Mississippi Black Leadership Summit.
Voting Rights - Protecting the Vote: MS-NAACP
set out to register 25,000 Mississippi voters during
the “This Is My Vote Campaign”. We surpassed
that, registering more than 34,000! We couldn’t
have done it without the hard work and dedication
of our branches and community partners. Then, on
November 6, 2012, MS-NAACP revived a statewide
election protection program called Protect the Vote
2012, which was designed to educate voters and volunteers about their voting rights. The program included a toll free number, 1-888-601-VOTE, and
was staffed by legal professionals and community
volunteers who fielded more than 460 calls for those
who had questions and provided legal assistance for
resolving any election day-problems.
Notable Leaders

Aaron E. Henry, State Conference
President for 33 years and perhaps
the chief architect of integration in
Mississippi;

Medgar Evers, the civil rights martyr, who served as executive director and led voter registration campaigns;

Winston Hudson, who served as a
state vice president and advocated
for Head Start programs and rural
heath clinics;

CC Bryant who served as a state vice
president for many years and assisted students in the McComb area
with establishing the first freedom
school;

Dr. Gilbert Mason of Biloxi who
forced the integration of the Biloxi
Beach.
Our Leader
Derrick Johnson serves as the Mississippi State
Conference NAACP President and also serves as a
National
NAACP
Board
Member. He earned his Jurist
Doctorate Degree from South
Texas College of Law in
Houston, TX and a Bachelor
of Arts Degree from
Tougaloo College in Jackson, MS.
He is the Founder and Executive
Director of One
Voice, a 501c3 organization
whose mission is to provide
community policy research
and training. He’s married to Letitia and they have
five children.