that it was too focused on negotiating with the "employer", rather than just focusing on the goals of the workers. Carter and Cooper state that the TUC had no real power over its "affiliates", except setting a good example and hoping that the affiliated unions follow their lead by implementing the organizing model. The British Trades Union Congress (TUC) inaugurated an Organising Academy in 1998, to fulfill a similar role to that of the AFL-CIO's Organizing Institute in the US (or ACTU's Organising Works programme in Australia). Carter and Cooper question how successful the Academy was in spreading the organizing model because of the lack of "trainees" from some unions. Heery, Simms, Simpson, Delbridge, and Salmon state that, while the spread of the organizing model was the primary goal of the Academy, the Academy was actually dedicated to helping people traditionally underrepresented in the labor unions, such as "women" and the "young" or those with "non-standard" employment. While the graduates of the Academy have produced positive results, in general the model has not been implemented in the UK with the same comprehensive commitment as it has been by some unions in the US. Heery, Simms, Simpson, Delbridge, and Salmon state that U.K. unions are more likely to adopt the organizing model if they are or have been affiliated with "the Academy", so the Academy has had a measurable impact on the implementation of the organizing model within the U.K. There are questions raised by writers on Industrial Relations about whether the transfer of the SEIU's organizing model has been faithful, or whether a watered down, less radical version has been instantiated. Sarah Oxenbridge, for example, writes "community organising and organising model methods provided the means by which Californian Unionists put their 'social movement unionism' philosophies and strategies into practice, on a daily basis (see Heery 1998). However, it may be that most British Trade Unionists will instead see the organising model as – more simply – a range of recruitment tactics, and will pick and choose from amongst these tactics." Heery, Simms, Simpson, Delbridge, and Salmon have isolated several aspects of the organizing model that are likely to appear in the U.K., namely "one-to-one recruitment", and "petitions, surveys and demonstrations". Heery Simms, Simpson, Delbridge, and Salmon emphasize that these are only some of the core aspects of the organizing model, not all of them. Heery, Simms, Simpson, Delbridge, and Salmon