Equal remuneration for men and women for work of equal value

1. Equal remuneration for men and women for work of equal value An introduction to Convention No. 100 Discrimination in Employment and Occupation

2. Causes of the pay gap • Productivity related differences • Job availability • Job selection • Pay structure • Perceived labour costs • Lack of awareness Discrimination in Employment and Occupation

3. Productivity related differences Biases based on non-objective perceptions of women’s work, such as: • Lower physical strength • Mental orientation • Biological and social reproduction • Socio-cultural perceptions • Pre-existing inequalities Discrimination in Employment and Occupation

4. Convention No. 100 Objective Promoting and ensuring the principle of equal remuneration for men and women workers for work of equal value. Discrimination in Employment and Occupation

5. What is the principle? • Equal remuneration for men and womenworkers for work of equal value refers to rates of remuneration established without discrimination based on sex • The principle implies a comparison of jobs performed by men and women Discrimination in Employment and Occupation

6. Work of equal value • Includes equal or identical work or work in equal or identical conditions AND • Includes different kinds of work which based on objective criteria are of equal value • Comparison between jobs is not limited to the same job, the same employer or the same sector Discrimination in Employment and Occupation

7. Work value: an example • A car pool attendant working in a hospital earns twice as much as a female nurse who has several years of training and high levels of responsibility for caring for patients, including the administration of drugs and treatments. • CEACR has longstanding concern with legal provisions defining work of equal value to be “activities, jobs, tasks, duties or services…which are identical or substantially identical” Discrimination in Employment and Occupation

8. Scope of remuneration • basic, ordinary or minimum wage or salary • and any other additional emoluments • paid directly or indirectly by the employer • in cash or in kind • out of the workers’ employment. Discrimination in Employment and Occupation

9. Scope of remuneration (2) • Overtime pay, bonuses, grants • Uniforms, tools, equipment • Allowances, employer-paid social security benefits • Housing • Fringe benefits Discrimination in Employment and Occupation

10. What is not discrimination? • Different remuneration based on objective differences in the work performed but not based on sex • Based on non-sex-based factors such as: • Seniority • Education • Qualifications • Experience • Productivity Discrimination in Employment and Occupation

11. Job evaluation to determine « equal value » • Analytical methodology preferred • Used to classify jobs in occupational hierarchy based on job content • Uses job descriptions • Rating of job content is based on criteria related to responsibility, skill, effort and working conditions Discrimination in Employment and Occupation

12. Job evaluation systems Job evaluation systems do not automatically promote equal remuneration for work of equal value Effort must be made to avoid gender bias and to measure aspects of work done by women as well as that typically done by men Discrimination in Employment and Occupation

13. How to avoid gender bias? • Make gender equality an objective of the process • Use objective criteria -Avoid stereotypes • Avoid under-valuing tasks related to care-giving • Avoid over-valuing formal credentials • Consider formal as well as informal experience Discrimination in Employment and Occupation

14. Most common forms of discrimination • Jobs or occupations with a female denomination • Underevaluation of certain jobs or occupations • Invisibility of the qualities, tasks, skills and efforts • Vertical and horizontal occupationalsegregation Discrimination in Employment and Occupation

15. Strategies for effective implementation • Review methods of wage determination to eliminate direct wage discrimination • Review laws and practices that result in salary discrimination • Use or promote the use of analytical job evaluation methods • Collect and analyse comprehensive statistics • Establish pay equity councils Discrimination in Employment and Occupation