16 September, 2022On International Equal Pay Day, 18 September, IndustriALL calls for Pay Equity Now! Equal pay for jobs of equal value is a recognized human right, enshrined in international conventions. And yet, the gender pay gap remains a persisting and global problem and stands at an average of 20 per cent across the world.
According to the ILO’s Global Wage Report 2020–21, the impact of the pandemic has disproportionately affected total wages of women compared to men. This greater wage reduction for women means that the already existing gender pay gap risks being widened.
Furthermore the projected deepening of the current cost-of living crisis is according to the WEF, Global Gender Gap Report 2022, also likely to impact women more severely than men, as women continue to earn and accumulate wealth at lower levels.
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Gender pay is a result of multiple factors.
The principle of equal remuneration for men and women for work of equal value is set out in the ILO Equal Remuneration Convention 100 and in the Discrimination (Employment and Occupation) Convention 111. Both instruments aim at eliminating discriminatory practices, including discriminatory pay practices, in the world of work.
As highlighted in a recent ILO report, the need to address the gender pay gap is no longer a debate – but rather the question is rather how.
Pay transparency measures can be effective in identifying existing pay differences between men and women, and as such be vehicles to address the gender pay gap.
Collective bargaining, gender neutral job classification and evaluation, raising the wage floor, and ensuring fair and inclusive career development for women are other ways and means that unions are using to close the gender pay.
IndustriALL affiliates are taking action! We need gender equity now!