Equal_pay_men_and_women.ppt

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Information about Equal_pay_men_and_women.ppt
Education

Published on November 26, 2008

Author: aSGuest3885

Source: authorstream.com

Fundamental instruments on equality : Discrimination in Employment and Occupation Fundamental instruments on equality The Discrimination (Employment and Occupation) Convention, 1958 (No.111) and the Discrimination (Employment and Occupation) Recommendation, 1958 (No.111) The Equal Remuneration Convention, 1951 (No.100) and the Equal Remuneration Recommendation, 1951 (No. 90) Objectives : Discrimination in Employment and Occupation Objectives To ensure that men and women workers receive equal remuneration for work of equal value, establishing rates of remuneration without discrimination based on sex The State has to ensure equal remuneration between men and women in the public sector and to promote the principle in the private sector Ratifications : Discrimination in Employment and Occupation Ratifications Ratified by 159 Member States Causes of the pay gap : Discrimination in Employment and Occupation Causes of the pay gap Productivity related differences Job availability Job selection Pay structure Perceived labour costs Lack of awareness Other causes : Discrimination in Employment and Occupation Other causes 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 Scope of application : Discrimination in Employment and Occupation Scope of application Applies to all workers and all sectors Applies to all elements of remuneration Implies a comparison between jobs Work of equal value : Discrimination in Employment and Occupation 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 Scope of remuneration : Discrimination in Employment and Occupation 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. Scope of remuneration (2) : Discrimination in Employment and Occupation Scope of remuneration (2) Overtime pay, bonuses, grants Uniforms, tools, equipment Allowances, employer-paid social security benefits Housing Fringe benefits Permissable pay differences : Discrimination in Employment and Occupation Permissable pay differences 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 Methods of wage determination : Discrimination in Employment and Occupation Methods of wage determination Legislation Public service wage classifications Collective agreements Wage directives from wage boards Custom and practice Individual contracts Job evaluation to determine « equal value » : Discrimination in Employment and Occupation Job evaluation to determine « equal value » Wages rates based on job content Rating of job content is based on criteria related to responsibility skill effort working conditions Analytical method of job evaluation Job evaluation systems : Discrimination in Employment and Occupation 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 How to avoid gender bias? : Discrimination in Employment and Occupation 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 Most common forms of discrimination : Discrimination in Employment and Occupation 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 occupational segregation Strategies for effective implementation : Discrimination in Employment and Occupation 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 Strategies for effective implementation : Discrimination in Employment and Occupation Strategies for effective implementation Include equal pay guarantees in legislation, collective agreements and wage directives Undertake studies of earnings differentials Require employers to prepare pay equity action plans Provide labour inspectors with specialized training and adequate resources

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