CMNT_TITLE

Equal Remuneration Convention, 1951 (No. 100) - Guinea (RATIFICATION: 1967)

Other comments on C100

Direct Request

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Legislation. The Committee notes the Government’s indication that the draft Labour Code, which is currently awaiting submission to the future National Assembly for adoption, establishes the principle of equal remuneration for men and women for work of equal value (section 241.2), as does the 1988 Labour Code. The Committee asks the Government to supply information on progress made towards the adoption of the new Labour Code and to send a copy of it once it has been adopted.

Article 2(2)(c) of the Convention. Collective agreements. The Committee again asks the Government to send a copy of the following collective agreements, which were indicated as being attached to the report but were not received by the Office:

(i) the agreement of 14 July 1994 covering mines, quarries and chemical industries;
(ii) the agreement of 20 May 1992 concerning the banking and insurance sectors;
(iii) the agreement of 1 May 1992 covering public service establishments, construction and agriculture; and
(iv) any other collective agreement containing clauses providing for equal remuneration for men and women for work of equal value.

In the absence of any information on this matter, the Committee also requests the Government to indicate whether steps have been taken, in collaboration with employers’ and workers’ organizations, to review existing collective agreements or draw up new collective agreements, as indicated by the Government in its previous report.

Equal remuneration for work of equal value. Public sector. The Committee notes Decree No. 009/PRG/SGG/89 fixing the amounts of bonuses for higher level and managerial posts in the civil administration of the State and notes that it applies to all officials in the categories concerned, without any distinction regarding sex. The Committee wishes to recall that, even if salaries and bonuses are fixed according to the posts concerned and a statutory pay scale, without any distinction as to sex, the methods and criteria adopted for classifying posts and establishing pay scales can result in discrimination, the jobs traditionally performed by women often being undervalued by comparison with jobs traditionally performed by men. The Committee asks the Government to provide information on the steps taken or envisaged to ensure that the criteria for the evaluation and classification of jobs and pay scales that apply in the public sector are objective and free of any gender bias, and particularly that jobs largely performed by women are not undervalued in comparison with predominantly “male” jobs but evaluated objectively on the basis of the work that they involve.

Article 4. Cooperation with employers’ and workers’ organizations. The Committee notes the information supplied by the Government to the effect that the Labour and Social Legislation Advisory Committee, re-established by Order No. 2732/MEFRATE/CAB/2010 of 9 July 2010, held its first meeting, which was devoted to the re-reading of the draft Labour Code, in November 2011. The Committee asks the Government to supply information on the work of the Labour and Social Legislation Advisory Committee and the activities of the social partners in the context of bipartite and tripartite consultation mechanisms concerning equal remuneration for men and women.

Statistics. The Committee recalls the Government’s indication that, since its creation, the statistical information network for labour matters (RISET) has undertaken an analysis of the situation regarding statistics and also formulated a programme and plan of action. Recalling that the collection and analysis of statistics on earnings for men and women constitutes a key element for assessing the gender pay gap and its underlying causes, and for taking appropriate measures for reducing such gap, the Committee encourages the Government to continue its efforts and hopes that it will soon be in a position to supply statistical information on the situation of men and women in the public and private sectors and on their respective levels of remuneration.