CMNT_TITLE

Equal Remuneration Convention, 1951 (No. 100) - Cameroon (RATIFICATION: 1970)

Other comments on C100

Observation

Direct Request

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The Committee notes the observations of the General Union of Workers of Cameroon (UGTC) received in 2018.

Articles 1 and 2 of the Convention. Gender pay gap. Statistics. In its previous comment, the Committee requested the Government to provide statistical data on the levels of pay of men and women. Noting that the Government has not provided this information, the Committee recalls that gathering statistical data is essential to evaluating the nature and extent of the gender pay gap. It refers in this respect to its 1998 general observation which offers practical guidance on the type of statistical data needed to evaluate gender pay gaps and their development over time. This involves Governments providing the fullest possible statistical information, disaggregated by sex, in their reports, with regard to: (i) the distribution of men and women in the public sector, the federal and/or state civil service, and in the private sector by earnings levels and hours of work (defined as hours actually worked or hours paid for), classified by: (1) branch of economic activity; (2) occupation or occupational group or level of education/qualification; (3) seniority; (4) age group; (5) number of hours actually worked or paid for; and, where relevant, by (6) size of enterprise and (7) geographical area; and (ii) statistical data on the composition of earnings (indicating the nature of earnings, such as basic, ordinary or minimum wage or salary, premium pay for overtime and shift differentials, allowances, bonuses and gratuities, and remuneration for time not worked) and hours of work (defined as hours actually worked or paid for), classified according to the same variables as the distribution of employees (subparagraphs (1)–(7) of paragraph (i) above). Where feasible, statistics on average earnings should be compiled according to hours actually worked or paid for, with an indication of the concept of hours of work used. Where earnings data are compiled on a different basis (for example, earnings per week or per month), the statistics on the average number of hours of work should refer to the same time period (that is, by week or by month). The Committee also notes that in 2012 the National Institute of Statistics (INSC) published a situational analysis of progress made on matters relating to gender, which contained relevant information; and that the 2011–20 National Gender Policy provides for the creation of databases and regular evaluations. In this respect, the Committee recalls its indication in the 1998 general observation that, if governments are unable to provide full statistical information, they must nevertheless provide all the information currently available to them and continue to work towards the compilation of the above-mentioned statistical information. The Committee therefore requests the Government: (i) to provide information on efforts made to enable the compilation of the fullest possible statistical information; (ii) to indicate whether the National Institute of Statistics has updated the data published in 2012; and (iii) to provide information on the data gathered and analysed in the context of the implementation of the National Gender Policy.

Article 2. Application of the principle in practice. The Committee notes the observations of the UGTC indicating that, despite the adoption of collective agreements in accordance with the principle of equal remuneration for men and women for work of equal value, there are still obstacles to the application of these collective agreements. It also notes the Government’s indications that there is no gender-based wage discrimination in practice, and that labour inspectors ensure compliance with the legislation and regulations in force. In this respect, the Committee underlines the fact that no society is free from discrimination and that the persistence of women’s occupational segregation in the labour market (that is to say, that some jobs tend to be predominantly or exclusively performed by women, and others by men) is a perfect illustration of this. When determining wage rates, gender-based occupational segregation in the labour market, which exists in almost every country, tends to lead to the undervaluation of jobs deemed to be “female”, compared with jobs performed by men, which is why the notion of work of equal “value” is crucial, as it permits a broad scope of comparison, beyond work that is “equal”, the “same” or “similar”. The Committee requests the Government to indicate the practical measures taken to combat occupational segregation, the results achieved and the obstacles encountered. It also requests the Government to indicate whether labour inspectors receive training on the principle of equal remuneration for men and women for work of equal value, and to provide information on the manner in which labour inspectors monitor the application of this principle (such as extracts of relevant inspection reports and information on the number of infringements detected).

Article 3. Objective job evaluation. In its previous comments, the Committee emphasized that diligence, skills and punctuality presented in the Government’s previous reports as relevant comparative criteria do not allow for objective job evaluation as they relate to workers’ individual behaviour (evaluation of their skills and professional performance), rather than the value of the positions held. The Committee notes the Government’s repeated indication that job evaluation is conducted on the basis of these three criteria. The Committee recalls that objective job evaluation is a formal procedure that should make it possible to give a numerical value to each job, by analysing each job’s content, in order to identify and correct cases of wage discrimination. The Committee requests the Government to specify whether formal job evaluation procedures are in place and at what levels (national, sectoral, enterprise, etc.). If such procedures exist, it requests the Government to indicate whether they are based on objective comparison criteria such as skills, effort, responsibilities and working conditions, and to specify the measures taken to ensure that these procedures are free from gender bias.