CMNT_TITLE

Equal Remuneration Convention, 1951 (No. 100) - Ireland (RATIFICATION: 1974)

Other comments on C100

Direct Request

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Assessment of the gender pay gap and measures to address underlying causes. The Committee notes from the Government’s report that the overall gender pay gap increased from 12.4 per cent in 2008 to 12.8 per cent in 2009 and there remain significant differences between economic sectors as previously noted in the National Women’s Strategy. The Committee also notes the research indicating that the length of labour market experience outweighed higher educational attainment by women in impacting on the gender pay gap. Moreover, according to the Government, many factors contribute to the gender pay gap, in particular the prevalence of individualized pay bargaining in the private sector and strict confidentiality clauses. Noting that the Government’s report contains no information on the progress made in implementing the measures to promote equal pay for men and women envisaged under the National Women’s Strategy, the Committee reiterates its requests in this respect. Furthermore, recalling that there are multiple and complex links between the principle of equal remuneration for men and women, and the position and status of men and women in employment and society, the Committee asks the Government to indicate the measures taken or envisaged to address the underlying causes of the gender pay gap. Please also continue to provide information, including statistical information on the gender pay gap and on the assessment of its evolution.

Article 1(a) of the Convention. Bonuses. With respect to the payment of more or higher bonuses to men than to women, the Government refers to the prevalence of individualized pay arrangements. The Committee would like to draw the Government’s attention to the fact that, in most cases, the prevalence of individual pay arrangements may not be sufficient to justify the differences in the payment of bonuses to men and women, and therefore asks the Government once again to indicate any measures taken or envisaged in order to examine this issue further and to address directly or indirectly discriminatory practices in respect of payment of bonuses.

The Committee notes that the Government’s report contains no reply to other issues raised in its previous comments. It hopes that the next report will include full information on the following matters.

Article 2(a). Laws and regulations. The Committee notes from the Government’s report that the Equality Authority highlighted the need to further develop the equality legislation with regard to equal pay, particularly in relation to requirements for employers to provide the necessary information. The Committee asks the Government to indicate the measures taken or envisaged to follow up on this recommendation.

Equality reviews under the Employment Equality Act. The Committee notes from the Government’s report that the Equality Review and Action Plan Scheme (ERAP) run by the Equality Authority requires equality auditors to examine matters impacting on the gender pay gap of the enterprise reviewed, such as the grading structure, promotion procedures, training and work–life balance. Noting that there are plans under the National Women’s Strategy to have equality reviews to “consider and report on the gender pay gap”, the Committee asks the Government to provide information on the measures taken to strengthen the equality reviews with a view to making them an effective tool to address gender pay gaps at the enterprise level. Please also indicate whether any action plans adopted as a result of equality reviews contain specific action in this regard and whether such action plans have led to the correction of gender wage gaps.

Article 3. Objective job evaluation. In reply to the Committee’s previous comments, the Government indicated that objective job evaluations tend to be undertaken only by the equality officers, in the context of an equal pay case brought before the Equality Tribunal. The Committee hopes that the Government, in cooperation with the social partners, will take active steps to promote the development and use, at the enterprise level, of objective job-evaluation methods that are free from gender bias as a means to determine remuneration in accordance with the principle of equal remuneration for men and women for work of equal value. Please indicate any measures taken or envisaged in this regard.