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Equal Remuneration Convention, 1951 (No. 100) - Greenland

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2023
2020

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Articles 1 to 4 of the Convention. Assessing and addressing the gender pay gap and its underlying causes. Occupational segregation. The Committee welcomes the information provided by the Government regarding the distribution of men and women in the various economic sectors, showing a significant occupational gender segregation with more than half of the women employed in public administration and service. It also notes that, according to Statistics Greenland, the wage differences between men and women for the period 2018–20 show that men earn approximately 26 per cent more than women (20.9 per cent of average personal income in 2020). The Government further indicates that there is no study of the causes of the income differences between men and women, but they can partly be explained by the fact that traditionally male-dominated jobs generally have higher wages than traditionally female-dominated jobs. It cannot, however, be ruled out in advance that some companies disregard the rules on equal pay. The Committee also welcomes the Government’s indication that: (1) the Department of Finance and Equality, in collaboration with the Department for Social Affairs, Labour Market and Domestic Affairs, will focus its work on the gender segregation in the labour market, including uncovering the reasons for the large income differences between men and women; and (2) it acknowledges that the equality perspective must be part of the education curriculum and employees must be aware that children acquire gender norms, gender roles and stereotypes from an early age, which can have implications on a gender-segregated labour market. Noting the persistence of a significant gender pay gap and the willingness to effectively address such gaps, the Committee encourages the Government to take proactive measures, in consultation with the social partners, to identify and address its underlying causes and asks the Government to provide any study or research made in this regard and the findings. In particular, the Committee asks the Government to take steps to: (i) address vertical and horizontal occupational gender segregation, including the concentration of women in low-paid sectors, and promote women’s access to a wider range of jobs with career prospects and higher pay in the public and private sectors, for instance through gender-neutral education and vocational guidance and training; and (ii) combat stereotypes and prejudices regarding women’s professional aspirations, preferences and capabilities, and their role in the family and the society.

In light of the above, the Committee also asks the Government to consider adopting specific measures relating to pay transparency to allow workers to better assess any pay inequalities, and objective job evaluation to ensure that work predominantly done by women is not undervalued in comparison with work of equal value performed mainly by men (see below). Finally, it asks the Government to continue to provide statistical information, disaggregated by economic activity and occupation, on the earnings and the participation of men and women in employment as well as on the gender pay gap, in both the public and private sectors.

Articles 1 and 2(2)(a). Definition of remuneration. Equal remuneration for work of equal value. Legislation. The Committee welcomes the Government’s indication that the definition of wages, salaries and remuneration is clarified in the explanatory memorandum of the Gender Equality Act, according to which bonuses, perks, and both work-related and personal allowances (for example, allowances that relate to special work tasks or allowances that relate to special personal qualifications) are covered as well.

Articles 2(2)(b) and 3. Collective agreements. Objective job evaluation. The Government recalls that the principle of the Convention is mainly applied through collective agreements, and that such agreements are consistent with the Gender Equality Act and the principle of equal remuneration for men and women for work of equal value. The Committee refers to its 2012 General Survey on the fundamental Conventions in which it explains that the concept of work of equal “value” is indeed fundamental to tackling occupational sex segregation in the labour market and requires some method of measuring and comparing the relative value of different jobs, encompassing work that is of an entirely different nature, which is nevertheless of equal value. While the Convention does not prescribe any specific method for such an examination, Article 3 presupposes the use of appropriate techniques for objective job evaluation, comparing factors such as skill, effort, responsibilities and working conditions (see paragraphs 673 and 695–709). Moreover, the Committee recalls the Government’s indication in its report that traditionally male-dominated jobs generally have higher wages than traditionally female-dominated jobs. The Committee therefore asks the Government to take steps to promote the use by the social partners of objective job evaluation methods free from gender bias, when determining wage rates through collective bargaining: (i) to allow for the comparison of jobs that are not the same or broadly similar, but of an entirely different nature, to determine if they are of equal value; and (ii) to ensure that “female jobs” are not undervalued in comparison with work of equal value performed by men. The Government is asked to provide information on any steps taken for that purpose and the results achieved.

Awareness raising and enforcement. The Committee notes the information provided by the Government regarding the Gender Equality Council. The Committee encourages the Government to organize awareness raising activities to promote a better understanding and improved application of the principle of equal remuneration for men and women for work of equal value, including by changing the negative aspects of traditional gender roles, among workers, employers and the public in general. It also requests the Government to provide information on any administrative decisions by labour inspectors and judicial decisions relating to the principle of the Convention.