Observation (CEACR) - adopted 2009, published 99th ILC session (2010)

Assessment of the gender wage gap. In its previous comments, the Committee recalled the observations submitted by the trade union Lietuvos Darbo Federacija (LDF) concerning the continued existence of a gap between men’s and women’s remuneration in spite of the legislative provision for equal remuneration, and noted that since 2000 the gap had been widening in the private sector. The Committee notes from Eurostat that the differential in men’s and women’s average gross hourly earnings has continued to increase from 13.2 per cent in 2002 to 17.1 per cent in 2006 and 20 per cent in 2007. The Committee notes that the statistics provided by the Government confirm that this trend mainly concerns the private sector where the gender wage gap has steadily increased from 14.6 per cent in 2002 to 22.2 per cent in 2007. The Committee also notes that, although no further widening of the gap was registered in the public sector, the progress made in reducing the gender wage gap appears slow as the disparity between the remuneration received by men and women has remained around 18 per cent since 2005. The Committee further notes that in 2007 the widest gender wage gap existed in the financial mediation (42.6 per cent) and manufacturing (29.1 per cent) sectors. The Committee notes the Government’s indication that under the Programme on Equal Opportunities for Men and Women (2005–09), various workshops were organized with the aim of overcoming traditional stereotypes concerning women’s role in economic activities. A number of projects to this end were also carried out by scientific institutions and women’s organizations under European Union Structural Funds. The Committee therefore urges the Government:

(i)    to step up its efforts to reduce the gender wage gap, particularly in the private sector, and to provide full information on the measures taken in this regard and the impact thereof, including measures pursuant to the Programme for Equal Opportunities for Women and Men and the European Union Structural Funds;

(ii)   to analyse the underlying causes of the present differentials in women’s and men’s remuneration levels and to take measures to address them accordingly; and

(iii) to collect and submit statistical information on the distribution of women and men in the different sectors of economic activity, occupational categories and positions and to continue to provide statistical data on the levels of women’s and men’s earnings.

Articles 3 and 4 of the Convention. Objective job evaluation. Cooperation with workers’ and employers’ organizations. In its previous comments, the Committee noted with interest the adoption by the Tripartite Council of the “Methodology for the Assessment of Jobs and Positions” which was recommended for use by enterprises, institutions and organizations. It also noted that on 12 June 2005 trade unions and employers’ organizations signed a bilateral agreement on the application of the Methodology. The Committee notes the Government’s indication that in 2009–10 the practice of applying the Methodology will be reviewed. The Committee asks the Government to provide information on the outcome of the review of the application of the Methodology for the Assessment of Jobs and Positions and reiterates its request for information on how collective agreements have been used to promote objective job evaluation as a means to ensure that remuneration for women and men is determined in a non-discriminatory manner. Please also provide information on the number of undertakings applying the Methodology.

The Committee is raising other points in a request addressed directly to the Government.