Observation (CEACR) - adopted 2023, published 112nd ILC session (2024)

Equal Remuneration Convention, 1951 (No. 100) - Latvia (Ratification: 1992)

Other comments on C100

Observation

2023
2020
2017
2003

Direct Request

Display in: French - SpanishView all

Previous comment

Articles 1 to 4 of the Convention. Assessing and addressing the gender pay gap. The Committee notes that the study to be undertaken by the Ministry of Welfare on the extent and causes of wage differentials between men and women was not conducted in 2020 due to the lack of funding, and that a study on the pay gap between women and men is planned for 2024. It notes from the Government’s report (Annex 2) that in 2022 the gender pay differential in gross monthly earnings was 16.4 per cent in favour of men, up from 13.3 in 2021, and that in some sectors the disparity was extremely high including 53 per cent (sports activities and amusement and recreation activities), 37.8 per cent (telecommunications), 37.6 per cent (insurance, reinsurance and pension funding), 33 per cent (financial and insurance activities), and 26.8 per cent (scientific research and development). It further notes that Eurostat 2021 data show that, while across most European countries the unadjusted gender pay gap is lowest for the younger population and increases with age, in Latvia, the trend is reversed, higher in those aged 25–44, and decreasing for older Latvians; and that Latvia has the highest unadjusted gender pay gap in Europe for those aged 25–34 (19.1 per cent) and 34–44 (22.3 per cent) (Gender Pay Gap Statistics). In addition, the Committee notes the concern of the United Nations Committee on Economic, Social and Cultural Rights about the persistent gender pay gap and that the majority of women continue to work in sectors with a low average wage, including the hospitality sector and domestic work; and that despite efforts undertaken by the State party, women are still underrepresented in senior and decision-making positions in both the private and public sectors, including in the civil service (E/C.12/LVA/CO/2, 30 March 2021, paragraph 20). It also takes note of the adoption in May 2023 of the European Union Directive 2023/970 to strengthen the application of the principle of equal pay for equal work or work of equal “value” between men and women through pay transparency and enforcement mechanisms. This directive, which is applicable to public and private sectors, aims to combat pay discrimination and help close the gender pay gap in the EU. Under the new rules, EU companies will be required to share information on salaries and act if their gender pay gap exceeds 5 per cent. The directive also includes provisions on compensation for victims of pay discrimination and penalties, including fines, for employers who break the rules. The Government indicates that an evaluation to transpose the EU Directive is underway and that there is a pilot project in development: (1) to identify pay transparency issues, (2) what type of pay models exist in companies and organizations, and (3) to identify possible solutions to implement the principle of wage transparency. The Committee further notes the adoption of the Plan for Promotion of Equal Rights and Opportunities for Women and Men 2021–2023, and that the Ministry of Welfare, together with the Institute of Corporate Sustainability and Responsibility, organized seminars in 2021 and 2022 on the most effective ways of bridging the pay gap. It also notes that the focus of career week in 2021 was “Information and Communication Technology (ICT) for Your Career” with a special focus on gender equality, promotion of women’s career opportunities in the field of ICT and addressing stereotypes about ICT as a males’ profession. The Committee notes the efforts of the Government to bridge the digital gender divide, through the development of digital skills and that women were more active than men in applying for the programmes. The Committee asks the Government to provide information on the findings of the planned 2024 study on the pay gap between women and men, the pilot project to identify pay transparency issues and the evaluation of the legal aspects of the Directive 2023/970 for transposition, as well as on any recommendations made based on these findings. It also asks the Government to continue to provide information on the measures and activities undertaken: (i) to address the gender pay gap, including horizontal and vertical occupational segregation; and (ii) to promote better access to the labour market and jobs with career prospects and higher pay for disadvantaged groups of women, such as Roma women or women belonging to other ethnic minority groups, rural women, women with disabilities. Finally, the Committee asks the Government to continue to provide statistical data on the earnings of men and women, disaggregated by economic activity and occupation, both in the public and private sectors.

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