Solicitud directa (CEACR) - Adopción: 2014, Publicación: 104ª reunión CIT (2015)

Convenio sobre igualdad de remuneración, 1951 (núm. 100) - Seychelles (Ratificación : 1999)

Otros comentarios sobre C100

Solicitud directa

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Articles 1 and 2 of the Convention. Assessment of the gender pay gap. The Committee notes the statistics of the Labour Survey 2011–12 provided by the Government on the hourly earnings of employees in their main job by occupation and by sex. The Committee notes that the average gender pay gap for all occupational groups is around 20 per cent (37 per cent for service and sales workers, 24 per cent for managers, 23 per cent for elementary occupations and 16 per cent for professionals). The Committee asks the Government to continue providing up-to-date statistical data on remuneration levels by sector and occupational group, disaggregated by sex. The Committee further asks the Government to indicate the steps taken or envisaged to determine and address the structural and underlying causes of the gender pay gap.

Equal remuneration for work of equal value. Legislation. The Government indicates in its report that the revised version of the Employment Act, 1995 will include a definition of “pay” reflecting the definition of “remuneration” in Article 1(a) of the Convention, and incorporate the principle of “equal pay for men and women for work of equal value”. The Government also indicates that “work of equal value” would mean that “men and women are performing work which is the same or broadly similar or different but of equal value in terms of demand such as effort, skills, responsibilities, decision making and conditions of work”. Welcoming these proposed amendments, the Committee hopes that the revised Employment Act will be adopted in the near future and explicitly provide for equal remuneration for men and women for work of equal value, including a definition of remuneration in line with Article 1(a) of the Convention. The Committee asks the Government to provide information on the steps taken in this respect.

Article 3. Objective job evaluation. The Committee welcomes the detailed information provided by the Government on the determination of salaries in the public service. Each job is assessed on the basis of a set of factors such as the level of education, experience, work complexity, accountability, responsibility, fatigue, working conditions, etc. The Committee notes that a new Public Service Salary Table was established in 2013 on this basis and that, according to the Government’s report, the salary structure is designed on the principle of equal pay for work of equal value. Noting the Government’s statement that the Ministry of Labour and Human Resource Development is promoting the same principles in the private sector, the Committee once again asks the Government to provide specific information on the methodology used when determining wage rates in this sector, and how it is ensured that the principle of equal remuneration for men and women for work of equal value is taken into account and the criteria used are free from gender bias.

Minimum wage. As women generally predominate in low-wage employment, and a uniform national minimum wage system helps to raise the earnings of the lowest paid, the Committee considers that such a system can have an influence on reducing the gender pay gap. The Committee welcomes the Government’s indication that no category of workers is excluded from the application of the national minimum wage. The Committee asks the Government to provide information on the effective enforcement of the minimum wage, including any obstacles encountered, in particular in sectors in which women predominate.