Direct Request (CEACR) - adopted 2015, published 105th ILC session (2016)

Repetition

Legislative framework. The Committee notes that there is no legislative framework supporting the right to equal remuneration for men and women for work of equal value. While the Government in its reports has pointed to collective bargaining and the wages councils for determining wages, there is no indication that these mechanisms are effectively promoting and ensuring equal remuneration for men and women for work of equal value. Noting the Government’s repeated indications that there have been no cases relating to the principle of the Convention, the Committee considers that this is likely due to the absence of a clear legal framework providing the right to equal remuneration for men and women for work of equal value. The Committee recalls that the concept of “work of equal value” is particularly important to capture in legislation in order to address occupational gender segregation, which is a feature of the labour market of Barbados. The Committee also notes from the Government’s reports under the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), that legislation on non discrimination is currently being drafted and that a national gender policy was being drafted through an inclusive consultative approach. In the context of the current legislative drafting process, the Committee asks the Government to take the opportunity to give full legislative expression to the principle of equal remuneration for men and women for work of equal value, and to provide information in this regard. Recalling the significant occupational gender segregation, the Committee also asks the Government to provide information on the concrete measures taken, including in the context of the national gender policy, to increase women’s access to a wider range of jobs, including those with career prospects and higher pay.

Wage determination. Minimum wages. The Committee notes the information provided by the Government regarding the increase in the general and overtime minimum wage rates for shop assistants. The Committee recalls that the categories of workers covered by the minimum wage setting process has been limited to shop assistants (under the Shops Act) and domestic workers (under the Domestic Employees Act), and that the minimum wages for domestic workers have not increased for over 20 years. The Committee notes that the Barbados Workers’ Union (BWU) has been calling for some time for a national minimum wage or sectoral minimum wages. The Committee recalls that as women predominate in low wage employment, and a uniform minimum wage system helps to raise the earnings of the lowest paid, it can have an influence on reducing the gender pay gap. In addition, where minimum wages are set at the sectoral level, there is a tendency to set lower wages for sectors predominantly employing women, and particular attention needs to be given to ensuring that domestic work is not undervalued due to gender stereotypes (General Survey on fundamental Conventions, 2012, paragraphs 683 and 707). Noting that the Government has not provided any information on this point, the Committee again asks the Government to take steps to increase the minimum wage rates for domestic workers, and ensure that the skills required for domestic work are recognized and valued equitably, and free from gender bias, in the setting of minimum wage rates. The Committee also asks the Government to indicate whether consideration is being given to the adoption of a national minimum wage, or in other sectors, and any progress made in this regard.

Collective agreements. The Committee noted previously that sex-specific terminology was used in wage classifications in some collective agreements, reinforcing stereotypes regarding whether certain jobs should be carried out by men or women, and thus increasing the likelihood of wage inequality. The Committee asks the Government to take steps, in collaboration with employers’ and workers’ organizations, to ensure that gender-neutral terminology is used in defining the various jobs and classifications in collective agreements, and that collective agreements promote the principle of equal remuneration for men and women for work of equal value, and to provide information on progress made in this regard. Please also provide copies of current collective agreements.

Objective job evaluation. The Committee notes the Government’s general indication that objective job evaluation is undertaken between unions and the employers where a collective agreement exists and is also undertaken in non unionized companies. The Committee asks the Government to provide information on the specific job evaluation methods used in the public and private sectors, in unionized and non-unionized companies, and in particular how it is ensured that the process is free from gender bias, including with respect to the selection and weighting of factors for comparison.

Statistics. Recalling the importance of the regular collection of statistics in order to undertake an assessment of the nature, extent and evolution of the gender pay gap, the Committee asks the Government to provide information, disaggregated by sex, on the wage levels in the various sectors and occupations.