Observation (CEACR) - adopted 2018, published 108th ILC session (2019)

Discrimination (Employment and Occupation) Convention, 1958 (No. 111) - Morocco (Ratification: 1963)

Other comments on C111

Observation

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Article 2 of the Convention. Equality of opportunity and treatment for men and women in employment and occupation. Public service. The Committee welcomes the indications provided by the Government in its report that, in the context of the Government Equality Plan (ICRAM 2012–16), the National Observatory of Gender Mainstreaming in the Public Service has been established. The Government indicates in this respect that 35 per cent of employees in the public service and 19 per cent of middle and higher-level employees are women. The Committee notes the study on the “Situation of women public employees in positions of responsibility in the public administration in Morocco”, published by the Observatory in 2012. The study identifies obstacles to access for women to these positions which are related, among other factors, to vocational segregation, the persistence of gender stereotypes and the issue of reconciling work and family responsibilities, the operation and behavioural standards in the public service (clientelism and networks, the sensitive issues of sexual harassment and discrimination), economic obstacles, and obstacles relating to the appealingness of positions of responsibility, as well as issues related to geographical mobility and transfers. The study also contains a number of recommendations, such as the reinforcement of the national policy of equality for men and women, the reforming of rules and practices relating to the appointment and management of personnel, the strengthening of the capacities of female civil servants, the introduction of affirmative action measures and the development of an environment conducive to the reconciliation of work and family life. In this respect, the Committee welcomes the adoption of “Basic Act No. 02-12 regarding the appointment to higher level positions under Articles 49 and 92 of the Constitution”, which was adopted on 17 July 2012 and covers the functions of persons in positions of responsibility in public establishments and enterprises and public administrations, setting as principles for appointment equality of opportunity and non-discrimination in all its forms in the choice of men and women candidates for higher-level positions, including in relation to political or trade union membership, language, religion, sex, disability, or any other reason that is incompatible with the principles of human rights and the provisions of the Constitution, as well as with gender parity. The Committee also notes the preparation of a study on the “Reconciliation of work and family for male and female civil servants in Morocco”, which recommends, among other measures, the reinforcement of existing statistical tools, the promotion of legislative measures and regulations to promote the reconciliation of work and family life, including parental leave, the development of family support services for personnel (crèches for young children), measures to make the working environment more favourable to equality between men and women and workers with family responsibilities, the placing of greater value on paid work for women and action to combat stereotyped gender roles (the preparation of an equality charter, information and awareness-raising measures). Noting that this information demonstrates the commitment of the Government to promoting genuine equality between men and women in the public service by combating the deep-rooted causes of inequalities and the numerous obstacles faced by women, the Committee asks the Government to provide information on any measures adopted in this respect, and particularly on the actions taken to give effect to the recommendations contained in the two studies referred to above. The Committee also asks the Government to provide information on the effectiveness in practice of Basic Act No. 02-12 and its impact on the appointment of women to higher-level positions in public establishments and enterprises and public administrations.

Gender equality. Private sector. With regard to the implementation of the Government Equality Plan (ICRAM 2012–16), the Committee notes the Government’s indication in its report that specific measures have been adopted to strengthen the enforcement of legislative provisions and regulations regarding work performed by women. It also notes that, according to a Government evaluation of the Plan, of the 156 measures envisaged, 117 have achieved an implementation rate of 100 per cent and that measures which it has not been possible to implement will be put into effect in the context of a second plan. The Committee notes the adoption by the Government on 3 August 2017 of the ICRAM 2 Plan for the period 2017–21 which covers, among other areas, the increase of employment opportunities for women, the promotion of equality and action to combat discrimination and stereotypes. The Committee also welcomes the Government’s indications that it provides financial support to associations working to improve the working conditions of women and that in 2016 it organized the first Ministry of Employment and Social Affairs (MEAS) Trophy for vocational equality intended for enterprises which have made progress in ensuring that equality is taken into account in the enterprise culture and human resources management, as well as parenthood within a professional context. The Committee notes that this Trophy allowed 19 enterprises, out of 34 participants, which met the selection criteria, to be provided with a MEAS certificate, and that the Trophy was awarded to the first three enterprises. The Committee asks the Government to provide information on any measures adopted to improve the opportunities for women to access vocational training and employment, to diversify their employment opportunities and to combat gender discrimination and stereotypes. The Government is asked to provide detailed information on the results achieved in the context of the ICRAM and ICRAM 2 Plans, particularly in relation to the participation of women in the labour market in urban and rural areas.

Body responsible for promoting equality and combating discrimination. The Committee welcomes the adoption on the second reading by the House of Councillors on 9 August 2017 of the Bill on the Authority for Parity and Action to Combat all Forms of Discrimination (APALD). The Committee asks the Government to provide information on the areas of competence, methods of work and composition of the APALD, and on the establishment of this institution and its specific activities to combat discrimination and to promote equality in employment and occupation.

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