Direct Request (CEACR) - adopted 2020, published 109th ILC session (2021)

Observation (CEACR) - adopted 2020, published 109th ILC session (2021)

Direct Request (CEACR) - adopted 2019, published 109th ILC session (2021)

Observation (CEACR) - adopted 2019, published 109th ILC session (2021)

Direct Request (CEACR) - adopted 2016, published 106th ILC session (2017)

Observation (CEACR) - adopted 2016, published 106th ILC session (2017)

Direct Request (CEACR) - adopted 2014, published 104th ILC session (2015)

Observation (CEACR) - adopted 2014, published 104th ILC session (2015)

Direct Request (CEACR) - adopted 2013, published 103rd ILC session (2014)

Observation (CEACR) - adopted 2013, published 103rd ILC session (2014)

Direct Request (CEACR) - adopted 2011, published 101st ILC session (2012)

Observation (CEACR) - adopted 2011, published 101st ILC session (2012)

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

The Committee recalls that on 22 May 2008 it received a communication from the Honduran National Business Council (COHEP) providing information on the questions raised by the Committee and on the activities carried out by COHEP to contribute to the application of the Convention.

Wage gap. The Committee notes that the Gender Equality and Equity Plan II 2008–15 recognizes that “the wages of women under equal labour conditions and equal capacities only represent approximately 67.6 per cent of the average wage earned by men under the same conditions”. The Committee notes that the Gender Equality and Equity Plan II 2008–15 envisages the establishment of statutory and institutional machinery to guarantee compliance with the Convention (Strategic Objective 1.2). The Committee further notes the Government’s indication that a strategic effort has been made through the introduction of a gender perspective into the National Decent Employment Plan (PNED), through which it is hoped that the income gap between men and women will be reduced. The Committee asks the Government to provide information on the specific measures adopted with a view to reducing the wage gap between men and women, including in the context of the IInd Gender Equality and Equity Plan 2008–15 and the PNED. The Committee also reiterates its request for information on the measures adopted in the framework of the National Institute for Women (INAM), the Secretariat of Labour and Social Security and the National Plan for Equality of Opportunity to promote the access of women to higher level jobs with higher remuneration and on the impact of these measures.

Minimum wages. As information on this subject was not included in the Government’s report, the Committee reiterates its request for information on the steps taken or envisaged to apply the principle of equal remuneration for work of equal value in the fixing of minimum wages and on the manner in which it is ensured that, in jobs predominantly occupied by women, minimum wages are not lower than those fixed for work of equal value performed in jobs where men predominate.

Article 4 of the Convention. Collective agreements. The Committee notes that COHEP is not aware of the holding of discussions in the tripartite forums of the Economic and Social Council (CES) or in the National Convergence Forum (FONAC) on the subject of equal remuneration for men and women, and that this subject has not been included on the agenda of the Economic and Social Council. Noting that the Government has not provided information in its report on the measures adopted, in collaboration with the social partners, to promote the application through collective agreements of the principle of equal remuneration for work of equal value, the Committee hopes that the information requested will be provided in the next report.

Enforcement. The Committee notes that, according to COHEP’s communication, it has been agreed that joint inspections will be carried out in industrial parks with a view to determining whether unequal remuneration exists. The Committee also notes that the IInd Gender Equality and Equity Plan 2008–15 envisages the establishment of the legal and institutional conditions for organized women to carry out social audits to ensure compliance with their labour rights, and particularly the right to equal remuneration for work of equal value (Strategic Objective 1.3). The Committee asks the Government to provide information on the results and impact of the joint inspections carried out in industrial parks and on the initiative referred to above under the Gender Equality and Equity Plan for social audits to be carried out by organized women in order to ensure compliance with the right to equal remuneration for work of equal value.

Part V of the report form. The Committee notes the information provided by COHEP relating to the average earnings received in the manufacturing sector. The Committee notes that, according to the data provided by the Honduran Export Processing Association (AHM), in practice the average wage earned is higher than that agreed in minimum wage commissions, although it is not possible to detect from these figures whether there are wage differences between men and women. The Committee also notes that Executive Decision No. STSS 374 STSS08 on the adjustment on the minimum wage for 2009, which substantially increases the minimum wage, does not apply to the export processing sector (maquila). In view of the number of women working in this sector and the fact that the wages may be determined on the basis of the minimum rates established, the Committee considers that this exclusion may have a disproportionate impact on women. The Committee asks the Government to provide information on the reasons for the exclusion of the export processing sector from the application of the adjustment of wage rates. The Committee also asks the Government once again to provide statistical data on the distribution of men and women by earnings level, economic activity, occupational group or level of education/skills and geographical area.

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

The Committee recalls that on 22 May 2008 it received a communication from the Honduran National Business Council (COHEP) providing information on the questions raised by the Committee and on the action carried out by the COHEP to contribute to the application of the Convention.

Article 1 of the Convention. Work of equal value. With reference to its previous comments, the Committee notes with regret that the Government has not provided information on the amendment of section 44 of the Equal Opportunities for Women Act (LIOM), which the Committee considers to be inadequate to give effect to the principle of the Convention as it establishes the requirement of equal wages for equal work. The Committee further notes that on 25 November 2008 Regulations were adopted under the LIOM, but that section 20(8) of the Regulations does not give expression in law to the concept of “work of equal value”. However, the Committee notes that the second Gender Equality and Equity Plan 2008–15 recognizes as one of the challenges the “full achievement of equal remuneration for women and men for equal work or work of equal value”. The Committee once again asks the Government to give full legislative expression to the principle of equal remuneration for men and women for work of equal value, and asks the Government to provide specific information on the progress achieved in amending section 44 of the LIOM and section 20(8) of its Regulations.

Articles 2 and 3. Objective job evaluation. The Committee notes that in relation to the objective evaluation of jobs, the Government refers only to evaluations relating to those seeking jobs, and not evaluations of jobs in themselves. The Committee further notes the indication by COHEP in its communication that it is not aware of public or private initiatives undertaken for the purpose of the objective evaluation of jobs. The Committee also notes COHEP’s concern regarding the absence of a job classification system for the civil service, in accordance with sections 12 to 15 of the Civil Service Act, and their indication that there are significant wage disparities in the public sector. According to COHEP, the absence of a harmonized national classification of occupations with tripartite approval makes it difficult to undertake comparisons between jobs and it is not feasible to establish a comparison of the value of the various tasks. The Committee notes that, according to COHEP, at the end of 2006, an inter-institutional working group was established, composed of representatives of the Secretariat of State for the Labour and Social Security Offices, the National Institute of Statistics, the National Institute of Vocational Training, the Secretariat of State for the Education Office, the Honduran Export Processing Association (AHM) and COHEP, to undertake the revision and harmonization of existing classifications.

The Committee asks the Government to take steps to ensure progress is made in developing a national classification system, based on objective and non-discriminatory criteria free from gender bias. The Government is also asked to provide specific information on the progress made in formulating a job classification system for the civil service, and to undertake an examination of the  nature and extent of any wage disparities between men and women in the public sector. Please also provide information on the progress made by the inter-institutional working group to undertake the revision and harmonization of existing classifications.

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

Observation (CEACR) - adopted 2008, published 98th ILC session (2009)

The Committee notes the communication submitted by the Honduran Private Enterprise Council (COHEP) on 22 May 2008. The communication provides information on the questions raised by the Committee and the action taken by the COHEP to contribute to applying the Convention. The Committee welcomes the information submitted by the COHEP and emphasizes the relevance of the involvement of the social partners in the application of the Convention. The Committee will examine the communication at its next session, together with the report and the comments which the Government may consider it appropriate to make.

Direct Request (CEACR) - adopted 2007, published 97th ILC session (2008)

1. Work of equal value. Minimum wages. The Committee notes that, according to the Government’s report, the setting up of a minimum wage negotiating committee represents progress made in the fixing of minimum wages. The Committee notes that section 25 of the Minimum Wage Act states that factors taken into account in fixing the types of minimum wage include equal or comparable work or wages established by collective agreements and wages paid for equal or comparable work by employers who voluntarily maintain minimum wage standards in industry. The Committee notes that section 25 also states that no classification will be made on the basis of age or sex. The Committee notes that the factors taken into account for the fixing of minimum wages do not include work of equal value. The Committee considers that the fixing of a minimum wage can help to promote the principle of the Convention. The Committee asks the Government to supply information on the steps taken or planned to apply the principle of equal remuneration for work of equal value in the fixing of minimum wages, and on how it ensures that, in jobs predominantly occupied by women, minimum wages are not lower than those fixed for work of equal value performed in jobs where men predominate.

2. Collective agreements. The Committee notes that, according to the Government’s report, the collective agreement ensures equality by abolishing preferences and discrimination and putting into practice the principle of equal pay for equal work. The Government also indicates that it uses collective bargaining as a mechanism for establishing equality and that tripartite negotiations bear fruit with regard to the concept of equality. The Committee reminds the Government that the principle of equal remuneration for equal work is narrower than the principle of equal remuneration for work of equal value enshrined in the Convention. The Committee asks the Government to provide information on the steps taken, in collaboration with the social partners, to promote the application through collective agreements of the principle of equal remuneration for work of equal value.

3. Objective job evaluation. The Committee notes that the Government has not supplied any information on the progress made with regard to objective evaluation of jobs. The Committee recalls that the application of the principle of equal remuneration for work of equal value requires an objective appraisal of the work concerned to determine whether jobs that involve different work have the same value for remuneration purposes. It also recalls that, owing to the tendency for men and women to do different jobs, it is essential to have a technique for assessing the relative value of jobs which are different in content in order to eliminate gender-based pay discrimination. The Committee reminds the Government once again that it may request technical assistance from the ILO, if it deems it necessary, for examining the various methods of objective job evaluation. The Committee, therefore, hopes that the Government will do its utmost to implement objective job evaluation in the public sector and promote such evaluation in the private sector, and asks the Government to keep it informed in this respect.

4. Practical application. In its previous comments, the Committee noted that the National Institute for Women (INAM), the Secretariat of Labour and Social Security and the 2002–07 National Plan for Equal Opportunities contribute, among others, to the elimination of discrimination against women. The Committee notes that, according to the data supplied in the report on the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), women account for only 35.5 per cent of directors, managers and administrators. The Committee, therefore, asks the Government once again to supply information on the measures taken in the context of the abovementioned institutions and the National Plan for Equal Opportunities to promote the access of women to higher level and better paid jobs in the public service and on the impact of these measures.

5. Monitoring of application. The Committee notes that the labour inspectorate conducted surveys in 1,600 enterprises at national level and interviewed 28,427 workers. The Committee also notes that contraventions recorded in 103 enterprises gave rise to an adjustment in the minimum wage of 1,106,895.57 lempiras which benefited 560 workers. Moreover, the Committee notes the Government’s concern at the difficulties encountered in quantifying the activities of the labour inspectorate and its need for a monitoring team to measure the impact of inspection visits. The Committee asks the Government to continue supplying information on the activities of the labour inspectorate. As regards the Government’s concern regarding the collection of information on inspection activities, the Committee reminds the Government that it can request technical assistance from the ILO.

6. Part V of the report form. The Committee notes that the Government has provided the statistical data requested by the Committee. It notes that the average income in 2006 for men was 3,681 lempiras, compared with 3,612 lempiras for women. The Committee also notes, on comparing the statistical information supplied for Conventions Nos 100 and 111, that a substantial gender pay gap exists in sectors where women predominate. The Committee notes, for example, that in manufacturing in 2006, men were paid an average wage of 4,529 lempiras while women received an average of 2,811 lempiras. In the wholesale and retail trade, hotels and restaurants, where women also account for a large proportion of the workforce, men received an average wage of 5,019 lempiras while women were paid 3,369 lempiras. In communal, social and personal services – the branch with the greatest concentration of women, according to the Government’s statistics – the average wage was 6,830 lempiras for men and 4,212 lempiras for women. The Committee invites the Government to consider the possibility of investigating the underlying causes of pay differences in the various branches of activity, especially manufacturing, trade, and communal, social and personal services. The Committee asks the Government to continue supplying information on wages in the various sectors of activity, disaggregated by sex. The Committee also requests the Government to supply information on average wages for men and women in the export processing industry (maquiladoras).

Observation (CEACR) - adopted 2007, published 97th ILC session (2008)

Article 1 of the Convention. Work of equal value. In its previous comments, the Committee pointed out that section 44 of the Equal Opportunities for Women Act (LIOM), does not adequately apply the principle of the Convention. The Committee reminds the Government that the principle of equal pay for equal work laid down by section 44 does not ensure sufficient protection against all forms of gender-based pay discrimination. The Committee recalls that discrimination can exist in cases where women are concentrated in certain sectors of activity in which the work is poorly paid in relation to its value. Hence the Convention establishes a wider principle than that of section 44, with the aim of ensuring that women who perform work which differs from that of men but is of equal value, according to objective evaluation criteria such as responsibilities, qualifications, skills or conditions of work, receive the same remuneration. The Committee draws the Government’s attention to its general observation of 2006, which points out that “Noting that several countries still retain legal provisions that are narrower than the principle as laid down in the Convention, as they do not give expression to the concept of ‘work of equal value’, and that such provisions hinder progress in eradicating gender-based pay discrimination against women at work, the Committee urges the governments of those countries to take the necessary steps to amend their legislation. Such legislation should not only provide for equal remuneration for equal, the same or similar work, but also prohibit pay discrimination that occurs in situations where men and women perform different work that is nevertheless of equal value.” (paragraph 6). Noting that the Government’s report does not provide any information on the revision of section 44 and merely states that the reform of the Equal Opportunities Act is still under discussion, the Committee asks the Government once again to bring its legislation fully into conformity with the principle of equal remuneration for work of equal value and asks it to supply detailed information in its next report on progress made on the revision of section 44 of the Equal Opportunities for Women Act.

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

Direct Request (CEACR) - adopted 2005, published 95th ILC session (2006)

1. Article 2 of the Convention. Practical application. The Committee notes that, when referring to programmes which will contribute to eliminating discrimination against women, the Government mentions, among others, the efforts made by the National Institute for Women (INAM) as a leading institution in the formulation, promotion, implementation and follow-up of the National Policy for Women which promotes public policies and measures designed to achieve the integration of women in all fields which can result in their equal development. It also refers to the initiatives of the Secretariat of Labour and Social Security and the National Plan for Equality of Opportunity 2002-07, which reflects the national policy for women. The Committee would be grateful if the Government would supply information on the measures which have been adopted in the context of the above programmes and institutions to promote the access of women to higher-level and better paid jobs in the public service and on their impact.

2. Article 3. Objective job evaluation. With regard to the comments made in paragraph 2 of its previous direct request, the Committee notes that the Government once again provides information on psychometric tests and methods for the evaluation of employees. The Committee recalls that it addressed this issue extensively in paragraph 2 and reiterates that what is at issue is the appraisal of the content of the job and not appraisal of workers in their individual capacity. Furthermore, such a technique is fundamental in determining whether jobs which involve different work are of the same value for the purposes of remuneration. Due to the tendency for men and women to carry out different jobs, it is essential to have a technique to assess the relative value of jobs which are different in content with a view to eliminating discrimination in the remuneration of men and women. The Committee reminds the Government that it may request the Office’s technical assistance, if it deems it necessary, to examine the various methods for the objective appraisal of jobs. The Committee refers to paragraphs 138-152 of its General Survey of 1986 on equal remuneration, and asks the Government to continue providing information on this matter.

3. Part V of the report form. General appreciation. The Committee notes that the Government has provided the statistical data requested by the Committee. It notes that in the table in Annex 12 on decentralized institutions, it is reported that 5.5 per cent of men were in managerial jobs in 2004, compared with only 2.8 per cent of women in equivalent positions. Furthermore, 20.9 per cent of men were in technical jobs, compared with only 5 per cent of women in similar posts. The greatest concentration of women is in administrative jobs (35.4 per cent of women, compared to 14.1 per cent of men). The Committee asks the Government to consider taking action to promote the access of a greater number of women to technical and managerial jobs in the public sector. Furthermore, it notes from Annexes 37 and 38 on average earnings for 2004, that the overall national average earnings of men are 3,301 lempiras, compared with 2,870 lempiras for women. The Committee asks the Government to consider the possibility of investigating the origin of such wage differences in the public sector and, with the cooperation of the social partners, also in a number of private sectors, so as to be able to understand the wage differences and to adopt appropriate corrective measures. The Committee would be grateful if the Government would keep it informed on this subject. The Committee also asks the Government to provide information on the average earnings of men and women in the export processing sector (maquila).

Observation (CEACR) - adopted 2005, published 95th ILC session (2006)

1. Article 1 of the Convention. Work of equal value. In its previous comments, the Committee noted the adoption of the Act respecting equality of opportunities, published on 22 May 2000, to eliminate any type of discrimination against women and to achieve equality for men and women before the law. The Committee indicated to the Government that section 44 of the Act requires the payment of equal wages for equal work, provided that the job, the working day and the conditions respecting efficiency and seniority are also equal. The Committee reminded the Government that the Convention requires the establishment of equal remuneration for men and women "for work of equal value", and that in selecting the "value" of work as the basis for comparison between the work of men and women, the Convention has a broader meaning than "equal remuneration for the same work". The Committee noted that the Act respecting equality of opportunities was undergoing a process of amendment, which would be approved in 2004. It asked the Government to consider amending section 44 during this revision process so that it fully applies the principle set out in the Convention, thereby making it possible to compare jobs that are different but nevertheless of equal value.

2. The Committee notes that, although the Convention may be applied by various means and not only through legislation, where laws and regulations exist on equal remuneration, they must not be more restrictive than the Convention, nor inconsistent with it. The Committee therefore asks the Government once again to consider amending the legislation referred to above to give expression in law to the principle set out in the Convention, which provides for equal remuneration for work of equal value, and to supply information on this subject in its next report.

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

Direct Request (CEACR) - adopted 2003, published 92nd ILC session (2004)

Further to its observation, the Committee notes the Government’s brief report in reply to its previous comments and the document attached. It asks the Government to provide information on the following points.

1. In its previous comments, the Committee noted the information provided by the Government indicating that the disparity in wage levels between men and women in the public service is due to the fact that men occupy positions of a higher level with higher remuneration. The Committee notes the Government’s indication in its report that it is in the process of establishing labour information systems which will provide disaggregated information on any programme undertaken in the public service. The Committee hopes that the Government will provide practical information in its next report on the manner in which the above programmes help to eliminate this type of vertical discrimination against women.

2. With reference to the methods used for the objective appraisal of jobs, the Government indicated in its previous report that psychometric tests are undertaken through the General Directorate of Employment, for all jobseekers to determine their aptitudes. The Committee reminds the Government that the methods of objective appraisal referred to by the Convention are related to jobs and not jobseekers. The Committee notes the Government’s indication in its last report that it is currently introducing labour information systems which will provide disaggregated information on criteria used for the classification of the various jobs in the public sector. As emphasized by the Committee in paragraph 255 of its General Survey of 1986 on equal remuneration as it may be necessary, with a view to applying the principle set out in the Convention, to compare jobs which may be of a different nature in terms of equal value, it is important that there exist methods and procedures of easy use and ready access, capable of ensuring that the criterion of sex is not directly or indirectly taken into account in the comparison. By way of illustration, in paragraph 60 of its 1986 General Survey, the Committee referred to a number of the criteria which are most frequently referred to in the various national legislations on equal remuneration for the purposes of comparing the work to be carried out by men and women. These include skills, responsibility and the effort (physical or mental) required to carry out the work, and the conditions under which it is to be performed. The Committee trusts that the Government will provide information in its next report on any measures adopted concerning the use of methodologies for the appraisal of jobs with a view to the correct application of Article 3, paragraphs 1 and 2, of the Convention.

3. The Committee notes that the Government did not include in its report statistical information on the remuneration received in both the public and private sectors, disaggregated by sex, and according to the various levels and occupations. The Committee reminds the Government that such data are essential to enable it to undertake a proper examination of the application of the principle of equal remuneration for men and women. The Committee would be grateful if the Government would make the necessary efforts to provide statistical information as indicated in its general observation of 1998. Please also ensure that the information reflects the distribution and remuneration of men and women workers in the various jobs and levels of enterprises in the export processing sector.

4. The Committee reminds the Government that it can ask the Office for technical advice and assistance on how to bring its legislation into conformity with the principle set out in the Convention, for the adoption of methodologies for the objective appraisal of jobs and for the implementation of a system for the compilation of statistics disaggregated by sex.

Observation (CEACR) - adopted 2003, published 92nd ILC session (2004)

The Committee notes the brief report provided by the Government in reply to its previous comments and the attached publications.

In its previous comments, the Committee noted the adoption of the Act respecting equality of opportunities, published on 22 May 2000, to eliminate any type of discrimination against women and to achieve equality for men and women before the law. The Committee indicated to the Government that section 44 of this Act requires the payment of equal wages for equal work, provided that the job, the working day and the conditions respecting efficiency and seniority are also equal. The Committee reminded the Government that the Convention requires the establishment of equal remuneration for men and women workers "for work of equal value" and that in selecting the "value" of work as the basis for comparison between the work of men and women, the Convention has a broader meaning than equal remuneration for the same work. Noting the information provided by the Government in its report on the application of Convention No. 111, the Committee observes that the Act respecting equal opportunities for women is undergoing a process of amendment, and that the modifications are to be approved in 2004. The Committee asks the Government to amend section 44 during this revision process so that it fully applies the principle set out in the Convention, thereby making it possible to compare jobs that are different but of equal value.

The Committee is addressing a request directly to the Government on certain points.

Direct Request (CEACR) - adopted 2002, published 91st ILC session (2003)

The Committee notes that the Government’s report contains no reply to previous comments. It hopes that the next report will include full information on the matters raised in its previous direct request, which read as follows:

1. The Committee notes the adoption of the Act respecting equality of opportunities, published on 22 May 2000, the objective of which is to integrate and coordinate the action to be taken by the State and civil society to eliminate any type of discrimination against women and to achieve equality for men and women before the law. It notes that section 44 of the Act (in Chapter IV on equality of opportunities in work and social security) provides that the Secretariat of State in labour and social security offices shall require equal wages for equal work, without discrimination whatsoever, provided that the job, the working day and the conditions respecting efficiency and seniority are also equal. The Committee reminds the Government that the Convention requires the establishment of equal remuneration for men and women workers "for work of equal value", and that in selecting the "value" of work as the basis for comparison between the work of men and women, the Convention has a broader meaning than the principle of "equal remuneration for the same work" (see the 1986 General Survey on equal remuneration, paragraph 19). The Committee would therefore be grateful if the Government would provide information in its next report on any measure that has been taken or is envisaged to give effect to the principle of the Convention, and if it would indicate whether it is envisaging amending section 44 of the Act respecting equality of opportunities in order to set forth the principle of equal remuneration for work of equal value.

2. Article 2 of the Convention. In its previous comments, the Committee noted that, according to the Government, the disparity in wage levels between men and women in the public service is due to the existence of vertical segregation, based on the fact that men in the public sector occupy more senior and highly paid jobs. The Committee once again recalls that in order to overcome both vertical and horizontal segregation at work, the mere adoption of legislation on equal remuneration does not suffice: active measures are also required to eliminate direct wage discrimination and to change traditional attitudes to the role of women in society and on the labour market, which may result in indirect discrimination. The Committee therefore once again asks the Government to provide detailed information in its next report on any measures taken and any programme implemented in relation to the public service. The Committee also once again asks the Government to provide information on the criteria used in the classification of the various jobs in the public administration, with an indication of the salaries for the above jobs, as well as statistical information on the distribution of men and women in the various positions and at the various jobs of the public service.

3. In its previous comments, the Committee noted that, according to the statistical data provided by the Government, women represent 34 per cent of all total of persons engaged in the labour market in Honduras. The Government’s last report shows that, in February 2000, 70 per cent of the workforce in the export processing enterprises sector was made up of women workers. According to the Government, this high level of women in the export processing sector is due to vocational guidance and training programmes and the establishment of welfare services for women workers with family responsibilities. In this context, the Committee notes that the minimum monthly wage in export processing zones in Honduras (US$78) is higher than the national minimum wage per month (US$67) (see ILO, Labour and social issues relating to export processing zones, 1998, page 29). The Committee draws the Government’s attention to the particular situation of women workers in export processing zones and notes that, although the access of women to jobs in these zones has increased, they tend to be assigned to types of work at the lowest professional levels and to receive remuneration that is lower than that of men. As a result, many women workers in these zones only perform repetitive and semi-skilled work and receive a minimum of training (idem., page 32). The Committee asks the Government to provide detailed information in its next report on the programmes and welfare services mentioned above in the export processing sector, including information on the number of women benefiting from these services. The Committee asks the Government to provide statistical data on the distribution by sex of jobs in export processing enterprises, including the distribution of men and women in the various jobs and at the various levels in export processing enterprises, and the corresponding wages.

4. Noting the absence of overall statistical data in the Government’s report, the Committee recalls that adequate statistical information is essential to enable it to undertake a proper examination of the application of the principle of equal remuneration. It would therefore be grateful if the Government would continue providing statistical information disaggregated by sex in future reports, as set out in its general observation of 1998 under this Convention.

5. Article 3. In its previous comments, the Committee noted the information provided on the methods used to carry out an objective evaluation of jobs to establish different wage rates. The Committee once again draws the Government’s attention to paragraphs 138-152 of its General Survey on equal remuneration and reiterates its request for the Government to indicate whether there are methods for the objective evaluation of jobs, within the meaning of the above paragraphs, and if so to provide detailed information on these methods.

Direct Request (CEACR) - adopted 2001, published 90th ILC session (2002)

The Committee notes the Government’s brief report.

1. The Committee notes the adoption of the Act respecting equality of opportunities, published on 22 May 2000, the objective of which is to integrate and coordinate the action to be taken by the State and civil society to eliminate any type of discrimination against women and to achieve equality for men and women before the law. It notes that section 44 of the Act (in Chapter IV on equality of opportunities in work and social security) provides that the Secretariat of State in labour and social security offices shall require equal wages for equal work, without discrimination whatsoever, provided that the job, the working day and the conditions respecting efficiency and seniority are also equal. The Committee reminds the Government that the Convention requires the establishment of equal remuneration for men and women workers "for work of equal value", and that in selecting the "value" of work as the basis for comparison between the work of men and women, the Convention has a broader meaning than the principle of "equal remuneration for the same work" (see the 1986 General Survey on equal remuneration, paragraph 19). The Committee would therefore be grateful if the Government would provide information in its next report on any measure that has been taken or is envisaged to give effect to the principle of the Convention, and if it would indicate whether it is envisaging amending section 44 of the Act respecting equality of opportunities in order to set forth the principle of equal remuneration for work of equal value.

2. Article 2 of the Convention. In its previous comments, the Committee noted that, according to the Government, the disparity in wage levels between men and women in the public service is due to the existence of vertical segregation, based on the fact that men in the public sector occupy more senior and highly paid jobs. The Committee once again recalls that in order to overcome both vertical and horizontal segregation at work, the mere adoption of legislation on equal remuneration does not suffice: active measures are also required to eliminate direct wage discrimination and to change traditional attitudes to the role of women in society and on the labour market, which may result in indirect discrimination. The Committee therefore once again asks the Government to provide detailed information in its next report on any measures taken and any programme implemented in relation to the public service. The Committee also once again asks the Government to provide information on the criteria used in the classification of the various jobs in the public administration, with an indication of the salaries for the above jobs, as well as statistical information on the distribution of men and women in the various positions and at the various jobs of the public service.

3. In its previous comments, the Committee noted that, according to the statistical data provided by the Government, women represent 34 per cent of all total of persons engaged in the labour market in Honduras. The Government’s last report shows that, in February 2000, 70 per cent of the workforce in the export processing enterprises sector was made up of women workers. According to the Government, this high level of women in the export processing sector is due to vocational guidance and training programmes and the establishment of welfare services for women workers with family responsibilities. In this context, the Committee notes that the minimum monthly wage in export processing zones in Honduras (US$78) is higher than the national minimum wage per month (US$67) (see ILO, Labour and social issues relating to export processing zones, 1998, page 29). The Committee draws the Government’s attention to the particular situation of women workers in export processing zones and notes that, although the access of women to jobs in these zones has increased, they tend to be assigned to types of work at the lowest professional levels and to receive remuneration that is lower than that of men. As a result, many women workers in these zones only perform repetitive and semi skilled work and receive a minimum of training (idem., page 32). The Committee asks the Government to provide detailed information in its next report on the programmes and welfare services mentioned above in the export processing sector, including information on the number of women benefiting from these services. The Committee asks the Government to provide statistical data on the distribution by sex of jobs in export processing enterprises, including the distribution of men and women in the various jobs and at the various levels in export processing enterprises, and the corresponding wages.

4. Noting the absence of overall statistical data in the Government’s report, the Committee recalls that adequate statistical information is essential to enable it to undertake a proper examination of the application of the principle of equal remuneration. It would therefore be grateful if the Government would continue providing statistical information disaggregated by sex in future reports, as set out in its general observation of 1998 under this Convention.

5. Article 3. In its previous comments, the Committee noted the information provided on the methods used to carry out an objective evaluation of jobs to establish different wage rates. The Committee once again draws the Government’s attention to paragraphs 138-152 of its General Survey on equal remuneration and reiterates its request for the Government to indicate whether there are methods for the objective evaluation of jobs, within the meaning of the above paragraphs, and if so to provide detailed information on these methods.

Direct Request (CEACR) - adopted 1999, published 88th ILC session (2000)

The Committee notes the information contained in the Government's report as well as the annexed statistical data.

1. Article 2 of the Convention. The Committee notes from the Government's report that the disparity in wage levels in the public service is due to the fact that men occupy more highly paid posts. It also notes that some women have obtained management-level posts. It recalls that to overcome both vertical and horizontal segregation at work, the adoption of legislation alone on equal remuneration does not suffice: active measures are required, such as programmes to change women's perspectives and prepare them to seek more highly-paid posts and occupations, which aim to change historical conceptions as to the role of women in society and in the labour market, since these may lead to indirect discrimination. The Committee would like to know whether such programmes exist within the public service. The Committee would like to know the criteria used in job classification in the public administration and requests a copy of this classification, with corresponding wage levels. It also requests information on the methods and criteria used to fix wage scales in the public sector and the measures adopted to eliminate sexist stereotyping from the system.

2. The Committee notes with satisfaction the full statistical data disaggregated by sex, annexed to the report. This has made certain comparisons possible. The statistics supplied on the total working population for normal weekly working hours, broken down by monthly wage levels and sex for September 1996, presents a picture similar to that pertaining in the public service, where, as indicated, a small number of women hold higher positions, but in general women receive significantly lower remuneration than men, and this holds true for all hourly categories. Women represent 34 per cent of the total working population, but receive approximately 29 per cent of total wages. By analysing the distribution of men and women according to wage level, the Committee notes that of workers in the lowest wage bracket, 100 lempiras or less, 67.91 per cent are women, while the two highest brackets yield the following distribution by sex: out of workers earning 7,500 to 10.000 lempiras only 19.53 per cent are women, while in the 10,000 lempiras or more category, only 15.69 per cent are women. In the same way, daily wage rates disaggregated by occupation and sex reveal wage differentials in, for example, personal, social and communal services. For Tegucigalpa in 1997, for the category of accountants, the most frequent wage for men was 283.33 lempiras and for women it was 131.50 lempiras. As the Committee has already noted on other occasions, much of the difficulty in giving real effect to the principle of equal remuneration is closely linked to the situation of men and women at work and in society and it refers to the measures to facilitate the application of the Convention explained in paragraphs 180 to 198 of its 1986 General Survey. The Committee requests that the Government continue to supply disaggregated statistical information as called for in the Committee's 1998 general observation, including information concerning export processing zones (Maquila).

3. Article 3. The Committee notes the information on the methods used to carry out an objective evaluation of jobs to establish different wage rates. The Committee refers to paragraphs 138 to 152 of the abovementioned General Survey and requests information on whether there are methods for objective evaluation of jobs as set forth in the abovementioned paragraphs, as well as other available relevant information.

Direct Request (CEACR) - adopted 1996, published 85th ILC session (1997)

1. In its previous direct request, the Committee noted the salary scales applicable in the public service for 1992, disaggregated by sex, and requested information on the marked difference in income levels between men and women, which, in some cases, were six times greater at the highest levels. As information has not been provided on these unequal salaries the Committee requests the Government, once again, to send the explanation requested.

2. In regard to the request for statistics concerning wage rates and average incomes received by men and women, disaggregated where possible by occupation, sector, seniority and skill level, as well as information on the corresponding percentage of women, the Committee regrets that no information has been provided on whether it is possible to supply this data. The Committee hopes that the Government will be in a position to send this information in its next report.

Direct Request (CEACR) - adopted 1995, published 82nd ILC session (1995)

1. The Committee thanks the Government for transmitting the wage scales applicable in the public service for 1992, disaggregated by sex. The Committee notes that the proportion of women earning the lowest income level (between 200 and 300 lempiras (Lps)) is double the number of men and that the number of men earning the highest income level (2,001 Lps and over) is six times greater than the number of women. The Committee requests information in the next report on the reasons for these very marked differences.

2. The Committee notes that it has not been possible to obtain the statistics which it requested previously concerning wage rates and average incomes received by men and women, disaggregated where possible by occupation, sector, seniority and skill level, as well as information on the corresponding percentage of women. The Committee hopes that the Government will be able to supply the above statistics in its next report.

3. The Committee notes that the reports of the General Inspectorate in relation to this Convention, as well as the texts of the collective agreements which are referred to in the report have not been received and it would be grateful if the Government would transmit them.

Direct Request (CEACR) - adopted 1994, published 81st ILC session (1994)

The Committee notes that the Government's report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

1. The Committee takes note of the Government's report. The Committee notes that the report contains no recent information on the application of the Convention. The Committee asks the Government to provide a detailed report on the application of the Convention in accordance with the report form adopted by the Governing Body. Furthermore, the Committee asks the Government to provide in its report:

(i) the wage scales applying in the public service, with a breakdown of the distribution of men and women in the various grades;

(ii) the text of the collective agreements fixing wage scales in the various sectors of activity indicating, if possible, the percentage of women covered by these collective agreements and the distribution of men and women in the various grades;

(iii) statistical data on wage rates and average incomes received by men and women, if possible, by profession, branch of activity, seniority and level of qualifications, as well as information on the corresponding proportion of women.

Direct Request (CEACR) - adopted 1992, published 79th ILC session (1992)

1. The Committee takes note of the Government's report. The Committee notes that the report contains no recent information on the application of the Convention. The Committee asks the Government to provide a detailed report on the application of the Convention in accordance with the report form adopted by the Governing Body. Furthermore, the Committee asks the Government to provide in its report:

(i) the wage scales applying in the public service, with a breakdown of the distribution of men and women in the various grades;

(ii) the text of the collective agreements fixing wage scales in the various sectors of activity indicating, if possible, the percentage of women covered by these collective agreements and the distribution of men and women in the various grades;

(iii) statistical data on wage rates and average incomes received by men and women, if possible, by profession, branch of activity, seniority and level of qualification, as well as information on the corresponding proportion of women.