Direct Request (CEACR) - adopted 2021, published 110th ILC session (2022)

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

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

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

Direct Request (CEACR) - adopted 2017, published 107th ILC session (2018)

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

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

Direct Request (CEACR) - adopted 2012, published 102nd ILC session (2013)

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

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

Legislative developments. The Committee notes the adoption of a National Gender Policy in 2003, which is now under review, and which provides an analysis of the laws of Belize from a gender perspective. This analysis highlights discriminatory practices, as regards, inter alia, pension rights of women public officers. The Committee also notes recommendation 69 of the Policy, which states that “Legislation to provide for equal pay for work of equal value – and consistent with the obligations contained in ILO Convention No. 100 – will be drafted and introduced into the National Assembly”. The Committee notes that the Equal Pay Act was indeed adopted in 2003. However, section 3(1) of the Act refers to “equal pay for equal work”, which is narrower than the principle of the Convention. The Committee notes that the definition of “remuneration” in section 2(1) of the Act appears to be in line with the definition in Article 1(a) of the Convention; however, the definition of “equal work” in section 2(1) is limited to work involving similar duties, conditions, qualifications, skills, effort, etc., and does not encompass the concept of “equal value”. Recalling its 2006 general observation, the Committee notes that “equal remuneration for work of equal value” includes, but goes beyond equal remuneration for “equal”, the “same” or “similar” work, and also encompasses work that is of an entirely different nature, which is nevertheless of equal value. The Committee asks the Government to take steps to revise the Equal Pay Act, 2003, with a view to giving full legislative expression to the principle of equal remuneration for men and women for work of equal value, and to provide information on progress made in this regard, including in the context of the review of the National Gender Policy. The Committee also asks the Government to provide information on any follow-up action being taken to address the legislative gaps identified in the National Gender Policy regarding other laws, in particular as they relate to equal remuneration for men and women for work of equal value.

Article 1(a) of the Convention. Equal remuneration. The Committee notes the Government’s statement that, in accordance with the Widows’ and Children’s Pension Act, only male public officers contribute to the Widows’ and Children’s Pension Fund and therefore the pension is paid only to their wife and children under the age of 16 and those children pursuing full-time education. Husbands and children of female officers would not benefit from these provisions as female officers do not contribute to the fund. The Committee also notes that the National Gender Policy identified laws treating women in a discriminatory manner, inter alia, as regards pension rights (see recommendations 76–80 of the Policy). The Committee recalls the broad definition of “remuneration” in Article 1(a) of the Convention and draws the Government’s attention to its 1986 General Survey on equal remuneration, pointing out that the unequal attribution of certain benefits, such as pension rights, is intimately linked to the general status of women and men in the family and in society (paragraph 79; see also paragraphs 125–127). The Committee asks the Government to provide information on the steps taken or envisaged to amend the Act so that it provides equal access and benefits to women and men, or to repeal the Act.

Article 2. The Committee noted previously the low level of women’s participation in the labour force, their significant under-representation in middle and higher income levels, and their concentration in low-paid female-dominated occupations which are not covered by wage regulations. In response, the Government refers to the National Gender Policy, which identifies and suggests action to correct gender disparities. The Committee notes the information provided by the Government on the activities developed within the framework of the National Gender Policy to promote the employment of women in general and, in particular, in higher income level jobs. The Committee asks the Government to provide statistics on the employed labour force, disaggregated by sex, occupation and earnings level. In this regard, the Committee notes the Government’s indication in its report under the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), that the Ministry of Labour will hold consultations with the Statistical Institute in order to describe the type of statistics requested for the evaluation of the application of the Convention, and the Committee asks to be informed of the outcome of these consultations. Please also indicate the specific measures taken or envisaged to increase the representation of women in middle and higher income levels, and the results achieved, including in the context of the activities developed under the National Gender Policy. The Committee also invites the Government to continue to provide information on the promotion of the application of the principle of equal remuneration in both the public and private sectors, including copies of collective agreements containing equal remuneration provisions.

Public sector. The Committee welcomes the information provided by the Government on the prevailing pay scales and the corresponding grades and posts, including the list of occupational categories and the pay scales for public officers, police officers and members of the defence force, disaggregated by sex. It notes the significant gender imbalance in the composition of the police force and members of the defence force, which is not the case for public officers. It also notes that the table “Job title by sex” to which the Government referred in its report was not attached to the report. The Committee asks the Government to continue to provide detailed information, disaggregated by sex, on the prevailing pay scales and the corresponding grades and posts and to indicate what measures have been taken or are envisaged to increase the participation of women at all levels of the police and the defence force. Please provide an updated copy of the table “Job title by sex” referred to in the report.

Articles 3 and 4. Objective job evaluation. Cooperation with workers’ and employers’ organizations. With respect to the Committee’s previous request for information on the introduction of objective job evaluation in the public sector and its promotion in the private sector, the Government indicates that the tripartite Labour Advisory Board was reactivated in March 2009 and that comments of the Committee will be reviewed in order to make recommendations to the Minister. The Committee asks the Government to provide information on the activities of the Labour Advisory Board since its reactivation, in relation to equal remuneration for men and women for work of equal value, and on job evaluation in the public and private sectors. The Committee also asks the Government to provide any other information on cooperation with workers’ and employers’ organizations for the purposes of giving effect to the provisions of the Convention.

Parts III to V of the report form. Please provide any other information, such as reports from the regular inspection and advisory services and administrative and judicial decisions, which may further assist the Committee in assessing how the principle of equal remuneration for men and women for work of equal value is applied in practice.

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

The Committee notes with regret 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. Article 1 of the Convention. With reference to its previous comments concerning the definition of remuneration provided in the Labour Act and Wages Councils Act (edition 2000), the Committee notes the Government’s statement that the broad definition enshrined in Article 1(a) of the Convention takes precedence over the definition in section 126 of the Labour Act, but does not supersede the Wages Councils Act. In its previous comments, the Committee had noted that the definition contained in section 10(1) of this Act appeared to be more restricted than the one included in the Convention as it only covered payments in cash. The Committee recalls that the notion of remuneration covered by Article 1(a) of the Convention applies to all additional emoluments whether they are paid in cash or in kind. Noting that section 10(2) of the Act provides that wages regulation orders may contain provisions authorizing specified benefits or advantages to be reckoned as payment of wages in lieu of payment in cash, the Committee asks the Government whether any wage regulations have been adopted that provide for payments in kind and to provide information on how the principle of equal remuneration between men and women for work of equal value is applied to payments in kind for those workers covered by the Wages Councils Act.

2. Further to the above, the Committee notes that section 58(1) of the Services Commissions Regulations of 2001 provides that on the death of an officer who contributed to the Widows’ and Children’s Pension Fund, pension shall be paid to the wife and children under the age of 16 and those children pursuing full-time education. Recalling that the principle of the Convention also applies to all additional emoluments, the Committee asks the Government to indicate whether under the Regulations, a pension will also be paid to the husband of female officers who contributed to the Fund. The Government is encouraged to consider bringing the wording of section 58(1) into conformity with Article 1(a) of the Convention as soon as the occasion of a revision of the said Regulations arises.

3. The Committee notes with interest the adoption of the National Action Plan, entitled “Belize equity and equality strategic plan: Facilitating the implementation of a national gender management system”, which resulted in the decision to draft a National Gender Policy and an Equal Pay Bill. The Committee further notes from the statistics on the employed labour force by monthly income and sex for the period 1995–99 that women make up only 30 per cent of the employed labour force and that overall women are significantly less well represented than men at all income levels; while the highest proportion of both men and women can be found in the lower income levels (between BLZ$119 and BLZ$959), women are, with a few exceptions, significantly under-represented in the middle and higher income levels with, for example, no representation at the income level of BLZ$2,604 to BLZ$2,759, and only 13 per cent in the highest income level of BLZ$2,880 and over. The Committee asks the Government to provide information on the reasons for these marked differences in income levels. Noting further that the abovementioned action plan aims to develop strategies to empower women and to increase their wealth and employment-generation opportunities, the Committee asks the Government to indicate the measures taken under the Plan and the new National Gender Policy to promote the employment of women in general and in particular in higher income level jobs, with a view to reducing the income gap as well as inequalities in remuneration between men and women, and to promote equal remuneration for men and women for work of equal value. Please also provide information on any progress achieved in the adoption of the National Gender Policy as well as the Equal Pay Bill.

4. Article 2. The Committee notes from the Government’s report that all posts in the public sector have been classified by a pay scale which allows for posts of similar categories to be grouped together and remunerated equally, and that qualification requirements are set based on the pay scale and technical nature of the posts. It further notes that when setting the criteria for the classification of posts in the public service, consideration is given to technical positions of a similar nature, similarities in duties and responsibilities, seniority with respect to supervision, the career path in certain grades and training and experience. The Committee asks the Government to provide with its next report copies of the prevailing pay scales for the corresponding grades and posts in the public sector together with an indication of the numbers of men and women employed at the various pay scales and grades.

5. With regard to the determination of wages in the private sector, the Committee notes the Government’s statement that in non-unionized workplaces wages are determined by individual agreements between the worker and the employer, and through legally established wage regulations for certain categories of workers (i.e. manual workers, shop assistants and domestic workers). The Committee also notes from the Government’s report to the Committee on the Elimination of Discrimination Against Women (A/C/BLZ/1-2, 1996) that women in the private sector are concentrated in low-paid female-dominated occupations which are often not covered by wage regulations. It asks the Government to provide information on how it is promoting the application of the principle in non-unionized workplaces in the private sector, especially for those categories of workers that are not covered by wage regulations. Furthermore, noting the Government’s statement that the principle of the Convention is applied in wage regulations because the rates stated do not differentiate between women and men, the Committee asks the Government to provide information on the methodology used by the Wage Council to determine wages and to ensure that no gender bias exists in the determination of wages across the various industries. With respect to the unionized sector, the Committee notes the rates of pay (2000–01) in Schedule 3(2) appended to the collective agreement signed between the Belize Communications Workers’ Union and Belize Communications Limited. Please provide information on the number of men and women employed at the different grades in Schedule 3(2). It further notes with interest that section 4 of the collective agreement signed in the banking sector entitled “Equality of rights” includes a provision that the bank shall pay the same salaries to both male and female employees in accordance with job classifications, and asks the Government to continue to supply copies of collective agreements including equal pay provisions.

6. Article 3. With regard to the objective appraisal of jobs in the public and private sectors, the Committee notes that the Government refers to section 4 (Performance report and assessment) of the collective agreement of 2001 signed between the Central Bank of Belize and the Christian Workers’ Union (2001) and to the explanation provided by the Ministry of Public Service with regard to individual job assessments in the public service which both refer to annual performance appraisals of individual employees and public officers. The Committee draws the Government’s attention to paragraphs 138, 139 and 141 of its General Survey of 1986 on the Convention and points out that job evaluation is a method which, through analysing the content of jobs, seeks to rank those jobs hierarchically in terms of their value, usually for the purpose of establishing wage rates. It is concerned with evaluating the job and not the individual worker. It asks the Government to indicate whether it is considering the introduction of an objective system of job evaluation, either generally, or in respect of particular branches of activity, in the public sector, or its promotion in the private sector.

7. Parts III, V and VI of the report form. Taking into consideration the Government’s statement that it is not yet in a position to provide full statistical information with regard to the Committee’s previous request, the Committee encourages the Government to continue to work towards the compilation of the statistical information set out in its 1998 general observation on this Convention and to continue to provide, where currently available, statistical data disaggregated by sex, by earning level, and by branch of economic activity and occupation in both the public and private sectors. With reference to its previous request, please also provide any other information, such as reports from the regular inspection and advisory services and administrative and judicial decisions which may enable the Committee to assess how the principle of equal remuneration for men and women for work of equal value is applied in practice.

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

The Committee notes with regret 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. Article 1 of the Convention. With reference to its previous comments concerning the definition of remuneration provided in the Labour Act and Wages Councils Act (edition 2000), the Committee notes the Government’s statement that the broad definition enshrined in Article 1(a) of the Convention takes precedence over the definition in section 126 of the Labour Act, but does not supersede the Wages Councils Act. In its previous comments, the Committee had noted that the definition contained in section 10(1) of this Act appeared to be more restricted than the one included in the Convention as it only covered payments in cash. The Committee recalls that the notion of remuneration covered by Article 1(a) of the Convention applies to all additional emoluments whether they are paid in cash or in kind. Noting that section 10(2) of the Act provides that wages regulation orders may contain provisions authorizing specified benefits or advantages to be reckoned as payment of wages in lieu of payment in cash, the Committee asks the Government whether any wage regulations have been adopted that provide for payments in kind and to provide information on how the principle of equal remuneration between men and women for work of equal value is applied to payments in kind for those workers covered by the Wages Councils Act.

2. Further to the above, the Committee notes that section 58(1) of the Services Commissions Regulations of 2001 provides that on the death of an officer who contributed to the Widows’ and Children’s Pension Fund, pension shall be paid to the wife and children under the age of 16 and those children pursuing full-time education. Recalling that the principle of the Convention also applies to all additional emoluments, the Committee asks the Government to indicate whether under the Regulations, a pension will also be paid to the husband of female officers who contributed to the Fund. The Government is encouraged to consider bringing the wording of section 58(1) into conformity with Article 1(a) of the Convention as soon as the occasion of a revision of the said Regulations arises.

3. The Committee notes with interest the adoption of the National Action Plan, entitled “Belize equity and equality strategic plan: Facilitating the implementation of a national gender management system”, which resulted in the decision to draft a National Gender Policy and an Equal Pay Bill. The Committee further notes from the statistics on the employed labour force by monthly income and sex for the period 1995–99 that women make up only 30 per cent of the employed labour force and that overall women are significantly less well represented than men at all income levels; while the highest proportion of both men and women can be found in the lower income levels (between BLZ$119 and BLZ$959), women are, with a few exceptions, significantly under-represented in the middle and higher income levels with, for example, no representation at the income level of BLZ$2,604 to BLZ$2,759, and only 13 per cent in the highest income level of BLZ$2,880 and over. The Committee asks the Government to provide information on the reasons for these marked differences in income levels. Noting further that the abovementioned action plan aims to develop strategies to empower women and to increase their wealth and employment-generation opportunities, the Committee asks the Government to indicate the measures taken under the Plan and the new National Gender Policy to promote the employment of women in general and in particular in higher income level jobs, with a view to reducing the income gap as well as inequalities in remuneration between men and women, and to promote equal remuneration for men and women for work of equal value. Please also provide information on any progress achieved in the adoption of the National Gender Policy as well as the Equal Pay Bill.

4. Article 2. The Committee notes from the Government’s report that all posts in the public sector have been classified by a pay scale which allows for posts of similar categories to be grouped together and remunerated equally, and that qualification requirements are set based on the pay scale and technical nature of the posts. It further notes that when setting the criteria for the classification of posts in the public service, consideration is given to technical positions of a similar nature, similarities in duties and responsibilities, seniority with respect to supervision, the career path in certain grades and training and experience. The Committee asks the Government to provide with its next report copies of the prevailing pay scales for the corresponding grades and posts in the public sector together with an indication of the numbers of men and women employed at the various pay scales and grades.

5. With regard to the determination of wages in the private sector, the Committee notes the Government’s statement that in non-unionized workplaces wages are determined by individual agreements between the worker and the employer, and through legally established wage regulations for certain categories of workers (i.e. manual workers, shop assistants and domestic workers). The Committee also notes from the Government’s report to the Committee on the Elimination of Discrimination Against Women (A/C/BLZ/1-2, 1996) that women in the private sector are concentrated in low-paid female-dominated occupations which are often not covered by wage regulations. It asks the Government to provide information on how it is promoting the application of the principle in non-unionized workplaces in the private sector, especially for those categories of workers that are not covered by wage regulations. Furthermore, noting the Government’s statement that the principle of the Convention is applied in wage regulations because the rates stated do not differentiate between women and men, the Committee asks the Government to provide information on the methodology used by the Wage Council to determine wages and to ensure that no gender bias exists in the determination of wages across the various industries. With respect to the unionized sector, the Committee notes the rates of pay (2000–01) in Schedule 3(2) appended to the collective agreement signed between the Belize Communications Workers’ Union and Belize Communications Limited. Please provide information on the number of men and women employed at the different grades in Schedule 3(2). It further notes with interest that section 4 of the collective agreement signed in the banking sector entitled “Equality of rights” includes a provision that the bank shall pay the same salaries to both male and female employees in accordance with job classifications, and asks the Government to continue to supply copies of collective agreements including equal pay provisions.

6. Article 3. With regard to the objective appraisal of jobs in the public and private sectors, the Committee notes that the Government refers to section 4 (Performance report and assessment) of the collective agreement of 2001 signed between the Central Bank of Belize and the Christian Workers’ Union (2001) and to the explanation provided by the Ministry of Public Service with regard to individual job assessments in the public service which both refer to annual performance appraisals of individual employees and public officers. The Committee draws the Government’s attention to paragraphs 138, 139 and 141 of its General Survey of 1986 on the Convention and points out that job evaluation is a method which, through analysing the content of jobs, seeks to rank those jobs hierarchically in terms of their value, usually for the purpose of establishing wage rates. It is concerned with evaluating the job and not the individual worker. It asks the Government to indicate whether it is considering the introduction of an objective system of job evaluation, either generally, or in respect of particular branches of activity, in the public sector, or its promotion in the private sector.

7. Parts III, V and VI of the report form. Taking into consideration the Government’s statement that it is not yet in a position to provide full statistical information with regard to the Committee’s previous request, the Committee encourages the Government to continue to work towards the compilation of the statistical information set out in its 1998 general observation on this Convention and to continue to provide, where currently available, statistical data disaggregated by sex, by earning level, and by branch of economic activity and occupation in both the public and private sectors. With reference to its previous request, please also provide any other information, such as reports from the regular inspection and advisory services and administrative and judicial decisions which may enable the Committee to assess how the principle of equal remuneration for men and women for work of equal value is applied in practice.

Direct Request (CEACR) - adopted 2006, published 96th ILC session (2007)

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. Article 1 of the Convention. With reference to its previous comments concerning the definition of remuneration provided in the Labour Act and Wages Councils Act (edition 2000), the Committee notes the Government’s statement that the broad definition enshrined in Article 1(a) of the Convention takes precedence over the definition in section 126 of the Labour Act, but does not supersede the Wages Councils Act. In its previous comments, the Committee had noted that the definition contained in section 10(1) of this Act appeared to be more restricted than the one included in the Convention as it only covered payments in cash. The Committee recalls that the notion of remuneration covered by Article 1(a) of the Convention applies to all additional emoluments whether they are paid in cash or in kind. Noting that section 10(2) of the Act provides that wages regulation orders may contain provisions authorizing specified benefits or advantages to be reckoned as payment of wages in lieu of payment in cash, the Committee asks the Government whether any wage regulations have been adopted that provide for payments in kind and to provide information on how the principle of equal remuneration between men and women for work of equal value is applied to payments in kind for those workers covered by the Wages Councils Act.

2. Further to the above, the Committee notes that section 58(1) of the Services Commissions Regulations of 2001 provides that on the death of an officer who contributed to the Widows’ and Children’s Pension Fund, pension shall be paid to the wife and children under the age of 16 and those children pursuing full-time education. Recalling that the principle of the Convention also applies to all additional emoluments, the Committee asks the Government to indicate whether under the Regulations, a pension will also be paid to the husband of female officers who contributed to the Fund. The Government is encouraged to consider bringing the wording of section 58(1) into conformity with Article 1(a) of the Convention as soon as the occasion of a revision of the said Regulations arises.

3. The Committee notes with interest the adoption of the National Action Plan, entitled “Belize equity and equality strategic plan: Facilitating the implementation of a national gender management system”, which resulted in the decision to draft a National Gender Policy and an Equal Pay Bill. The Committee further notes from the statistics on the employed labour force by monthly income and sex for the period 1995-99 that women make up only 30 per cent of the employed labour force and that overall women are significantly less well represented than men at all income levels; while the highest proportion of both men and women can be found in the lower income levels (between BLZ$119 and BLZ$959), women are, with a few exceptions, significantly under-represented in the middle and higher income levels with, for example, no representation at the income level of BLZ$2,604 to BLZ$2,759, and only 13 per cent in the highest income level of BLZ$2,880 and over. The Committee asks the Government to provide information on the reasons for these marked differences in income levels. Noting further that the abovementioned action plan aims to develop strategies to empower women and to increase their wealth and employment-generation opportunities, the Committee asks the Government to indicate the measures taken under the Plan and the new National Gender Policy to promote the employment of women in general and in particular in higher income level jobs, with a view to reducing the income gap as well as inequalities in remuneration between men and women, and to promote equal remuneration for men and women for work of equal value. Please also provide information on any progress achieved in the adoption of the National Gender Policy as well as the Equal Pay Bill.

4. Article 2. The Committee notes from the Government’s report that all posts in the public sector have been classified by a pay scale which allows for posts of similar categories to be grouped together and remunerated equally, and that qualification requirements are set based on the pay scale and technical nature of the posts. It further notes that when setting the criteria for the classification of posts in the public service, consideration is given to technical positions of a similar nature, similarities in duties and responsibilities, seniority with respect to supervision, the career path in certain grades and training and experience. The Committee asks the Government to provide with its next report copies of the prevailing pay scales for the corresponding grades and posts in the public sector together with an indication of the numbers of men and women employed at the various pay scales and grades.

5. With regard to the determination of wages in the private sector, the Committee notes the Government’s statement that in non-unionized workplaces wages are determined by individual agreements between the worker and the employer, and through legally established wage regulations for certain categories of workers (i.e. manual workers, shop assistants and domestic workers). The Committee also notes from the Government’s report to the Committee on the Elimination of Discrimination Against Women (A/C/BLZ/1-2, 1996) that women in the private sector are concentrated in low-paid female-dominated occupations which are often not covered by wage regulations. It asks the Government to provide information on how it is promoting the application of the principle in non-unionized workplaces in the private sector, especially for those categories of workers that are not covered by wage regulations. Furthermore, noting the Government’s statement that the principle of the Convention is applied in wage regulations because the rates stated do not differentiate between women and men, the Committee asks the Government to provide information on the methodology used by the Wage Council to determine wages and to ensure that no gender bias exists in the determination of wages across the various industries. With respect to the unionized sector, the Committee notes the rates of pay (2000–01) in Schedule 3(2) appended to the collective agreement signed between the Belize Communications Workers’ Union and Belize Communications Limited. Please provide information on the number of men and women employed at the different grades in Schedule 3(2). It further notes with interest that section 4 of the collective agreement signed in the banking sector entitled “Equality of rights” includes a provision that the bank shall pay the same salaries to both male and female employees in accordance with job classifications, and asks the Government to continue to supply copies of collective agreements including equal pay provisions.

6. Article 3. With regard to the objective appraisal of jobs in the public and private sectors, the Committee notes that the Government refers to section 4 (Performance report and assessment) of the collective agreement of 2001 signed between the Central Bank of Belize and the Christian Workers’ Union (2001) and to the explanation provided by the Ministry of Public Service with regard to individual job assessments in the public service which both refer to annual performance appraisals of individual employees and public officers. The Committee draws the Government’s attention to paragraphs 138, 139 and 141 of its General Survey of 1986 on the Convention and points out that job evaluation is a method which, through analysing the content of jobs, seeks to rank those jobs hierarchically in terms of their value, usually for the purpose of establishing wage rates. It is concerned with evaluating the job and not the individual worker. It asks the Government to indicate whether it is considering the introduction of an objective system of job evaluation, either generally, or in respect of particular branches of activity, in the public sector, or its promotion in the private sector.

7. Parts III, V and VI of the report form. Taking into consideration the Government’s statement that it is not yet in a position to provide full statistical information with regard to the Committee’s previous request, the Committee encourages the Government to continue to work towards the compilation of the statistical information set out in its 1998 general observation on this Convention and to continue to provide, where currently available, statistical data disaggregated by sex, by earning level, and by branch of economic activity and occupation in both the public and private sectors. With reference to its previous request, please also provide any other information, such as reports from the regular inspection and advisory services and administrative and judicial decisions which may enable the Committee to assess how the principle of equal remuneration for men and women for work of equal value is applied in practice.

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

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. Article 1 of the Convention. With reference to its previous comments concerning the definition of remuneration provided in the Labour Act and Wages Councils Act (edition 2000), the Committee notes the Government’s statement that the broad definition enshrined in Article 1(a) of the Convention takes precedence over the definition in section 126 of the Labour Act, but does not supersede the Wages Councils Act. In its previous comments, the Committee had noted that the definition contained in section 10(1) of this Act appeared to be more restricted than the one included in the Convention as it only covered payments in cash. The Committee recalls that the notion of remuneration covered by Article 1(a) of the Convention applies to all additional emoluments whether they are paid in cash or in kind. Noting that section 10(2) of the Act provides that wages regulation orders may contain provisions authorizing specified benefits or advantages to be reckoned as payment of wages in lieu of payment in cash, the Committee asks the Government whether any wage regulations have been adopted that provide for payments in kind and to provide information on how the principle of equal remuneration between men and women for work of equal value is applied to payments in kind for those workers covered by the Wages Councils Act.

2. Further to the above, the Committee notes that section 58(1) of the Services Commissions Regulations of 2001 provides that on the death of an officer who contributed to the Widows’ and Children’s Pension Fund, pension shall be paid to the wife and children under the age of 16 and those children pursuing full-time education. Recalling that the principle of the Convention also applies to all additional emoluments, the Committee asks the Government to indicate whether under the Regulations, a pension will also be paid to the husband of female officers who contributed to the Fund. The Government is encouraged to consider bringing the wording of section 58(1) into conformity with Article 1(a) of the Convention as soon as the occasion of a revision of the said Regulations arises.

3. The Committee notes with interest the adoption of the National Action Plan, entitled "Belize equity and equality strategic plan: Facilitating the implementation of a national gender management system", which resulted in the decision to draft a National Gender Policy and an Equal Pay Bill. The Committee further notes from the statistics on the employed labour force by monthly income and sex for the period 1995-99 that women make up only 30 per cent of the employed labour force and that overall women are significantly less well represented than men at all income levels; while the highest proportion of both men and women can be found in the lower income levels (between BLZ$119 and BLZ$959), women are, with a few exceptions, significantly under-represented in the middle and higher income levels with, for example, no representation at the income level of BLZ$2,604 to BLZ$2,759, and only 13 per cent in the highest income level of BLZ$2,880 and over. The Committee asks the Government to provide information on the reasons for these marked differences in income levels. Noting further that the abovementioned action plan aims to develop strategies to empower women and to increase their wealth and employment-generation opportunities, the Committee asks the Government to indicate the measures taken under the Plan and the new National Gender Policy to promote the employment of women in general and in particular in higher income level jobs, with a view to reducing the income gap as well as inequalities in remuneration between men and women, and to promote equal remuneration for men and women for work of equal value. Please also provide information on any progress achieved in the adoption of the National Gender Policy as well as the Equal Pay Bill.

4. Article 2. The Committee notes from the Government’s report that all posts in the public sector have been classified by a pay scale which allows for posts of similar categories to be grouped together and remunerated equally, and that qualification requirements are set based on the pay scale and technical nature of the posts. It further notes that when setting the criteria for the classification of posts in the public service, consideration is given to technical positions of a similar nature, similarities in duties and responsibilities, seniority with respect to supervision, the career path in certain grades and training and experience. The Committee asks the Government to provide with its next report copies of the prevailing pay scales for the corresponding grades and posts in the public sector together with an indication of the numbers of men and women employed at the various pay scales and grades.

5. With regard to the determination of wages in the private sector, the Committee notes the Government’s statement that in non-unionized workplaces wages are determined by individual agreements between the worker and the employer, and through legally established wage regulations for certain categories of workers (i.e. manual workers, shop assistants and domestic workers). The Committee also notes from the Government’s report to the Committee on the Elimination of Discrimination Against Women (A/C/BLZ/1-2, 1996) that women in the private sector are concentrated in low-paid female-dominated occupations which are often not covered by wage regulations. It asks the Government to provide information on how it is promoting the application of the principle in non-unionized workplaces in the private sector, especially for those categories of workers that are not covered by wage regulations. Furthermore, noting the Government’s statement that the principle of the Convention is applied in wage regulations because the rates stated do not differentiate between women and men, the Committee asks the Government to provide information on the methodology used by the Wage Council to determine wages and to ensure that no gender bias exists in the determination of wages across the various industries. With respect to the unionized sector, the Committee notes the rates of pay (2000-01) in Schedule 3(2) appended to the collective agreement signed between the Belize Communications Workers’ Union and Belize Communications Limited. Please provide information on the number of men and women employed at the different grades in Schedule 3(2). It further notes with interest that section 4 of the collective agreement signed in the banking sector entitled "Equality of rights" includes a provision that the bank shall pay the same salaries to both male and female employees in accordance with job classifications, and asks the Government to continue to supply copies of collective agreements including equal pay provisions.

6. Article 3. With regard to the objective appraisal of jobs in the public and private sectors, the Committee notes that the Government refers to section 4 (Performance report and assessment) of the collective agreement of 2001 signed between the Central Bank of Belize and the Christian Workers’ Union (2001) and to the explanation provided by the Ministry of Public Service with regard to individual job assessments in the public service which both refer to annual performance appraisals of individual employees and public officers. The Committee draws the Government’s attention to paragraphs 138, 139 and 141 of its General Survey of 1986 on the Convention and points out that job evaluation is a method which, through analysing the content of jobs, seeks to rank those jobs hierarchically in terms of their value, usually for the purpose of establishing wage rates. It is concerned with evaluating the job and not the individual worker. It asks the Government to indicate whether it is considering the introduction of an objective system of job evaluation, either generally, or in respect of particular branches of activity, in the public sector, or its promotion in the private sector.

7. Parts III, V and VI of the report form. Taking into consideration the Government’s statement that it is not yet in a position to provide full statistical information with regard to the Committee’s previous request, the Committee encourages the Government to continue to work towards the compilation of the statistical information set out in its 1998 general observation on this Convention and to continue to provide, where currently available, statistical data disaggregated by sex, by earning level, and by branch of economic activity and occupation in both the public and private sectors. With reference to its previous request, please also provide any other information, such as reports from the regular inspection and advisory services and administrative and judicial decisions which may enable the Committee to assess how the principle of equal remuneration for men and women for work of equal value is applied in practice.

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

The Committee notes the information provided in the Government’s reports and the statistical data attached.

1. Article 1 of the Convention. With reference to its previous comments concerning the definition of remuneration provided in the Labour Act and Wages Councils Act (edition 2000), the Committee notes the Government’s statement that the broad definition enshrined in Article 1 (a) of the Convention takes precedence over the definition in section 126 of the Labour Act, but does not supersede the Wages Councils Act. In its previous comments, the Committee had noted that the definition contained in section 10(1) of this Act appeared to be more restricted than the one included in the Convention as it only covered payments in cash. The Committee recalls that the notion of remuneration covered by Article 1(a) of the Convention applies to all additional emoluments whether they are paid in cash or in kind. Noting that section 10(2) of the Act provides that wages regulation orders may contain provisions authorizing specified benefits or advantages to be reckoned as payment of wages in lieu of payment in cash, the Committee asks the Government whether any wage regulations have been adopted that provide for payments in kind and to provide information on how the principle of equal remuneration between men and women for work of equal value is applied to payments in kind for those workers covered by the Wages Councils Act.

2. Further to the above, the Committee notes that section 58(1) of the Services Commissions Regulations of 2001 provides that on the death of an officer who contributed to the Widows’ and Children’s Pension Fund, pension shall be paid to the wife and children under the age of 16 and those children pursuing full-time education. Recalling that the principle of the Convention also applies to all additional emoluments, the Committee asks the Government to indicate whether under the Regulations, a pension will also be paid to the husband of female officers who contributed to the Fund. The Government is encouraged to consider bringing the wording of section 58(1) into conformity with Article 1(a) of the Convention as soon as the occasion of a revision of the said Regulations arises.

3. The Committee notes with interest the adoption of the National Action Plan, entitled "Belize equity and equality strategic plan: Facilitating the implementation of a national gender management system", which resulted in the decision to draft a National Gender Policy and an Equal Pay Bill. The Committee further notes from the statistics on the employed labour force by monthly income and sex for the period 1995-99 that women make up only 30 per cent of the employed labour force and that overall women are significantly less well represented than men at all income levels; while the highest proportion of both men and women can be found in the lower income levels (between BLZ$119 and BLZ$959), women are, with a few exceptions, significantly under-represented in the middle and higher income levels with, for example, no representation at the income level of BLZ$2,604 to BLZ$2,759, and only 13 per cent in the highest income level of BLZ$2,880 and over. The Committee asks the Government to provide information on the reasons for these marked differences in income levels. Noting further that the abovementioned action plan aims to develop strategies to empower women and to increase their wealth and employment-generation opportunities, the Committee asks the Government to indicate the measures taken under the Plan and the new National Gender Policy to promote the employment of women in general and in particular in higher income level jobs, with a view to reducing the income gap as well as inequalities in remuneration between men and women, and to promote equal remuneration for men and women for work of equal value. Please also provide information on any progress achieved in the adoption of the National Gender Policy as well as the Equal Pay Bill.

4. Article 2. The Committee notes from the Government’s report that all posts in the public sector have been classified by a pay scale which allows for posts of similar categories to be grouped together and remunerated equally, and that qualification requirements are set based on the pay scale and technical nature of the posts. It further notes that when setting the criteria for the classification of posts in the public service, consideration is given to technical positions of a similar nature, similarities in duties and responsibilities, seniority with respect to supervision, the career path in certain grades and training and experience. The Committee asks the Government to provide with its next report copies of the prevailing pay scales for the corresponding grades and posts in the public sector together with an indication of the numbers of men and women employed at the various pay scales and grades.

5. With regard to the determination of wages in the private sector, the Committee notes the Government’s statement that in non-unionized workplaces wages are determined by individual agreements between the worker and the employer, and through legally established wage regulations for certain categories of workers (i.e. manual workers, shop assistants and domestic workers). The Committee also notes from the Government’s report to the Committee on the Elimination of Discrimination Against Women (A/C/BLZ/1-2, 1996) that women in the private sector are concentrated in low-paid female-dominated occupations which are often not covered by wage regulations. It asks the Government to provide information on how it is promoting the application of the principle in non-unionized workplaces in the private sector, especially for those categories of workers that are not covered by wage regulations. Furthermore, noting the Government’s statement that the principle of the Convention is applied in wage regulations because the rates stated do not differentiate between women and men, the Committee asks the Government to provide information on the methodology used by the Wage Council to determine wages and to ensure that no gender bias exists in the determination of wages across the various industries. With respect to the unionized sector, the Committee notes the rates of pay (2000-01) in Schedule 3(2) appended to the collective agreement signed between the Belize Communications Workers’ Union and Belize Communications Limited. Please provide information on the number of men and women employed at the different grades in Schedule 3(2). It further notes with interest that section 4 of the collective agreement signed in the banking sector entitled "Equality of rights" includes a provision that the bank shall pay the same salaries to both male and female employees in accordance with job classifications, and asks the Government to continue to supply copies of collective agreements including equal pay provisions.

6. Article 3. With regard to the objective appraisal of jobs in the public and private sectors, the Committee notes that the Government refers to section 4 (Performance report and assessment) of the collective agreement of 2001 signed between the Central Bank of Belize and the Christian Workers’ Union (2001) and to the explanation provided by the Ministry of Public Service with regard to individual job assessments in the public service which both refer to annual performance appraisals of individual employees and public officers. The Committee draws the Government’s attention to paragraphs 138, 139 and 141 of its General Survey of 1986 on the Convention and points out that job evaluation is a method which, through analysing the content of jobs, seeks to rank those jobs hierarchically in terms of their value, usually for the purpose of establishing wage rates. It is concerned with evaluating the job and not the individual worker. It asks the Government to indicate whether it is considering the introduction of an objective system of job evaluation, either generally, or in respect of particular branches of activity, in the public sector, or its promotion in the private sector.

7. Parts III, V and VI of the report form. Taking into consideration the Government’s statement that it is not yet in a position to provide full statistical information with regard to the Committee’s previous request, the Committee encourages the Government to continue to work towards the compilation of the statistical information set out in its 1998 general observation on this Convention and to continue to provide, where currently available, statistical data disaggregated by sex, by earning level, and by branch of economic activity and occupation in both the public and private sectors. With reference to its previous request, please also provide any other information, such as reports from the regular inspection and advisory services and administrative and judicial decisions which may enable the Committee to assess how the principle of equal remuneration for men and women for work of equal value is applied in practice.

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

The Committee notes the information provided by the Government in its first report.

1. Article 1. TheCommittee notes the definition of remuneration contained in section 126 of the Labour Act (revised edition of 2000), and section 10(1) and (2) of the Wages Council Act (revised edition of 2000), which appear to exclude certain emoluments such as travel allowances and payments for overtime. It also notes that section 3 of the International Labour Organization Conventions Act No. 37 of 1999, provides for the incorporation of Convention No.100 in national law, including the definition of remuneration enshrined in Article 1(a) of the Convention, and that in the case of a conflict between the provisions of the Labour Act and the Convention, priority is given to the Convention (section 4 of Act No. 37 of 1999). The Committee asks the Government to confirm whether the broad definition of remuneration enshrined in Article 1(a) of the Convention takes precedence over the definition of remuneration covered in section 126 of the Labour Act and in section 10(1) and (2) of the Wages Councils Act, so that the principle of equal remuneration between men and women for work of equal value also applies to additional emoluments; and to indicate whether workers can refer to Act No. 37 in practice for the protection of their interests.

2. The Committee notes from the Government’s report to the Committee on the Elimination of Discrimination Against Women (A/C/BLZ/1-2, 1 November 1996), that the Governor-General, has spoken of the possible introduction of legislation to provide equal pay for work of equal value. It asks the Government to indicate whether any consideration has been given to enacting such legislation and to keep the Committee informed of any developments in this regard.

3. Article 2. The Committee notes the Government’s statement that wages are determined in the private sector by: (1) individual agreements between the worker and the employer; (2) collective agreements; and (3) legally established minimum wage regulations for certain categories of workers. The Committee would be grateful if the Government would supply copies of any relevant agreements and provide information on the methods used in non-unionized workplaces to determine remuneration. The Government is also asked to supply a copy of the Wages Regulation (Manual Workers) Order, 1992, and copies of any other wage regulation orders adopted under the Wages Council Act. In addition, the Committee would be grateful for information on the manner in which the Government is promoting the inclusion of equal pay provisions in collective agreements.

4. The Committee notes the Government’s statement that there is no wage discrimination between men and women. The Government also indicates in this report that, while it considers that the principle of equal pay for work of equal value is applied with respect to positions occupied by both genders in the civil service, women in the private sector are concentrated in female-dominated occupations, which are traditionally low paid and low status jobs. The Committee would be grateful if the Government could supply information on the manner in which the Wages Council guarantees that equal remuneration between men and women for work of equal value is applied in the wage regulations. Noting also section 115(1) of the Public Service Regulations according to which salaries of public officers shall be specified in circulars and regulations, the Committee asks the Government to provide copies of such circulars and regulations as well as information on the methodology used for fixing wages in the public sector and on how equal pay for work of equal value is ensured.

5. Article 3. The Committee notes the Government’s statement that there is no legislation setting out the methods for the appraisal for jobs on the basis of the work to be performed in the private sector. Instead, collective agreements generally promote such an appraisal by working out a job description based on the work to be performed. The Government is asked to provide information on measures taken, through collective bargaining or otherwise, to promote equal pay and/or an objective appraisal of jobs on the basis of the work to be performed in the private sector, and to ensure equal pay and objective job evaluation in the public sector, and to provide an indication of any progress achieved in this regard. It also asks the Government to indicate the criteria employed for the classification of posts and determination of wages in both the private and public sectors.

6. Article 4. The Committee asks the Government to indicate in its next report what measures have been taken to promote cooperation with employers’ and workers’ organizations and what results have been obtained from these measures. Noting that the National Labour Advisory Board can make recommendations on all matters concerning workers, the Committee asks the Government to indicate whether the Board has given any consideration to the issue of equal pay between men and women for work of equal value.

7. Further, the Committee understands that a National Action Plan for Gender Equality has been adopted and that a Ministry on Human Development, Women and Youth and a National Women’s Commission have been established. It asks the Government to supply a copy of the National Action Plan, and to provide information on the measures taken for ensuring equal remuneration for men and women in the public sector under the abovementioned policy and bodies as well as any other relevant bodies, and for promoting its application in the private sector.

8. Parts III, V and VI of the report form. Noting that the Government’s report does not contain any information on this matter, the Committee invites the Government to provide information on the manner in which the application of the principle of equal pay, as enshrined in the Convention, is supervised and ensured. Such information includes statistical data disaggregated by sex, reports, guidelines or publications, as well as copies of legislation adopted, collective agreements and administrative and judicial decisions, including those made by the Office of the Ombudsperson and the Human Rights Commission, as well as any other information that may enable the Committee to assess how the principle of equal remuneration for men and women for work of equal value is applied in practice. Please provide the information in accordance with the 1998 General Observation on this Convention which is attached for easy reference.