Solicitud directa (CEACR) - Adopción: 2008, Publicación: 98ª reunión CIT (2009)

Article 3 of the Convention. Objective job evaluation. Development of difficulty-based pay systems. Recalling its previous comments concerning the introduction of pay systems that rely on difficulty-based job evaluation, the Committee notes that several central labour market organizations have stressed the need to develop such pay systems as an important means of addressing the remaining gender pay gap. Noting from the Government’s report that a broad-based research and development programme concerning pay systems will start in 2008 with financial support from the European Social Fund, the Committee asks the Government to provide detailed information on the progress made in the implementation of this programme and to indicate conclusions or recommendations formulated and the results achieved.

As regards the public sector, the Committee notes the Government’s indications that a study conducted by the Helsinki University of Technology on pay systems based on job and competence evaluations and their effects on pay differences between the sexes in the government sector showed that such pay systems can reduce gender pay gaps, even though this did not occur within all government institutions. The Central Organization of Finnish Trade Unions (SAK) states that the Government’s new pay system was going in the right direction. However, there were difficulties in ensuring that implementation was consistent as between one government office and another. According to the Finnish Confederation of Salaried Employees (STTK), approximately 95 per cent of the new public sector pay system has been implemented so far. The STTK considers that the system’s impact on women’s wage development seemed to be positive, but noted that it is too early to assess the reform’s gender impact. The Committee asks the Government to continue to provide detailed information on the impact of the operation of difficulty-based pay systems in the public sector, in combination with competence and performance based pay, on the gender pay gap in public sector employment, including relevant statistical information.

Parts III and IV of the report form. Enforcement. The Committee asks the Government to supply information on the number, nature and outcomes of cases concerning equal remuneration for men and women for work of equal value decided by the competent administrative authorities and the courts.