Solicitud directa (CEACR) - Adopción: 2016, Publicación: 106ª reunión CIT (2017)

Convenio sobre igualdad de remuneración, 1951 (núm. 100) - Costa Rica (Ratificación : 1960)

Otros comentarios sobre C100

Observación

Solicitud directa

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Articles 1 and 2 of the Convention. Gender pay gap and occupational segregation. The Committee recalls that in its previous comments it referred to the significant pay gap (20 per cent on average, and reaching 39 per cent in certain sectors, such as manufacturing), and the high level of occupational segregation on the basis of gender that exists in the country. The Committee notes that the Government has not provided information on current trends in the pay gap by sector. However, the information provided by the Government shows that in 2014 the gap by occupational level among directors and managers was 13.31 per cent and 18.9 per cent for professionals and scientists and 28.3 per cent for mid-level technicians and professionals. With regard to occupational segregation, the Committee notes the information provided by the Government on occupational categories, the number of employed persons and average hourly earnings, disaggregated by gender. The Committee notes that this information shows significant vertical occupational segregation. For example, 64.3 per cent of managerial level employees are men and 35.7 per cent are women, with the figures being 57 per cent of men and 43 per cent of women at the professional and scientific levels, and 66 per cent of men and 34 per cent of women for mid-level technical and professional staff, and 54.5 per cent of men and 46.5 per cent of women as administrative support staff. With regard to horizontal segregation, the information provided shows, for example, that 89 per cent of receptionists are women, 70 per cent of cooks are women, 100 per cent of carpenters are men, 100 per cent of childcarers are women and 100 per cent of cleaners and domestic helpers are women. The Committee also notes that in the list of minimum wages by sector for 2015, the denominations of occupations are given in a generic masculine, with the exception of certain jobs, such as hairdresser, maid, secretary, weaver, seamstress, manicurist and child minder, which are expressed in the feminine form. The Committee notes the Government’s recognition of these differences and its indication that it is taking measures to address them. The Government refers, in particular, to the measures taken to increase and protect wages in domestic service, in which a significant number of women work. The Committee further notes the general measures for equality adopted by the Government in the context of the Public Policy for Gender Equality and Equity (PIEG) and the second Institutional Plan of Action for Gender Equality and Equity (2016–20). The Committee requests the Government to take the necessary measures, including within the context of the Public Policy for Gender Equality and Equity (PIEG) and the second Institutional Plan of Action for Gender Equality and Equity (2016–20) to address without delay the significant vertical and horizontal occupational segregation that exists, particularly, through education and training measures for women to enable them to gain access to a broader range of jobs with better career prospects and remuneration, including in sectors in which men are in the majority. The Committee also requests the Government to continue taking measures to eliminate gender stereotypes in the public and private sectors which are hindering the access of women to the labour market, including the elimination of the denomination with gender connotations of occupations and jobs in minimum wage lists. The Committee requests the Government to provide information on the pay gap between men and women, disaggregated by sector and level of occupation, in order that trends can be perceived over the years, and on the specific measures taken to reduce and eliminate the pay gap. The Committee asks the Government to provide information on the effectiveness and results achieved through the measures adopted to address occupational segregation on grounds of gender and to reduce the pay gap.

Application in practice. The Committee notes the Government’s indication that a gender perspective has been included in labour inspection through the Public Policy for Gender Equality and Equity (2012–14). The Committee requests the Government to indicate the results of inspections carried out with a gender perspective and to provide information on whether they have detected cases or received complaints of wage discrimination between men and women, and the circumstances, categories of employment and measures adopted in this regard.