Demande directe (CEACR) - adoptée 2013, publiée 103ème session CIT (2014)

Convention (n° 100) sur l'égalité de rémunération, 1951 - Luxembourg (Ratification: 1967)

Autre commentaire sur C100

Demande directe

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Gender pay gap. The Committee notes that according to EUROSTAT data, the unadjusted gender pay gap fell from 9.7 per cent in 2008 to 8.7 per cent in 2010. The Committee notes that the results of a study on gender wage gaps among labour market entrants, “Gender wage gap of recruitment: An analysis by occupation”, published in July 2013 by the Social Science Research Centre CEPS/INSTEAD show that the gender wage gap among labour market entrants aged between 15 and 25 years is slight and is in favour of women. The study also shows that more often than not as workers advance in employment the gender wage gap favours men, inter alia because in the course of their working lives women have a greater tendency to change jobs, reduce their working time or leave the labour market to devote themselves to family duties. The study also concludes that hiring practices tend to maintain occupational segregation among young people. In its report, the Government indicates in this connection that promotion of the diversification of educational and occupational choices is ensured by the project “Girls’Day-Boys’Day”, which is coordinated by the Employment Development Agency. While noting this information, the Committee requests the Government to provide information on any other measures taken to tackle the deep-seated causes of pay gaps between men and women, such as occupational segregation, both horizontal and vertical, in the labour market particularly as regards education and vocational training, and to encourage women to diversify their occupational choices and afford them access to positions of responsibility. Please provide information on the findings of any studies conducted on gender pay gaps and their causes and on measures to remedy them.

Articles 2 and 4 of the Convention. Collective agreements. Collaboration with the social partners. The Committee notes that according to the study “Collective bargaining through an analysis of collective bargaining agreements” conducted in 2011 at CEPS/INSTEAD and attached to the Government’s report, 56 per cent of branch collective agreements concluded in 2005 and 2006 address equal remuneration. The Committee requests the Government to take measures to encourage the social partners to include in collective agreements clauses that address equal remuneration for work of equal value and to ensure that the criteria for the evaluation and classification of tasks set out in collective agreements are objective and do not result in the underevaluation of jobs traditionally held by women in comparison with those traditionally held by men. Please provide specific information on the clauses in collective agreements providing for equal remuneration between men and women for work of equal value.

Article 3. Objective job evaluation. The Committee notes the information supplied by the Government to the effect that a new version of the equal pay evaluation tool “Logib-Lux”, which is easier to use and presents the results of wage analyses more clearly, has been established and made available to enterprises with more than 50 employees. The Government also states that the social partners have been trained free of charge in the use of this tool and that the tool is used regularly in the affirmative action programmes for participating enterprises conducted by the Ministry of Equal Opportunities. The Committee requests the Government to continue to provide information on the measures taken to promote the use of the evaluation tool Logib-Lux among enterprises and organizations of workers and employers. It also asks the Government to provide specific information on how the tool is actually used by enterprises, in the context of the affirmative action programme or otherwise (number and size of the enterprises concerned, results of the evaluations undertaken and any adjustments made, etc.).