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Equal Remuneration Convention, 1951 (No. 100) - Botswana (RATIFICATION: 1997)

1. Legislative developments. The Committee recalls that currently, sex discrimination is not prohibited in the national legislation and that this lack of legal protection may result in an impairment of the application of the Convention. In this regard the Committee notes from the Government’s report that consultations on amendments to the Employment Act with a view to incorporating the provisions of the Convention are still ongoing. It once again trusts that the future amendments will include a prohibition of sex discrimination in employment, including in remuneration, and will require the payment of equal remuneration between men and women for work of equal value. The Committee asks the Government to continue to provide information on the steps taken in this regard and to submit the copy of the draft amendments or law when adopted for the Committee’s examination.

2. Minimum wages. The Committee notes the Government’s indication that the Minimum Wage Advisory Board does not engage in job evaluation when making recommendations regarding minimum wages. While noting that minimum wages are set irrespective of sex, the Committee asks the Government to indicate the manner in which respect for the principle of equal remuneration for men and women for work of equal value is ensured in this process.

3. Objective job evaluation. The Committee notes that the Patterson job evaluation method is used in the public sector. The Government previously indicated that most organizations in the private sector used internationally recognized job evaluation systems such as the Hay grading system. The Committee asks the Government to provide information on any measures taken to prevent gender bias in the application of these job evaluation methods.

4. Gender pay differentials. The Committee notes the statistical information provided by the Government on estimated average earnings of paid employees by industry, sex and citizenship for March 2005. The data indicates that the level of earnings of male and female employees in the local government is fairly balanced. Concerning central government employment, the estimates suggest that men’s average earnings amounted to 76 per cent of women’s. In contrast average pay received by women in the private sector (citizens and non-citizens) is only as high as 69 per cent of the average pay received by men. The Committee asks the Government to provide information on the policies in place addressing the gender pay gap in the private sector and on any measures taken or envisaged with a view to reducing it. Please also continue to provide detailed statistical information on the remuneration received by men and women in the private, parastatal and public sector, by industry and occupation.