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Equal Remuneration Convention, 1951 (No. 100) - Peru (RATIFICATION: 1960)

The Committee notes the comments submitted by the Coordinator of Trade Union Federations composed of the Single Confederation of Workers of Peru (CUT), the General Confederation of Workers of Peru (CGTP), the Autonomous Confederation of Workers of Peru (CATP) and the Confederation of Workers of Peru (CTP) on 13 August 2010, sent by the Government, as well as the additional comments submitted by the CGTP on 31 August 2010. The comments refer to the significant wage gap between men and women and the participation of women in lower-paid sectors of the labour market. The Committee also notes the comments of the National Confederation of Private Employers’ Institutions (CONFIEP) and the Chamber of Commerce of Lima of 12 November 2010, reiterating their previous comments. The Committee requests the Government to provide its comments on the issues raised in these communications.

Equal remuneration for men and women for work of equal value. Wage gap. In its previous comments, the Committee requested the Government to provide information on the measures taken or envisaged to apply section 6(f) of Act No. 28983 to implement the principle of equal remuneration for men and women for work of equal value. In this regard, the Committee notes that the Government refers to the adoption of the “Building Peru” plan, which has benefited 93,722 women, the Pro-Youth programme and the “Revalue Peru” programme. Under the Revalue Peru programme, 19,221 persons have been provided with training, including 7,363 women. The Government adds that women account for 34 per cent of the placements made by the National Employment Service. Furthermore, the Ministry for Women and Social Development has created the label “made by Peruvian women” in recognition of quality products made by women entrepreneurs, which gives their product a stronger market position. The Committee notes that the Government also refers to the study carried out by the Labour Studies and Statistics Programme of the Ministry of Labour entitled “Women in the Peruvian labour market” covering the period 2004–08. The Committee notes that according to this study, men earn more than women in all occupational groups except in the driver sector, where nearly 100 per cent of the workers are men. The widest wage gap is found among managers, administrators and public servants, professionals, technicians and related occupations and miners and quarry workers, while the weekly wage gap is narrowest in basic occupations requiring a lower level of training or qualifications. According to the study, discrimination largely accounts for the difference in wages between men and women in nearly all occupations. It also notes that the wage gaps are wider in private enterprises which require their staff to have more qualifications, in enterprises with 50 or more workers and among professional self-employed workers. During the period 2004–08, men’s wages increased more than women’s. According to the study, this can be explained by the skills gap that exists between men and women. Although the informal economy has shrunk, it continues to be significant; women also represent the majority of workers in the informal economy. Furthermore, the study concludes that unemployment also affects mainly women. Although the study shows that the wage gap increased in 2006, the Government’s report indicates that the programmes implemented have contributed to narrowing the wage gap between men and women and that whereas in 2008, women earned a wage equivalent to 63 per cent of men’s wages, they currently receive a wage equivalent to 66.8 per cent of men’s wages. The Government also indicates that the number of women receiving a wage lower than the national minimum wage has also fallen. The Committee notes that the Government refers to the persons who have benefited under the various programmes it has implemented. However, the information provided does not allow a proper assessment of the impact of these programmes in promoting equal remuneration between men and women for work of equal value or in narrowing the wage gap. Furthermore, the Committee recalls the importance of taking proactive measures to provide education and training opportunities for women as a means of facilitating the application of the Convention. The Committee requests the Government to continue providing information on the programmes and measures undertaken or envisaged, in particular those designed to improve the access of women to a wider range of jobs, especially high-level jobs. The Committee requests the Government to provide information on the impact that these programmes and measures have had in terms of ensuring equal remuneration for men and women and narrowing the wage gap.

Objective job evaluation. The Committee notes the Government’s indication that the Directorate-General of Fundamental Rights and Occupational Health and Safety will develop, with assistance from the Directorate for Socio-Economic and Labour Research, a method for objective job evaluation to compare different jobs and determine whether they have the same value. The Committee requests the Government to continue providing information on the development of the job evaluation system.

Labour inspection. The Committee notes the Government’s indication that the Government of Canada has financed training for labour inspectors in Peru on fundamental labour rights, which has benefited 240 inspectors. The Committee requests the Government to continue providing information on the training measures for the labour inspectorate relating to the implementation of the principle of equal remuneration for men and women for work of equal value.