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Equal Remuneration Convention, 1951 (No. 100) - Mauritania (RATIFICATION: 2001)

The Committee notes the observations of the General Confederation of Workers of Mauritania (CGTM), received on 28 August 2019, and the observations of the Free Confederation of Workers of Mauritania (CLTM), received on 12 June 2019. It also notes the Government’s reply to the two organizations’ observations, received on 21 October 2019.

Articles 1 and 2 of the Convention. Principle of equal remuneration for work of equal value. Legislation and collective agreements. The Committee recalls that neither the Labour Code, nor Act No. 93-09 of 18 January 1993 issuing the general regulations of public servants and contractual agents of the State, nor the general collective labour agreement (CCGT) of 1974 reflect the principle of equal remuneration between men and women for work of equal value laid down by the Convention. The Committee notes that, in its report and its reply to the observations of the CGTM and the CLTM, the Government once again refers to the current reform of the Labour Code and the CCGT of 1974, and indicates that it will take the measures necessary to amend them to ensure the provisions therein clearly reflect the principle of the Convention. It adds that measures will also be taken to this end to amend the general regulations of public servants. Emphasizing that the Convention requires the implementation of the principle of equal remuneration between men and women for work of equal value, the Committee requests the Government to take the necessary measures to incorporate this principle into the labour legislation, within the context of the announced reform of the Labour Code and the CCGT, and the envisaged amendments to Act No. 93-09 of 18 January 1993. The Committee requests the Government to provide information on the measures taken to this end.

Application of the Convention in practice. The Committee notes the observations of the CGTM according to which, in practice, there are significant differences between men and women in relation to remuneration for jobs of equal value. According to the organization, employers ensure that women do not attain certain highly skilled posts and, even if women do reach them, they are not treated in the same way as their male peers. The CGTM alleges that there are inequalities of treatment, including a 30 per cent wage gap between men and women and that women are deprived of several other advantages related to their functions. The Committee also notes the observations of the CLTM in which it states that, in the formal sector, there is no discrimination regarding remuneration of men and women for posts with the same vocational training and in the same occupational category. The CLTM states that discrimination is mainly found in relation to positions of responsibility or internal promotion, which benefit men more than women. The Committee once again recalls that, appropriate data and statistics are crucial in determining the nature, extent and causes of unequal remuneration, to set priorities and design appropriate measures, to monitor and evaluate the impact of such measures, and to make any necessary adjustments (see General Survey on the fundamental Conventions, 2012, paragraphs 887–891). The Committee notes that the Government limits itself to indicating that it will take the necessary measures to collect and analyse data on the general policy concerning wages in the country to redress, where necessary, any disparities that may exist within certain activity sectors. Therefore, the Committee reiterates its previous request to take the necessary steps to collect and analyse data on wages for men and women and invites the Government to undertake an examination of the causes of the gender remuneration gap in order to devise appropriate remedial measures. The Committee also requests the Government to respond to the observations of the CGTM in this regard.

The Committee is raising other matters in a request addressed directly to the Government.