Observation (CEACR) - adopted 2013, published 103rd ILC session (2014)

Equal Remuneration Convention, 1951 (No. 100) - Norway (Ratification: 1959)

The Committee notes the observations made by the Norwegian Confederation of Trade Unions (LO), the Confederation of Unions for Professionals (Unio) and the Confederation of Norwegian Business and Industry (NHO), which were submitted with the Government’s report.

Gender pay gap. The Committee notes the extensive information in the Government’s report on the measures taken to follow up on the recommendations made under the 2008 report of the Equal Pay Commission. It notes with interest the adoption of “Equality 2014”, an action plan for gender equality (2011–14), which sets out a number of objectives, measures and indicators aimed at reducing gender-based pay differentials. The Committee notes, in particular, the measures envisaged to address the underlying causes of the gender pay gap, such as vertical and horizontal gender segregation in the labour market, high prevalence of women in involuntary part-time work and limited participation of women in top management positions in both the public and private sectors. Other measures are aimed at ensuring more information and transparency with respect to wages and wages differences. In this connection, the Committee notes the amendments to section 1(a) of the Gender Equality Act with regard to the obligation of employers to promote equality in relation to all aspects of employment, including remuneration and wage transparency. The Government also indicates that as a substantial part of the gender pay gap is linked to work–family responsibilities, a number of steps have been taken, including amendments to the Gender Equality Act and the Working Environment Act aimed at improving maternity benefits, paid parental leave, as well as the equal sharing of parental leave between mothers and fathers. The Committee notes further from the observations submitted by LO that, as a result of the confederation’s involvement in the promotion of part-time workers’ rights, changes to the Working Environment Act were adopted so as to ensure greater legal protection to this category of workers. The Committee requests the Government to continue to provide information on the practical implementation of the measures set out in the action plan to promote the principle of equal remuneration, to address gender segregation in the labour market and to narrow the gender pay gap, as well as on the role of the social partners in this process, and the results achieved. Please also provide information on the practical application of section 1(a) of the Gender Equality Act, as well as on any proactive measures taken or envisaged to strengthen the enforcement of the duty to promote gender equality at the enterprise level, including through training and awareness raising.

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