Equal Remuneration Convention, 1951 (No. 100) - Cameroon (Ratification: 1970)

Direct Request (CEACR) - adopted 2022, published 111st ILC session (2023)

The Committee notes the observations of the Cameroon Workers’ Trade Union Confederation (CSTC), received on 31 August 2022.

Articles 1 to 4 of the Convention. Gender pay gap. Statistics. The Committee notes that: (1) the Government indicates that it has taken measures to allow statistics to be gathered, including the creation of statistics units in all ministerial departments; and (2) it commits to providing, in its next reports, the statistics gathered and analysed during implementation of the National Gender Policy. The Committee therefore encourages the Government to intensify its efforts in gathering and analysing statistics on the remuneration of men and women, in the public and private sectors, disaggregated by occupational category. It also asks the Government to provide statistics compiled during the implementation of the National Gender Policy on:

• (i)the distribution of men and women in the different occupational categories;
• (ii)their respective earnings; and
• (iii)the pay gap between them.

Article 2. Application of the principle of equal remuneration in practice. Combating professional segregation between men and women. Pay transparency. The Committee notes that the Government indicates: (1) it is not aware of the existence of professional segregation; (2) the labour inspectors have not yet received training on the principle of equal remuneration for men and women for work of equal value and take the existing labour legislation as their framework; and (3) no complaint has been submitted regarding a violation of the principle of the Convention. The Committee notes that the CSTC, in its observations, highlights the difficulties encountered in monitoring the application of the Convention in practice, arising from the lack of a policy of pay transparency, which allows employers to invoke the confidentiality of contracts. In this regard, the Committee recalls that the transparency of pay structures is recognized as likely to help reduce gaps and to encourage the adoption of measures aimed at allowing information on remuneration at enterprise level to be requested and obtained (see the 2012 General Survey on the fundamental Conventions, paragraphs 712 and 723). Regarding the fact that men and women are often not employed in the same occupations (occupational segregation), the Committee requests the Government to provide information on all measures taken or envisaged to combat gender stereotypes regarding the occupational aspirations and capabilities of girls and women on the one hand, and boys and men on the other, in education, career guidance and vocational training and in employment. It further requests the Government to provide information on all measures taken or envisaged to promote pay transparency, in order to combat pay gaps between men and women more effectively and promote application of the principle of the Convention.

Article 3. Objective job evaluation. The Committee notes the Government’s indication that formal job evaluation procedures are in place at enterprise level, based on skills, effort and diligence and are the same for all workers, without distinction. The Committee recalls that objective job evaluation is a formal procedure which, through analysing the content of jobs, gives a numerical value to each job. These methods analyse and classify jobs on the basis of objective criteria relating to the jobs to be compared – the skills and qualifications, effort, responsibilities and working conditions. With regard to the Government’s reply referring to “diligence” as a job evaluation criterion, the Committee observes that there appears to be a confusion between the notion of evaluating a worker’s performance – which is an operation that seeks to determine the way in which a worker carries out his or her tasks – and the notion of objective evaluation of jobs, that is, measurement of the relative value of jobs that do not have the same content, based on the tasks to be performed. The objective evaluation of jobs must evaluate the position itself, not the performance of an individual worker. In this regard, the Committee draws the Government’s attention to paragraphs 695 to 709 of its 2012 General Survey, which relate to objective job evaluation. The Committee requests the Government to take measures to:

• (i)put in place formal procedures for the objective evaluation of jobs based on objective criteria for evaluation such as skills, effort, responsibilities and working conditions; and
• (ii)ensure that the work in sectors and occupations where women are predominant is not under-valued.

Observation (CEACR) - adopted 2022, published 111st ILC session (2023)

Articles 1(b) and 2(2)(a) of the Convention. Equal remuneration for men and women for work of equal value. Legislation. TheCommittee notes the Government’s indication that it took account of the Committee’s request “in the negotiation of texts currently under discussion”. In view of its repeated previous requests, the Committee hopes that the Labour Code (section 61) will be modified in the near future to include the principle of equal remuneration for men and women for work of equal value and requests the Government to provide information on any progress made in this respect.

Articles 2(2)(c) and 4. Collective agreements. Cooperation with social partners. The Committee notes the Government’s indication that, during the negotiation and elaboration of collective agreements, the Government representative on the committees in question makes certain that all discriminatory provisions, or those contrary to ratified texts, are removed. With regard to promoting the application of the principle of the Convention with the employers’ and workers’ organizations during wage fixing, the Committee notes that the Government is currently examining this point and will communicate the results of its reflection to the Committee. The Committee requests the Government to: (i) intensify its cooperation with the social partners to ensure that collective agreements, including those of the Cameroon Railway Company (CAMRAIL), mentioned in its previous comments, do not contain provisions that are discriminatory on the basis of sex and especially in respect of remuneration; and (ii) to supply extracts of the collective agreements that reflect the principle enshrined in the Convention. It also requests the Government to provide information on any proactive measures and follow-up measures taken to give effect to the principle of equal remuneration during the negotiation of collective agreements, such as, for example, the drafting of a standard clause on equal remuneration for men and women for work of equal value.

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

Direct Request (CEACR) - adopted 2019, published 109th ILC session (2021)

The Committee notes the observations of the General Union of Workers of Cameroon (UGTC) received in 2018.

Articles 1 and 2 of the Convention. Gender pay gap. Statistics. In its previous comment, the Committee requested the Government to provide statistical data on the levels of pay of men and women. Noting that the Government has not provided this information, the Committee recalls that gathering statistical data is essential to evaluating the nature and extent of the gender pay gap. It refers in this respect to its 1998 general observation which offers practical guidance on the type of statistical data needed to evaluate gender pay gaps and their development over time. This involves Governments providing the fullest possible statistical information, disaggregated by sex, in their reports, with regard to: (i) the distribution of men and women in the public sector, the federal and/or state civil service, and in the private sector by earnings levels and hours of work (defined as hours actually worked or hours paid for), classified by: (1) branch of economic activity; (2) occupation or occupational group or level of education/qualification; (3) seniority; (4) age group; (5) number of hours actually worked or paid for; and, where relevant, by (6) size of enterprise and (7) geographical area; and (ii) statistical data on the composition of earnings (indicating the nature of earnings, such as basic, ordinary or minimum wage or salary, premium pay for overtime and shift differentials, allowances, bonuses and gratuities, and remuneration for time not worked) and hours of work (defined as hours actually worked or paid for), classified according to the same variables as the distribution of employees (subparagraphs (1)–(7) of paragraph (i) above). Where feasible, statistics on average earnings should be compiled according to hours actually worked or paid for, with an indication of the concept of hours of work used. Where earnings data are compiled on a different basis (for example, earnings per week or per month), the statistics on the average number of hours of work should refer to the same time period (that is, by week or by month). The Committee also notes that in 2012 the National Institute of Statistics (INSC) published a situational analysis of progress made on matters relating to gender, which contained relevant information; and that the 2011–20 National Gender Policy provides for the creation of databases and regular evaluations. In this respect, the Committee recalls its indication in the 1998 general observation that, if governments are unable to provide full statistical information, they must nevertheless provide all the information currently available to them and continue to work towards the compilation of the above-mentioned statistical information. The Committee therefore requests the Government: (i) to provide information on efforts made to enable the compilation of the fullest possible statistical information; (ii) to indicate whether the National Institute of Statistics has updated the data published in 2012; and (iii) to provide information on the data gathered and analysed in the context of the implementation of the National Gender Policy.

Article 2. Application of the principle in practice. The Committee notes the observations of the UGTC indicating that, despite the adoption of collective agreements in accordance with the principle of equal remuneration for men and women for work of equal value, there are still obstacles to the application of these collective agreements. It also notes the Government’s indications that there is no gender-based wage discrimination in practice, and that labour inspectors ensure compliance with the legislation and regulations in force. In this respect, the Committee underlines the fact that no society is free from discrimination and that the persistence of women’s occupational segregation in the labour market (that is to say, that some jobs tend to be predominantly or exclusively performed by women, and others by men) is a perfect illustration of this. When determining wage rates, gender-based occupational segregation in the labour market, which exists in almost every country, tends to lead to the undervaluation of jobs deemed to be “female”, compared with jobs performed by men, which is why the notion of work of equal “value” is crucial, as it permits a broad scope of comparison, beyond work that is “equal”, the “same” or “similar”. The Committee requests the Government to indicate the practical measures taken to combat occupational segregation, the results achieved and the obstacles encountered. It also requests the Government to indicate whether labour inspectors receive training on the principle of equal remuneration for men and women for work of equal value, and to provide information on the manner in which labour inspectors monitor the application of this principle (such as extracts of relevant inspection reports and information on the number of infringements detected).

Article 3. Objective job evaluation. In its previous comments, the Committee emphasized that diligence, skills and punctuality presented in the Government’s previous reports as relevant comparative criteria do not allow for objective job evaluation as they relate to workers’ individual behaviour (evaluation of their skills and professional performance), rather than the value of the positions held. The Committee notes the Government’s repeated indication that job evaluation is conducted on the basis of these three criteria. The Committee recalls that objective job evaluation is a formal procedure that should make it possible to give a numerical value to each job, by analysing each job’s content, in order to identify and correct cases of wage discrimination. The Committee requests the Government to specify whether formal job evaluation procedures are in place and at what levels (national, sectoral, enterprise, etc.). If such procedures exist, it requests the Government to indicate whether they are based on objective comparison criteria such as skills, effort, responsibilities and working conditions, and to specify the measures taken to ensure that these procedures are free from gender bias.

Observation (CEACR) - adopted 2019, published 109th ILC session (2021)

The Committee notes the observations of the General Union of Workers of Cameroon (UGTC) received in 2018.

Articles 1(b) and 2(2)(b) of the Convention. Equal remuneration for men and women for work of equal value. Legislation. The Committee previously noted that section 61(2) of the Labour Code, which makes payment of an equal wage contingent on there being “equal conditions of work and skill”, was too restrictive to give effect to the concept of “work of equal value”, which must enable comparisons of types of work that are completely different. In this regard, the Committee notes the Government’s indication in its report that this issue will be raised in the context of the ongoing revision of the Labour Code. The Committee once again requests the Government to take steps without delay to ensure that the legislative provisions reflect the principle of equal remuneration for men and women for work of equal value, as established by the Convention, and to provide information of any progress in this regard.

Articles 2(2)(c) and 4. Collective agreements. Cooperation with social partners. In its previous comments, the Committee repeatedly asked the Government to provide information on the measures taken to remove discriminatory clauses from collective agreements (in particular clause 70 of the Cameroon Railway Company (CAMRAIL) collective agreement). It notes the Government’s indications that measures have been taken to suggest to the competent authorities that they amend the CAMRAIL collective agreement. Noting that there is no indication in the Government’s report that the CAMRAIL collective agreement has actually been amended, the Committee requests the Government to cooperate with the social partners to ensure that the collective agreements in force, including the CAMRAIL collective agreement, do not contain any discriminatory provisions and to provide information regarding any developments in this regard. In its previous comments, the Committee also asked the Government to encourage the social partners to negotiate collective agreements in the light of the principle of equal remuneration for men and women for work of equal value. The Committee notes the observations of the UGTC and the Government’s indication that collective agreements have been negotiated and adopted in accordance with this principle. The Committee notes in particular the adoption in 2017 of the national collective agreement for insurance and the national collective agreement for commerce, but observes that these do not contain any explicit provisions on the principle of equal pay. In this regard, the Committee recalls that, even where the State does not intervene in the wage-fixing process, it must promote the full application of the principle established by the Convention by taking vigorous and proactive measures and it must act in good faith (see the 2012 General Survey on the fundamental Conventions, paragraphs 669–670). The Committee therefore requests the Government to provide information on the proactive measures adopted or envisaged, according to the national context, to give effect to the principle of equal remuneration in the context of negotiation of collective agreements, for example by developing a standard clause on equal remuneration for men and women for work of equal value for inclusion in all collective agreements.

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

Direct Request (CEACR) - adopted 2016, published 106th ILC session (2017)

Articles 1 and 2 of the Convention. Gender pay gap. The Committee notes that the United Nations Committee on the Elimination of Discrimination against Women (CEDAW), in its concluding observations, expressed concern at the persistent gender pay gap in Cameroon (CEDAW/C/CMR/CO/4-5, 28 February 2014, paragraph 28). In view of the lack of information on this matter in the Government’s report and so that it may determine the extent to which the Convention is applied, the Committee requests the Government to provide all available data on the distribution of men and women and their respective levels of remuneration, at least by sector of activity and, if possible, by occupational category, in the private and public sectors. It further requests the Government to provide information on pay gaps, particularly any collected during the formulation and adoption of the National Gender Policy in 2014, and also information on any corrective measures envisaged.

Article 3. Objective job evaluation. The Committee recalls that, owing to historical attitudes and stereotypes regarding women’s aspirations, preferences and capabilities, certain jobs are held predominantly or exclusively by women (for example, in the caring professions) and others by men (for example, in the construction industry) and that the concept of “equal value” implies the adoption of a method for measuring and comparing the relative values of different jobs or posts. The Committee notes the Government’s indication that the General Civil Service Regulations of 9 October 1994 and the Labour Code of 14 August 1992, including their implementing regulations, specify methods for the evaluation of jobs and that these methods are usually based on diligence, skills and punctuality. The Committee draws the Government’s attention to the apparent confusion between the concept of evaluation of professional conduct – which aims to evaluate the way in which a worker performs his/her duties – and the concept of the objective evaluation of jobs, namely measurement of the relative values of jobs not having the same content, on the basis of an examination of the tasks to be accomplished. The Committee emphasizes that objective job evaluation must enable evaluation of the job, not of the individual worker. Although the Convention does not determine any particular method for undertaking such an evaluation, Article 3 presupposes the use of appropriate techniques for objective job evaluation, comparing factors such as the skills required to accomplish the tasks concerned, the effort involved, and responsibilities and working conditions in the post or job in question. The Committee, therefore, requests the Government once again to indicate the measures taken to promote, especially vis-à-vis the social partners, the use of objective job evaluation methods, as provided for in Article 3 of the Convention, with a view to ensuring that the principle of equal remuneration for men and women for work of equal value is reflected in any methods for determining or revising job or post classifications and consequently pay scales.

Observation (CEACR) - adopted 2016, published 106th ILC session (2017)

The Committee notes the observations made by the General Union of Workers of Cameroon (UGTC), in a communication received on 25 September 2015, and the observations made by the United Workers Confederation of Cameroon (CTUC), in a communication received on 29 September 2015.

Article 1(b) of the Convention. Work of equal value. Legislation. For a number of years, the Committee has been drawing the Government’s attention to the fact that section 61(2) of the Labour Code makes payment of an equal wage to all workers, regardless of their origin, sex, age, status or religious belief, contingent on there being “equal conditions of work and skill”, and therefore does not give full effect to the principle of equal remuneration for men and women for work of equal value. The Committee recalls that, in determining the respective values of two jobs under comparison, factors such as working conditions and vocational qualifications are relevant but it is not necessary for each factor to be equal in value as it is the overall value of the job that counts, namely when all the combined factors are taken into account. The Committee notes that the legislation has not been amended and that the Government considers that the provisions of section 61(2) of the Labour Code completely rule out the possibility of any pay-related discrimination. Re emphasizing the importance of the concept of “work of equal value”, the Committee trusts that, as part of the announced reform of the Labour Code, the Government will take the necessary steps to amend the provisions of section 61(2) of the Labour Code so that they reflect the principle of equal remuneration for men and women for work of equal value laid down in the Convention.

Articles 2(2)(c) and 4. Cooperation with social partners. Collective agreements. The Committee notes that the UGTC and the CTUC emphasize that social dialogue bodies, particularly the National Labour Advisory Committee, have a purely advisory role and that the proposals made by workers’ organizations are not taken into account by the Government. The Committee notes the Government’s general indication that a number of collective agreements which were negotiated and signed recently reflect the principle established by the Convention. Moreover, the Committee has been highlighting for several years the discriminatory nature of section 70 of the Cameroon Railway Company (CAMRAIL) collective agreement (travel allowances granted only to the wife of a male employee and not to the husband of a female employee). The Committee recalls that, when there are discriminatory provisions in collective agreements, governments should take the necessary steps, in cooperation with the social partners, to ensure that provisions of collective agreements observe the principle of equal remuneration for men and women for work of equal value (see 2012 General Survey on the fundamental Conventions, paragraph 694). Noting that the Government’s report does not contain any information on this matter, the Committee trusts once again that the Government will shortly be in a position to report that the discriminatory clauses in the CAMRAIL collective agreement, and in any other agreement containing such clauses, have been removed, and requests the Government to provide information on the measures taken to that end. Furthermore, it again requests the Government to give specific examples of action taken to encourage the social partners to negotiate collective agreements in the light of the principle of equal remuneration for men and women for work of equal value.

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

Direct Request (CEACR) - adopted 2012, published 102nd ILC session (2013)

Gender pay gap. The Committee notes the Government’s statement that equality of remuneration poses no problems in Cameroon. The Committee takes note of the partial statistics on women’s employment, published in March 2011 by the National Statistics Institute. The statistics show that there are still more women than men in the informal economy (90.5 per cent or 94 per cent as opposed to 87.4 per cent or 86 per cent in 2010, depending on the data), that women are more affected by unemployment and have a higher underemployment rate than men (79 per cent as opposed to 65 per cent in 2010). The data published also show that in 2001, women accounted for 31.1 per cent of staff in public enterprises and 12.6 per cent of staff in semi-public and private enterprises. With regard to the occupations for which data are available, the Committee notes that in 2008, women accounted for 20.4 per cent of lawyers, 16.6 per cent of judicial officers (as in 2000) and 35.3 per cent of notaries (as opposed to 41.9 per cent in 2000). The Committee nonetheless notes that none of the data published show the wages or income of men and women workers. So that it may determine the extent to which the Convention is applied, the Committee asks the Government to provide all available data on the distribution of men and women and their respective levels of remuneration, by sector of activity and occupational category, in the private and the public sectors. Please provide any surveys on the rates of remuneration of men and women.

Article 3 of the Convention. Job evaluation. The Committee notes the Government’s statement that there is a nomenclature of jobs for each sector of activity which the social partners take into account in classifying jobs in the course of collective bargaining. The Committee points out that often, when nomenclatures are drawn up, the jobs traditionally performed by women are undervalued in comparison with those traditionally performed by men, with the result that so-called “female” jobs are classified in lower categories and so command less pay. The Committee requests the Government to encourage the social partners to examine the job nomenclatures and classifications in the light of the principle of equal remuneration for men and women for work of equal value, and through the use of objective job evaluation methods and encourages it to examine jobs in the administration in the same way.

Awareness raising. Application of the principle in practice. The Committee notes the Government’s statement that it saw no purpose in organizing awareness-raising campaigns since, in its view, equality of remuneration is not a problem in the country. Noting the Government’s statement that the law to amend the Labour Code will give full effect to the principle of equal remuneration for work of equal value, the Committee encourages the Government to ensure that the training provided for labour inspectors and judges also includes capacity building for dealing with instances of inequality in remuneration, and encourages it to plan awareness-raising activities for the social partners and workers. The Government is asked to provide any extracts from inspection reports and copies of any judicial decisions that address equality of remuneration between men and women.

Observation (CEACR) - adopted 2012, published 102nd ILC session (2013)

Article 1(b) of the Convention. Work of equal value. Legislation. For several years the Committee has been drawing the Government’s attention to the fact that section 61(2) of the Labour Code makes payment of an equal wage to all workers, regardless of their origin, sex, age, status and religious belief, contingent on there being “equal conditions of work and skill”, so that it does not give full effect to the principle of equal remuneration for work of equal value. The Committee recalls that the concept of “work of equal value” lies at the heart of the fundamental right of equal remuneration for men and women for work of equal value, and of the promotion of equality. Due to stereotypical attitudes regarding women’s aspirations, preferences and capabilities, certain jobs are held predominantly or exclusively by women and others by men. When wage rates are determined, “female jobs” are often undervalued in comparison with work of equal value performed by men. The concept of “work of equal value” is therefore fundamental to tackling occupational sex segregation, because it permits a broad scope of comparison, including equal remuneration for “equal”, “the same” or “similar” work, but also encompassing equal remuneration for jobs that are of an entirely different nature but which are nevertheless of equal value (see General Survey on fundamental Conventions of 2012, paragraph 673). The Committee again notes that the Government refers to the Bill to revise the current Labour Code and states that the version of the draft examined by the Advisory Labour Committee amends section 61(2) of the Labour Code to align it with the Convention. Noting that the Bill is currently under examination by the Prime Minister’s Office, the Committee trusts that the Government will be able to confirm its adoption in the near future and that the new text will contain provisions that fully reflect the principle of equal remuneration for men and women for work of equal value laid down in the Convention. The Government is asked to continue to provide information on progress made in the revision of the Labour Code and to provide copies of the Act to amend it as soon as it has been adopted.

Article 2(2)(c). Collective agreements. For several years the Committee has been pointing out that section 70 of the CAMRAIL collective agreement is discriminatory in that it grants travel allowances only to the wife and children of a worker and not to the husband of a female employee. It has asked the Government to take the necessary steps to ensure that the provisions of the CAMRAIL collective agreement comply with the principle of equal remuneration for men and women for work of equal value. The Committee notes that the Government again states that it is in the process of taking the necessary steps to ensure that the clauses of the CAMRAIL collective agreement observe the principle established in the Convention. It also indicates that the forthcoming revision of the collective agreement will enable the Joint Committee to examine the discriminatory provision. The Committee notes that in a communication of 20 October 2011 the Cameroon Trade Union Congress (CTUC) indicates that in violation of the Convention, the employers refuse to apply the principle of equal remuneration in collective agreements, and there is no pressure on them to do so. In view of the Government’s commitments, the Committee trusts that it will shortly be in a position to report that the discriminatory clauses on additional emoluments in the CAMRAIL collective agreement have been revised, and asks the Government to provide information in this regard. Furthermore, in the absence of a reply on the matter, it again asks the Government to state more generally the action taken to encourage the social partners to examine collective agreements in the light of the principle of equal remuneration for men and women for work or equal value and to revise any discriminatory clauses identified. Please also provide copies of relevant extracts of collective agreements.

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

Direct Request (CEACR) - adopted 2011, published 101st ILC session (2012)

Article 3 of the Convention. Objective job evaluation. According to the Government, when collective agreements are negotiated by the social partners under the aegis of the Government, the Government’s representatives ensure that the law is obeyed. The Government also indicates that the guaranteed interoccupational minimum wage (SMIG) is negotiated within the framework of the National Labour Advisory Committee. While noting this information, the Committee refers the Government to its previous comments and again asks it to provide specific information on the evaluation methods used in collective negotiations to establish the job classification and fix wages, and on the objective criteria used by the social partners to classify jobs.

Article 4. Collaboration with employers’ and workers’ organizations. The Committee notes the Government’s statement that awareness raising for the social partners takes place during the negotiations and through the labour inspectorate. The Committee asks the Government to provide examples of the awareness-raising activities undertaken for employers’ and workers’ organizations, in particular by labour inspectors, specifically on the topic of equal remuneration for men and women for work of equal value.

Pay differentials. Labour inspection and monitoring implementation of the Convention in practice. The Committee notes the Government’s statement that it monitors capacity building for labour inspectors and that extracts of inspection reports will be sent as soon as possible. It also notes that, according to the Government, it is the job of workers’ organizations to raise their members’ awareness about equality of remuneration and to help workers to demonstrate the existence of wage discrimination. The Committee points out that while workers’ organizations have an important role to play, particularly as regards informing workers of their rights, the Government has a duty to ensure that the principle of equal remuneration for men and women for work of equal value is observed both in law and in practice. The Committee asks the Government to provide information on the training provided for labour inspectors and magistrates to build their capacity to deal with cases of unequal remuneration, and on the measures taken to ensure that workers are able to assert their right to equal remuneration effectively.

Statistics. Noting the creation of the National Labour Observatory in the Ministry of Labour and Social Security, the Committee trusts that the Government will shortly be in a position to provide statistics of the distribution of men and women and their respective levels of pay, by sector and occupation, in the private sector and in the public service.

Observation (CEACR) - adopted 2011, published 101st ILC session (2012)

The Committee notes the communication from the Confederation of United Workers of Cameroon (CTUC), dated 20 October 2011. The Committee asks the Government to communicate its comments in this response.

Article 2(2)(a) of the Convention. Work of equal value. Legislation. For several years the Committee has been drawing the Government’s attention to the fact that section 61(2) of the Labour Code makes payment of an equal wage to all workers, regardless of their origin, sex, age, status and religious belief, contingent on “equal conditions of work and skill” and that it therefore does not give full effect to the principle of equal remuneration for work of equal value. The Committee notes the Government’s commitment to amending section 61(2) of the Labour Code when the Code is revised. It notes, however, that the report contains no information as to when the reform of the labour legislation is to be conducted. The Committee trusts that the Government will take the necessary steps in the near future to amend section 61(2) of the Labour Code so that it reflects the principle laid down in the Convention, and asks the Government to provide specific information on the measures taken to this end and on progress made in the Labour Code revision process.

Article 2(2)(c). Collective agreements. In its previous comments the Committee pointed out that section 70 of the CAMRAIL collective agreement is discriminatory in that it provides for the grant of travel allowances only to the wife and children of a worker and not to the husband of a CAMRAIL female worker. The Committee asked the Government to take the necessary steps to ensure that the provisions of the CAMRAIL collective agreement observe the principle of equal remuneration for men and women for work of equal value. The Committee notes the Government’s statement that it is in the process of taking the necessary measures to ensure that the clauses of the CAMRAIL collective agreement observe the principle laid down in the Convention. Pointing out once again that the principle of equal remuneration for men and women laid down in the Convention applies not only to wages but also to all related benefits, the Committee asks the Government to specify the measures taken, in cooperation with the social partners, to ensure that the discriminatory clauses of the CAMRAIL collective agreement are revised, and to indicate, more generally, the action taken to encourage the social partners to examine collective agreements in the light of the principle of equal remuneration for men and women for work of equal value. Please also provide copies of relevant extracts of collective agreements.

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

Direct Request (CEACR) - adopted 2009, published 99th ILC session (2010)

Article 3 of the Convention. Objective job evaluation. The Committee notes that, according to the general information supplied by the Government, the content of each job in the sector where agreements are negotiated and the requisite diplomas are determined by the workers and employers of the sector and that it is on this basis that the classification of jobs and the corresponding wages are drawn up, with the Ministry of Labour and Social Security acting as arbitrator. The Committee reminds the Government in this connection that it is important to ensure that in the event of negotiations on the classification of jobs and setting of wages, the principle of equal remuneration for men and women for work of equal value is taken into account, and to make sure that in determining the value of jobs, the work done largely or exclusively by women is not undervalued in comparison with the work done largely or exclusively by men. The Committee repeats the request it made to the Government in its previous comments to indicate the evaluation methods used where there is collective bargaining to establish a job classification and fix wages, specifying the criteria used by the social partners. It also repeats its request to the Government to provide information on the method or methods it uses in determining the guaranteed interoccupational minimum wage (SMIG).

Article 4. Cooperation with employers’ and workers’ organizations. The Committee notes the Government’s statement that the measures under way to convince the social partners that the provisions of collective agreements need to be consistent with the principles of the Convention are to be pursued. The Committee asks the Government to provide detailed information on the measures taken to raise awareness among the social partners of the principle of equal remuneration for work of equal value.

Differences in remuneration. Labour inspection and supervision of the practical application of the Convention. The Committee notes the Government’s statement that more than 300 inspection visits are carried out every year in the so‑called “remote” areas and that breaches of the principle of equal remuneration are seldom noted. The Committee recalls that the fact that no breaches are reported does not necessarily mean that there is no wage discrimination, and that such discrimination is often difficult to detect, particularly in the absence of an objective job evaluation method. The Committee asks the Government to provide information on the measures taken to improve training for labour inspectors in combating wage inequalities and to provide them with the necessary tools and resources to identify and remedy wage discrimination. It asks the Government to provide extracts from inspection reports relating to supervision of the provisions of the law that relate to equal remuneration. Lastly, noting that the report supplies no information on the matter, it also asks the Government once again to indicate the measures taken or envisaged to help men and women workers to establish discrimination with respect to remuneration.

Statistics. The Committee notes the Government’s statement that it is still difficult to assess the nature and extent of any wage inequality between men and women since the regulatory framework in force is conducive to observance of wage equality among workers, whether in the private sector or the public service. The Committee points out in this connection that statistics of men’s and women’s remuneration in the private and the public sectors are essential to preventing and combating wage discrimination effectively. It asks the Government to take the necessary steps to have statistics compiled on the level of men’s and of women’s earnings, by sector and by occupation in the private sector and in the public service, allowing a practical assessment of the nature, extent and causes of differentials in remuneration between men and women so that appropriate remedial measures may be devised.

Observation (CEACR) - adopted 2009, published 99th ILC session (2010)

Article 2, paragraph 2(a), of the Convention. Work of equal value. Legislation. In its previous comments, the Committee noted that section 61(2) of the Labour Code did not give full effect to the principle of equal remuneration as laid down in the Convention in that equal remuneration is restricted to “equal conditions of work and equal professional ability”. It asked the Government to take the necessary steps to include in the legislation the principle of equal remuneration for work of equal value. It notes that in its report, the Government affirms that “in accordance with the provisions of section 61(2) of the Labour Code, the principle of equal remuneration for work of equal value is established”. The Committee refers to its general observation of 2006 and wishes to draw the Government’s attention, once again, to the notion of “work of equal value” which goes further than the notions of “equal conditions of work” and “equal professional ability”. When men and women perform different jobs and when women are confined to certain occupations, in particular because of historical perceptions towards the role of women in society along with stereotypical assumptions regarding their professional abilities, it is essential to compare the value of the work done. This is because although the work may involve different types of qualifications, skills, responsibilities or working conditions it is nevertheless work of equal value overall. In order to determine whether different jobs are of equal value, it is necessary to examine the tasks involved on the basis of criteria that are fully objective and non-discriminatory, taking particular care to ensure that “skills traditionally considered to be female” (such as those required in the caring professions) are not undervalued in comparison with “skills traditionally regarded as male” (such as those relating to physical strength). Accordingly, in order to prevent and address effectively discrimination in remuneration, the Committee once again asks the Government to take the necessary steps to amend section 61(2) of the Labour Code so as to fully reflect the principle of equal remuneration between men and women for work of equal value set out in the Convention, and to provide information on any measures taken to this end.

Article 2. Scope of the principle laid down in the Convention. In its previous comments, the Committee asked the Government to take the necessary steps, in cooperation with the social partners, to ensure that the provisions of article 70 of the CAMRAIL collective agreement, concerning the grant of benefits in the form of transport facilities only to the wife and children of an employee, conform with the principle of equality laid down in the Convention. In a communication of 5 December 2007, the Government states, referring to the application of the CAMRAIL agreement, that the General Union of Workers of Cameroon (UGTC) asserts that equal treatment exists in practice. Consequently, the Government says, that is enough. The Committee also notes that the Government indicates in its 2009 report that the CAMRAIL collective agreement has not been renegotiated, nor is it in the process of renegotiation. While noting the statement that equality is observed in practice, the Committee is of the view that maintaining discriminatory provisions in the text of the CAMRAIL collective agreement may have the effect of preventing men and women workers from knowing their rights and seeking to assert them. The Committee accordingly asks the Government to take the necessary steps, in cooperation with the social partners, to ensure that the provisions of the CAMRAIL agreement observe the principle of equal remuneration between men and women for work of equal value, and to encourage the social partners to revise any discriminatory provisions on remuneration, including allowances and benefits, in collective agreements when they are renegotiated.

Articles 2 (paragraph 2(c)), and 4. Work of equal value. Collective agreements. Cooperation with employers’ and workers’ organizations. In its report, the Government indicates that some collective agreements have been negotiated or revised recently, and affirms that they provide for measures to give effect to Article 2 of the Convention. The Government also states that measures under way to convince the social partners of the need to bring the provisions of collective agreements into line with those of the Convention, are to be pursued. The Committee hopes that the recently concluded collective agreements incorporate the principle of equal remuneration between men and women for work of equal value and that those in the process of negotiation will likewise reflect the principle, and asks the Government to provide a copy of the clauses of these agreements that pertain to wages, allowances and bonuses.

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

Direct Request (CEACR) - adopted 2007, published 97th ILC session (2008)

1. Article 2 of the Convention. Work of equal value. Laws and regulations. The Committee notes that section 61(2), of the Labour Code stipulates that “in equal conditions of work and professional ability, wages are equal for all workers, regardless of their origin, gender, age, status and religious beliefs”. The Committee notes that this section does not fully reflect the principle of equal remuneration for men and women as set forth in the Convention, since this principle encompasses not only work in equal conditions or similar types of work, but also types of work which, while different, are of equal value. The Committee draws the Government’s attention to its 2006 general observation, in particular to paragraph 6 thereof, which states that legal provisions that are narrower than the principle as laid down in the Convention, as they do not give expression to the concept of “work of equal value”, hinder progress in eradicating gender-based pay discrimination against women at work. The Committee asks the Government to provide information on the manner in which the principle of equal remuneration for work of equal value is applied in practice. The Committee asks the Government to take all the necessary steps to give full legislative expression to the principle of equal remuneration for work of equal value and to provide information on any progress made in this regard.

2. Differences in remuneration. In its previous comments, the Committee noted the points raised by the Union of Free Trade Unions of Cameroon (USLC) concerning the application by certain employers, especially in remote areas, of different wage rates for men and women. The Government states that in order to remedy this situation, it is the responsibility of the workers affected and the trade unionists to denounce such employers. The Government also states that labour inspections are carried out to monitor the application of the Convention in respect of equal remuneration. In this regard, the Committee notes from the PAMODEC study that the provisions in force relating to proof of discrimination make it very difficult for workers to prove that they are victims of wage discrimination. The above document adds that this is one of the reasons why, despite the widespread awareness of recurrent discriminatory practices, not many discrimination-related disputes have been noted. The Committee asks the Government to provide information on the steps taken to help workers demonstrate wage discrimination. The Committee also asks the Government to provide information on the manner in which labour inspections ensure the effective application of the Convention and particularly on the number of labour inspections carried out in remote areas and the nature of the reported violations of the principle of equal remuneration for men and women for work of equal value.

3. Article 3. Objective appraisal of jobs. The Committee notes from the Government’s report that the State sets the minimum guaranteed interoccupational wage (SMIG). It also notes the existence of a standard national job classification system and the professional job classification system in the sectors where agreements are negotiated. The Committee asks the Government to send information on the methods used to establish the abovementioned job classification systems and on the manner in which these systems apply the principle of equal remuneration for work of equal value for the setting of the SMIG and the wages fixed through collective bargaining.

4. Part V of the report form. Statistics. The Committee notes that the Government is still not able to provide statistical information on the application of the Convention. The Committee notes that the Government once again requests the technical assistance of the Office to compile all the requested data. The Committee hopes that the Office will very soon be in a position to provide such assistance. In the meantime, it nevertheless encourages the Government, once again, to make every effort to collect and provide any information on the practical application of the Convention, including through collective agreements, that would permit the Committee to assess the nature and extent of any existing wage inequalities between men and women.

Observation (CEACR) - adopted 2007, published 97th ILC session (2008)

The Committee notes the communication from the General Confederation of Labour – Liberty Cameroon (CGTL) of 27 August 2007.

1. Article 2 of the Convention. Work of equal value. Collective agreements. In its previous comments, the Committee noted that section 37(1) of the national collective agreement for dockworkers was not fully consistent with the principle set forth in the Convention. This provision does not reflect the principle of equal remuneration for work of equal value and merely ensures that wages are equal for all workers in equal conditions of work and with equal professional ability, regardless of sex. The Committee notes the Government’s statement to the effect that between 2002–07, 17 national collective agreements were concluded applying the principle of equal wages in equal conditions of work. The Committee also notes that according to the communication from the CGTL, although equal remuneration is established in law and in collective agreements, employers are refusing to apply this principle. The Committee notes that the Government has not provided any information on the steps taken to promote the full application of this principle in collective agreements. Consequently, it recalls that under Article 2 of the Convention, the Government has undertaken to promote and, if necessary, ensure the application of the principle of equal remuneration for men and women by means of national laws or regulations, legally established or recognized machinery for wage determination, collective agreements or a combination of these various means. The Committee, therefore, hopes that the Government will take steps to convince the social partners of the need to bring the provisions of collective agreements into line with the principle set forth in the Convention, and asks the Government to send information on the results achieved in this respect. The Committee also asks the Government to provide information on the steps taken to ensure the effective application of the principle of equal remuneration for work of equal value.

2. Article 2. Scope of the principle set forth in the Convention. In its previous comments, the Committee noted that section 70(a) and (b) of the collective agreement for CAMRAIL was not in line with the principle set forth in the Convention. This provision limits the granting of benefits in the form of transport facilities to the wife and children of the employee, thereby excluding the husband of a female employee from such benefits. On that occasion, the Committee recalled that the principle of equal remuneration for men and women for work of equal value applies not only to the basic wage but also to any additional emoluments payable directly or indirectly, whether in cash or in kind. The Committee, therefore, asked the Government to take the necessary measures to bring this section into line with the Convention. In this respect, the Government states that according to section 7 of the CAMRAIL agreement, the revision of provisions of the agreement may take place at the initiative of each of the signatory parties, but not at that of the Government, which has countersigned the agreement. The Government adds that it stands ready to support the party which takes the initiative to revise section 70 of the agreement. The Committee urges the Government to take the necessary steps, in collaboration with the social partners, to ensure that the provisions of section 70 of the CAMRAIL agreement are in full conformity with the principle set forth in the Convention. Furthermore, the Committee once again asks the Government to take concrete steps, in cooperation with the social partners, to ensure that collective agreements such as those noted above are free from discriminatory provisions and gender-biased language with respect to remuneration and, in particular, additional allowances and benefits.

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

Direct Request (CEACR) - adopted 2006, published 96th ILC session (2007)

The Committee notes the communication from the General Confederation of Labour‑Liberty (CGT-Liberty), dated 10 October 2005, alleging that certain enterprises apply discriminatory wage differentials based on ethnicity. The Committee refers in this regard to its comments made under the Discrimination (Employment and Occupation) Convention, 1958 (No. 111).

1. Wage differentials. The Committee regrets that no further information has been provided by the Government on the measures taken in relation to the matters previously raised by the Union of Free Trade Unions of Cameroon (USCL) concerning the wage differentials applied by certain employers in remote areas. It trusts that the Government’s next report will include the requested information, including on any action taken to monitor and address cases of wage discrimination in these areas so as to ensure that the principle of equal remuneration for men and women for work of equal value is fully applied.

2. Statistical information. Recalling its previous direct request, the Committee notes that the Government again does not provide statistical information on the distribution of men and women in different job categories and their earning levels. Noting that the Government again requests the technical assistance of the Office for the compilation of all requested data, the Committee hopes that it will be possible to provide such assistance in the very near future. In the meantime, the Committee nevertheless encourages the Government to make every effort to collect and provide any information on the practical application of the Convention, including through collective agreements, that would permit the Committee to assess the nature and extent of any existing wage inequalities between men and women.

Observation (CEACR) - adopted 2006, published 96th ILC session (2007)

1. The Committee notes the communication from the General Union of Cameroon Workers (UGCT) dated 30 August 2005 regarding the application of the principle of the Convention by means of collective agreements, and the Government’s reply thereto.

2. Article 2 of the Convention. Collective agreements. The Committee had previously commented on the discriminatory provisions in the collective agreement for CAMRAIL, which limits the granting of transport facilities to the “wife and children” of the employee (section 70(a) and (b)). It had also noted that section 37(1) of the collective agreement for dockworkers provides that equal wages shall be paid only “in equal conditions of work and professional ability” without distinction on the basis of sex. With regard to the CAMRAIL agreement, the Committee notes that the Government continues to state that the additional allowances and benefits in the collective agreement are only granted to the wife and children of employees, thereby excluding the husband of a female employee from such benefits. It also notes the comment of the UGCT stating that the relevant provisions in the CAMRAIL agreement have not been modified but that, in practice, equality of treatment exists. The Committee reminds the Government that the Convention covers all components arising out of an employment relationship, and that the definition of remuneration as set out in Article 1(a) of the Convention includes not only the basic wage but also any additional emoluments payable directly or indirectly, whether in cash or in kind. Furthermore, noting again the absence of any information in the Government’s report regarding the application of the principle of the Convention to dockworkers, the Committee must recall that the principle of equal remuneration under Article 1(b) goes beyond equal remuneration for work in equal conditions and also covers work that is different but nonetheless of equal value. The Committee therefore asks the Government to provide in its next report concrete information on the measures taken, in cooperation with the social partners, to ensure that collective agreements such as those noted above are free from discriminatory provisions and gender-biased language with respect to remuneration and, in particular, additional allowances and benefits.

3. Noting further that the Government’s report has again provided little or no information with respect to the points raised in its previous comments, the Committee trusts that the Government will make every effort to collect and communicate, in its next report, the requested information in order to enable the Committee to assess the extent to which effect is given in law and in practice to the principle of equal remuneration for men and women for work of equal value.

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

Direct Request (CEACR) - adopted 2004, published 93rd ILC session (2005)

1.  While noting the brief information contained in the Government’s report, the Committee regrets that the Government’s report does not contain a reply to its previous comments and that it contains only general information, which does not enable the Committee to assess the extent to which the principle of equal remuneration for men and women workers for work of equal value, as set out in the Convention, is applied in practice.

2. The Committee recalls from its previous direct request the comments received from the Union of Free Trade Unions of Cameroon (USLC) on 23 February 2001 claiming, inter alia, that certain employers, especially those in remote areas, apply wage rates that are not in conformity with the regulations issued by the Ministry of Employment, Labour and Social Services (MELS). The Committee notes the Government’s statement in its report of 2004 that USCL has not specified which remote areas are concerned, but that the Government has sent a letter to USLC requesting it to indicate the areas and that action will be taken. The Committee hopes that specifications will be given and that the Government will provide detailed information in its next report on the measures taken in relation to the matters raised by the USCL, including any action taken to strengthen the capacity of labour inspectors to report cases of wage discrimination in these areas so as to ensure that the principle of equal remuneration for men and women workers for work of equal value is fully applied.

3. Article 2 of the Convention. Collective agreements. The Committee notes the Government’s statement that wages negotiated through collective agreements have increased by between 7 per cent and 18 per cent, but it omits to provide information enabling the Committee to assess the manner in which the principle of equal remuneration for men and women workers for work of equal value is applied in practice.

4. The Committee is bound to reiterate its previous direct request with respect to allowances and benefits which are only granted to wives and children under the Collective Agreement for CAMRAIL. It noted that section 2 of the Collective Agreement provides for protection against discrimination on the basis of sex, but restricts transport facilities only to be granted to the "wife and children" of the employee (section 70(a) and (b)), thereby excluding the husband of a woman worker from such benefits. The Committee points out once again that the Convention covers all components of remuneration arising out of the employment relationship. It therefore reiterates its request to the Government to provide information on any measures taken or envisaged to eliminate discriminatory provisions in collective agreements with respect to remuneration, and particularly with regards to additional allowances and benefits.

5. The Committee also reiterates its request with regard to section 37(1) of the Collective Agreement for Dock Workers, which provides than "in equal conditions of work and professional ability" equal wages shall be paid to all workers without distinction on the basis of sex. Recalling that the principle enshrined in Article 1(b) of the Convention goes beyond equal remuneration for men and women workers for "equal work" or "work in equal conditions", the Committee reiterates its request to the Government to provide detailed information with its next report on any measures taken or envisaged to make sure that men and women covered by the Collective Agreement for Dock Workers are entitled to equal remuneration for work of equal value, and not just for equal work.

6. Statistical information. The Committee notes the Government’s statement that disaggregated statistical information, according to job category and earnings levels, still has not been compiled and that it once again requests the technical assistance of the Office. The Committee hopes it will be possible to provide such assistance in the very near future. It also hopes that the Government will be in a position in the near future to collect the necessary data, disaggregated by sex, so that the Committee can assess the nature and extent of any existing wage inequalities between men and women workers.

Direct Request (CEACR) - adopted 2003, published 92nd ILC session (2004)

The Committee notes that the Government’s report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

The Committee notes the information provided by the Government in its report, as well as the attached documentation and copies of legislation and collective agreements.

1. With reference to its previous direct request in which the Committee asked for statistics on earnings and salary scales in branches of activity in which mostly women are employed (in comparison with salary rates in sectors in which mostly men are employed), the Committee notes the Government’s statement that, contrary to the indications previously given by the Government, these statistics are not available. It also notes that the Government reaffirms its willingness to undertake surveys in private education and the health and hotel and restaurant sectors in Yaoundé and Douala - which are sectors primarily employing women - in order to determine the disparity in the remuneration for men and women workers for work of equal value, and that it will communicate these statistics, once they are available. As regards its request for information on the distribution of men and women at various wage levels, the Committee notes that the Government intends to collect statistics in labour-intensive industries in Yaoundé and Douala so as to verify whether any concentration of women exists in low-salary and low-status jobs.

2. Further to the above, the Committee notes the information provided by the Government with respect to the salary scales for workers in the public and para public service. It also notes the collective agreements for enterprises undertaking public works and agricultural, forestry and processing activities and the salary scales and classification of posts annexed to the collective agreements for CAMRAIL, the banking and finance sector, and dockworkers. While appreciating this information, the Committee notes, however, that the data do not provide any information on the distribution of men and women, according to job category and earnings levels, in these different sectors of activity. Noting that the Government intends to seek the Office’s technical advisory services to facilitate data collection, the Committee recalls its previous comments on the subject and hopes, once again, that the Government will be in a position, with the cooperation of employers’ and workers’ organizations and any other appropriate body, to collect the necessary data that will enable the Committee to assess the nature and extent of any existing wage inequalities.

3. The Committee notes that section 2 of the Collective Agreement for CAMRAIL provides for protection against discrimination on the basis of sex but restricts transport facilities to the "wife and children" of the employee (section 70(a) and (b)). Recalling Article 1(a) of the Convention, it asks the Government to provide information on any measures taken or contemplated to eliminate discriminatory provisions with respect to remuneration, in particular additional allowances and benefits, in collective agreements. It also encourages the Government to consider measures aimed at raising awareness amongst the social partners so as to enable them to avoid the use of gender-biased language in those collective agreements. The Committee also notes that section 37(1) of the Collective Agreement for Dock Workers provides that "in equal conditions of work and professional ability" equal wages shall be paid to all workers without distinction on the basis of sex. It recalls that the principle enshrined in Article 1(b) of the Convention goes beyond equal remuneration for men and women workers for "equal work" or "work in equal conditions", and asks the Government to provide information on any measures taken or envisaged to make sure that men and women covered by the agreement are entitled to equal remuneration for work of equal value as well as for equal work.

4. With respect to the application of Articles 2 and 4 of the Convention, the Committee notes the Government’s statement that it is not excluded from the wage-fixing machinery and that the collaboration with the social partners does not raise any problems. The Committee refers to its previous comments on this subject and asks the Government, once again, to provide practical information on any measures taken or contemplated: (a) to ensure application of the principle of equal remuneration for work of equal value in the fields in which it can exercise direct or indirect influence on determining wages; (b) to promote application of the principle of equal remuneration in cases where the Government is not involved in wage setting; and (c) to cooperate with the employers’ and workers’ organizations, particularly the National Consultative Commission of Labour, for the purpose of giving effect to the provisions of the Convention and of national legislation on the subject.

Observation (CEACR) - adopted 2003, published 92nd ILC session (2004)

The Committee notes that the Government’s report has not been received. It must therefore repeat its previous observation which read as follows:

The Committee notes the comments received from the Union of Free Trade Unions of Cameroon (USLC) on 23 February 2001 which relate to the application of the Convention in remote areas and which were transmitted to the Government for comments on 29 March 2001.

The Committee notes that, according to the USLC, the information provided by the Government in its report reflects overall the reality with respect to the legislative texts cited in the Government’s report. However, the USLC also indicates that certain employers, especially those in remote areas, apply rates that are not in conformity with the regulations implemented by the Ministry of Employment, Labour and Social Services (MELS), and requests that the inspectors of the MELS be more vigilant in these areas. The Committee notes that the Government does not reply to the comments made by the USLC and it asks the Government to indicate the measures taken or envisaged to eradicate any wage disparity between men and women workers in remote areas, including any action taken to strengthen the capacity of labour inspectors to report cases of wage discrimination in these areas, so as to ensure improved application of the principle of equal remuneration for men and women workers for work of equal value.

The Committee hopes that the Government will make every effort to take the necessary action in the very near future.

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

Direct Request (CEACR) - adopted 2002, published 91st ILC session (2003)

The Committee notes the information provided by the Government in its report, as well as the attached documentation and copies of legislation and collective agreements.

1. With reference to its previous direct request in which the Committee asked for statistics on earnings and salary scales in branches of activity in which mostly women are employed (in comparison with salary rates in sectors in which mostly men are employed), the Committee notes the Government’s statement that, contrary to the indications previously given by the Government, these statistics are not available. It also notes that the Government reaffirms its willingness to undertake surveys in private education and the health and hotel and restaurant sectors in Yaoundé and Douala - which are sectors primarily employing women - in order to determine the disparity in the remuneration for men and women workers for work of equal value, and that it will communicate these statistics, once they are available. As regards its request for information on the distribution of men and women at various wage levels, the Committee notes that the Government intends to collect statistics in labour-intensive industries in Yaoundé and Douala so as to verify whether any concentration of women exists in low-salary and low-status jobs.

2. Further to the above, the Committee notes the information provided by the Government with respect to the salary scales for workers in the public and para-public service. It also notes the collective agreements for enterprises undertaking public works and agricultural, forestry and processing activities and the salary scales and classification of posts annexed to the collective agreements for CAMRAIL, the banking and finance sector, and dockworkers. While appreciating this information, the Committee notes, however, that the data do not provide any information on the distribution of men and women, according to job category and earnings levels, in these different sectors of activity. Noting that the Government intends to seek the Office’s technical advisory services to facilitate data collection, the Committee recalls its previous comments on the subject and hopes, once again, that the Government will be in a position, with the cooperation of employers’ and workers’ organizations and any other appropriate body, to collect the necessary data that will enable the Committee to assess the nature and extent of any existing wage inequalities.

3. The Committee notes that section 2 of the Collective Agreement for CAMRAIL provides for protection against discrimination on the basis of sex but restricts transport facilities to the "wife and children" of the employee (section 70(a) and (b)). Recalling Article 1(a) of the Convention, it asks the Government to provide information on any measures taken or contemplated to eliminate discriminatory provisions with respect to remuneration, in particular additional allowances and benefits, in collective agreements. It also encourages the Government to consider measures aimed at raising awareness amongst the social partners so as to enable them to avoid the use of gender-biased language in those collective agreements. The Committee also notes that section 37(1) of the Collective Agreement for Dock Workers provides that "in equal conditions of work and professional ability" equal wages shall be paid to all workers without distinction on the basis of sex. It recalls that the principle enshrined in Article 1(b) of the Convention goes beyond equal remuneration for men and women workers for "equal work" or "work in equal conditions", and asks the Government to provide information on any measures taken or envisaged to make sure that men and women covered by the agreement are entitled to equal remuneration for work of equal value as well as for equal work.

4. With respect to the application of Articles 2 and 4 of the Convention, the Committee notes the Government’s statement that it is not excluded from the wage-fixing machinery and that the collaboration with the social partners does not raise any problems. The Committee refers to its previous comments on this subject and asks the Government, once again, to provide practical information on any measures taken or contemplated: (a) to ensure application of the principle of equal remuneration for work of equal value in the fields in which it can exercise direct or indirect influence on determining wages; (b) to promote application of the principle of equal remuneration in cases where the Government is not involved in wage-setting; and (c) to cooperate with the employers’ and workers’ organizations, particularly the National Consultative Commission of Labour, for the purpose of giving effect to the provisions of the Convention and of national legislation on the subject.

Observation (CEACR) - adopted 2002, published 91st ILC session (2003)

The Committee notes the comments received from the Union of Free Trade Unions of Cameroon (USLC) on 23 February 2001 which relate to the application of the Convention in remote areas and which were transmitted to the Government for comments on 29 March 2001.

The Committee notes that, according to the USLC, the information provided by the Government in its report reflects overall the reality with respect to the legislative texts cited in the Government’s report. However, the USLC also indicates that certain employers, especially those in remote areas, apply rates that are not in conformity with the regulations implemented by the Ministry of Employment, Labour and Social Services (MELS), and requests that the inspectors of the MELS be more vigilant in these areas. The Committee notes that the Government does not reply to the comments made by the USLC and it asks the Government to indicate the measures taken or envisaged to eradicate any wage disparity between men and women workers in remote areas, including any action taken to strengthen the capacity of labour inspectors to report cases of wage discrimination in these areas, so as to ensure improved application of the principle of equal remuneration for men and women workers for work of equal value.

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

Direct Request (CEACR) - adopted 2000, published 89th ILC session (2001)

The Committee notes with regret that the Government’s report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which reads as follows:

1.  As the Government has affirmed many times that implementation of the Convention raises no problems in practice, the Committee asked the Government to supply statistics on jobs in which there is a heavy concentration of women and, particularly, on their earnings compared with those of men engaged in a job of equivalent value in order to assess the nature and extent of any existing wage inequalities. Each time, the Government replied that it would supply the information as soon as it was available. The Committee notes, however, that in its most recent report, the Government no longer mentions this matter, merely reaffirming that in Cameroon wage scales make no distinction between men and women workers. First, the Committee refers the Government to the 1990 general observation in which the Committee noted that the difficulties in applying the Convention encountered by governments appeared to be due to a number of factors, including lack of knowledge of the true situation due to the unavailability or inadequacy of data and research in this field. As it explained in paragraphs 22 and 72 of its 1986 General Survey on equal remuneration, the Committee recalls that while the adoption of wage scales which are neutral from the point of view of sex of the worker concerned is a prerequisite for application of the Convention, it is not sufficient. In fact, wage discrimination may also arise out of the existence of occupational categories and jobs reserved for women and thus a biased evaluation of jobs traditionally considered as "peculiar to women". Consequently, the fact that women workers are more heavily concentrated in certain jobs and sectors of activity must also be taken into account when a government is endeavouring to assess the application in practice of the principle of equal remuneration for work of equal value in its country. The Committee therefore requests the Government once again to endeavour to collect data, with the cooperation of employers’ and workers’ organizations, on earnings and salary scales practised in branches of activity in which mostly women are employed (in comparison with salary rates in sectors in which mostly men are employed, in work of equal value). On the same lines, the Committee requests the Government to supply information on the general distribution of men and women at various wage levels to enable it to assess whether there is a concentration of women in the wage groups at the bottom of the scale and in jobs with low levels of responsibility. Finally, the Committee suggests that the Government call on the ILO technical advisory services on statistics in order to facilitate its data collection.

2.  In its previous comment, the Committee noted that since 1992 the State no longer has a monopoly on wage fixing. It therefore asked the Government to supply copies of the collective agreements in force which determine wage levels in sectors employing a large number of women and, in particular, of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities. In regard to the obligation of a State which has ratified the Convention to ensure the application of the principle of equal remuneration, the Committee notes that under Article 2, paragraph 1, of the Convention, this obligation applies only in so far as is consistent with the methods in force for setting rates of remuneration. As it emphasized in paragraph 27 of the abovementioned General Survey, if the State intervenes in the field of minimum wage fixing, it is barred from referring to the principle of free collective bargaining in order to avoid this obligation. Furthermore, still under Article 2 of the Convention, where the Government is excluded from wage fixing because of the right to collective bargaining, it must promote the application of the principle and, by virtue of Article 4 of the Convention, cooperate as appropriate with the employers’ and workers’ organizations concerned for the purpose of giving effect to the provisions of the Convention.

3.  The Committee therefore requests the Government to supply information on the measures taken or contemplated: (a) to ensure application of the principle of equal remuneration in the fields in which it can exercise direct or indirect influence on determining wages; (b) to promote application of the principle of equal remuneration in cases where the Government is excluded from the wage-setting machinery; and (c) to cooperate with the employers’ and workers’ organizations for the purpose of giving effect to the provisions of the Convention and of national legislation on the subject. Finally, the Committee would like to receive copies of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities which were referred to as being attached to the report, but have not been received.

Direct Request (CEACR) - adopted 1999, published 88th ILC session (2000)

The Committee notes with regret that the Government's report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

[...]

1. As the Government has affirmed many times that implementation of the Convention raises no problems in practice, the Committee asked the Government to supply statistics on jobs in which there is a heavy concentration of women and, particularly, on their earnings compared with those of men engaged in a job of equivalent value in order to assess the nature and extent of any existing wage inequalities. Each time, the Government replied that it would supply the information as soon as it was available. The Committee notes, however, that in its most recent report, the Government no longer mentions this matter, merely reaffirming that in Cameroon wage scales make no distinction between men and women workers. First, the Committee refers the Government to the 1990 general observation in which the Committee noted that the difficulties in applying the Convention encountered by governments appeared to be due to a number of factors, including lack of knowledge of the true situation due to the unavailability or inadequacy of data and research in this field. As it explained in paragraphs 22 and 72 of its 1986 General Survey on equal remuneration, the Committee recalls that while the adoption of wage scales which are neutral from the point of view of sex of the worker concerned is a prerequisite for application of the Convention, it is not sufficient. In fact, wage discrimination may also arise out of the existence of occupational categories and jobs reserved for women and thus a biased evaluation of jobs traditionally considered as "peculiar to women". Consequently, the fact that women workers are more heavily concentrated in certain jobs and sectors of activity must also be taken into account when a government is endeavouring to assess the application in practice of the principle of equal remuneration for work of equal value in its country. The Committee therefore requests the Government once again to endeavour to collect data, with the cooperation of employers' and workers' organizations, on earnings and salary scales pracised in branches of activity in which mostly women are employed (in comparison with salary rates in sectors in which mostly men are employed, in work of equal value). On the same lines, the Committee requests the Government to supply information on the general distribution of men and women at various wage levels to enable it to assess whether there is a concentration of women in the wage groups at the bottom of the scale and in jobs with low levels of responsibility. Finally, the Committee suggests that the Government call on the ILO technical advisory services on statistics in order to facilitate its data collection.

2. In its previous comment, the Committee noted that since 1992 the State no longer has a monopoly on wage fixing. It therefore asked the Government to supply copies of the collective agreements in force which determine wage levels in sectors employing a large number of women and, in particular, of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities. In regard to the obligation of a State which has ratified the Convention to ensure the application of the principle of equal remuneration, the Committee notes that under Article 2, paragraph 1, of the Convention, this obligation applies only in so far as is consistent with the methods in force for setting rates of remuneration. As it emphasized in paragraph 27 of the above-mentioned General Survey, if the State intervenes in the field of minimum wage fixing, it is barred from referring to the principle of free collective bargaining in order to avoid this obligation. Furthermore, still under Article 2 of the Convention, where the Government is excluded from wage fixing because of the right to collective bargaining, it must promote the application of the principle and, by virtue of Article 4 of the Convention, cooperate as appropriate with the employers' and workers' organizations concerned for the purpose of giving effect to the provisions of the Convention.

3. The Committee therefore requests the Government to supply information on the measures taken or contemplated: (a) to ensure application of the principle of equal remuneration in the fields in which it can exercise direct or indirect influence on determining wages; (b) to promote application of the principle of equal remuneration in cases where the Government is excluded from the wage-setting machinery; and (c) to cooperate with the employers' and workers' organizations for the purpose of giving effect to the provisions of the Convention and of national legislation on the subject. Finally, the Committee would like to receive copies of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities which were referred to as being attached to the report, but have not been received.

Direct Request (CEACR) - adopted 1998, published 87th ILC session (1999)

The Committee notes that the Government's report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

1. As the Government has affirmed many times that implementation of the Convention raises no problems in practice, the Committee asked the Government to supply statistics on jobs in which there is a heavy concentration of women and, particularly, on their earnings compared with those of men engaged in a job of equivalent value in order to assess the nature and extent of any existing wage inequalities. Each time, the Government replied that it would supply the information as soon as it was available. The Committee notes, however, that in its most recent report, the Government no longer mentions this matter, merely reaffirming that in Cameroon wage scales make no distinction between men and women workers. First, the Committee refers the Government to the 1990 general observation in which the Committee noted that the difficulties in applying the Convention encountered by governments appeared to be due to a number of factors, including lack of knowledge of the true situation due to the unavailability or inadequacy of data and research in this field. As it explained in paragraphs 22 and 72 of its 1986 General Survey on equal remuneration, the Committee recalls that while the adoption of wage scales which are neutral from the point of view of sex of the worker concerned is a prerequisite for application of the Convention, it is not sufficient. In fact, wage discrimination may also arise out of the existence of occupational categories and jobs reserved for women and thus a biased evaluation of jobs traditionally considered as "peculiar to women". Consequently, the fact that women workers are more heavily concentrated in certain jobs and sectors of activity must also be taken into account when a government is endeavouring to assess the application in practice of the principle of equal remuneration for work of equal value in its country. The Committee therefore requests the Government once again to endeavour to collect data, with the cooperation of employers' and workers' organizations, on earnings and salary scales practised in branches of activity in which mostly women are employed (in comparison with salary rates in sectors in which mostly men are employed, in work of equal value). On the same lines, the Committee requests the Government to supply information on the general distribution of men and women at various wage levels to enable it to assess whether there is a concentration of women in the wage groups at the bottom of the scale and in jobs with low levels of responsibility. Finally, the Committee suggests that the Government call on the ILO technical advisory services on statistics in order to facilitate its data collection.

2. In its previous comment, the Committee noted that since 1992 the State no longer has a monopoly on wage fixing. It therefore asked the Government to supply copies of the collective agreements in force which determine wage levels in sectors employing a large number of women and, in particular, of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities. In regard to the obligation of a State which has ratified the Convention to ensure the application of the principle of equal remuneration, the Committee notes that under Article 2, paragraph 1, of the Convention, this obligation applies only in so far as is consistent with the methods in force for setting rates of remuneration. As it emphasized in paragraph 27 of the above-mentioned General Survey, if the State intervenes in the field of minimum wage fixing, it is barred from referring to the principle of free collective bargaining in order to avoid this obligation. Furthermore, still under Article 2 of the Convention, where the Government is excluded from wage fixing because of the right to collective bargaining, it must promote the application of the principle and, by virtue of Article 4 of the Convention, cooperate as appropriate with the employers' and workers' organizations concerned for the purpose of giving effect to the provisions of the Convention.

3. The Committee therefore requests the Government to supply information on the measures taken or contemplated: (a) to ensure application of the principle of equal remuneration in the fields in which it can exercise direct or indirect influence on determining wages; (b) to promote application of the principle of equal remuneration in cases where the Government is excluded from the wage-setting machinery; and (c) to cooperate with the employers' and workers' organizations for the purpose of giving effect to the provisions of the Convention and of national legislation on the subject. Finally, the Committee would like to receive copies of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities which were referred to as being attached to the report, but have not been received.

Direct Request (CEACR) - adopted 1997, published 86th ILC session (1998)

1. As the Government has affirmed many times that implementation of the Convention raises no problems in practice, the Committee asked the Government to supply statistics on jobs in which there is a heavy concentration of women and, particularly, on their earnings compared with those of men engaged in a job of equivalent value in order to assess the nature and extent of any existing wage inequalities. Each time, the Government replied that it would supply the information as soon as it was available. The Committee notes, however, that in its most recent report, the Government no longer mentions this matter, merely reaffirming that in Cameroon wage scales make no distinction between men and women workers. First, the Committee refers the Government to the 1990 general observation in which the Committee noted that the difficulties in applying the Convention encountered by governments appeared to be due to a number of factors, including lack of knowledge of the true situation due to the unavailability or inadequacy of data and research in this field. As it explained in paragraphs 22 and 72 of its 1986 General Survey on equal remuneration, the Committee recalls that while the adoption of wage scales which are neutral from the point of view of sex of the worker concerned is a prerequisite for application of the Convention, it is not sufficient. In fact, wage discrimination may also arise out of the existence of occupational categories and jobs reserved for women and thus a biased evaluation of jobs traditionally considered as "peculiar to women". Consequently, the fact that women workers are more heavily concentrated in certain jobs and sectors of activity must also be taken into account when a government is endeavouring to assess the application in practice of the principle of equal remuneration for work of equal value in its country. The Committee therefore requests the Government once again to endeavour to collect data, with the cooperation of employers' and workers' organizations, on earnings and salary scales practised in branches of activity in which mostly women are employed (in comparison with salary rates in sectors in which mostly men are employed, in work of equal value). On the same lines, the Committee requests the Government to supply information on the general distribution of men and women at various wage levels to enable it to assess whether there is a concentration of women in the wage groups at the bottom of the scale and in jobs with low levels of responsibility. Finally, the Committee suggests that the Government call on the ILO technical advisory services on statistics in order to facilitate its data collection.

2. In its previous comment, the Committee noted that since 1992 the State no longer has a monopoly on wage fixing. It therefore asked the Government to supply copies of the collective agreements in force which determine wage levels in sectors employing a large number of women and, in particular, of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities. In regard to the obligation of a State which has ratified the Convention to ensure the application of the principle of equal remuneration, the Committee notes that under Article 2, paragraph 1, of the Convention, this obligation applies only in so far as is consistent with the methods in force for setting rates of remuneration. As it emphasized in paragraph 27 of the above-mentioned General Survey, if the State intervenes in the field of minimum wage fixing, it is barred from referring to the principle of free collective bargaining in order to avoid this obligation. Furthermore, still under Article 2 of the Convention, where the Government is excluded from wage fixing because of the right to collective bargaining, it must promote the application of the principle and, by virtue of Article 4 of the Convention, cooperate as appropriate with the employers' and workers' organizations concerned for the purpose of giving effect to the provisions of the Convention.

3. The Committee therefore requests the Government to supply information on the measures taken or contemplated: (a) to ensure application of the principle of equal remuneration in the fields in which it can exercise direct or indirect influence on determining wages; (b) to promote application of the principle of equal remuneration in cases where the Government is excluded from the wage-setting machinery; and (c) to cooperate with the employers' and workers' organizations for the purpose of giving effect to the provisions of the Convention and of national legislation on the subject. Finally, the Committee would like to receive copies of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities which were referred to as being attached to the report, but have not been received.

Direct Request (CEACR) - adopted 1996, published 85th ILC session (1997)

The Committee notes that the Government's report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

1. The Committee notes that the Government reiterates its previous statements to the effect that the results of the general census of the population carried out in 1987 are still not in its possession and that it will supply statistics on jobs in which there is a heavy concentration of women, as soon as possible. In view of the fact that, even if they are finally published, the results of the general census of the population carried out seven years ago will be very outdated and should be brought up to date, the Committee once again hopes that the Government will endeavour, in collaboration with the organizations of employers and workers, to compile data on earnings and related information and to analyse it with a view to gaining a more detailed knowledge of the nature and extent of existing inequalities, and to providing a basis for the formulation of measures to eliminate them, as recommended in paragraph 248 of the General Survey of 1986 on equal remuneration. It requests the Government to supply in its next report the wage scales in occupations and sectors in which a large proportion of women are employed, with an indication of the distribution of men and women at the various levels, in order to be able to assess the manner in which the principle set out in the Convention is given effect in practice.

2. The Committee notes that, according to the report, the minimum wage has been fixed since 1992 by a Decree issued after the National Labour Advisory Commission has given its opinion, and that the occupational categories and wages concerned are determined by negotiation in the framework of collective or enterprise agreements. The Committee would be grateful if the Government would supply with its next report copies of the collective agreements in force which determine wage levels in sectors employing a large number of women, with an indication if possible of the percentage of women covered by these collective agreements and the distribution of men and women at the various levels. In particular, it would like to receive copies of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities which were referred to as being attached to the report, but which have not been received.

Direct Request (CEACR) - adopted 1995, published 82nd ILC session (1995)

Further to its previous direct requests, the Committee notes the information contained in the report.

1. The Committee notes that the Government reiterates its previous statements to the effect that the results of the general census of the population carried out in 1987 are still not in its possession and that it will supply statistics on jobs in which there is a heavy concentration of women, as soon as possible. In view of the fact that, even if they are finally published, the results of the general census of the population carried out seven years ago will be very outdated and should be brought up to date, the Committee once again hopes that the Government will endeavour, in collaboration with the organizations of employers and workers, to compile data on earnings and related information and to analyse it with a view to gaining a more detailed knowledge of the nature and extent of existing inequalities, and to providing a basis for the formulation of measures to eliminate them, as recommended in paragraph 248 of the 1986 General Survey on Equal Remuneration. It requests the Government to supply in its next report the wage scales in occupations and sectors in which a large proportion of women are employed, with an indication of the distribution of men and women at the various levels, in order to be able to assess the manner in which the principle set out in the Convention is given effect in practice.

2. The Committee notes that, according to the report, the minimum wage has been fixed since 1992 by a Decree issued after the National Labour Advisory Commission has given its opinion, and that the occupational categories and wages concerned are determined by negotiation in the framework of collective or enterprise agreements. The Committee would be grateful if the Government would supply with its next report copies of the collective agreements in force which determine wage levels in sectors employing a large number of women, with an indication if possible of the percentage of women covered by these collective agreements and the distribution of men and women at the various levels. In particular, it would like to receive copies of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities which were referred to as being attached to the report, but which have not been received.

Direct Request (CEACR) - adopted 1994, published 81st ILC session (1994)

The Committee notes that the Government's report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

1. It notes in particular that the Government will transmit as soon as possible the statistics requested on jobs in which there is a heavy concentration of women. The Committee hopes that the Government will be able to supply this information in its next report together with indications of the remuneration of women in comparison with that of men in these jobs.

2. The Committee notes that, according to the Government, the principle of equal remuneration is applicable as regards the various bonuses and allowances and notes with interest that in the public service (section 6 of Decree No. 91/324 of 9 July 1991 to establish the conditions for the award and occupation of administrative housing) the housing allowance is paid to each spouse. As regards the private sector, the Committee hopes to receive in the near future the collective agreements concluded in enterprises undertaking public works, construction, agricultural and forestry activities and processing which, according to the report, will be transmitted later.

3. The Committee notes from the texts supplied by the Government that the tables of indices were established on 1 December 1982, and then on 1 November 1983 and 1 July 1983. The Committee requests the Government to supply with future reports wage scales for more recent years and statistics by sex and category.

4. The Committee would be grateful if the Government would supply recent information on labour inspection activities to supervise the application of the principle of equal wages for work of equal value (including the violations reported and the penalties imposed) and on court rulings in this field.

Direct Request (CEACR) - adopted 1993, published 80th ILC session (1993)

With reference to its previous direct requests, the Committee notes the Government's report and the attached texts.

1. It notes in particular that the Government will transmit as soon as possible the statistics requested on jobs in which there is a heavy concentration of women. The Committee hopes that the Government will be able to supply this information in its next report together with indications of the remuneration of women in comparison with that of men in these jobs.

2. The Committee notes that, according to the Government, the principle of equal remuneration is applicable as regards the various bonuses and allowances and notes with interest that in the public service (section 6 of Decree No. 91/324 of 9 July 1991 to establish the conditions for the award and occupation of administrative housing) the housing allowance is paid to each spouse. As regards the private sector, the Committee hopes to receive in the near future the collective agreements concluded in enterprises undertaking public works, construction, agricultural and forestry activities and processing which, according to the report, will be transmitted later.

3. The Committee notes from the texts supplied by the Government that the tables of indices were established on 1 December 1982, and then on 1 November 1983 and 1 July 1983. The Committee requests the Government to supply with future reports wage scales for more recent years and statistics by sex and category.

4. The Committee would be grateful if the Government would supply recent information on labour inspection activities to supervise the application of the principle of equal wages for work of equal value (including the violations reported and the penalties imposed) and on court rulings in this field.

Direct Request (CEACR) - adopted 1990, published 77th ILC session (1990)

1. With reference to its previous comments, the Committee notes the Government's statement that the National Joint Board for Collective Agreements and Wages has taken into account work of a different nature but of equal value in the classification of jobs in all sectors, and that when establishing this classification the Board based itself broadly on the ILO International Standard Classification of Occupations. In this connection, the Committee refers to the explanations given in paragraphs 22 and 72 of its 1986 General Survey on Equal Remuneration, in which it indicates that in spite of the difficulties associated with a broader comparison of jobs, the fact that women workers are more heavily concentrated in certain jobs and in certain sectors of activity has to be taken into account so as to avoid or redress a biased evaluation of qualities traditionally considered as "peculiar to women". The Committee requests the Government to supply statistics on jobs in which there is a heavy concentration of women and on their remuneration in comparison with that of men.

2. The Committee notes the collective agreement for commerce and its appendix (the supplementary occupational classification for commerce signed on 3 May 1979), which was supplied with the report. It notes the provisions of Title V concerning wages and those of Title VI concerning bonuses, allowances and various benefits. In view of the fact that, according to the Convention, the term "remuneration" includes the ordinary, basic or minimum wage or salary and any additional emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by the employer to the worker and arising out of the worker's employment, the Committee requests the Government to indicate whether the principle of equal remuneration as provided for in the Convention is also applicable as regards the above bonuses and allowances. The Committee requests the Government to continue supplying collective agreements that have recently been concluded in branches other than commerce.

3. In its previous comments concerning the public sector, the Committee requested the Government to supply a copy of the Decree establishing for public servants the elements comprising remuneration, as provided in section 42 of Decree No. 74-138 of 18 February 1974, issuing the General Regulations of the Public Service, and a copy of the texts establishing the remuneration scheme and the tables of indices issued under section 44 of the above Regulations. The Committee requests the Government to supply copies of the above texts and tables of indices with its next report.