Equal Remuneration Convention, 1951 (No. 100) - Barbados (Ratification: 1974)

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

The Committee notes with deep concern that the Government’s report, due since 2018, has not been received. In light of its urgent appeal launched to the Government in 2021, the Committee proceeds with the examination of the application of the Convention on the basis of the information at its disposal.

Article 2(2)(b) of the Convention. Minimum wages. With reference to its previous comments, the Committee notes the adoption of the Minimum Wage (National and Sectoral Minimum Wage) Order, 2021, which sets new general minimum wage rates and minimum overtime rates at both the national level and at the sectoral level for security guards. The Committee notes that the national minimum hourly rate of pay is set at 8.5 Barbadian dollars (BBD) and BBD9.25 for security guards. The Committee recalls that in the case of minimum wage fixing at the sector level, special attention is needed in the design or adjustment of sectoral minimum wage schemes to ensure that the rates fixed are free from gender bias, and in particular that certain skills considered to be “female” are not undervalued (see 2012 General Survey on the fundamental Conventions, paragraph 683). While reiterating its concern at the absence of a Government report, the Committee takes due note of the Minimum Wage (National and Sectoral Minimum Wage) Order, 2021 and requests the Government to:

• (i)indicate how it is ensured that the minimum wage rates for specified groups of employees or sectors are fixed, based on objective criteria, free from gender bias, and that work in sectors with a high proportion of women, including domestic work, is not being undervalued in comparison with sectors in which men are predominantly employed; and
• (ii)provide copies of any new Minimum Wage Orders adopted for specific groups or sectors.Recalling that, in 2015, the number of women domestic workers was almost four times that of men, the Committee once again asks the Government to provide information on the steps taken to adjust the minimum wages of domestic workers taking into account the principle of the Convention so as to ensure that their work is not being undervalued and rates of remuneration are determined without discrimination based on sex.

Article 2(2)(c). Collective agreements. Recalling its previous comments, the Committee reiterates its request to the Government to: (i) take steps, in collaboration with employers’ and workers’ organizations, to systematically ensure that gender-neutral terminology is used in defining the various jobs and classifications in collective agreements, and that collective agreements promote the principle of equal remuneration for men and women for work of equal value, and (ii) provide information on progress made in this regard.

Article 3. Objective job evaluation. With reference to its previous comment, the Committee reiterates its request to the Government to provide information on:

• (i)measures taken to ensure that job evaluation methods used by the unionized and non-unionized companies, in both the public and private sectors, are free from gender bias, including with respect to the selection and weighing of factors for comparison; and
• (ii)any such objective job evaluation methods used by the Minimum Wages Board to design or adjust sectoral or occupational minimum wage schemes, including for domestic workers.

Statistics. The Committee has recalled on several occasions the importance of the regular collection of statistics, disaggregated by sex, in order to undertake an assessment of the nature, extent and evolution of the gender pay gap. It notes with regret that the Labour Force Survey 2021 still does not provide sex disaggregated data on the wage levels in the various sectors and occupations. The Committee therefore once again requests the Government to provide information, disaggregated by sex, on the wage levels in the various sectors and occupations.

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

The Committee notes with deep concern that the Government’s report, due since 2018, has not been received. In light of its urgent appeal launched to the Government in 2021, the Committee proceeds with the examination of the application of the Convention on the basis of the information at its disposal.

Articles 1(b) and 2(2)(a) of the Convention. Equal remuneration for work of equal value. Legislation. With reference to its previous comments, the Committee notes, from the Government’s 2019 report under the national-level review of implementation of the Beijing Declaration and Platform for Action, 1995 (Beijing+25 national report), that the National Gender Policy has not yet been adopted. The Employment (Prevention of Discrimination) Act having been adopted on 5 August 2020, the Committee notes with regret that it does not contain an equal pay provision. The Committee further notes that the Government, in its Beijing+25 national report, states that although there is no equal pay legislation it ensures that “equal pay for equal work” is guaranteed in the public service and that there is no disparity between the salaries paid to men and women doing the “same job”. The Committee recalls, once again, that the principle of the Convention not only guarantees equal remuneration for equal, the same or similar work, but also addresses situations where men and women perform different work that is nevertheless of equal value. In this regard, it refers the Government to its 2012 General Survey on fundamental Conventions, paragraphs 672–675. The Committee once again asks the Government to take the necessary measures to ensure that the principle of equal remuneration for men and women for work of equal value is fully reflected in the National Gender Policy, and to provide a copy of the policy once it is adopted. It also asks the Government to provide information on any measures taken or envisaged to capture the principle of equal pay for work of equal value in its legislation.

Gender pay gap and occupational segregation. The Committee notes from the statistics published by the Barbados Statistical Service (Labour Force Survey 2021) that of all women employed in 2021, 41.2 per cent earned less than 500 Barbadian dollars (BBD) per week compared with 36.2 per cent of men employed in that same year. The Committee notes that 31.2 per cent of women and 35 per cent of men earned between BBD500 and BBD999 per week, and that 17.4 per cent of women and 15.7 per cent of men earned BBD1,000 per week or more. The Committee once again notes, from the Labour Force Survey 2021, the persistent occupational gender segregation between men and women, with women mostly employed as service workers and clerks while men are mostly employed as craft and related workers or plant and machine operators. The Committee notes that, when looking at economic sectors, women workers continue to be highly represented in “Accommodation and Food Services”, “Finance and Insurance”, “Education” and “Human Health and Social Work” and men continue to largely predominate in the “Construction” and “Transportation and Storage” sectors. The Committee also notes, from the concluding observations of the United Nations Committee on the Elimination of Discrimination against Women (CEDAW), the disproportionately high unemployment rate among women and the persistently wide and increasing gender pay gap in all sectors, continued occupational segregation in the labour market and the concentration of women in low-wage jobs in the formal and informal sectors (CEDAW/C/BRB/CO/5–8, 24 July 2017, paragraph 33). The Committee further refers to its comments under the Discrimination (Employment and Occupation) Convention, 1958 (No. 111). The Committee once again asks the Government to take measures to reduce the pay gap between men and women and to increase the employment of women in jobs with career opportunities and higher pay. The Committee once again recalls that wage inequalities may arise due to the segregation of men and women into certain sectors and occupations, and therefore again asks the Government to provide information on the results achieved under the National Gender Policy, once adopted, to address occupational gender segregation and to increase the employment of women and men in sectors and occupations in which they are under-represented.

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

Direct Request (CEACR) - adopted 2021, published 110th ILC session (2022)

The Committee notes with deep concern that the Government’s report has not been received. It expects that the next report will contain full information on the matters raised in its previous comments. The Committee informs the Government that, if it has not supplied replies to the points raised by 1 September 2022, then it may proceed with the examination of the application of the Convention on the basis of the information at its disposal at its next session.

Repetition

Article 2 of the Convention. Minimum wages. The Committee recalls its previous comments in which it noted that the minimum wages for domestic workers had not increased for more than 20 years. The Committee notes from the latest Labour Force Survey data published by the Barbados Statistical Service that in 2015 the number of women domestic workers was almost four times the number of men employed in domestic work. The Committee welcomes the adoption of the Minimum Wage Act 2017 which establishes a Minimum Wage Board to advise the Minister on matters relating to the fixing of a minimum wages (section 3(1)), and which provides for the adoption of Minimum Wage Orders prescribing a national minimum wage or a minimum wage in respect of employees in a specified group or sector, or minimum terms and conditions of service (section 6(1)(a) and (b)). The Government indicates in its report that minimum wage fixing for employees in a specified group or sector will cover minimum wages of domestic workers. The Committee recalls that in the case of minimum wage fixing at the sector level, special attention is needed in the design or adjustment of sectoral minimum wage schemes to ensure that the rates fixed are free from gender bias, and in particular that certain skills considered to be “female” are not undervalued (see General Survey of 2012 on the fundamental Conventions, paragraph 683). The Committee requests the Government to: (i) indicate the measures adopted by the Minimum Wages Board to ensure minimum wage rates for specified groups of employees or sectors are fixed, based on objective criteria, free from gender bias, and that work in sectors with a high proportion of women, including domestic work, is not being undervalued in comparison with sectors in which men are predominantly employed; and (ii) provide copies of any Minimum Wage Orders adopted for specified groups or sectors. The Committee asks the Government to provide information on the steps taken to adjust the minimum wages of domestic workers taking into account the principle of the Convention so as to ensure that their work is not being undervalued and rates of remuneration are determined without discrimination based on sex.

Article 2. Collective agreements. In its previous comments, the Committee noted that sex-specific terminology was used in wage classifications in some collective agreements, reinforcing stereotypes regarding whether certain jobs should be carried out by men or women, and thus increasing the likelihood of wage inequality. The Committee notes that sex-specific terminology was not used in the wage classifications of sample collective agreements submitted by the Government, but notes that the Government does not provide information on measures taken to ensure that such gender-neutral terminology is used in all collective agreements. The Committee therefore reiterates its request to the Government to take steps, in collaboration with employers’ and workers’ organizations, to systematically ensure that gender-neutral terminology is used in defining the various jobs and classifications in collective agreements, and that collective agreements promote the principle of equal remuneration for men and women for work of equal value, and to provide information on progress made in this regard.

Article 3. Objective job evaluation. The Committee notes that the Government describes in general terms two job evaluation methods used by unionized companies, which are the Hay Guide Chart/Profile and the Factor methods. In this regard, the Committee recalls that when using such methods, particular care must be taken to ensure that job evaluations are free from gender bias, and that the selection of factors for comparison, the weighing of such factors, and the actual comparison carried out are not discriminatory, either directly or indirectly. It also stresses that the determination of criteria for job evaluations and their weighting are matters on which cooperation between employers and workers is particularly important (see General Survey of 2012 on the fundamental Conventions, paragraphs 701, 705 and 706). Recalling the Government’s previous indication that objective job evaluations are undertaken in non-unionized companies as well as unionized companies, the Committee asks the Government to provide information on measures taken to ensure that job evaluation methods used by these companies, in both the public and private sectors, are free from gender bias, including with respect to the selection and weighing of factors for comparison. The Committee also asks the Government to provide information on any such objective job evaluation methods used by the Minimum Wages Board to design or adjust sectoral or occupational minimum wage schemes, including for domestic workers.

Statistics. The Committee notes that the National Employment Policy recognizes the importance of identifying gender gaps in both the public and private sectors and the need to collect, analyse and disseminate gender-specific information to determine the evolution of gender gaps in the labour market. Recalling the importance of the regular collection of statistics in order to undertake an assessment of the nature, extent and evolution of the gender pay gap, the Committee asks the Government to provide information, disaggregated by sex, on the wage levels in the various sectors and occupations.

Observation (CEACR) - adopted 2021, published 110th ILC session (2022)

The Committee notes with deep concern that the Government’s report has not been received. It is therefore bound to repeat its previous comments. The Committee informs the Government that, if it has not supplied replies to the points raised by 1 September 2022, then it may proceed with the examination of the application of the Convention on the basis of the information at its disposal at its next session.

Repetition

Articles 1 and 2 of the Convention. Equal remuneration for work of equal value. Legislation. In previous comments, the Committee noted the absence of a legislative framework supporting the right to equal remuneration for men and women for work of equal value. Having noted also that the existing mechanisms for collective bargaining and wage councils for wage determination did not seem to promote and ensure effectively this right, the Committee requested the Government to take measures to give full legislative expression to the principle of equal remuneration for men and women for work of equal value. The Committee notes from the Government’s report on Discrimination (Employment and Occupation) Convention, 1958 (No. 111) that the draft National Gender Policy, which includes a section on employment, is currently being reviewed by the relevant ministries but that the Employment (Prevention of Discrimination) Bill is yet to be adopted. The Committee once again recalls the particular importance of capturing in legislation the concept of “work of equal value” in order to address the segregation of men and women in certain sectors and occupations due to gender stereotypes. In light of the ongoing legislative and policy developments on gender equality and non-discrimination, the Committee asks the Government to take the necessary measures to ensure that the principle of equal remuneration for men and women for work of equal value will be fully reflected in the National Gender Policy and in the Employment (Prevention of Discrimination) Bill, and to provide a copy of the policy and the new legislation, once adopted.

Gender earnings gap and occupational segregation. The Committee notes from the statistics published by the Barbados Statistical Service (Labour Force Survey) that of all women employed in 2015, 52.4 per cent earned less than 500 Barbadian dollars (BBD) per week compared to 41.8 per cent of all men employed in that same year. Among those earning between BBD500 and BBD999 per week, men represented almost 56 per cent and women only 44 per cent. Among those earning between BBD1,000 and BBD1,300, women represented 46.6 per cent and men 53.1 per cent. Men also account for a little more than half of the workers (52.5 per cent) in the highest earnings group (over BBD1,300). The Committee further notes from the Labour Force Survey data for 2015 the persistent occupational gender segregation of the economy with women mostly employed as service workers and clerks while men are mostly employed as craft and related workers or plant and machine operators. When looking at economic sectors, women workers are highly represented in “Accommodation and Food Services”, and their numbers sometimes more than doubles or triples the number of male workers in “Finance and Insurance”, “Education” and “Human Health and Social Work”. Women are also over-represented among household employees. In contrast, men largely predominate in the “Construction” and “Transportation and Storage” sectors. The Committee further refers to its comments on Convention No. 111. The Committee asks the Government to take measures to reduce the earnings gap between men and women and to increase the employment of women in jobs with career opportunities and higher pay. Recalling that wage inequalities may arise due to the segregation of men and women into certain sectors and occupations, the Committee also asks the Government to provide information on the results achieved under the National Employment Policy and the National Gender Policy, once adopted, to address occupational gender segregation and to increase the employment of women and men in sectors and occupations in which they are under-represented.

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

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

Direct Request (CEACR) - adopted 2020, published 109th ILC session (2021)

The Committee notes with concern that the Government’s report has not been received. It hopes that the next report will contain full information on the matters raised in its previous comments.

Repetition

Article 2 of the Convention. Minimum wages. The Committee recalls its previous comments in which it noted that the minimum wages for domestic workers had not increased for more than 20 years. The Committee notes from the latest Labour Force Survey data published by the Barbados Statistical Service that in 2015 the number of women domestic workers was almost four times the number of men employed in domestic work. The Committee welcomes the adoption of the Minimum Wage Act 2017 which establishes a Minimum Wage Board to advise the Minister on matters relating to the fixing of a minimum wages (section 3(1)), and which provides for the adoption of Minimum Wage Orders prescribing a national minimum wage or a minimum wage in respect of employees in a specified group or sector, or minimum terms and conditions of service (section 6(1)(a) and (b)). The Government indicates in its report that minimum wage fixing for employees in a specified group or sector will cover minimum wages of domestic workers. The Committee recalls that in the case of minimum wage fixing at the sector level, special attention is needed in the design or adjustment of sectoral minimum wage schemes to ensure that the rates fixed are free from gender bias, and in particular that certain skills considered to be “female” are not undervalued (see General Survey of 2012 on the fundamental Conventions, paragraph 683). The Committee requests the Government to: (i) indicate the measures adopted by the Minimum Wages Board to ensure minimum wage rates for specified groups of employees or sectors are fixed, based on objective criteria, free from gender bias, and that work in sectors with a high proportion of women, including domestic work, is not being undervalued in comparison with sectors in which men are predominantly employed; and (ii) provide copies of any Minimum Wage Orders adopted for specified groups or sectors. The Committee asks the Government to provide information on the steps taken to adjust the minimum wages of domestic workers taking into account the principle of the Convention so as to ensure that their work is not being undervalued and rates of remuneration are determined without discrimination based on sex.

Article 2. Collective agreements. In its previous comments, the Committee noted that sex-specific terminology was used in wage classifications in some collective agreements, reinforcing stereotypes regarding whether certain jobs should be carried out by men or women, and thus increasing the likelihood of wage inequality. The Committee notes that sex-specific terminology was not used in the wage classifications of sample collective agreements submitted by the Government, but notes that the Government does not provide information on measures taken to ensure that such gender-neutral terminology is used in all collective agreements. The Committee therefore reiterates its request to the Government to take steps, in collaboration with employers’ and workers’ organizations, to systematically ensure that gender-neutral terminology is used in defining the various jobs and classifications in collective agreements, and that collective agreements promote the principle of equal remuneration for men and women for work of equal value, and to provide information on progress made in this regard.

Article 3. Objective job evaluation. The Committee notes that the Government describes in general terms two job evaluation methods used by unionized companies, which are the Hay Guide Chart/Profile and the Factor methods. In this regard, the Committee recalls that when using such methods, particular care must be taken to ensure that job evaluations are free from gender bias, and that the selection of factors for comparison, the weighing of such factors, and the actual comparison carried out are not discriminatory, either directly or indirectly. It also stresses that the determination of criteria for job evaluations and their weighting are matters on which cooperation between employers and workers is particularly important (see General Survey of 2012 on the fundamental Conventions, paragraphs 701, 705 and 706). Recalling the Government’s previous indication that objective job evaluations are undertaken in non-unionized companies as well as unionized companies, the Committee asks the Government to provide information on measures taken to ensure that job evaluation methods used by these companies, in both the public and private sectors, are free from gender bias, including with respect to the selection and weighing of factors for comparison. The Committee also asks the Government to provide information on any such objective job evaluation methods used by the Minimum Wages Board to design or adjust sectoral or occupational minimum wage schemes, including for domestic workers.

Statistics. The Committee notes that the National Employment Policy recognizes the importance of identifying gender gaps in both the public and private sectors and the need to collect, analyse and disseminate gender-specific information to determine the evolution of gender gaps in the labour market. Recalling the importance of the regular collection of statistics in order to undertake an assessment of the nature, extent and evolution of the gender pay gap, the Committee asks the Government to provide information, disaggregated by sex, on the wage levels in the various sectors and occupations.

Observation (CEACR) - adopted 2020, published 109th ILC session (2021)

The Committee notes with concern that the Government’s report has not been received. It is therefore bound to repeat its previous comments.

Repetition

Articles 1 and 2 of the Convention. Equal remuneration for work of equal value. Legislation. In previous comments, the Committee noted the absence of a legislative framework supporting the right to equal remuneration for men and women for work of equal value. Having noted also that the existing mechanisms for collective bargaining and wage councils for wage determination did not seem to promote and ensure effectively this right, the Committee requested the Government to take measures to give full legislative expression to the principle of equal remuneration for men and women for work of equal value. The Committee notes from the Government’s report on Discrimination (Employment and Occupation) Convention, 1958 (No. 111) that the draft National Gender Policy, which includes a section on employment, is currently being reviewed by the relevant ministries but that the Employment (Prevention of Discrimination) Bill is yet to be adopted. The Committee once again recalls the particular importance of capturing in legislation the concept of “work of equal value” in order to address the segregation of men and women in certain sectors and occupations due to gender stereotypes. In light of the ongoing legislative and policy developments on gender equality and non-discrimination, the Committee asks the Government to take the necessary measures to ensure that the principle of equal remuneration for men and women for work of equal value will be fully reflected in the National Gender Policy and in the Employment (Prevention of Discrimination) Bill, and to provide a copy of the policy and the new legislation, once adopted.

Gender earnings gap and occupational segregation. The Committee notes from the statistics published by the Barbados Statistical Service (Labour Force Survey) that of all women employed in 2015, 52.4 per cent earned less than 500 Barbadian dollars (BBD) per week compared to 41.8 per cent of all men employed in that same year. Among those earning between BBD500 and BBD999 per week, men represented almost 56 per cent and women only 44 per cent. Among those earning between BBD1,000 and BBD1,300, women represented 46.6 per cent and men 53.1 per cent. Men also account for a little more than half of the workers (52.5 per cent) in the highest earnings group (over BBD1,300). The Committee further notes from the Labour Force Survey data for 2015 the persistent occupational gender segregation of the economy with women mostly employed as service workers and clerks while men are mostly employed as craft and related workers or plant and machine operators. When looking at economic sectors, women workers are highly represented in “Accommodation and Food Services”, and their numbers sometimes more than doubles or triples the number of male workers in “Finance and Insurance”, “Education” and “Human Health and Social Work”. Women are also over-represented among household employees. In contrast, men largely predominate in the “Construction” and “Transportation and Storage” sectors. The Committee further refers to its comments on Convention No. 111. The Committee asks the Government to take measures to reduce the earnings gap between men and women and to increase the employment of women in jobs with career opportunities and higher pay. Recalling that wage inequalities may arise due to the segregation of men and women into certain sectors and occupations, the Committee also asks the Government to provide information on the results achieved under the National Employment Policy and the National Gender Policy, once adopted, to address occupational gender segregation and to increase the employment of women and men in sectors and occupations in which they are under-represented.

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

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

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

The Committee notes with concern that the Government’s report has not been received. It expects that the next report will contain full information on the matters raised in its previous comments.

Repetition

Article 2 of the Convention. Minimum wages. The Committee recalls its previous comments in which it noted that the minimum wages for domestic workers had not increased for more than 20 years. The Committee notes from the latest Labour Force Survey data published by the Barbados Statistical Service that in 2015 the number of women domestic workers was almost four times the number of men employed in domestic work. The Committee welcomes the adoption of the Minimum Wage Act 2017 which establishes a Minimum Wage Board to advise the Minister on matters relating to the fixing of a minimum wages (section 3(1)), and which provides for the adoption of Minimum Wage Orders prescribing a national minimum wage or a minimum wage in respect of employees in a specified group or sector, or minimum terms and conditions of service (section 6(1)(a) and (b)). The Government indicates in its report that minimum wage fixing for employees in a specified group or sector will cover minimum wages of domestic workers. The Committee recalls that in the case of minimum wage fixing at the sector level, special attention is needed in the design or adjustment of sectoral minimum wage schemes to ensure that the rates fixed are free from gender bias, and in particular that certain skills considered to be “female” are not undervalued (see General Survey of 2012 on the fundamental Conventions, paragraph 683). The Committee requests the Government to: (i) indicate the measures adopted by the Minimum Wages Board to ensure minimum wage rates for specified groups of employees or sectors are fixed, based on objective criteria, free from gender bias, and that work in sectors with a high proportion of women, including domestic work, is not being undervalued in comparison with sectors in which men are predominantly employed; and (ii) provide copies of any Minimum Wage Orders adopted for specified groups or sectors. The Committee asks the Government to provide information on the steps taken to adjust the minimum wages of domestic workers taking into account the principle of the Convention so as to ensure that their work is not being undervalued and rates of remuneration are determined without discrimination based on sex.

Article 2. Collective agreements. In its previous comments, the Committee noted that sex-specific terminology was used in wage classifications in some collective agreements, reinforcing stereotypes regarding whether certain jobs should be carried out by men or women, and thus increasing the likelihood of wage inequality. The Committee notes that sex-specific terminology was not used in the wage classifications of sample collective agreements submitted by the Government, but notes that the Government does not provide information on measures taken to ensure that such gender-neutral terminology is used in all collective agreements. The Committee therefore reiterates its request to the Government to take steps, in collaboration with employers’ and workers’ organizations, to systematically ensure that gender-neutral terminology is used in defining the various jobs and classifications in collective agreements, and that collective agreements promote the principle of equal remuneration for men and women for work of equal value, and to provide information on progress made in this regard.

Article 3. Objective job evaluation. The Committee notes that the Government describes in general terms two job evaluation methods used by unionized companies, which are the Hay Guide Chart/Profile and the Factor methods. In this regard, the Committee recalls that when using such methods, particular care must be taken to ensure that job evaluations are free from gender bias, and that the selection of factors for comparison, the weighing of such factors, and the actual comparison carried out are not discriminatory, either directly or indirectly. It also stresses that the determination of criteria for job evaluations and their weighting are matters on which cooperation between employers and workers is particularly important (see General Survey of 2012 on the fundamental Conventions, paragraphs 701, 705 and 706). Recalling the Government’s previous indication that objective job evaluations are undertaken in non-unionized companies as well as unionized companies, the Committee asks the Government to provide information on measures taken to ensure that job evaluation methods used by these companies, in both the public and private sectors, are free from gender bias, including with respect to the selection and weighing of factors for comparison. The Committee also asks the Government to provide information on any such objective job evaluation methods used by the Minimum Wages Board to design or adjust sectoral or occupational minimum wage schemes, including for domestic workers.

Statistics. The Committee notes that the National Employment Policy recognizes the importance of identifying gender gaps in both the public and private sectors and the need to collect, analyse and disseminate gender-specific information to determine the evolution of gender gaps in the labour market. Recalling the importance of the regular collection of statistics in order to undertake an assessment of the nature, extent and evolution of the gender pay gap, the Committee asks the Government to provide information, disaggregated by sex, on the wage levels in the various sectors and occupations.

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

The Committee notes with concern that the Government’s report has not been received. It is therefore bound to repeat its previous comments.

Repetition

Articles 1 and 2 of the Convention. Equal remuneration for work of equal value. Legislation. In previous comments, the Committee noted the absence of a legislative framework supporting the right to equal remuneration for men and women for work of equal value. Having noted also that the existing mechanisms for collective bargaining and wage councils for wage determination did not seem to promote and ensure effectively this right, the Committee requested the Government to take measures to give full legislative expression to the principle of equal remuneration for men and women for work of equal value. The Committee notes from the Government’s report on Discrimination (Employment and Occupation) Convention, 1958 (No. 111) that the draft National Gender Policy, which includes a section on employment, is currently being reviewed by the relevant ministries but that the Employment (Prevention of Discrimination) Bill is yet to be adopted. The Committee once again recalls the particular importance of capturing in legislation the concept of “work of equal value” in order to address the segregation of men and women in certain sectors and occupations due to gender stereotypes. In light of the ongoing legislative and policy developments on gender equality and non-discrimination, the Committee asks the Government to take the necessary measures to ensure that the principle of equal remuneration for men and women for work of equal value will be fully reflected in the National Gender Policy and in the Employment (Prevention of Discrimination) Bill, and to provide a copy of the policy and the new legislation, once adopted.

Gender earnings gap and occupational segregation. The Committee notes from the statistics published by the Barbados Statistical Service (Labour Force Survey) that of all women employed in 2015, 52.4 per cent earned less than 500 Barbadian dollars (BBD) per week compared to 41.8 per cent of all men employed in that same year. Among those earning between BBD500 and BBD999 per week, men represented almost 56 per cent and women only 44 per cent. Among those earning between BBD1,000 and BBD1,300, women represented 46.6 per cent and men 53.1 per cent. Men also account for a little more than half of the workers (52.5 per cent) in the highest earnings group (over BBD1,300). The Committee further notes from the Labour Force Survey data for 2015 the persistent occupational gender segregation of the economy with women mostly employed as service workers and clerks while men are mostly employed as craft and related workers or plant and machine operators. When looking at economic sectors, women workers are highly represented in “Accommodation and Food Services”, and their numbers sometimes more than doubles or triples the number of male workers in “Finance and Insurance”, “Education” and “Human Health and Social Work”. Women are also over-represented among household employees. In contrast, men largely predominate in the “Construction” and “Transportation and Storage” sectors. The Committee further refers to its comments on Convention No. 111. The Committee asks the Government to take measures to reduce the earnings gap between men and women and to increase the employment of women in jobs with career opportunities and higher pay. Recalling that wage inequalities may arise due to the segregation of men and women into certain sectors and occupations, the Committee also asks the Government to provide information on the results achieved under the National Employment Policy and the National Gender Policy, once adopted, to address occupational gender segregation and to increase the employment of women and men in sectors and occupations in which they are under-represented.

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

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

Direct Request (CEACR) - adopted 2018, published 108th ILC session (2019)

The Committee notes that the Government’s report has not been received. It hopes that the next report will contain full information on the matters raised in its previous comments initially made in 2017.

Repetition

Article 2 of the Convention. Minimum wages. The Committee recalls its previous comments in which it noted that the minimum wages for domestic workers had not increased for more than 20 years. The Committee notes from the latest Labour Force Survey data published by the Barbados Statistical Service that in 2015 the number of women domestic workers was almost four times the number of men employed in domestic work. The Committee welcomes the adoption of the Minimum Wage Act 2017 which establishes a Minimum Wage Board to advise the Minister on matters relating to the fixing of a minimum wages (section 3(1)), and which provides for the adoption of Minimum Wage Orders prescribing a national minimum wage or a minimum wage in respect of employees in a specified group or sector, or minimum terms and conditions of service (section 6(1)(a) and (b)). The Government indicates in its report that minimum wage fixing for employees in a specified group or sector will cover minimum wages of domestic workers. The Committee recalls that in the case of minimum wage fixing at the sector level, special attention is needed in the design or adjustment of sectoral minimum wage schemes to ensure that the rates fixed are free from gender bias, and in particular that certain skills considered to be “female” are not undervalued (see General Survey of 2012 on the fundamental Conventions, paragraph 683). The Committee requests the Government to: (i) indicate the measures adopted by the Minimum Wages Board to ensure minimum wage rates for specified groups of employees or sectors are fixed, based on objective criteria, free from gender bias, and that work in sectors with a high proportion of women, including domestic work, is not being undervalued in comparison with sectors in which men are predominantly employed; and (ii) provide copies of any Minimum Wage Orders adopted for specified groups or sectors. The Committee asks the Government to provide information on the steps taken to adjust the minimum wages of domestic workers taking into account the principle of the Convention so as to ensure that their work is not being undervalued and rates of remuneration are determined without discrimination based on sex.

Article 2. Collective agreements. In its previous comments, the Committee noted that sex-specific terminology was used in wage classifications in some collective agreements, reinforcing stereotypes regarding whether certain jobs should be carried out by men or women, and thus increasing the likelihood of wage inequality. The Committee notes that sex-specific terminology was not used in the wage classifications of sample collective agreements submitted by the Government, but notes that the Government does not provide information on measures taken to ensure that such gender-neutral terminology is used in all collective agreements. The Committee therefore reiterates its request to the Government to take steps, in collaboration with employers’ and workers’ organizations, to systematically ensure that gender-neutral terminology is used in defining the various jobs and classifications in collective agreements, and that collective agreements promote the principle of equal remuneration for men and women for work of equal value, and to provide information on progress made in this regard.

Article 3. Objective job evaluation. The Committee notes that the Government describes in general terms two job evaluation methods used by unionized companies, which are the Hay Guide Chart/Profile and the Factor methods. In this regard, the Committee recalls that when using such methods, particular care must be taken to ensure that job evaluations are free from gender bias, and that the selection of factors for comparison, the weighing of such factors, and the actual comparison carried out are not discriminatory, either directly or indirectly. It also stresses that the determination of criteria for job evaluations and their weighting are matters on which cooperation between employers and workers is particularly important (see General Survey of 2012 on the fundamental Conventions, paragraphs 701, 705 and 706). Recalling the Government’s previous indication that objective job evaluations are undertaken in non-unionized companies as well as unionized companies, the Committee asks the Government to provide information on measures taken to ensure that job evaluation methods used by these companies, in both the public and private sectors, are free from gender bias, including with respect to the selection and weighing of factors for comparison. The Committee also asks the Government to provide information on any such objective job evaluation methods used by the Minimum Wages Board to design or adjust sectoral or occupational minimum wage schemes, including for domestic workers.

Statistics. The Committee notes that the National Employment Policy recognizes the importance of identifying gender gaps in both the public and private sectors and the need to collect, analyse and disseminate gender-specific information to determine the evolution of gender gaps in the labour market. Recalling the importance of the regular collection of statistics in order to undertake an assessment of the nature, extent and evolution of the gender pay gap, the Committee asks the Government to provide information, disaggregated by sex, on the wage levels in the various sectors and occupations.

Observation (CEACR) - adopted 2018, published 108th ILC session (2019)

The Committee notes that the Government’s report has not been received. It is therefore bound to repeat its previous comments initially made in 2017.

Repetition

Articles 1 and 2 of the Convention. Equal remuneration for work of equal value. Legislation. In previous comments, the Committee noted the absence of a legislative framework supporting the right to equal remuneration for men and women for work of equal value. Having noted also that the existing mechanisms for collective bargaining and wage councils for wage determination did not seem to promote and ensure effectively this right, the Committee requested the Government to take measures to give full legislative expression to the principle of equal remuneration for men and women for work of equal value. The Committee notes from the Government’s report on Discrimination (Employment and Occupation) Convention, 1958 (No. 111) that the draft National Gender Policy, which includes a section on employment, is currently being reviewed by the relevant ministries but that the Employment (Prevention of Discrimination) Bill is yet to be adopted. The Committee once again recalls the particular importance of capturing in legislation the concept of “work of equal value” in order to address the segregation of men and women in certain sectors and occupations due to gender stereotypes. In light of the ongoing legislative and policy developments on gender equality and non-discrimination, the Committee asks the Government to take the necessary measures to ensure that the principle of equal remuneration for men and women for work of equal value will be fully reflected in the National Gender Policy and in the Employment (Prevention of Discrimination) Bill, and to provide a copy of the policy and the new legislation, once adopted.

Gender earnings gap and occupational segregation. The Committee notes from the statistics published by the Barbados Statistical Service (Labour Force Survey) that of all women employed in 2015, 52.4 per cent earned less than 500 Barbadian dollars (BBD) per week compared to 41.8 per cent of all men employed in that same year. Among those earning between BBD500 and BBD999 per week, men represented almost 56 per cent and women only 44 per cent. Among those earning between BBD1,000 and BBD1,300, women represented 46.6 per cent and men 53.1 per cent. Men also account for a little more than half of the workers (52.5 per cent) in the highest earnings group (over BBD1,300). The Committee further notes from the Labour Force Survey data for 2015 the persistent occupational gender segregation of the economy with women mostly employed as service workers and clerks while men are mostly employed as craft and related workers or plant and machine operators. When looking at economic sectors, women workers are highly represented in “Accommodation and Food Services”, and their numbers sometimes more than doubles or triples the number of male workers in “Finance and Insurance”, “Education” and “Human Health and Social Work”. Women are also over-represented among household employees. In contrast, men largely predominate in the “Construction” and “Transportation and Storage” sectors. The Committee further refers to its comments on Convention No. 111. The Committee asks the Government to take measures to reduce the earnings gap between men and women and to increase the employment of women in jobs with career opportunities and higher pay. Recalling that wage inequalities may arise due to the segregation of men and women into certain sectors and occupations, the Committee also asks the Government to provide information on the results achieved under the National Employment Policy and the National Gender Policy, once adopted, to address occupational gender segregation and to increase the employment of women and men in sectors and occupations in which they are under-represented.

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

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

Direct Request (CEACR) - adopted 2017, published 107th ILC session (2018)

Article 2 of the Convention. Minimum wages. The Committee recalls its previous comments in which it noted that the minimum wages for domestic workers had not increased for more than 20 years. The Committee notes from the latest Labour Force Survey data published by the Barbados Statistical Service that in 2015 the number of women domestic workers was almost four times the number of men employed in domestic work. The Committee welcomes the adoption of the Minimum Wage Act 2017 which establishes a Minimum Wage Board to advise the Minister on matters relating to the fixing of a minimum wages (section 3(1)), and which provides for the adoption of Minimum Wage Orders prescribing a national minimum wage or a minimum wage in respect of employees in a specified group or sector, or minimum terms and conditions of service (section 6(1)(a) and (b)). The Government indicates in its report that minimum wage fixing for employees in a specified group or sector will cover minimum wages of domestic workers. The Committee recalls that in the case of minimum wage fixing at the sector level, special attention is needed in the design or adjustment of sectoral minimum wage schemes to ensure that the rates fixed are free from gender bias, and in particular that certain skills considered to be “female” are not undervalued (see General Survey of 2012 on the fundamental Conventions, paragraph 683). The Committee requests the Government to: (i) indicate the measures adopted by the Minimum Wages Board to ensure minimum wage rates for specified groups of employees or sectors are fixed, based on objective criteria, free from gender bias, and that work in sectors with a high proportion of women, including domestic work, is not being undervalued in comparison with sectors in which men are predominantly employed; and (ii) provide copies of any Minimum Wage Orders adopted for specified groups or sectors. The Committee asks the Government to provide information on the steps taken to adjust the minimum wages of domestic workers taking into account the principle of the Convention so as to ensure that their work is not being undervalued and rates of remuneration are determined without discrimination based on sex.

Article 2. Collective agreements. In its previous comments, the Committee noted that sex-specific terminology was used in wage classifications in some collective agreements, reinforcing stereotypes regarding whether certain jobs should be carried out by men or women, and thus increasing the likelihood of wage inequality. The Committee notes that sex-specific terminology was not used in the wage classifications of sample collective agreements submitted by the Government, but notes that the Government does not provide information on measures taken to ensure that such gender-neutral terminology is used in all collective agreements. The Committee therefore reiterates its request to the Government to take steps, in collaboration with employers’ and workers’ organizations, to systematically ensure that gender-neutral terminology is used in defining the various jobs and classifications in collective agreements, and that collective agreements promote the principle of equal remuneration for men and women for work of equal value, and to provide information on progress made in this regard.

Article 3. Objective job evaluation. The Committee notes that the Government describes in general terms two job evaluation methods used by unionized companies, which are the Hay Guide Chart/Profile and the Factor methods. In this regard, the Committee recalls that when using such methods, particular care must be taken to ensure that job evaluations are free from gender bias, and that the selection of factors for comparison, the weighing of such factors, and the actual comparison carried out are not discriminatory, either directly or indirectly. It also stresses that the determination of criteria for job evaluations and their weighting are matters on which cooperation between employers and workers is particularly important (see General Survey of 2012 on the fundamental Conventions, paragraphs 701, 705 and 706). Recalling the Government’s previous indication that objective job evaluations are undertaken in non-unionized companies as well as unionized companies, the Committee asks the Government to provide information on measures taken to ensure that job evaluation methods used by these companies, in both the public and private sectors, are free from gender bias, including with respect to the selection and weighing of factors for comparison. The Committee also asks the Government to provide information on any such objective job evaluation methods used by the Minimum Wages Board to design or adjust sectoral or occupational minimum wage schemes, including for domestic workers.

Statistics. The Committee notes that the National Employment Policy recognizes the importance of identifying gender gaps in both the public and private sectors and the need to collect, analyse and disseminate gender-specific information to determine the evolution of gender gaps in the labour market. Recalling the importance of the regular collection of statistics in order to undertake an assessment of the nature, extent and evolution of the gender pay gap, the Committee asks the Government to provide information, disaggregated by sex, on the wage levels in the various sectors and occupations.

Observation (CEACR) - adopted 2017, published 107th ILC session (2018)

Articles 1 and 2 of the Convention. Equal remuneration for work of equal value. Legislation. In previous comments, the Committee noted the absence of a legislative framework supporting the right to equal remuneration for men and women for work of equal value. Having noted also that the existing mechanisms for collective bargaining and wage councils for wage determination did not seem to promote and ensure effectively this right, the Committee requested the Government to take measures to give full legislative expression to the principle of equal remuneration for men and women for work of equal value. The Committee notes from the Government’s report on Discrimination (Employment and Occupation) Convention, 1958 (No. 111) that the draft National Gender Policy, which includes a section on employment, is currently being reviewed by the relevant ministries but that the Employment (Prevention of Discrimination) Bill is yet to be adopted. The Committee once again recalls the particular importance of capturing in legislation the concept of “work of equal value” in order to address the segregation of men and women in certain sectors and occupations due to gender stereotypes. In light of the ongoing legislative and policy developments on gender equality and non-discrimination, the Committee asks the Government to take the necessary measures to ensure that the principle of equal remuneration for men and women for work of equal value will be fully reflected in the National Gender Policy and in the Employment (Prevention of Discrimination) Bill, and to provide a copy of the policy and the new legislation, once adopted.

Gender earnings gap and occupational segregation. The Committee notes from the statistics published by the Barbados Statistical Service (Labour Force Survey) that of all women employed in 2015, 52.4 per cent earned less than 500 Barbadian dollars (BBD) per week compared to 41.8 per cent of all men employed in that same year. Among those earning between BBD500 and BBD999 per week, men represented almost 56 per cent and women only 44 per cent. Among those earning between BBD1000 to BBD1,300 women represented 46.6 per cent and men 53.1 per cent. Men also account for a little more than half of the workers (52.5 per cent) in the highest earnings group (over BBD1,300). The Committee further notes from the Labour Force Survey data for 2015 the persistent occupational gender segregation of the economy with women mostly employed as service workers and clerks while men are mostly employed as craft and related workers or plant and machine operators. When looking at economic sectors, women workers are highly represented in “Accommodation and Food Services”, and their numbers sometimes more than doubles or triples the number of male workers in “Finance and Insurance”, “Education” and “Human Health and Social Work”. Women are also over-represented among household employees. In contrast, men largely predominate in the “Construction” and “Transportation and Storage” sectors. The Committee further refers to its comments on Convention No. 111. The Committee asks the Government to take measures to reduce the earnings gap between men and women and to increase the employment of women in jobs with career opportunities and higher pay. Recalling that wage inequalities may arise due to the segregation of men and women into certain sectors and occupations, the Committee also asks the Government to provide information on the results achieved under the National Employment Policy and the National Gender Policy, once adopted, to address occupational gender segregation and to increase the employment of women and men in sectors and occupations in which they are under-represented.

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

Direct Request (CEACR) - adopted 2015, published 105th ILC session (2016)

The Committee notes that the Government’s report has not been received. It hopes that the next report will contain full information on the matters raised in its previous comments.

Repetition

Legislative framework. The Committee notes that there is no legislative framework supporting the right to equal remuneration for men and women for work of equal value. While the Government in its reports has pointed to collective bargaining and the wages councils for determining wages, there is no indication that these mechanisms are effectively promoting and ensuring equal remuneration for men and women for work of equal value. Noting the Government’s repeated indications that there have been no cases relating to the principle of the Convention, the Committee considers that this is likely due to the absence of a clear legal framework providing the right to equal remuneration for men and women for work of equal value. The Committee recalls that the concept of “work of equal value” is particularly important to capture in legislation in order to address occupational gender segregation, which is a feature of the labour market of Barbados. The Committee also notes from the Government’s reports under the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), that legislation on non discrimination is currently being drafted and that a national gender policy was being drafted through an inclusive consultative approach. In the context of the current legislative drafting process, the Committee asks the Government to take the opportunity to give full legislative expression to the principle of equal remuneration for men and women for work of equal value, and to provide information in this regard. Recalling the significant occupational gender segregation, the Committee also asks the Government to provide information on the concrete measures taken, including in the context of the national gender policy, to increase women’s access to a wider range of jobs, including those with career prospects and higher pay.

Wage determination. Minimum wages. The Committee notes the information provided by the Government regarding the increase in the general and overtime minimum wage rates for shop assistants. The Committee recalls that the categories of workers covered by the minimum wage setting process has been limited to shop assistants (under the Shops Act) and domestic workers (under the Domestic Employees Act), and that the minimum wages for domestic workers have not increased for over 20 years. The Committee notes that the Barbados Workers’ Union (BWU) has been calling for some time for a national minimum wage or sectoral minimum wages. The Committee recalls that as women predominate in low wage employment, and a uniform minimum wage system helps to raise the earnings of the lowest paid, it can have an influence on reducing the gender pay gap. In addition, where minimum wages are set at the sectoral level, there is a tendency to set lower wages for sectors predominantly employing women, and particular attention needs to be given to ensuring that domestic work is not undervalued due to gender stereotypes (General Survey on fundamental Conventions, 2012, paragraphs 683 and 707). Noting that the Government has not provided any information on this point, the Committee again asks the Government to take steps to increase the minimum wage rates for domestic workers, and ensure that the skills required for domestic work are recognized and valued equitably, and free from gender bias, in the setting of minimum wage rates. The Committee also asks the Government to indicate whether consideration is being given to the adoption of a national minimum wage, or in other sectors, and any progress made in this regard.

Collective agreements. The Committee noted previously that sex-specific terminology was used in wage classifications in some collective agreements, reinforcing stereotypes regarding whether certain jobs should be carried out by men or women, and thus increasing the likelihood of wage inequality. The Committee asks the Government to take steps, in collaboration with employers’ and workers’ organizations, to ensure that gender-neutral terminology is used in defining the various jobs and classifications in collective agreements, and that collective agreements promote the principle of equal remuneration for men and women for work of equal value, and to provide information on progress made in this regard. Please also provide copies of current collective agreements.

Objective job evaluation. The Committee notes the Government’s general indication that objective job evaluation is undertaken between unions and the employers where a collective agreement exists and is also undertaken in non unionized companies. The Committee asks the Government to provide information on the specific job evaluation methods used in the public and private sectors, in unionized and non-unionized companies, and in particular how it is ensured that the process is free from gender bias, including with respect to the selection and weighting of factors for comparison.

Statistics. Recalling the importance of the regular collection of statistics in order to undertake an assessment of the nature, extent and evolution of the gender pay gap, the Committee asks the Government to provide information, disaggregated by sex, on the wage levels in the various sectors and occupations.

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

Legislative framework. The Committee notes that there is no legislative framework supporting the right to equal remuneration for men and women for work of equal value. While the Government in its reports has pointed to collective bargaining and the wages councils for determining wages, there is no indication that these mechanisms are effectively promoting and ensuring equal remuneration for men and women for work of equal value. Noting the Government’s repeated indications that there have been no cases relating to the principle of the Convention, the Committee considers that this is likely due to the absence of a clear legal framework providing the right to equal remuneration for men and women for work of equal value. The Committee recalls that the concept of “work of equal value” is particularly important to capture in legislation in order to address occupational gender segregation, which is a feature of the labour market of Barbados. The Committee also notes from the Government’s reports under the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), that legislation on non-discrimination is currently being drafted and that a national gender policy was being drafted through an inclusive consultative approach. In the context of the current legislative drafting process, the Committee asks the Government to take the opportunity to give full legislative expression to the principle of equal remuneration for men and women for work of equal value, and to provide information in this regard. Recalling the significant occupational gender segregation, the Committee also asks the Government to provide information on the concrete measures taken, including in the context of the national gender policy, to increase women’s access to a wider range of jobs, including those with career prospects and higher pay.

Wage determination. Minimum wages. The Committee notes the information provided by the Government regarding the increase in the general and overtime minimum wage rates for shop assistants. The Committee recalls that the categories of workers covered by the minimum wage setting process has been limited to shop assistants (under the Shops Act) and domestic workers (under the Domestic Employees Act), and that the minimum wages for domestic workers have not increased for over 20 years. The Committee notes that the Barbados Workers’ Union (BWU) has been calling for some time for a national minimum wage or sectoral minimum wages. The Committee recalls that as women predominate in low-wage employment, and a uniform minimum wage system helps to raise the earnings of the lowest paid, it can have an influence on reducing the gender pay gap. In addition, where minimum wages are set at the sectoral level, there is a tendency to set lower wages for sectors predominantly employing women, and particular attention needs to be given to ensuring that domestic work is not undervalued due to gender stereotypes (General Survey on fundamental Conventions, 2012, paragraphs 683 and 707). Noting that the Government has not provided any information on this point, the Committee again asks the Government to take steps to increase the minimum wage rates for domestic workers, and ensure that the skills required for domestic work are recognized and valued equitably, and free from gender bias, in the setting of minimum wage rates. The Committee also asks the Government to indicate whether consideration is being given to the adoption of a national minimum wage, or in other sectors, and any progress made in this regard.

Collective agreements. The Committee noted previously that sex-specific terminology was used in wage classifications in some collective agreements, reinforcing stereotypes regarding whether certain jobs should be carried out by men or women, and thus increasing the likelihood of wage inequality. The Committee asks the Government to take steps, in collaboration with employers’ and workers’ organizations, to ensure that gender-neutral terminology is used in defining the various jobs and classifications in collective agreements, and that collective agreements promote the principle of equal remuneration for men and women for work of equal value, and to provide information on progress made in this regard. Please also provide copies of current collective agreements.

Objective job evaluation. The Committee notes the Government’s general indication that objective job evaluation is undertaken between unions and the employers where a collective agreement exists and is also undertaken in non-unionized companies. The Committee asks the Government to provide information on the specific job evaluation methods used in the public and private sectors, in unionized and non-unionized companies, and in particular how it is ensured that the process is free from gender bias, including with respect to the selection and weighting of factors for comparison.

Statistics. Recalling the importance of the regular collection of statistics in order to undertake an assessment of the nature, extent and evolution of the gender pay gap, the Committee asks the Government to provide information, disaggregated by sex, on the wage levels in the various sectors and occupations.

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

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:

Repetition

The Committee notes the observations by the Barbados Workers’ Union (BWU) dated 31 August 2011.

Application of the principle through collective agreements. The Committee notes the information provided by the Government on wage rates provided for in the collective agreements. It notes that classification of wages in the print industry is differentiated based on the classification of categories such as “senior”, “junior” or “beginner”. It also notes that, in defining different jobs in the collective agreements, sex-specific terminology remains in use, such as “maintenance men” or “head waiter; assistant head waiter; waiter/waitress”, reinforcing stereotypes regarding whether certain jobs should be carried out by men or women, and thus increasing the likelihood of wage inequality. The Committee asks the Government to indicate how it is ensured that, in determining wage rates in the collective agreements, the work performed by women is not being undervalued in comparison to that of men who are performing different work and using different skills, and that the procedures adopted are free from gender bias. It also asks the Government to take steps, in collaboration with the employers’ and workers’ organizations, to promote the use of gender-neutral terminology in defining the various jobs and occupations in the collective agreements. The Committee further asks the Government to provide information on collective bargaining and job evaluation exercises, specifying their effect on wage rates.

Minimum wages. The Committee notes the Government’s indication that no steps have been taken to have minimum wages for categories of workers other than shop assistants and domestic workers. It also notes the observations by the BWU that there have been some discussions on this issue and that setting minimum wages is critical for attaining decent work. The Committee further notes that the Government has not provided any information on steps to readjust the minimum wages for domestic workers. Recalling the fact that the minimum wages for domestic workers, most of whom are women, have not been increased for over 20 years, and the importance of setting minimum wages in promoting the application of the Convention, the Committee asks the Government to take steps to readjust the minimum wages for domestic workers using objective job evaluation without gender bias.

Promoting women’s participation in higher paid jobs. The Committee recalls its previous comments encouraging the Government to take concrete measures to promote and facilitate access by women to positions offering higher levels of remuneration. It notes the Government’s indication that there are no known cases of discrimination with regard to promotion of women to higher positions, and that Barbados has a relatively high number of women in senior positions of employment. Recalling the importance of statistics on remuneration levels disaggregated by sex for assessing the progress made in applying the Convention, the Committee asks the Government to provide information on any measures taken to compile and analyse statistics on the various remuneration levels, including levels of posts of responsibility in all economic sectors, including in the plantation sector.

Enforcement. The Committee notes the Government’s statement that there are no reports known to the Labour Department of unequal remuneration, and that there are no known cases of discrimination in wages relating to gender. The Committee encourages the Government to take appropriate measures with a view to strengthening the mechanisms to enforce the principle of equal remuneration for men and women for work of equal value for both unionized and non-unionized workers, including providing training for labour inspectors and judges, as well as awareness-raising activities for the general public, and asks the Government to indicate the measures taken in this regard.

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

The Committee notes the observations by the Barbados Workers’ Union (BWU) dated 31 August 2011.

Application of the principle through collective agreements. The Committee notes the information provided by the Government on wage rates provided for in the collective agreements. It notes that classification of wages in the print industry is differentiated based on the classification of categories such as “senior”, “junior” or “beginner”. It also notes that, in defining different jobs in the collective agreements, sex-specific terminology remains in use, such as “maintenance men” or “head waiter; assistant head waiter; waiter/waitress”, reinforcing stereotypes regarding whether certain jobs should be carried out by men or women, and thus increasing the likelihood of wage inequality. The Committee asks the Government to indicate how it is ensured that, in determining wage rates in the collective agreements, the work performed by women is not being undervalued in comparison to that of men who are performing different work and using different skills, and that the procedures adopted are free from gender bias. It also asks the Government to take steps, in collaboration with the employers’ and workers’ organizations, to promote the use of gender-neutral terminology in defining the various jobs and occupations in the collective agreements. The Committee further asks the Government to provide information on collective bargaining and job evaluation exercises, specifying their effect on wage rates.

Minimum wages. The Committee notes the Government’s indication that no steps have been taken to have minimum wages for categories of workers other than shop assistants and domestic workers. It also notes the observations by the BWU that there have been some discussions on this issue and that setting minimum wages is critical for attaining decent work. The Committee further notes that the Government has not provided any information on steps to readjust the minimum wages for domestic workers. Recalling the fact that the minimum wages for domestic workers, most of whom are women, have not been increased for over 20 years, and the importance of setting minimum wages in promoting the application of the Convention, the Committee asks the Government to take steps to readjust the minimum wages for domestic workers using objective job evaluation without gender bias.

Promoting women’s participation in higher paid jobs. The Committee recalls its previous comments encouraging the Government to take concrete measures to promote and facilitate access by women to positions offering higher levels of remuneration. It notes the Government’s indication that there are no known cases of discrimination with regard to promotion of women to higher positions, and that Barbados has a relatively high number of women in senior positions of employment. Recalling the importance of statistics on remuneration levels disaggregated by sex for assessing the progress made in applying the Convention, the Committee asks the Government to provide information on any measures taken to compile and analyse statistics on the various remuneration levels, including levels of posts of responsibility in all economic sectors, including in the plantation sector.

Enforcement. The Committee notes the Government’s statement that there are no reports known to the Labour Department of unequal remuneration, and that there are no known cases of discrimination in wages relating to gender. The Committee encourages the Government to take appropriate measures with a view to strengthening the mechanisms to enforce the principle of equal remuneration for men and women for work of equal value for both unionized and non-unionized workers, including providing training for labour inspectors and judges, as well as awareness-raising activities for the general public, and asks the Government to indicate the measures taken in this regard.

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

Application of the principle through collective agreements. The Committee recalls that wages in Barbados are usually set by collective agreement and that the collective bargaining process sometimes involves objective job evaluation exercises. In the absence of any further information on this point, the Committee asks the Government to undertake the necessary steps to collect and submit copies of relevant collective agreements, including their wage rates, in a wide range of sectors, and to provide information on collective bargaining and job evaluation exercises, specifying their effect on wage rates.

Minimum wages. The Committee notes that the only minimum wages in place are those for shop assistants and domestic workers. The Committee notes that the minimum wages for shop assistants were increased in 2004. However, referring to its comments on the application of the Minimum Wage-Fixing Machinery Convention, 1928 (No. 26), it also notes that the minimum wages for domestic workers have not been increased for over 20 years. The Committee wishes to draw the attention of the Government to the frequent undervaluation, due to gender stereotypes, of domestic work, leading to differences in remuneration between domestic work, mostly performed by women, and work that is of a different nature but still of equal value, but which is mostly performed by men. Considering that minimum wages are an important means of promoting the application of the Convention, the Committee asks the Government to take steps to readjust the minimum wages of domestic workers using objective job evaluation without gender bias. The Committee also asks the Government to indicate whether it has any intention of setting minimum wages for other sectors or categories of workers.

Promoting women’s participation in higher paid jobs. With respect to its previous comments on measures to promote women to higher paid posts of responsibility, the Committee notes the Government’s reply that equality of treatment exists in practice with respect to educational and training opportunities for men and women. The Committee recalls that, in Barbados, women’s level of participation in highly remunerated jobs is about half that of men. It draws the attention of the Government to the fact that, with a view to achieving equal remuneration for men and women for work of equal value, special temporary measures may be necessary to encourage women to enrol in a wider range of training courses, and to create the conditions enabling them to compete on an equal footing with men for high paid posts. The Committee therefore encourages the Government to take concrete measures to promote and facilitate access by women to positions offering higher levels of remuneration, and to report on the progress made in this regard.

Enforcement. The Committee notes the Government’s statement that equality of treatment is considered a fundamental principle of the industrial relations process and that, in the private sector, parties to the collective agreement refer any unresolved disputes to the Labour Department. Likewise, non-unionized workers may also file a complaint concerning unequal remuneration to the Labour Department. The Committee asks the Government to provide information on the number and nature of complaints concerning unequal remuneration that have been submitted to the Labour Department by parties to collective agreements or by non-unionized workers, and the outcome of these complaints. Please also indicate any other measures taken, including by the labour inspection services, to ensure the effective application of the principle of equal remuneration for men and women for work of equal value for both unionized and non-unionized workers.

Statistics. The Committee notes the Government’s indication that the Barbados Statistical Service should be able to provide statistical information on remuneration levels disaggregated by sex. Recalling the importance of such statistics for assessing the progress made in applying the Convention, the Committee trusts the Government will make every effort to supply relevant statistical data disaggregated by sex, compiled by the Barbados Statistical Service or otherwise, on the various remuneration levels, including levels of posts of responsibility in all economic sectors, including in the plantation sector.

Direct Request (CEACR) - adopted 2008, published 98th ILC session (2009)

Application of the principle through collective agreements. With respect to wage fixing by collective agreements without discrimination based on sex, the Committee notes the communication from the Congress of Trade Unions and Staff Associations of Barbados (CTUSAB), dated 19 June 2008, on the application of the Convention, which CTUSAB submitted to the Government. The communication states that the collective agreements in force do not provide for women and men to be paid differently. According to the CTUSAB, it is widely accepted that there should not be any gender-based discrimination. The Committee further recalls its previous comments in which it had noted the Barbados Workers’ Union statement that job evaluation exercises were usually conducted by professional consultancy bodies, and the main factors used were education, skill, responsibility, accountability and working conditions. Since it was the job that is evaluated, gender was not considered in the exercise. The Committee would be grateful if the Government could submit copies of collective agreements, including their wage rates, in a wide range of sectors. It also reiterates its request to the Government to provide information on collective bargaining and job evaluation exercises, specifying their effect on wage rates.

Enforcement. The Committee recalls its previous comments in which it had noted the Government’s indication that other than in shops, the principle of equal pay for work of equal value was enforced and supervised through collective agreements and management organizations. The Committee notes that according to the CTUSAB, it is difficult to police areas where there is no union presence. The Committee asks the Government to indicate the measures taken or envisaged to ensure the effective enforcement and implementation of the principle of equal remuneration for men and women for work of equal value in areas where there is no union presence. It also reiterates its request for more detailed information regarding how, in practice, such supervision and enforcement is ensured and carried out, and asks the Government to specify whether the public authorities have any role in this regard in places of employment other than shops.

The Committee notes that once again 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 following matters raised in its previous direct request, which read as follows:

With regard to the tripartite Shops Wages Council, the Committee notes that the Barbados Workers’ Union has three representatives on the Council, which determines wages for this category of workers. The Committee also notes that due to the recommendations of the Council, the Government withdrew provisions that provided for a distinction in the minimum wage based on age. The Committee asks the Government to supply further information on the activities undertaken by the tripartite Shops Wages Council, in particular any measures taken with a view to reducing the remuneration gap between men and women for work of equal value.

The Committee notes the information regarding the Bureau of Gender Affairs, attached to the Government’s report under the Discrimination (Employment and Occupation) Convention, 1958 (No. 111). The Committee notes, however, that the information does not relate to the promotion of the principle of equal remuneration. In this context the Committee reiterates its previous request for information on specific activities carried out to reduce the remuneration gap between men and women in the performance of work of equal value.

The Committee notes the statistics provided by the Government on the number of regular sugar workers (in the field and factories) for the years 2000–02. The Committee notes that, according to these statistics, the number of female workers decreased significantly during that period. The Committee regrets however, that the statistics do not contain any information on the various wage categories in the plantation sector, and therefore reiterates its request for updated statistical data, not only with regard to the number of men and women working in the plantation sector but also taking into account the different wage categories.

The Committee regrets that the Government’s report does not provide any information on the question relating to women’s level of participation in highly remunerated jobs, which is about half that of men. It, therefore, reiterates its request for statistical data on remuneration levels disaggregated by sex, and asks the Government to report on the measures taken to promote and facilitate access by women to positions offering higher levels of remuneration.

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

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 the information provided by the Government and the Barbados Workers’ Union on the manner in which wages are determined through collective bargaining, and notes that both state that wage rates are fixed without distinctions based on sex. With respect to job evaluation exercises, the Barbados Workers’ Union states that these are usually conducted by professional consultancy bodies, and the main factors used are education, skill, responsibility, accountability and working conditions. Since it is the job that is evaluated and not the individual, gender is not considered in the exercise. The Committee asks the Government to continue to provide information on collective bargaining and job evaluation exercises, and their effect on wage rates.

2. With regard to the tripartite Shops Wages Council, the Committee notes that the Barbados Workers’ Union has three representatives on the Council, which determines wages for this category of workers. The Committee also notes that due to the recommendations of the Council, the Government withdrew provisions that provided for a distinction in the minimum wage based on age. The Committee asks the Government to supply further information on the activities undertaken by the tripartite Shops Wages Council, in particular any measures taken with a view to reducing the remuneration gap between men and women for work of equal value.

3. The Committee notes the information regarding the Bureau of Gender Affairs, attached to the Government’s report under the Discrimination (Employment and Occupation) Convention, 1958 (No. 111). The Committee notes, however, that the information does not relate to the promotion of the principle of equal remuneration. In this context the Committee reiterates its previous request for information on specific activities carried out to reduce the remuneration gap between men and women in the performance of work of equal value.

4. The Committee notes the statistics provided by the Government on the number of regular sugar workers (in the field and factories) for the years 2000–02. The Committee notes that, according to these statistics, the number of female workers decreased significantly during that period. The Committee regrets however, that the statistics do not contain any information on the various wage categories in the plantation sector, and therefore reiterates its request for updated statistical data, not only with regard to the number of men and women working in the plantation sector but also taking into account the different wage categories.

5. The Committee regrets that the Government’s report does not provide any information on the question relating to women’s level of participation in highly remunerated jobs, which is about half that of men. It, therefore, reiterates its request for statistical data on remuneration levels disaggregated by sex, and asks the Government to report on the measures taken to promote and facilitate access by women to positions offering higher levels of remuneration.

6. The Committee notes the Government’s indication that other than in shops, the principle of equal pay for work of equal value is enforced and supervised through collective agreements and management organizations. The Committee requests more detailed information regarding how, in practice, such supervision and enforcement is ensured and carried out, and asks the Government to specify whether the public authorities have any role in this regard in places of employment other than shops.

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

1. The Committee notes the information provided by the Government and the Barbados Workers’ Union on the manner in which wages are determined through collective bargaining, and notes that both state that wage rates are fixed without distinctions based on sex. With respect to job evaluation exercises, the Barbados Workers’ Union states that these are usually conducted by professional consultancy bodies, and the main factors used are education, skill, responsibility, accountability and working conditions. Since it is the job that is evaluated and not the individual, gender is not considered in the exercise. The Committee asks the Government to continue to provide information on collective bargaining and job evaluation exercises, and their effect on wage rates.

2. With regard to the tripartite Shops Wages Council, the Committee notes that the Barbados Workers’ Union has three representatives on the Council, which determines wages for this category of workers. The Committee also notes that due to the recommendations of the Council, the Government withdrew provisions that provided for a distinction in the minimum wage based on age. The Committee asks the Government to supply further information on the activities undertaken by the tripartite Shops Wages Council, in particular any measures taken with a view to reducing the remuneration gap between men and women for work of equal value.

3. The Committee notes the information regarding the Bureau of Gender Affairs, attached to the Government’s report under the Discrimination (Employment and Occupation) Convention, 1958 (No. 111). The Committee notes, however, that the information does not relate to the promotion of the principle of equal remuneration. In this context the Committee reiterates its previous request for information on specific activities carried out to reduce the remuneration gap between men and women in the performance of work of equal value.

4. The Committee notes the statistics provided by the Government on the number of regular sugar workers (in the field and factories) for the years 2000–02. The Committee notes that, according to these statistics, the number of female workers decreased significantly during that period. The Committee regrets however, that the statistics do not contain any information on the various wage categories in the plantation sector, and therefore reiterates its request for updated statistical data, not only with regard to the number of men and women working in the plantation sector but also taking into account the different wage categories.

5. The Committee regrets that the Government’s report does not provide any information on the question relating to women’s level of participation in highly remunerated jobs, which is about half that of men. It, therefore, reiterates its request for statistical data on remuneration levels disaggregated by sex, and asks the Government to report on the measures taken to promote and facilitate access by women to positions offering higher levels of remuneration.

6. The Committee notes the Government’s indication that other than in shops, the principle of equal pay for work of equal value is enforced and supervised through collective agreements and management organizations. The Committee requests more detailed information regarding how, in practice, such supervision and enforcement is ensured and carried out, and asks the Government to specify whether the public authorities have any role in this regard in places of employment other than shops.

Direct Request (CEACR) - adopted 2005, published 95th ILC session (2006)

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 reads as follows:

The Committee notes the information contained in the Government’s report. It asks the Government to provide further information in its next report on the following points.

1. With respect to the determination of wages by collective bargaining and those fixed by employers at enterprise level, the Committee trusts that the Government will provide with its next report information on the methodology used for job evaluation exercises including the specific measures taken to reduce direct and indirect sex bias in the process. Please also supply further information on the tripartite Shops Wages Council, which is reported to fix wages for shop assistants, including the manner in which sex bias is avoided in the fixing of such wages.

2. The Committee asks the Government to continue to provide information on the activities of the Bureau of Gender Affairs, in particular on any activities carried out to help reduce the remuneration gap between men and women in the performance of jobs of equal value. The Committee further notes that the Bureau is still developing the national statement on gender and hopes it will refer to the importance of the application of the Convention.

3. The Committee notes from the 2001 labour force survey, attached to the Government’s report, that women’s participation in highly remunerated jobs continues to be about half that of men. The Committee asks the Government to continue to provide statistical data on remuneration levels disaggregated by sex, and to report on the measures taken to promote and facilitate access by women to positions offering higher levels of remuneration.

4. The Committee reiterates its request for statistical data on the number and sex of workers employed in the various wage categories in the plantation sector.

5. The Committee notes that the Labour Department has responsibility for enforcing the principle of the Convention, and that labour officers execute routine shop inspections on a daily basis. The Committee would be grateful if the Government would indicate how the principle of equal pay for work of equal value is enforced and supervised in other places of employment.

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

The Committee notes the information contained in the Government’s report. It asks the Government to provide further information in its next report on the following points.

1. With respect to the determination of wages by collective bargaining and those fixed by employers at enterprise level, the Committee trusts that the Government will provide with its next report information on the methodology used for job evaluation exercises including the specific measures taken to reduce direct and indirect sex bias in the process. Please also supply further information on the tripartite Shops Wages Council, which is reported to fix wages for shop assistants, including the manner in which sex bias is avoided in the fixing of such wages.

2. The Committee asks the Government to continue to provide information on the activities of the Bureau of Gender Affairs, in particular on any activities carried out to help reduce the remuneration gap between men and women in the performance of jobs of equal value. The Committee further notes that the Bureau is still developing the national statement on gender and hopes it will refer to the importance of the application of the Convention.

3. The Committee notes from the 2001 labour force survey, attached to the Government’s report, that women’s participation in highly remunerated jobs continues to be about half that of men. The Committee asks the Government to continue to provide statistical data on remuneration levels disaggregated by sex, and to report on the measures taken to promote and facilitate access by women to positions offering higher levels of remuneration.

4. Noting again that the Labour Department launched a survey in the plantation sector, the Committee reiterates its request for the results of this survey, including statistical data on the number and sex of workers employed in the various wage categories.

5. The Committee notes that the Labour Department has responsibility for enforcing the principle of the Convention, and that labour officers execute routine shop inspections on a daily basis. The Committee would be grateful if the Government would indicate how the principle of equal pay for work of equal value is enforced and supervised in other places of employment.

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

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 recalls the Government’s statement in an earlier report that, where wages are determined by collective bargaining, employers and unions engage in joint job evaluation exercises, and that in some cases job evaluation exercises have been carried out by individual companies. The Committee reiterates its request to the Government to provide, in its next report, more detailed information on joint job evaluation exercises carried out in the private sector, including information on the methodology applied.

2. The Committee recalls the Government’s statement in an earlier report that the Labour Department has launched a survey in the plantation sector which also includes statistical data. The Committee reiterates its request to the Government to provide, in its next report, the results of this survey, including statistical data on the number and sex of the workers employed in the various wage categories.

3. The Committee notes that the Bureau of Women’s Affairs is to be changed to the Bureau of Gender Affairs. The Committee hopes the Government will provide, in its next report, detailed information on how the Bureau of Gender Affairs’ renewed gender programme assists in promoting the application of the principle of equal remuneration for men and women workers for work of equal value to all categories of workers. The Committee also reiterates its request to the Government to provide a copy of the finalized National Policy Statement on Women.

4. The Committee notes from the Continuous Labour Force Sample Survey Report draft (1994-99), published by the Barbados Statistical Service, that in 1999 6.56 per cent of men earned an average weekly wage over $800, while only 5.27 per cent of women workers were in the same wage band; 24.43 per cent of men earned a weekly average wage of $400-599, while 16.52 per cent of women workers earned this wage; and an average weekly wage of less than $400 was earned by 55.72 per cent of men, compared with 66.78 per cent of women workers. The Committee would be grateful if the Government would continue to provide available statistical information showing the remuneration of women and men and to report on the measures taken or envisaged to promote and facilitate access by women workers to positions offering higher levels of remuneration, where they continue to remain under-represented. In this regard, the Committee once again refers to its general observation of 1998.

Direct Request (CEACR) - adopted 2001, published 90th ILC session (2002)

The Committee notes the information provided in the Government’s report and the statistical information attached.

1. The Committee recalls the Government’s statement in an earlier report that, where wages are determined by collective bargaining, employers and unions engage in joint job evaluation exercises, and that in some cases job evaluation exercises have been carried out by individual companies. The Committee reiterates its request to the Government to provide, in its next report, more detailed information on joint job evaluation exercises carried out in the private sector, including information on the methodology applied.

2. The Committee recalls the Government’s statement in an earlier report that the Labour Department has launched a survey in the plantation sector which also includes statistical data. The Committee reiterates its request to the Government to provide, in its next report, the results of this survey, including statistical data on the number and sex of the workers employed in the various wage categories.

3. The Committee notes that the Bureau of Women’s Affairs is to be changed to the Bureau of Gender Affairs. The Committee hopes the Government will provide, in its next report, detailed information on how the Bureau of Gender Affairs’ renewed gender programme assists in promoting the application of the principle of equal remuneration for men and women workers for work of equal value to all categories of workers. The Committee also reiterates its request to the Government to provide a copy of the finalized National Policy Statement on Women.

4. The Committee notes from the Continuous Labour Force Sample Survey Report draft (1994-99), published by the Barbados Statistical Service, that in 1999 6.56 per cent of men earned an average weekly wage over $800, while only 5.27 per cent of women workers were in the same wage band; 24.43 per cent of men earned a weekly average wage of $400-599, while 16.52 per cent of women workers earned this wage; and an average weekly wage of less than $400 was earned by 55.72 per cent of men, compared with 66.78 per cent of women workers. The Committee would be grateful if the Government would continue to provide available statistical information showing the remuneration of women and men and to report on the measures taken or envisaged to promote and facilitate access by women workers to positions offering higher levels of remuneration, where they continue to remain under-represented. In this regard, the Committee once again refers to its general observation of 1998.

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

1. Further to its observation, the Committee would be grateful if the Government would supply a copy of the final report on the job evaluation exercise carried out in the sugar industry.

2. The Committee notes from the Government's report that, where wages are determined by collective bargaining, employers and unions engage in joint job evaluation exercises, and that in some cases job evaluation exercises have been carried out by individual companies. The Committee requests the Government to provide, in its next report, more detailed information on joint job evaluation exercises carried out in individual companies.

3. The Committee notes from the Government's report that the Labour Department has launched a survey in the plantation sector which also includes statistical data. The Committee requests the Government to provide, in its next report, the results of this survey, including statistical data on the number and sex of the workers employed in the various wage categories.

4. With regard to the Committee's request for information on any initiatives taken that assist in promoting the application of the Convention in the context of the Bureau of Women's Affairs' renewed programme for addressing gender issues, including the revision of the National Policy Statement on Women, the Committee notes from the Government's report on Convention No. 111 that a national consultation on women has been held in November 1997, but that the draft policy statement on women has not yet been finalized. The Committee hopes that the Government will provide, in its next report, detailed information on how the Bureau of Women's Affairs' renewed gender programme, including the National Policy Statement on Women, assist in promoting the application of the principle of equal remuneration between men and women for work of equal value for all workers.

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

Further to its previous observations concerning differentials in the wages paid to women and men in the sugar industry, the Committee notes with satisfaction the information provided by the Barbados Workers' Union on the job evaluation exercise carried out in the sugar industry, which has resulted in the removal of pay differentials based on sex, in conformity with the Convention.

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

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

Further to its previous observations concerning differentials in the wages paid to men and women in the sugar industry, the Committee notes the Government's indication that it will provide detailed information on the results of the job evaluation exercise, which was due to be completed in the sugar industry early in 1996. The Committee also notes from the Government's report that the Bureau of Women's Affairs has embarked upon a renewed programme for addressing gender-related issues, including revising the National Policy Statement on Women. The Committee requests the Government to furnish detailed information in its next report on any initiatives taken in that context that assist in promoting the application of the Convention.

Observation (CEACR) - adopted 1995, published 83rd ILC session (1996)

Further to its previous observations concerning differentials in the wages paid to men and women in the sugar industry, the Committee notes the Government's statement in its report that differentials in the wages paid to men and women relate to differences in the type of work undertaken and that there is no discrimination on the basis of sex. The Committee also notes the agreement between the Barbados Workers' Union and the Sugar Producers' Federation, which sets out minimum wage rates by job category for the years 1989-91 inclusive. The Committee notes, however, that no statistical data are available relating to the number and sex of workers employed in the various wage categories. As the Government has sought information and advice from the Office on this matter, the Committee hopes that the Government will provide, in its next report, the information previously requested so as to enable it to assess the application of the Convention. In this connection, the Committee notes that a job evaluation exercise is being undertaken with the involvement of the employers' and workers' organizations. It would appreciate receiving information on the results of this exercise in the Government's next report.

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

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 information provided in the Government's report. In observations made since 1984, the Committee has referred to differentials in the wages paid to men and women in the sugar industry. It has recalled that the Sugar Workers (Minimum Wage) Order, 1982, which set minimum hourly wages for 1983, fixed in factories a rate of $3.23 for "General Workers, male", and a rate of $2.68 for "General Workers, female". This Order was replaced by a collective agreement fixing minimum rates of pay for 1984-85, which increased the wage rates but maintaining the corresponding differential rates for men and women set by the 1982 Order, although explicit reference to the sex of the worker had been removed. Thus the agreement fixed, in factories, a minimum hourly wage of $3.63 for "General Workers 'A' Class" and a wage of $3.02 for "General Workers 'C' Class", without any description of their jobs. The Committee had also noted that the 1982 Order fixed, for 1983, minimum hourly rates for four distinct categories of workers employed in plantations and estates: "Men, 'A' Class", "Men, 'B' Class", "Women, 'A' Class" and "Women, 'B' Class". These differences were faithfully reflected in the increased rates set for 1984 and 1985 by the above-mentioned agreement which distinguished four categories of sugar workers (without mention of sex) over 18 years of age by reference not to the work actually performed when employed on time work but, in the case of the three higher-paid categories, by reference to tasks they are required to perform when employed on piece-rates. The Committee had further noted that, for the years between 1984 and 1991, the wage rates continued to distinguish between "General Worker 'A' Class", "General Worker 'C' Class", "Artisans 'A' Class" and "Artisans 'B' Class". In addition, rates continued to be set for four categories of sugar workers over 18 years of age, without explicit descriptions of the corresponding jobs. The Committee had requested the Government to provide full information on the numbers of men and women employed in the various wage categories and to furnish any job descriptions adopted for those wage categories which did not indicate the jobs actually performed. It had also requested the Government to supply information on the measures take, either alone or in cooperation with the social partners, to ensure the application of the principle of equal remuneration for work of equal value to men and women in the sugar industry and on the methods used to evaluate and classify jobs in the industry. In its latest report, the Government states that it is not the practice to use gender as a basis for determining rates of remuneration in the country; and that jobs are analysed and rates of pay are determined on the basis of such criteria as the time spent on the job, the skills and qualifications required and job evaluation with the guidance of the ILO Standard Occupational Classification and the Barbados Standard Occupational Classification. The Government adds that the difference in pay between men and women in the sugar industry is based only on nomenclature and that, at the request of the Government, the parties to the 1983 collective agreement changed the relevant titles and reflected this change by stating in the agreement that "where men and women perform identical duties, they will receive equal pay". The Government also states that the question of vague job descriptions for general workers is expected to be addressed shortly when new management takes over the sugar industry. The Committee takes due note of these indications. However, as the Committee has stated previously, the sex-differentiated job categories and wage rates established in the 1982 Order have evidently been maintained in the collective agreements concluded since that time, despite the removal of the references to sex in the classification of posts. Information which would suggest otherwise has not been made available. The repeated requests of the Committee have not elicited information either on the respective numbers of men and women occupying the relevant posts or on any measures taken to evaluate and re-classify those jobs, using non-discriminatory criteria. Moreover, the principle of equal pay proclaimed in the 1984-85 agreement for the sugar industry, merely covers equal remuneration for persons performing "equal work" (which is apparently tantamount to having identical duties), but falls short of the principle of the Convention, under which men and women shall be paid equal remuneration for work of equal value, implying a comparative evaluation of work of a different nature. The Committee has also noted that no information has been provided on the other matters raised by the Committee in its previous observations, i.e. the progress of the Employment and Related Provisions Bill, which was to embody the principle of equal remuneration in terms similar to those of the Convention and measures taken to apply the Convention in practice, and in particular to monitor its implementation. In these circumstances, the Committee again expresses the hope that the Government will take measures, in cooperation with the social partners, to ensure that the principle of the Convention is applied in full. In this regard, it urges the Government to consider the possibility of embodying the principle of equal remuneration for work of equal value in legislation applicable to all workers. It also hopes that strenuous efforts will be made to respond to the Committee's concerns in regard to the application of the principle in the sugar industry. The Committee again requests the Government to supply, in its next report, full and detailed information on any job descriptions adopted for those wage categories which do not indicate the work actually performed and on the methods used to evaluate and classify posts in this industry. Having taken account of the evident difficulties being faced in the application of the Convention, the Committee recalls its 1990 general observation, where it invited governments to consider the possibility of requesting advice and technical cooperation from the International Labour Office.

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

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

The Committee notes the information provided in the Government's report.

In observations made since 1984, the Committee has referred to differentials in the wages paid to men and women in the sugar industry. It has recalled that the Sugar Workers (Minimum Wage) Order, 1982, which set minimum hourly wages for 1983, fixed in factories a rate of $3.23 for "General Workers, male", and a rate of $2.68 for "General Workers, female". This Order was replaced by a collective agreement fixing minimum rates of pay for 1984-85, which increased the wage rates but maintaining the corresponding differential rates for men and women set by the 1982 Order, although explicit reference to the sex of the worker had been removed. Thus the agreement fixed, in factories, a minimum hourly wage of $3.63 for "General Workers 'A' Class" and a wage of $3.02 for "General Workers 'C' Class", without any description of their jobs. The Committee had also noted that the 1982 Order fixed, for 1983, minimum hourly rates for four distinct categories of workers employed in plantations and estates: "Men, 'A' Class", "Men, 'B' Class", "Women, 'A' Class" and "Women, 'B' Class". These differences were faithfully reflected in the increased rates set for 1984 and 1985 by the above-mentioned agreement which distinguished four categories of sugar workers (without mention of sex) over 18 years of age by reference not to the work actually performed when employed on time work but, in the case of the three higher-paid categories, by reference to tasks they are required to perform when employed on piece-rates. The Committee had further noted that, for the years between 1984 and 1991, the wage rates continued to distinguish between "General Worker 'A' Class", "General Worker 'C' Class," "Artisans 'A' Class" and "Artisans 'B' Class". In addition, rates continued to be set for four categories of sugar workers over 18 years of age, without explicit descriptions of the corresponding jobs.

The Committee had requested the Government to provide full information on the numbers of men and women employed in the various wage categories and to furnish any job descriptions adopted for those wage categories which did not indicate the jobs actually performed. It had also requested the Government to supply information on the measures taken, either alone or in cooperation with the social partners, to ensure the application of the principle of equal remuneration for work of equal value to men and women in the sugar industry and on the methods used to evaluate and classify jobs in the industry.

In its latest report, the Government states that it is not the practice to use gender as a basis for determining rates of remuneration in the country; and that jobs are analysed and rates of pay are determined on the basis of such criteria as the time spent on the job, the skills and qualifications required and job evaluation with the guidance of the ILO Standard Occupational Classification and the Barbados Standard Occupational Classification. The Government adds that the difference in pay between men and women in the sugar industry is based only on nomenclature and that, at the request of the Government, the parties to the 1983 collective agreement changed the relevant titles and reflected this change by stating in the agreement that "where men and women perform identical duties, they will receive equal pay". The Government also states that the question of vague job descriptions for general workers is expected to be addressed shortly when new management takes over the sugar industry.

The Committee takes due note of these indications. However, as the Committee has stated previously, the sex-differentiated job categories and wage rates established in the 1982 Order have evidently been maintained in the collective agreements concluded since that time, despite the removal of the references to sex in the classification of posts. Information which would suggest otherwise has not been made available. The repeated requests of the Committee have not elicited information either on the respective numbers of men and women occupying the relevant posts or on any measures taken to evaluate and re-classify those jobs, using non-discriminatory criteria. Moreover, the principle of equal pay proclaimed in the 1984-85 agreement for the sugar industry, merely covers equal remuneration for persons performing "equal work" (which is apparently tantamount to having identical duties), but falls short of the principle of the Convention, under which men and women shall be paid equal remuneration for work of equal value, implying a comparative evaluation of work of a different nature.

The Committee has also noted that no information has been provided on the other matters raised by the Committee in its previous observations, i.e. the progress of the Employment and Related Provisions Bill, which was to embody the principle of equal remuneration in terms similar to those of the Convention and measures taken to apply the Convention in practice, and in particular to monitor its implementation.

In these circumstances, the Committee again expresses the hope that the Government will take measures, in cooperation with the social partners, to ensure that the principle of the Convention is applied in full. In this regard, it urges the Government to consider the possibility of embodying the principle of equal remuneration for work of equal value in legislation applicable to all workers. It also hopes that strenuous efforts will be made to respond to the Committee's concerns in regard to the application of the principle in the sugar industry. The Committee again requests the Government to supply, in its next report, full and detailed information on any job descriptions adopted for those wage categories which do not indicate the work actually performed and on the methods used to evaluate and classify posts in this industry. Having taken account of the evident difficulties being faced in the application of the Convention, the Committee recalls its 1990 general observation, where it invited governments to consider the possibility of requesting advice and technical cooperation from the International Labour Office.

Observation (CEACR) - adopted 1992, published 79th ILC session (1992)

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

1. Wage differentials in the sugar industry. In its previous observation, the Committee noted that Appendix C to the 1984-85 collective agreement covering this industry provided in clause 1 that in 1984 and 1985 minimum rates of wages were to be 12.5 per cent higher than the rates of wages paid during the year 1983. It recalled that the Sugar Workers (Minimum Wage) Order, 1982, had established in clause 5 for 1983, minimum hourly wages of $3.23 for general workers, male, and $2.68 for general workers, female, in factories. It observed the corresponding differential rates, increased by 12.5 per cent, were maintained in clause 5 of Appendix C to the 1984-85 collective agreement which established minimum hourly wages of $3.63 for general workers designated "A" class and $3.02 for general workers designated "C" class in factories, without any description of their jobs. The Committee also noted that in 1983 hourly minimum wage rates in plantations and estates distinguished between four categories: men, A class, men, B class, women, A class and women, B class. These differences were faithfully reflected for 1984 and 1985 in increased rates which distinguished four categories of sugar workers over 18 years of age by reference not to the work actually performed when employed on time work, but, in the case of the three higher paid categories, by reference to tasks they are required to perform when employed at piece rates. The Committee requested the Government to provide full information on the numbers of men and women in the various wage categories, and on any job descriptions, adopted for those wage categories which do not indicate the jobs actually performed. Attached to the Government's latest report are the texts of the collective agreements in the sugar industry for the years 1984-85, 1986, 1987 and 1988, as well as the wage rates payable to sugar workers for the years 1989, 1990 and 1991. The Committee notes that, for all those years, the wage rates still distinguish between general workers "A" class, general workers "C" class, artisans "A" class, and artisans "B" class. The agreements still contain four categories of sugar workers over 18 years old, but they do not contain any descriptions of the corresponding jobs (with the sole exception of clause 4 of Appendix D to the collective agreements, "conditions of employment", which provides that a general worker employed on painting buildings shall be paid the rate applicable to a grade B artisan). The Committee notes from the Government's report that information is not available on the numbers of men and women in the various wage categories in the sugar industry. The Committee is obliged to conclude that the discriminatory wage rates established in the Sugar Workers (Minimum Wage) Order, 1982, continue in the collective agreements in the sugar industry. It requests the Government to supply in its next report full and detailed information on the measures it has taken, either alone or in co-operation with the social partners, to ensure the application of the principle of equal remuneration for work of equal value to men and women workers in the sugar industry, including information on any job descriptions adopted for those wage categories which presently do not indicate the jobs actually performed, and on the methods used in job evaluation or classification in the sugar industry. 2. The Committee notes that the Government's report does not contain replies to points 3 and 4 of the observation made in 1989. It hopes that the Government's next report will contain detailed information on those points which read as follows: 3. General adoption of the principle of the Convention. In earlier comments the Committee noted that there had been no further progress on the Employment and Related Provisions Bill, which was to embody the principle of equal remuneration in terms similar to those in the Convention, and that it was unlikely that the Bill would be promulgated in the form of the draft in question. It also noted that neither the text of the Bill nor the comments of the occupational organisations could be supplied to the ILO, and expressed the hope that the Government would indicate the means by which the principle of the Convention was to be applied to all workers. The Government in its reply indicates that overall, it is satisfied that there are no forms of discrimination in remuneration in the country of which it is aware. The Government adds that it subscribes to and applies in the public service, the principle of equal remuneration for men and women for work of equal value, and that this principle is fully endorsed by employers' and workers' organisations in collective bargaining. In those areas where workers are not organised, the Minister of Labour has the power under the Wages Councils Act to establish by order wages councils to determine wages and conditions for such workers if he considers the circumstances so demand. According to the Government's report, the principle of equal pay for equal work would naturally be applied in these circumstances as well. The Committee takes due note of these indications. Referring to point 1 of the present observation, it recalls that openly discriminatory wage rates were adopted by order as recently as 1982 and that the same wage differentials, albeit under a different name, appear to continue in existence by collective agreement; this, combined with the absence of data on jobholders and job evaluation, repeatedly requested from the Government, tends to show that the need for government action to promote and, in so far as possible, ensure the application to all workers of the principle of the Convention, still exists. Moreover, referring again to the explanations provided in paragraphs 44 to 70 of its 1986 General Survey on Equal Remuneration, the Committee must point out that a principle under which men and women doing equal work shall be paid at the same rate, such as proclaimed in the 1984 collective agreement for the Barbados Sugar Industry Ltd., merely covers equal remuneration for persons performing the same work, but falls short of the principle of the Convention, under which men and women shall be paid equal remuneration for work of equal value, implying a comparative evaluation of work of a different nature. The Committee again expresses the hope that standard-setting action to apply the principle of the Convention to all workers, as had been contemplated before, will soon be taken through one or several of the means listed in Article 2, paragraph 2, of the Convention, and that the Government will indicate the measures adopted to this end. 4. Application in practice. Referring to its general observation of 1984 on the Convention, the Committee once more expresses the hope that the Government will provide detailed information on the application in practice of the principle of equal remuneration for work of equal value, in particular by furnishing information on the measures taken to monitor its implementation.

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

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

The Committee notes the Government's report and the documentation annexed thereto.

1. Wage differentials in the sugar industry. In its previous observation, the Committee noted that Appendix C to the 1984-85 collective agreement covering this industry provided in clause 1 that in 1984 and 1985 minimum rates of wages were to be 12.5 per cent higher than the rates of wages paid during the year 1983. It recalled that the Sugar Workers (Minimum Wage) Order, 1982, had established in clause 5 for 1983, minimum hourly wages of $3.23 for general workers, male, and $2.68 for general workers, female, in factories. It observed the corresponding differential rates, increased by 12.5 per cent, were maintained in clause 5 of Appendix C to the 1984-85 collective agreement which established minimum hourly wages of $3.63 for general workers designated "A" class and $3.02 for general workers designated "C" class in factories, without any description of their jobs. The Committee also noted that in 1983 hourly minimum wage rates in plantations and estates, distinguished between four categories: men, A class, men, B class, women, A class and women, B class. These differences were faithfully reflected for 1984 and 1985 in increased rates which distinguished four categories of sugar workers over 18 years of age by reference not to the work actually performed when employed on time work, but, in the case of the three higher paid categories, by reference to tasks they are required to perform when employed at piece rates. The Committee requested the Government to provide full information on the numbers of men and women in the various wage categories, and on any job descriptions, adopted for those wage categories which do not indicate the jobs actually performed.

Attached to the Government's latest report are the texts of the collective agreements in the sugar industry for the years 1984-85, 1986, 1987 and 1988, as well as the wage rates payable to sugar workers for the years 1989, 1990 and 1991. The Committee notes that, for all those years, the wage rates still distinguish between general workers "A" class, general workers "C" class, artisans "A" class, and artisans "B" class. The agreements still contain four categories of sugar workers over 18 years old, but they do not contain any descriptions of the corresponding jobs (with the sole exception of clause 4 of Appendix D to the collective agreements, "conditions of employment", which provides that a general worker employed on painting buildings shall be paid the rate applicable to a grade B artisan). The Committee notes from the Government's report that information is not available on the numbers of men and women in the various wage categories in the sugar industry.

The Committee is obliged to conclude that the discriminatory wage rates established in the Sugar Workers (Minimum Wage) Order, 1982, continue in the collective agreements in the sugar industry. It requests the Government to supply in its next report full and detailed information on the measures it has taken, either alone or in co-operation with the social partners, to ensure the application of the principle of equal remuneration for work of equal value to men and women workers in the sugar industry, including information on any job descriptions adopted for those wage categories which presently do not indicate the jobs actually performed, and on the methods used in job evaluation or classification in the sugar industry.

2. The Committee notes that the Government's report does not contain replies to points 3 and 4 of the observation made in 1989. It hopes that the Government's next report will contain detailed information on those points which read as follows:

3. General adoption of the principle of the Convention. In earlier comments the Committee noted that there had been no further progress on the Employment and Related Provisions Bill, which was to embody the principle of equal remuneration in terms similar to those in the Convention, and that it was unlikely that the Bill would be promulgated in the form of the draft in question. It also noted that neither the text of the Bill nor the comments of the occupational organisations could be supplied to the ILO, and expressed the hope that the Government would indicate the means by which the principle of the Convention was to be applied to all workers. The Government in its reply indicates that overall, it is satisfied that there are no forms of discrimination in remuneration in the country of which it is aware. The Government adds that it subscribes to and applies in the public service, the principle of equal remuneration for men and women for work of equal value, and that this principle is fully endorsed by employers' and workers' organisations in collective bargaining. In those areas where workers are not organised, the Minister of Labour has the power under the Wages Councils Act to establish by order wages councils to determine wages and conditions for such workers if he considers the circumstances so demand. According to the Government's report, the principle of equal pay for equal work would naturally be applied in these circumstances as well. The Committee takes due note of these indications. Referring to point 1 of the present observation, it recalls that openly discriminatory wage rates were adopted by order as recently as 1982 and that the same wage differentials, albeit under a different name, appear to continue in existence by collective agreement; this, combined with the absence of data on jobholders and job evaluation, repeatedly requested from the Government, tends to show that the need for government action to promote and, in so far as possible, ensure the application to all workers of the principle of the Convention, still exists. Moreover, referring again to the explanations provided in paragraphs 44 to 70 of its 1986 General Survey on Equal Remuneration, the Committee must point out that a principle under which men and women doing equal work shall be paid at the same rate, such as proclaimed in the 1984 collective agreement for the Barbados Sugar Industry Ltd., merely covers equal remuneration for persons performing the same work, but falls short of the principle of the Convention, under which men and women shall be paid equal remuneration for work of equal value, implying a comparative evaluation of work of a different nature. The Committee again expresses the hope that standard-setting action to apply the principle of the Convention to all workers, as had been contemplated before, will soon be taken through one or several of the means listed in Article 2, paragraph 2, of the Convention, and that the Government will indicate the measures adopted to this end.

4. Application in practice. Referring to its general observation of 1984 on the Convention, the Committee once more expresses the hope that the Government will provide detailed information on the application in practice of the principle of equal remuneration for work of equal value, in particular by furnishing information on the measures taken to monitor its implementation.