Equal Remuneration Convention, 1951 (No. 100) - Iceland (Ratification: 1958)

Direct Request (CEACR) - adopted 2023, published 112nd ILC session (2024)

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

Articles 1 and 2 of the Convention. Gender pay gap. The Committee previously noted the adoption of the Plan of Action on Gender Equality regarding Wages (2012–16), the development of the Equal Pay Standard IST 85:2012 and a certification system on equal pay. It also noted that Act No. 10/2008 on equal status and equal rights of women and men was amended by Act No. 56/2017 to require a company or institution with an average of 25 or more employees to acquire certification on an annual basis to confirm that the equal pay system meets the requirements of the Equal Pay Standard IST 85:2012. The Committee asked the Government to provide information on the impact of such measures on addressing the causes of the gender pay gap. In its report, the Government states that, despite the constant increase in women’s participation in the labour market, a high degree of gender division between occupations remains as a result of horizontal and vertical occupational segregation. Moreover, a survey of the labour market by Statistics Iceland in the fourth quarter of 2017 showed gendered differences in working time patterns: the average number of full working hours per week was 38.9, with 34.7 hours for women and 42.5 for men; for those in full employment, the average was 44.3 hours, with 40.9 for women and 46.5 for men; for those in part-time work, the average was 23.1 hours, with 23.6 hours for women and 22 hours for men. More women than men are in part-time employment, as shown in 2017, when a third of women in the labour market were in part-time jobs, compared with 13.5 per cent of men. The Government also indicates that an Action Group on Equal Pay was appointed in December 2012 by the Government and workers’ and employers’ organizations to work on gender equality in wages, including the supervision of the adoption of the Equal Pay Standard IST 85:2012. In May 2015 and March 2018, the Action Group unveiled the findings of three studies. One was the first study of the gender pay gap covering the entire labour market from 2008 to 2016, and another was an extensive report on the standing of women and men in the labour market. The third was a study of the gender divide on the labour market by Statistics Iceland covering the period 2008–13. It drew on a large database (70,000 workers in each of the years) covering wages and various issues relating to the position of workers. By using the whole dataset, the estimates can be differentiated into explained and unexplained parts. The unexplained part of the pay difference was estimated to be 4.8 per cent for the years 2008–16, while the explained part was 7.4 per cent. According to the Government, if the whole period is broken into three-year periods, the unexplained part of the gender pay gap has decreased from 4.8 per cent in the years 2008–10 to 3.6 per cent in the years 2014–16.

With regard to the Equal Pay Systems Standard IST 85:2012, the Government indicates that it has been managed by specialists in the Ministry of Finance and Economic Affairs reporting to the Action Group on Equal Pay. At the beginning, some 11 government offices, seven private companies and two municipalities (Reykjavík and Hafnarfjörður) signed up for the pilot project. Those that have not yet finished implementation will still continue the work and hopefully receive certification next year. During the pilot project, there was much knowledge sharing on how best to implement the Standard and tackle common problems. A toolbox was developed to assist employers in the implementation of the Standard. This toolbox consists of checklists, an Excel spreadsheet model for job classification (in order to classify jobs in a gender-neutral way) and guidelines for implementation. A website has been set up to make these checklists easily accessible. Finally, a series of workshops and courses have been developed for those who are interested in the Standard or are in the process of implementing it. The certification requires companies with more than 25 employees to not only offer equal pay across the same job level, but also equal pay for work of the same value. The Equal Pay Standard, on which the certification requirements are based, does this by assessing a company’s pay policies, classification of jobs according to equal value and wage analysis based on job classification, as well as formalizing policies and processes related to pay decisions. The Centre for Gender Equality grants workplaces that have acquired certification based on audits performed by accredited auditors the right to use a special equal pay symbol. Where a workplace either has not acquired equal pay certification or has failed to renew it by the deadline, the social partners can report it to the Centre for Gender Equality, which can impose a formal demand to rectify the situation. Rectification measures can involve, for example, the provision of information and the release of materials or the drawing up of a scheduled plan of action on how the workplace intends to meet the requirements of the Equal Pay Standard. If the workplace fails to act on instructions of this type, the Centre for Gender Equality is authorized to impose per diem fines. The Government adds that a draft of a new national action plan for gender equality for the years 2019–23 has been prepared. It foresees the launch of a special campaign to promote and ensure wide implementation of the Equal Pay Management Standard and its certification among Icelandic businesses and institutions. This cooperation will involve sending instructions to all the relevant state institutions, municipalities and businesses to implement the standard and seek certification. The Committee encourages the Government to continue taking measures to develop various tools and systems to address and monitor the application of Act No. 10/2008 on Equal Status and Equal Rights of Women and Men, as well as the Plan of Action on Gender Equality regarding Wages (2012–16). The Committee asks the Government to provide information on the results achieved in terms of addressing the gender pay gap following the development of Equal Pay Standard IST 85:2012 and a certification system on equal pay.

Work of equal value and scope of comparison. The Committee previously noted that, while several amendments had been made to strengthen the Act on Equal Status and Equal Rights of Women and Men No. 10/2008 in regard to non-discrimination and equal pay, no changes had been made to the limitation of the comparison to the same employer of the scope of the statutory requirement for equal pay for women and men set out in sections 19 and 25. Noting that the report is silent on this point, the Committee once again recalls that, not only this Convention, but also European Directive 2006/54/EC provides that the principle of equal pay is not limited to situations in which men and women work for the same employer and it asks the Government to provide a plan for ensuring that the principle of the Convention is applied beyond the same employer, particularly in sectors and enterprises predominantly employing women.

Article 3. Objective job evaluation. The Committee notes that the Government’s report again fails to contain information on the use (or studies) of objective job evaluation to promote the application of the principle of the Convention. Recalling that some municipalities use job evaluation in wage determination and that the Plan of Action on Gender Equality regarding Wages (2012–16) encouraged studies on job evaluations, the Committee once again asks the Government to provide information on any studies carried out or exercises undertaken to assess the impact of job evaluation in reducing the gender pay gap. It also asks the Government to provide information on any plans or studies envisaged to consider how objective job evaluation methodology can be better used to reduce the existing gender pay gap.

Enforcement. The Government indicates that 20 cases were referred to the Gender Equality Complaints Committee between 2015 and 2018, but none concerned the application of the principle of equality of remuneration for men and women. The Committee asks the Government to provide information on any decisions or rulings relating to the issue of equal remuneration by the courts or the Gender Equality Complaints Committee pursuant to Act No. 10/2008.

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

Articles 1 and 2 of the Convention. Gender pay gap. The Committee previously noted the adoption of the Plan of Action on Gender Equality regarding Wages (2012–16), the development of the Equal Pay Standard IST 85:2012 and a certification system on equal pay. It also noted that Act No. 10/2008 on equal status and equal rights of women and men was amended by Act No. 56/2017 to require a company or institution with an average of 25 or more employees to acquire certification on an annual basis to confirm that the equal pay system meets the requirements of the Equal Pay Standard IST 85:2012. The Committee asked the Government to provide information on the impact of such measures on addressing the causes of the gender pay gap. In its report, the Government states that, despite the constant increase in women’s participation in the labour market, a high degree of gender division between occupations remains as a result of horizontal and vertical occupational segregation. Moreover, a survey of the labour market by Statistics Iceland in the fourth quarter of 2017 showed gendered differences in working time patterns: the average number of full working hours per week was 38.9, with 34.7 hours for women and 42.5 for men; for those in full employment, the average was 44.3 hours, with 40.9 for women and 46.5 for men; for those in part-time work, the average was 23.1 hours, with 23.6 hours for women and 22 hours for men. More women than men are in part-time employment, as shown in 2017, when a third of women in the labour market were in part-time jobs, compared with 13.5 per cent of men. The Government also indicates that an Action Group on Equal Pay was appointed in December 2012 by the Government and workers’ and employers’ organizations to work on gender equality in wages, including the supervision of the adoption of the Equal Pay Standard IST 85:2012. In May 2015 and March 2018, the Action Group unveiled the findings of three studies. One was the first study of the gender pay gap covering the entire labour market from 2008 to 2016, and another was an extensive report on the standing of women and men in the labour market. The third was a study of the gender divide on the labour market by Statistics Iceland covering the period 2008-13. It drew on a large database (70,000 workers in each of the years) covering wages and various issues relating to the position of workers. By using the whole dataset, the estimates can be differentiated into explained and unexplained parts. The unexplained part of the pay difference was estimated to be 4.8 per cent for the years 2008-16, while the explained part was 7.4 per cent. According to the Government, if the whole period is broken into three-year periods, the unexplained part of the gender pay gap has decreased from 4.8 per cent in the years 2008-10 to 3.6 per cent in the years 2014–16.

With regard to the Equal Pay Systems Standard IST 85:2012, the Government indicates that it has been managed by specialists in the Ministry of Finance and Economic Affairs reporting to the Action Group on Equal Pay. At the beginning, some 11 government offices, seven private companies and two municipalities (Reykjavík and Hafnarfjörður) signed up for the pilot project. Those that have not yet finished implementation will still continue the work and hopefully receive certification next year. During the pilot project, there was much knowledge sharing on how best to implement the Standard and tackle common problems. A toolbox was developed to assist employers in the implementation of the Standard. This toolbox consists of checklists, an Excel spreadsheet model for job classification (in order to classify jobs in a gender-neutral way) and guidelines for implementation. A website has been set up to make these checklists easily accessible. Finally, a series of workshops and courses have been developed for those who are interested in the Standard or are in the process of implementing it. The certification requires companies with more than 25 employees to not only offer equal pay across the same job level, but also equal pay for work of the same value. The Equal Pay Standard, on which the certification requirements are based, does this by assessing a company’s pay policies, classification of jobs according to equal value and wage analysis based on job classification, as well as formalizing policies and processes related to pay decisions. The Centre for Gender Equality grants workplaces that have acquired certification based on audits performed by accredited auditors the right to use a special equal pay symbol. Where a workplace either has not acquired equal pay certification or has failed to renew it by the deadline, the social partners can report it to the Centre for Gender Equality, which can impose a formal demand to rectify the situation. Rectification measures can involve, for example, the provision of information and the release of materials or the drawing up of a scheduled plan of action on how the workplace intends to meet the requirements of the Equal Pay Standard. If the workplace fails to act on instructions of this type, the Centre for Gender Equality is authorized to impose per diem fines. The Government adds that a draft of a new national action plan for gender equality for the years 2019–23 has been prepared. It foresees the launch of a special campaign to promote and ensure wide implementation of the Equal Pay Management Standard and its certification among Icelandic businesses and institutions. This cooperation will involve sending instructions to all the relevant state institutions, municipalities and businesses to implement the standard and seek certification. The Committee encourages the Government to continue taking measures to develop various tools and systems to address and monitor the application of Act No. 10/2008 on Equal Status and Equal Rights of Women and Men, as well as the Plan of Action on Gender Equality regarding Wages (2012–16). The Committee asks the Government to provide information on the results achieved in terms of addressing the gender pay gap following the development of Equal Pay Standard IST 85:2012 and a certification system on equal pay.

Work of equal value and scope of comparison. The Committee previously noted that, while several amendments had been made to strengthen the Act on Equal Status and Equal Rights of Women and Men No. 10/2008 in regard to non-discrimination and equal pay, no changes had been made to the limitation of the comparison to the same employer of the scope of the statutory requirement for equal pay for women and men set out in sections 19 and 25. Noting that the report is silent on this point, the Committee once again recalls that, not only this Convention, but also European Directive 2006/54/EC provides that the principle of equal pay is not limited to situations in which men and women work for the same employer and it asks the Government to provide a plan for ensuring that the principle of the Convention is applied beyond the same employer, particularly in sectors and enterprises predominantly employing women.

Article 3. Objective job evaluation. The Committee notes that the Government’s report again fails to contain information on the use (or studies) of objective job evaluation to promote the application of the principle of the Convention. Recalling that some municipalities use job evaluation in wage determination and that the Plan of Action on Gender Equality regarding Wages (2012–16) encouraged studies on job evaluations, the Committee once again asks the Government to provide information on any studies carried out or exercises undertaken to assess the impact of job evaluation in reducing the gender pay gap. It also asks the Government to provide information on any plans or studies envisaged to consider how objective job evaluation methodology can be better used to reduce the existing gender pay gap.

Enforcement. The Government indicates that 20 cases were referred to the Gender Equality Complaints Committee between 2015 and 2018, but none concerned the application of the principle of equality of remuneration for men and women. The Committee asks the Government to provide information on any decisions or rulings relating to the issue of equal remuneration by the courts or the Gender Equality Complaints Committee pursuant to Act No. 10/2008.

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

Articles 1 and 2 of the Convention. Gender pay gap. The Committee notes from the Government’s report the findings of the national studies on the causes of the gender pay gap, including that women are more likely to work part time or drop out of the labour market to pursue unpaid caregiving jobs, to be overlooked for professional development and to be offered lower wages than men. The Committee asks the Government to provide information on the follow-up to these studies and the action taken or envisaged to address the various causes of the pay gap and the results achieved, including awareness raising and training to make the findings better understood and acted upon by policy-makers, social partners and workers themselves.

Work of equal value and the scope of comparison. Referring to its previous comments, the Committee notes that, while several amendments were made to strengthen the Act on Equal Status and Equal Rights of Women and Men No. 10/2008 in regard to non-discrimination and equal pay, no changes were made to the limitation to the same employer of the scope of the statutory requirement for equal pay for women and men set out in sections 19 and 25. Recalling that not only this Convention, but also European Directive 2006/54/EC, provide that the principle of equal pay is not limited to situations in which men and women work for the same employer, and that occupational segregation is recognized as a cause of pay inequality, the Committee asks the Government how it intends to ensure that the principle of the Convention can be applied beyond the same employer, particularly in sectors and enterprises predominantly employing women.

Article 3. Objective job evaluation. Referring to its previous comments, the Committee notes that once again the Government’s report fails to contain any information on the use or study of objective job evaluation to promote the application of the principle of the Convention. Recalling that some municipalities use job evaluation in wage determination and that the Plan of Action on Gender Equality regarding Wages (2012–16) encouraged studies on job evaluations, the Committee once again asks the Government to provide information on any studies carried out or exercises undertaken to assess the impact of job evaluation in reducing the gender pay gap. It also asks the Government to provide information on any plans or studies envisaged to consider how objective job evaluation methodology can be better used to reduce the existing gender pay gap.

Enforcement. The Committee asks the Government to continue providing information on decisions or rulings relating to the principle of the Convention by the courts or the Gender Equality Complaints Committee pursuant to Act No. 10/2008.

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

The Committee notes with interest the numerous measures taken by the Government, in collaboration with workers’ and employers’ organizations, to improve the application of the Convention by specifically addressing and reducing the gender pay gap. These measures include the adoption of a Plan of Action on Gender Equality regarding Wages (2012–16), the establishment of a task force to function as a forum for collaboration between the Government and the social partners on equal pay issues, the development of the Equal Pay Standard IST 85:2012 and a certification system on equal pay, and the undertaking of studies to identify the situation of women in the labour market and the causes of pay inequality. The Committee notes that, after much study and experimentation, the Act on equal status and equal rights of women and men No. 10/2008 has been amended by Act No. 56/2017 to require a company or institution with an average of 25 or more employees to acquire certification on an annual basis to confirm that the equal pay system meets the requirements of the Equal Pay Standard IST 85:2012. The outcome of certification together with a report is to be sent to the Centre for Gender Equality. The Act also provides that the organizations of employers and workers can negotiate the inclusion in collective agreements of the manner in which the equal pay audit will be conducted in accordance with the Equal Pay Standard IST 85:2012. The Act further requires the social partners to monitor that companies and institutions acquire the required certification and the maintenance by the Centre for Gender Equality of a public register of companies and institutions that have acquired certification. The Committee also notes that these measures have been supplemented to tackle other identified causes of the gender pay gap, including horizontal and vertical gender segregation in the labour market and within companies and the issue of balancing work and family responsibilities for both men and women. These other measures are addressed in the Committee’s comments on the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), and the Workers with Family Responsibilities Convention, 1981 (No. 156). The Committee welcomes the comprehensive approach taken by the Government and the social partners and asks the Government to provide detailed information on the specific outcomes and impact of the Plan of Action on Gender Equality regarding Wages (2012–16) and any follow-up that is envisaged or undertaken to continue to promote and guide action to reduce the gender pay gap. The Committee also asks the Government to provide information on the implementation, monitoring, enforcement and impact of the new provisions of the Act on equal status and equal rights of women and men No. 10/2008 requiring equal pay certification, including any action taken by the Centre for Gender Equality and by the social partners, and any collective agreements that have taken up the certification process.

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

Direct Request (CEACR) - adopted 2014, published 104th ILC session (2015)

Articles 1 and 2 of the Convention. Gender pay gap. The Committee notes that, according to Statistics Iceland, the unadjusted gender pay gap stood at 18.1 per cent in 2012 (18.5 per cent in the private sector and 16.2 per cent in the public sector). Women’s total monthly pay (average) was 425,000 Icelandic krona (ISK), while the total monthly pay for men (average) was ISK548,000 in the same year. The Committee notes that the Government acknowledges in its report that traditional assumptions regarding the abilities of men and women or their suitability for certain roles, as well as a gender-segregated labour market, are some of the underlying causes of the gender pay gap and must therefore be taken into consideration in the context of measures adopted to address wage disparities between men and women. In this regard, the Government adopted a four-year Plan of Action on Gender Equality Regarding Wages in October 2012. The plan, which aims at reducing gender-based wage differentials “considerably” by the end of 2016, sets out measures targeting both the public and private sectors, including awareness-raising initiatives concerning the reconciliation of work and family responsibilities and wage equality issues in general, as well as initiatives to address gender segregation in education and vocational training. The Plan also provides for the establishment of a task force to function as the forum for collaboration between the Government and the social partners on equal pay issues. The Committee asks the Government to provide information on the implementation of the Plan of Action on Gender Equality Regarding Wages, including on the concrete measures adopted and the results achieved in reducing the gender pay gap. Please also continue to provide updated statistical information on the remuneration of men and women by sector and occupation.

Work of equal value. Scope of comparison. In its previous comments, the Committee noted that section 19 of the Act on Equal Status and Equal Rights of Women and Men No. 10/2008 providing that men and women working for the same employer are entitled to equal wages and equal terms of employment for the same jobs or jobs of equal value, did not give full effect to the principle of the Convention. The Government indicates that a Bill amending Act No. 10/2008 was to be submitted to Parliament for consideration by the end of 2013. According to the Government, the aim of the Bill is to fully implement Directive 2006/54/EC of the European Parliament and of the Council of 5 July 2006, which establishes, inter alia, that “in certain circumstances, the principle of equal pay is not limited to situations in which men and women work for the same employer” (paragraph 10). The Committee asks the Government to provide information including in the context of the revision of Act No. 10/2008 and within the framework of the Plan of Action 2012–16, on the measures taken to ensure that the principle of the Convention can be applied beyond the same employer, where no comparator is available within the enterprise, particularly in cases where enterprises predominantly employ women.

Article 3. Objective job evaluation. While the Government’s report contains no information on this matter, the Committee notes from the Plan of Action on Gender Equality Regarding Wages that municipalities using job evaluation in wage determination, including the city of Reykjavik, have considered that the method has produced “good results, particularly as regards securing gender equality in wages”. The Committee also notes that the Plan of Action encourages studies on the job evaluations conducted by municipalities in order to assess whether jobs traditionally performed by women are undervalued in relation to jobs of equal value performed by men, the findings of which should provide guidance for the development of special measures to address discrepancies in wage rates. The Committee asks the Government to provide information on any studies carried out in the context of the Plan of Action on Gender Equality Regarding Wages, or the previous Gender Equality Action Programme 2011–14, to assess the impact of job evaluation exercises in reducing the gender pay gap, including on their findings and any follow-up measures taken as a result thereof.

Article 4. Cooperation with employers’ and workers’ organization. The Committee notes the adoption by the Ministry of Welfare and the social partners, in December 2012, of the “wage equality standard”, which constitutes a requirement for the certification on equal pay. According to the Government, the standard provides guidance on the establishment of measures at the enterprise level to prevent and address gender-based wage discrimination. Enterprises and organizations that consider that they have implemented the standard in a satisfactory manner may subsequently seek formal confirmation of this compliance from authorized certification institutions. The Government also indicates that since the first half of 2013, a consultative group has been working on the definition of the requirements to be fulfilled by certification bodies. The Committee asks the Government to provide information on the implementation of the “wage equality standard” and the certification system on equal pay, including on any developments concerning the regulation of certification bodies. Please provide information on any collective agreements promoting the principle of the Convention.

Enforcement. The Committee notes that the Government indicates that between January 2012 and June 2013, 13 cases were lodged with the Gender Equality Complaints Committee, three of which concerned wages. During this period, the Complaints Committee found a violation of Act No. 10/2008 in only one of the cases. The Committee asks the Government to continue to provide any decisions or rulings related to the principle of the Convention by the courts or the Gender Equality Complaints Committee pursuant to section 6 of Act No. 10/2008. It also asks the Government to provide information on any awareness raising activities for workers and employers specifically on the principle of the Convention, and the impact thereof.

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

Gender pay gap. The Committee notes the information provided by Statistics Iceland that the total monthly pay for men (median) was 447,000 Icelandic krona (ISK), while the total monthly pay for women (median) was ISK362,000 (gender pay gap of 19 per cent) in 2011. It also notes the Government’s indication in its report on the Discrimination (Employment and Occupation) Convention, 1958 (No. 111) that two statistical studies on the gender pay gap in the private sector have been conducted, and information documents on these studies are in the process of being prepared. The Committee recalls in addition that three working groups were established in 2007 with a view to addressing the gender pay gap in the private and public sectors. The Committee notes the Government’s indication that the work of these working groups was not completed due to the dissolution of Parliament in 2009 in the wake of the economic crisis. The Committee also notes that according to the Parliamentary resolution on the four-year Gender Equality Action Programme (adopted May 2011) for the years 2011–14, eliminating the gender pay gap constitutes one of the main objectives. The Government further indicates that in the city of Reykjavik, the gap in total monthly pay between female and male staff of the city decreased from 9 per cent in 2007 to 8.1 per cent in 2010; the remaining difference was attributed to overtime pay and driving allowances. With regard to the human rights policy adopted by the city of Reykjavik in May 2006, the Committee notes the Government’s indication that this policy provides that men and women are to be paid equally for work of equal value. The Committee asks the Government to continue to provide statistical information on the respective levels of pay of men and women in the various sectors of the economy, including the results of the statistical studies conducted, as well as information on the action taken and the results achieved in reducing the gender pay gap both in the private and the public sectors.

Work of equal value. Scope of comparison. The Committee recalls that section 19 of the Act on Equal Status and Equal Rights of Men and Women No. 10/2008 provides that men and women working for the same employer are entitled to equal wages and equal terms of employment for the same jobs or jobs of equal value. It also recalls that the European Committee of Social Rights in its conclusions adopted in 2007 considered that where the legislation did not authorize pay comparisons to determine whether there was equal pay for equal work or work of equal value beyond a single employer, the situation was not in conformity with section 4(3) of the European Social Charter. The Committee notes the Government’s indication that no measures have been adopted to allow the comparison of jobs beyond the same establishment or enterprise. It also notes that according to the report “Gender Equality in Iceland” published by the Centre for Gender Equality Iceland in January 2012 that the labour market is still highly segregated and that a large majority of women are working in the public sector, in caretaking, teaching and other services. The Committee recalls that as effective application of the principle is needed, where women are more heavily concentrated in certain sectors or occupations, there is a risk that the possibilities for comparison at the enterprise or establishment level will be insufficient (General Survey on fundamental Conventions, 2012, paragraph 698). The Committee therefore asks the Government to take steps to ensure that the principle of the Convention can be applied even where there is no sufficient comparator group employed by the employer, and to provide information on any progress made in this regard.

Article 3 of the Convention. Objective job evaluation. With regard to section 25(2) of Act No. 10/2008 (employer’s obligation to demonstrate that a difference in wages for men and women for the same work or work of equal value is explained on grounds other than sex), the Committee notes the Government’s indication that the criteria are the same as used under section 26(5) of the Act, namely, educational qualifications, working experience, specialized knowledge or other special talents required for the relevant position according to law or regulations, or which must otherwise be considered as being of use for the position. The Committee also notes the Government’s indication that the city of Reykjavik applies a job evaluation system in the wage determination process with a view to combating the gender pay gap. It further notes that in the context of the Gender Equality Action Programme 2011–14 there is to be an analysis of successful job evaluation exercises undertaken by municipalities and an assessment of the benefits for the Government in implementing job evaluation. The Committee asks the Government to provide information on the results of the analysis concerning job evaluation exercises undertaken by municipalities under the Gender Equality Action Programme 2011–14, including the impact of the process in decreasing the gender pay gap.

Article 4. Cooperation with employers’ and workers’ organizations. The Committee notes the Government’s indication in its report on the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), that the protocol to the collective agreements concluded by the Confederation of Icelandic Employers (SA) and the Icelandic Confederation of Labour (ASI) was renewed in May 2011. The Government also indicates that social partners’ cooperation on the certification system on equal pay pursuant to section IV of the interim provisions of Act No. 10/2008 started in November 2008 under the auspices of the Icelandic standards, but that the establishment of the system is still in progress. The Committee further notes that under the Gender Equality Action Programme 2011–14, in order to implement pay equality, and to further develop the ideas on the certification system on equal pay, cooperation with the social partners’ organizations is envisaged. The Committee asks the Government to provide information on the implementation of the certification system on equal pay, and the procedures for issuing certificates and on any other measures taken in cooperation with workers’ and employers’ organizations to give effect to the Convention. It also asks the Government to provide information on the implementation of the protocol to the collective agreements for the promotion of gender equality within the labour market, concluded between the SA and the ASI in 2008, as well as on any other collective agreements promoting the principle of the Convention.

Parts III and IV of the report form. Enforcement. The Committee notes the Government’s indication that since the entry into force of Act No. 10/2008, 11  cases have been lodged before the Complaints Committee on Gender Equality, one of which concerned equal pay. It also indicates that since the last report in 2009, there have not been any new cases lodged before the courts. The Committee further notes the Government’s indication that following the project “Break gender stereotypes, give talent a chance” in 2009, targeting small and medium-sized enterprises, the training material was translated and had been widely distributed. The Committee asks the Government to continue to provide any decisions or rulings related to the principle of the Convention by the courts or the Gender Equality Complaints Committee pursuant to section 6 of Act No. 10/2008. It also asks the Government to provide information on any awareness-raising activities for workers and employers specifically on the principle of the Convention, and the impact thereof.

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

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

Wage gap between men and women. The Committee notes the adoption of Act No. 10/2008 on Equal Status and Equal Rights of Men and Women, section 19 of which provides that men and women working for the same employer shall be paid equal wages and enjoy equal terms of employment for the same jobs or jobs of equal value. However, the Committee observes that this provision, in the same way as section 14 of the Act of 2000 which was previously applicable, still restricts equal remuneration to men and women working for the same employer. With reference to its previous comments, the Committee recalls the need to extend the scope of evaluations by including comparisons with jobs in various sectors and occupations. It refers in this respect to its general observation of 2006 on the application of the Convention, in which it emphasized that the application of the principle of the Convention “is not limited to comparisons between men and women in the same establishment or enterprise. It allows for a much broader comparison to be made between jobs performed by men and women in different places or enterprises, or between different employers.” The importance of comparison outside a specific enterprise has also been recalled by the European Committee of Social Rights which, in the conclusions that it adopted in December 2007, considered that the situation in Iceland was not in conformity with article 4, paragraph 3, of the European Social Charter for this reason, and emphasized that as “comparisons need to be made in order to determine whether women and men really do receive equal pay”, the European Committee has consistently found that “the possibility to look outside an enterprise for an appropriate comparison should exist where necessary”. It considers that this possibility “is of fundamental importance for a system of effective job evaluation to be efficient in certain circumstances, in particular in enterprises where the workforce is largely, or even exclusively, female”. The Committee therefore asks the Government to provide information on the measures adopted or envisaged to allow the comparison of jobs beyond the same establishment or enterprise.

The Committee also notes that, under the terms of section 25 of Act No. 10/2008, if a man and a woman working for the same employer receive different wages for the same work, or for work of equal value, then the employer shall demonstrate, if there is a difference in their wages, that the difference is explained on grounds other than their gender. The Committee asks the Government to provide further information on the criteria which might be considered acceptable in respect of this provision to justify a difference in wages between men and women for identical work or work of equal value.

The Committee further notes the Government’s indications that due to the action taken by the City Council, the wage gap between men and women staff of the City of Reykjavik fell from 15 to 4 percent between 1999 and 2007 (from 14 to 9 per cent when total monthly income is taken into account). The Committee asks the Government to continue providing information on the results of the action taken in this respect by the municipal authorities of Reykjavik.

The Committee also notes the human rights policy adopted by the City of Reykjavik in May 2006, which includes provisions on the municipal authorities as an employer and explicitly provides that men and women are to be paid equally for equal work. However, the Committee wishes to emphasize that the Convention is aimed at equal remuneration for men and women for work of equal value, and not merely for equal work. As it emphasized in its general observation of 2006 referred to above, “to address such occupational segregation, where men and women often perform different jobs, under different conditions, and even in different establishments, the concept of ‘work of equal value’ is essential, as it permits a broad scope of comparison. ‘Work of equal value’ includes but goes beyond equal remuneration for ‘equal’, the ‘same’ or ‘similar’ work, and also encompasses work that is of an entirely different nature, which is nevertheless of equal value.” The Committee therefore asks the Government to provide information on the measures adopted in practice by the authorities of the City of Reykjavik to ensure that its male and female employees benefit from equal remuneration for work of equal value.

The Committee further notes that, in the concluding observations that it adopted in July 2008 (CEDAW/CE/ICE/CO/6, paragraphs 15 and 27), the United Nations Committee on the Elimination of Discrimination against Women (CEDAW) expressed particular concern at information suggesting that both men and women consider that a gender wage gap is acceptable. The Committee further notes that CEDAW, while noting the prohibition of wage non-disclosure clauses in contracts of employment, introduced by Act No. 10/2008, expressed concern at the persistent and significant wage gap between men and women, which it considered could be mainly explained as the result of direct discrimination. The Committee asks the Government to provide information on the measures adopted to combat stereotypical attitudes concerning the employment of men and women and against traditional attitudes on the subject of the wage gap between men and women for work of equal value.

The Committee also notes the Government’s indication that, following the parliamentary elections in 2007, it announced in its policy declaration that a plan would be made to decrease the gender pay gap among State employees by half and eliminate the gender-pay gap in the private sector before the end of the four year electoral term. In accordance with this declaration, three working groups were established: one is responsible for seeking ways of eliminating the gender pay gap in the private sector and ensuring equal representation of men and women in management and on company boards; the second is to advise the Minister of Social Affairs and Social Security in this field and identify a method of evaluating the results of the action taken; and the third group is responsible for developing a plan to decrease the gender pay gap in the public sector by half and to re-evaluate the remuneration of women working for the State, especially in occupations where they are in the majority. According to the Government, the first working group delivered a report in October 2008 and suggested several ways of eliminating the gender pay gap in the private sector. The Committee asks the Government to provide fuller information on the outcome of the work of the three working groups that have been established, and particularly the action taken as a result of the recommendation made by the first working group in October 2008. In general, the Committee asks the Government to continue providing information on the measures taken to eliminate the wage gap between men and women.

Article 2 of the Convention. Collective agreements. With reference to its previous comments on this point, the Committee notes that, according to the indications provided in its report by the Government, a report on the impact of collective agreements and the gender wage gap between the members of unions of graduates was launched in December 2008 and has shown that, although women’s wages are still lower than those of men, the gender wage gap decreased during the period between 2005 and 2007. Moreover, a survey by the Social Science Research Institute showed that the gender wage gap among the members of the union has almost closed in relation to regular income. The Committee further notes that, according to the Government’s report, no information is available on the measures adopted or envisaged to allow the principle of the Convention to be implemented beyond the level of the same enterprise where wages are fixed at a level that is wider than the enterprise level. The Committee requests the Government to provide any further information on this subject. The Government is also requested to provide information on the findings of the survey on equality in the public administration carried out by the working group established under the terms of the collective agreement between the State Treasury and the Union of Civil Servants (UCS), which was expected to be completed by the end of 2007.

The Committee notes that in 2008 the Confederation of Icelandic Employers and the Icelandic Confederation of Labour signed a protocol to the collective agreements in force for the promotion of gender equality within the labour market, which focuses on three main areas: the development of a certification system for enterprises, a statistical survey of inequalities between men and women in relation to remuneration and the preparation of information materials. The Committee asks the Government to provide information on the results obtained in relation to equal remuneration for men and women for work of equal value as a result of the implementation of the protocol and to provide the statistical data collected in this context.

Article 4. Cooperation with employers’ and workers’ organizations. The Committee notes that an interim provision of Act No.10/2008 provides that the Minister of Social Affairs and Social Security shall ensure that a certification system on the implementation of the policy of wage equality is developed in collaboration with the social partners and that it had to be completed by 1 January 2010. The Committee requests the Government to provided information on the implementation of this certification system, the procedures for issuing certificates and any other measures taken to ensure collaboration with employers’ and workers’ organizations.

Part IV of the report form. The Committee notes that during the period covered by the Government’s report the Complaints Committee on Gender Equality delivered rulings in two cases dealing with equal remuneration between men and women and on this occasion examined whether objective reasons existed for the jobs on question to justify the differences in wages observed. The Committee asks the Government to continue providing information on any rulings delivered by the Supreme Court in this field, and on the outcome of the activities of the Complaints Committee on Gender Equality following the entry into force of Act No. 10/2008 on Equal Status and Equal Rights of Men and Women. The Government is also requested to provide updated statistical data on trends in the wage gap between men and women in the various branches of activity.

Direct Request (CEACR) - adopted 2010, published 100th ILC session (2011)

Wage gap between men and women. The Committee notes the adoption of Act No. 10/2008 on Equal Status and Equal Rights of Men and Women, section 19 of which provides that men and women working for the same employer shall be paid equal wages and enjoy equal terms of employment for the same jobs or jobs of equal value. However, the Committee observes that this provision, in the same way as section 14 of the Act of 2000 which was previously applicable, still restricts equal remuneration to men and women working for the same employer. With reference to its previous comments, the Committee recalls the need to extend the scope of evaluations by including comparisons with jobs in various sectors and occupations. It refers in this respect to its general observation of 2006 on the application of the Convention, in which it emphasized that the application of the principle of the Convention “is not limited to comparisons between men and women in the same establishment or enterprise. It allows for a much broader comparison to be made between jobs performed by men and women in different places or enterprises, or between different employers.” The importance of comparison outside a specific enterprise has also been recalled by the European Committee of Social Rights which, in the conclusions that it adopted in December 2007, considered that the situation in Iceland was not in conformity with article 4, paragraph 3, of the European Social Charter for this reason, and emphasized that as “comparisons need to be made in order to determine whether women and men really do receive equal pay”, the European Committee has consistently found that “the possibility to look outside an enterprise for an appropriate comparison should exist where necessary”. It considers that this possibility “is of fundamental importance for a system of effective job evaluation to be efficient in certain circumstances, in particular in enterprises where the workforce is largely, or even exclusively, female”. The Committee therefore asks the Government to provide information on the measures adopted or envisaged to allow the comparison of jobs beyond the same establishment or enterprise.

The Committee also notes that, under the terms of section 25 of Act No. 10/2008, if a man and a woman working for the same employer receive different wages for the same work, or for work of equal value, then the employer shall demonstrate, if there is a difference in their wages, that the difference is explained on grounds other than their gender. The Committee asks the Government to provide further information on the criteria which might be considered acceptable in respect of this provision to justify a difference in wages between men and women for identical work or work of equal value.

The Committee further notes the Government’s indications that due to the action taken by the City Council, the wage gap between men and women staff of the City of Reykjavik fell from 15 to 4 percent between 1999 and 2007 (from 14 to 9 per cent when total monthly income is taken into account). The Committee asks the Government to continue providing information on the results of the action taken in this respect by the municipal authorities of Reykjavik.

The Committee also notes the human rights policy adopted by the City of Reykjavik in May 2006, which includes provisions on the municipal authorities as an employer and explicitly provides that men and women are to be paid equally for equal work. However, the Committee wishes to emphasize that the Convention is aimed at equal remuneration for men and women for work of equal value, and not merely for equal work. As it emphasized in its general observation of 2006 referred to above, “to address such occupational segregation, where men and women often perform different jobs, under different conditions, and even in different establishments, the concept of ‘work of equal value’ is essential, as it permits a broad scope of comparison. ‘Work of equal value’ includes but goes beyond equal remuneration for ‘equal’, the ‘same’ or ‘similar’ work, and also encompasses work that is of an entirely different nature, which is nevertheless of equal value.” The Committee therefore asks the Government to provide information on the measures adopted in practice by the authorities of the City of Reykjavik to ensure that its male and female employees benefit from equal remuneration for work of equal value.

The Committee further notes that, in the concluding observations that it adopted in July 2008 (CEDAW/CE/ICE/CO/6, paragraphs 15 and 27), the United Nations Committee on the Elimination of Discrimination against Women (CEDAW) expressed particular concern at information suggesting that both men and women consider that a gender wage gap is acceptable. The Committee further notes that CEDAW, while noting the prohibition of wage non-disclosure clauses in contracts of employment, introduced by Act No. 10/2008, expressed concern at the persistent and significant wage gap between men and women, which it considered could be mainly explained as the result of direct discrimination. The Committee asks the Government to provide information on the measures adopted to combat stereotypical attitudes concerning the employment of men and women and against traditional attitudes on the subject of the wage gap between men and women for work of equal value.

The Committee also notes the Government’s indication that, following the parliamentary elections in 2007, it announced in its policy declaration that a plan would be made to decrease the gender pay gap among State employees by half and eliminate the gender-pay gap in the private sector before the end of the four‑year electoral term. In accordance with this declaration, three working groups were established: one is responsible for seeking ways of eliminating the gender pay gap in the private sector and ensuring equal representation of men and women in management and on company boards; the second is to advise the Minister of Social Affairs and Social Security in this field and identify a method of evaluating the results of the action taken; and the third group is responsible for developing a plan to decrease the gender pay gap in the public sector by half and to re-evaluate the remuneration of women working for the State, especially in occupations where they are in the majority. According to the Government, the first working group delivered a report in October 2008 and suggested several ways of eliminating the gender pay gap in the private sector. The Committee asks the Government to provide fuller information on the outcome of the work of the three working groups that have been established, and particularly the action taken as a result of the recommendation made by the first working group in October 2008. In general, the Committee asks the Government to continue providing information on the measures taken to eliminate the wage gap between men and women.

Article 2 of the Convention. Collective agreements. With reference to its previous comments on this point, the Committee notes that, according to the indications provided in its report by the Government, a report on the impact of collective agreements and the gender wage gap between the members of unions of graduates was launched in December 2008 and has shown that, although women’s wages are still lower than those of men, the gender wage gap decreased during the period between 2005 and 2007. Moreover, a survey by the Social Science Research Institute showed that the gender wage gap among the members of the union has almost closed in relation to regular income. The Committee further notes that, according to the Government’s report, no information is available on the measures adopted or envisaged to allow the principle of the Convention to be implemented beyond the level of the same enterprise where wages are fixed at a level that is wider than the enterprise level. The Committee requests the Government to provide any further information on this subject. The Government is also requested to provide information on the findings of the survey on equality in the public administration carried out by the working group established under the terms of the collective agreement between the State Treasury and the Union of Civil Servants (UCS), which was expected to be completed by the end of 2007.

The Committee notes that in 2008 the Confederation of Icelandic Employers and the Icelandic Confederation of Labour signed a protocol to the collective agreements in force for the promotion of gender equality within the labour market, which focuses on three main areas: the development of a certification system for enterprises, a statistical survey of inequalities between men and women in relation to remuneration and the preparation of information materials. The Committee asks the Government to provide information on the results obtained in relation to equal remuneration for men and women for work of equal value as a result of the implementation of the protocol and to provide the statistical data collected in this context.

Article 4. Collaboration with employers’ and workers’ organizations. The Committee notes that an interim provision of Act No.10/2008 provides that the Minister of Social Affairs and Social Security shall ensure that a certification system on the implementation of the policy of wage equality is developed in collaboration with the social partners and that it had to be completed by 1 January 2010. The Committee requests the Government to provided information on the implementation of this certification system, the procedures for issuing certificates and any other measures taken to ensure collaboration with employers’ and worker’ organizations.

Part IV of the report form. The Committee notes that during the period covered by the Government’s report the Complaints Committee on Gender Equality delivered rulings in two cases dealing with equal remuneration between men and women and on this occasion examined whether objective reasons existed for the jobs on question to justify the differences in wages observed. The Committee asks the Government to continue providing information on any rulings delivered by the Supreme Court in this field, and on the outcome of the activities of the Complaints Committee on Gender Equality following the entry into force of Act No. 10/2008 on Equal Status and Equal Rights of Men and Women. The Government is also requested to provide updated statistical data on trends in the wage gap between men and women in the various branches of activity.

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

Gender wage gap. The Committee notes from the Government’s report that, according to a survey by the Ministry of Social Affairs published in 2006, the unexplained wage gap between the sexes, when all factors had been taken into consideration, was 15.7 per cent, decreasing by only 0.3 per cent since 1994. Noting that the gender wage gap has decreased very little since 1994, the Committee asks the Government to provide information on the measures taken or envisaged to address this pay gap, including the contents and results of the action plan to achieve equal pay which was scheduled to be prepared in 2007.

Article 2 of the Convention. Collective agreements. The Committee recalls its previous request for information on the progress made in narrowing the gender wage gap through the application of collective agreements between the Government and the graduates’ unions, including the outcome of a planned study on the impact of these agreements, as well as on the activities carried out by the working group set up under the collective agreement between the State Treasury and the Union of Civil Servants. With regard to the former, the Committee notes from the Government’s report that the mentioned study has not yet been completed but is expected to be finalized by April 2008. As to the latter request, the Committee takes note of the Government’s indication that the working group established pursuant to the collective agreement between the State Treasury and the Union of Civil Servants (UCS) conducted a survey on equality covering all the government agencies where UCS members work; this survey was expected to be completed by the end of 2007. The Committee asks the Government to supply information with its next report on the findings of the study on the impact of collective agreements between the Government and the graduates’ unions in narrowing the gender wage gap as well as on the findings of the survey concerning civil servants. The Committee also reiterates its request for information on any measures taken or envisaged to allow the principle of the Convention to be implemented beyond the level of the same enterprise where wages are fixed at a wider than enterprise level.

Article 3. Objective job evaluation. The Committee notes from the Government’s report that at present 15 unions have collective wage agreements with the City of Reykjavik which include provision for job evaluation. It also notes that, according to recent estimates concerning the period from November 2002 to November 2006, the gender pay gap among city employees had decreased; a more detailed analysis on the point was expected to be conducted in 2007. The Committee asks the Government to provide with its next report information on the results of the 2007 analysis on the gender wage gap among city employees. It also asks the Government to supply information on any measures taken or envisaged to promote objective job evaluation in the public and private sectors.

Part IV of the report form. The Committee recalls its previous comments on a ruling by the Supreme Court applying the principle of equal pay for work of equal value, which involved a comparison between jobs of a different nature performed by female and male workers. The Committee notes from the Government’s report that the Complaints Committee on Gender Equality has decided other cases concerning pay discrimination, determining whether jobs are of equal value. The Committee asks the Government to continue to provide information on the most relevant decisions of the courts and the Complaints Committee on Gender Equality concerning the principle of equal remuneration for men and women for work of equal value.

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

1. Article 1 of the Convention. Work of equal value. The Committee notes with interest that the Supreme Court, for the first time, decided an equal pay case involving a comparison of jobs performed by women and men which were different in nature (Case No. 258/2004, decision of 20 January 2005). In this case, the female manager of the social affairs department of a municipality claimed compensation for pay discrimination under the Equal Status and Equal Rights of Women and Men Act (96/2000), comparing her remuneration to that of an engineer employed by the same municipality. Relying on a job evaluation exercise that had assessed the two jobs with the same number of points, the Supreme Court considered that the plaintiff had advanced substantial arguments that the two jobs were so closely comparable that she had suffered discrimination, while the municipality did not succeed in demonstrating that difference in pay resulted from objective and relevant considerations. The Committee asks the Government to continue to provide information on the most relevant decisions of the courts and the Equal Status Complaints Committee on equal remuneration for men and women for work of equal value.

2. Article 2. Collective agreements. The Committee recalls its previous request to the Government to indicate the measures taken to allow for the principle of equal pay for work of equal value to be implemented beyond the level of the same enterprise where wages are fixed at wider than enterprise level. In this regard, it notes from the Government’s report that emphasis was placed on eliminating the gender pay gap in the collective negotiations between the Government and the Confederation of University Graduates, which led to the conclusion of collective agreements between the Government and 24 graduates’ unions in January 2005. The Committee notes the Government’s statement that the introduction of a single salary schedule covering all the agreements is expected to eliminate possible "invisible" discrimination arising in relation to overtime payments and fringe benefits. The Committee also notes the establishment of a working group under the terms of a recent collective agreement between the State Treasury and the Union of Civil Servants with the task of collaborating to eliminate the gender pay gap. The Committee asks the Government to:

(a)  provide information on progress made in closing the gender wage gap through the application of collective agreements between the Government and the graduates’ unions referred to above, including the outcome of the planned study on the agreements’ impact on equal remuneration to be conducted by the Ministry of Finance;

(b)  inform the Committee of the activities carried out by the working group set up under the collective agreement between the State Treasury and the Union of Civil Servants, as well as the results achieved in narrowing the gender pay gap among the workers concerned; and

(c)  continue to provide information on any measures taken or envisaged to allow the principle of the Convention to be implemented beyond the level of the same enterprise where wages are fixed at wider than enterprise level.

3. Article 3. Objective job evaluation. The Committee notes the Government’s indication that the job evaluation project carried out by the City of Reykjavik and the Union of Local Authorities was still in progress. The Committee asks the Government to provide detailed information on the implementation and outcomes of this project in its next report, as well as on any other measures taken to promote objective job evaluation in the public and private sectors.

4. Part V of the report form. General appreciation of the application of the Convention. The Committee notes that, according to the report "Women and Men in Iceland 2004" by Statistic Island, women, on average, earned 62 per cent of men’s income in 2003. According to the Government’s report, women increased their wages by 6.3 per cent between the fourth quarters of 2003 and 2004, while men’s wages rose 4.8 per cent during the same period. However, the Committee notes with concern the Government’s indication that women earned a lower proportion of men’s salaries in 2004 than in 1998, when taking into account the increase of the number of hours worked by women. The Committee asks the Government to continue to provide detailed information, including statistical information and studies on the extent, nature and reasons of the pay differentials between men and women and the measures taken to address the causes of such pay differentials. Please also provide information on the implementation of the equal pay project under the National Action Plan on gender equality adopted by Parliament in April 2004.

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

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

1. The Committee notes that in article 14 of the Act on the Equal Status and Equal Rights of Women and Men, No. 96/2000 on "Pay Equality", the scope of the provision is limited to "women and men who are employed by the same employer". The Committee recalls again the importance of allowing for evaluations to be conducted more broadly, including comparison of jobs in different sectors of employment and occupations. The Committee asks the Government to indicate the measures taken to allow for the principle of equal pay for work of equal value to be implemented beyond the level of the same enterprise where wages are fixed at wider than enterprise level.

2. The Committee had asked in previous comments for the reports of the Wage Investigation Committee, reported to be the body in charge of regularly compiling and publishing information on wages, disaggregated by sex, institutions, and occupations. The Committee notes that in the Government’s most recent report there is no mention of this Committee and would be grateful for clarification on who is responsible for wage compilation and analysis. It notes that a number of other institutions are reported to collect statistics on wage levels, namely the City of Reykjavik, the Store and Office Workers’ Union and the Gender Equality Council. From these sources, the Committee notes the positive developments in reducing the gender pay gap in some areas. However, it notes that there remains a gap of between 3.5 per cent and 18 per cent, and that this gap is wider in higher skilled occupations, such as professionals and technicians and for service and sales workers, and it is narrower for elementary occupations and clerks. The Committee also notes the figures in the 2001 Statistical Yearbook of Iceland, that show that women’s total income as a proportion of men’s total income was about 60 per cent in 2000. The Committee notes the Government’s statement that the Gender Equality Council and the Committee on Women’s Economic Situation launched a study on the gender pay gap in September 2002, which reveals that women receive 70 per cent of men’s wages. It notes that according to this study two-thirds of this gap are explained in terms of different fields of work, the nature of jobs, education and employment terms, and that what is then left, about 7.5-11 per cent wage difference, seems to exist because of marriage, childbearing and other causes affecting mostly women. The Committee also notes the Government’s indication that as a result of a European project on wage differences between women and men, called "Towards a Closing of the Gender Gap", carried out in 2002, the gender pay gap in the public and private labour market in Iceland is 24 and 27.4 per cent respectively. However it faced some difficulties due to the lack of availability of basic information. The Committee asks the Government to continue to provide statistical information in order to assess fully the extent and nature of the pay differentials and the progress achieved in implementing the principle of the Convention. Please also continue to include any analysis undertaken within the country to assess the reasons for wage disparity.

3. With respect to use of job evaluations, the Committee notes the information on the experimental job-evaluation project, based on a British model, carried out by the City of Reykjavik and the Association of Local Authorities to develop a gender-neutral job evaluation instrument. Please indicate the results achieved through the job evaluation project. Please also supply information on other measures undertaken to implement the recommendations issued in the 1998 report on the project on occupational assessments using gender-neutral job ranking, to which the Committee referred in its previous comments.

4. The Committee notes the renewed emphasis placed on addressing the gender wage gap and the linkages made to improvements in the reconciliation of work and family responsibilities. It also notes the range of awareness raising and educational activities established to ensure equal educational opportunities and to promote women’s participation in higher status jobs. In particular, the Committee notes with interest the two-year multilateral agreement that has been signed to enhance women in leadership in the labour market, which is intended "to eradicate stereotyped gender roles in education and to diminish the gender wage gap in knowledge society of the future". The Committee would be grateful to receive information on the results achieved by this programme and to continue to receive information on these activities and the impact they have on reducing the pay gap.

5. The Committee thanks the Government for the information on the number and nature of complaints filed to the Complaints Committee and also for the relevant court decisions and asks the Government to continue to submit such information, including copies of the most relevant decisions on wage discrimination between men and women for equal work.

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. With regard to wage differentials, the Committee notes the information included in the Government’s report, indicating that women receive lower wages than men overall and that, in some instances, the wage gap is quite wide. In this respect, it notes that studies conducted by municipal bodies confirm the existence of wage differentials of 10 per cent to 16 per cent between men and women workers; data from the National Economics Institute, calculated on the basis of tax returns, indicate that on average women’s employment earnings for 1998 were 52.8 per cent of men’s earnings; statistical data from the Institute of Labour Market Research for 1998-99 indicate that in all cases women receive lower wages than men for daytime work (71.4 per cent to 97.4 per cent). The Committee notes further that wage differences also exist in collective agreements, for example, there is a differential of approximately 10 per cent for women paid according to the collective agreements of the Confederation of State and Municipal Employees (BSRB). It asks the Government to provide information on measures aimed at eliminating the wage difference between women and men, including workers covered by collective agreements, and to continue to provide statistical information to allow the Committee to assess fully the extent and nature of the pay differentials and the progress achieved in implementing the principle of the Convention.

2. The Committee notes the information on the project on occupational assessments using gender-neutral job ranking. The project, aimed at investigating job evaluation as a useful tool for reducing wage differentials between women and men, has concluded and has issued a report in 1998. The Committee notes that the report addresses the limitations inherent in job evaluation. The report considers that job evaluation is based on the assumption that it is possible to compare men’s and women’s traditional jobs in order to determine whether they are of equal value. It concludes that job evaluation techniques are not useful tools with which to address the pay gap in sex segregated or single sex-dominated fields of activity. The report concludes that job evaluation is an extensive and complicated undertaking, which can never be a universally valid and correct yardstick for establishing the value of jobs. However, it constitutes an important attempt to coordinate decisions on wages, to make them clearer by evaluating all jobs in a systematic manner, and to control subjectivity in evaluating the content and value of jobs. The Committee asks the Government to keep it informed as to any measures taken to implement the findings and recommendations of the report and on any future job assessment exercises for the private sector. The Committee also observes that the new Equality Act is applicable only to men and women employed by the same employer (section 14). It has frequently drawn attention to the need to conduct job evaluation more broadly, including evaluating jobs in different areas of employment. The Committee asks the Government to indicate the measures taken to address the pay gap beyond the enterprise level.

3. The Committee notes the information in the report, indicating the intention of the Government and the main civil servants’ trade unions to address wage differentials between women and men. It notes that, to this end, a survey is to be carried out on the new wage system, and the Civil Servants’ Wage Investigation Committee is to compile and publish regularly information on wages disaggregated by sex, institutions and occupations. The Committee asks the Government to provide further information on concrete measures taken as a result of the above activities, and to provide copies of the survey and the Wage Investigation Committee’s reports with its next report.

4. With regard to its previous comment that some of the factors identified as causing gender-based wage differentials were related to the concentration of women in part-time posts and in lower income and lower status jobs, and its comment on the value of awareness-raising programmes and other educational activities, aimed at promoting equal opportunity and treatment for men and women in the labour market, the Committee notes that the Equal Status Conferences have been discontinued. Noting the new institutional structure for equality issues created under the new Act, it asks the Government to provide information in its next report on measures taken to promote equal opportunity and treatment for men and women and to reduce wage differentials by expanding the range of educational and occupational choices for boys and girls.

5. The Committee notes the information on the work of the Complaints Committee on Equal Status in wage discrimination cases. In this respect it notes that in 1998, 18.2 per cent of the total complaints received by the Committee concerned wage discrimination, with most complaints being brought by women, and 27.3 per cent of the complaints were brought in 1999. The Committee also notes that a complaint regarding automobile allowances paid to women and men in three state-owned banks was investigated by the Complaints Committee. The Committee also notes the Supreme Court decision in Case No. 11/200 of 31 May 2000, on the interpretation of the Act on Equal Status and Equal Rights for Women and Men on equal wages for work of equal value. The Supreme Court held that, when comparing jobs, it is necessary to base the decision on a comprehensive evaluation and jobs may be comparable in terms of equal value even though they differ in individual respects. The Committee asks the Government to continue to provide information on any court decisions relevant to the application of the principles of the Convention, including the work of the Complaints Committee on Equal Status.

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

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 with interest the adoption of the Act on Equal Status and Equal Rights of Women and Men (Act No. 96/2000), which came into effect on 6 June 2000 and is aimed at establishing and maintaining equal status and equal opportunities for women and men in all spheres of society. Section 14 of the Act specifically provides that women and men who are employed by the same employer shall receive equal pay and enjoy equal terms for comparable work of equal value. The Act defines pay as general remuneration for work done and includes both direct and indirect payments and benefits, which are to be determined in the same manner for women and men and to be based on criteria free from gender discrimination. The Committee notes that in regard to implementation of the Act, the Minister of Social Affairs will have overall responsibility, through an Equal Status Bureau to monitor compliance with the Act. It notes also that the Act establishes a consultative body to submit proposals to improve equality in the labour market and in other spheres - the Equal Status Council - and a Complaints Committee on Equal Status to consider allegations of violation of the Act. The Committee asks the Government to provide information in its next report on the implementation of Act No. 96/2000, including the work of the Bureau, the Council and the Complaints Committee in promoting equal pay for work of equal value.

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

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

The Committee notes the information provided by the Government in its report and the attached documentation.

1.  With regard to wage differentials, the Committee notes the information included in the Government’s report, indicating that women receive lower wages than men overall and that, in some instances, the wage gap is quite wide. In this respect, it notes that studies conducted by municipal bodies confirm the existence of wage differentials of 10 per cent to 16 per cent between men and women workers; data from the National Economics Institute, calculated on the basis of tax returns, indicate that on average women’s employment earnings for 1998 were 52.8 per cent of men’s earnings; statistical data from the Institute of Labour Market Research for 1998-99 indicate that in all cases women receive lower wages than men for daytime work (71.4 per cent to 97.4 per cent). The Committee notes further that wage differences also exist in collective agreements, for example, there is a differential of approximately 10 per cent for women paid according to the collective agreements of the Confederation of State and Municipal Employees (BSRB). It asks the Government to provide information on measures aimed at eliminating the wage difference between women and men, including workers covered by collective agreements, and to continue to provide statistical information to allow the Committee to assess fully the extent and nature of the pay differentials and the progress achieved in implementing the principle of the Convention.

2.  The Committee notes the information on the project on occupational assessments using gender-neutral job ranking. The project, aimed at investigating job evaluation as a useful tool for reducing wage differentials between women and men, has concluded and has issued a report in 1998. The Committee notes that the report addresses the limitations inherent in job evaluation. The report considers that job evaluation is based on the assumption that it is possible to compare men’s and women’s traditional jobs in order to determine whether they are of equal value. It concludes that job evaluation techniques are not useful tools with which to address the pay gap in sex segregated or single sex-dominated fields of activity. The report concludes that job evaluation is an extensive and complicated undertaking, which can never be a universally valid and correct yardstick for establishing the value of jobs. However, it constitutes an important attempt to coordinate decisions on wages, to make them clearer by evaluating all jobs in a systematic manner, and to control subjectivity in evaluating the content and value of jobs. The Committee asks the Government to keep it informed as to any measures taken to implement the findings and recommendations of the report and on any future job assessment exercises for the private sector. The Committee also observes that the new Equality Act is applicable only to men and women employed by the same employer (section 14). It has frequently drawn attention to the need to conduct job evaluation more broadly, including evaluating jobs in different areas of employment. The Committee asks the Government to indicate the measures taken to address the pay gap beyond the enterprise level.

3.  The Committee notes the information in the report, indicating the intention of the Government and the main civil servants’ trade unions to address wage differentials between women and men. It notes that, to this end, a survey is to be carried out on the new wage system, and the Civil Servants’ Wage Investigation Committee is to compile and publish regularly information on wages disaggregated by sex, institutions and occupations. The Committee asks the Government to provide further information on concrete measures taken as a result of the above activities, and to provide copies of the survey and the Wage Investigation Committee’s reports with its next report.

4.  With regard to its previous comment that some of the factors identified as causing gender-based wage differentials were related to the concentration of women in part-time posts and in lower income and lower status jobs, and its comment on the value of awareness-raising programmes and other educational activities, aimed at promoting equal opportunity and treatment for men and women in the labour market, the Committee notes that the Equal Status Conferences have been discontinued. Noting the new institutional structure for equality issues created under the new Act, it asks the Government to provide information in its next report on measures taken to promote equal opportunity and treatment for men and women and to reduce wage differentials by expanding the range of educational and occupational choices for boys and girls.

5.  The Committee notes the information on the work of the Complaints Committee on Equal Status in wage discrimination cases. In this respect it notes that in 1998, 18.2 per cent of the total complaints received by the Committee concerned wage discrimination, with most complaints being brought by women, and 27.3 per cent of the complaints were brought in 1999. The Committee also notes that a complaint regarding automobile allowances paid to women and men in three state-owned banks was investigated by the Complaints Committee. The Committee also notes the Supreme Court decision in Case No. 11/200 of 31 May 2000, on the interpretation of the Act on Equal Status and Equal Rights for Women and Men on equal wages for work of equal value. The Supreme Court held that, when comparing jobs, it is necessary to base the decision on a comprehensive evaluation and jobs may be comparable in terms of equal value even though they differ in individual respects. The Committee asks the Government to continue to provide information on any court decisions relevant to the application of the principles of the Convention, including the work of the Complaints Committee on Equal Status.

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

1.  The Committee notes with interest the adoption of the Act on Equal Status and Equal Rights of Women and Men (Act No. 96/2000), which came into effect on 6 June 2000 and is aimed at establishing and maintaining equal status and equal opportunities for women and men in all spheres of society. Section 14 of the Act specifically provides that women and men who are employed by the same employer shall receive equal pay and enjoy equal terms for comparable work of equal value. The Act defines pay as general remuneration for work done and includes both direct and indirect payments and benefits, which are to be determined in the same manner for women and men and to be based on criteria free from gender discrimination. The Committee notes that in regard to implementation of the Act, the Minister of Social Affairs will have overall responsibility, through an Equal Status Bureau to monitor compliance with the Act. It notes also that the Act establishes a consultative body to submit proposals to improve equality in the labour market and in other spheres - the Equal Status Council - and a Complaints Committee on Equal Status to consider allegations of violation of the Act. The Committee asks the Government to provide information in its next report on the implementation of Act No. 96/2000, including the work of the Bureau, the Council and the Complaints Committee in promoting equal pay for work of equal value.

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

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

1. The Committee recalls its previous comments with regard to the statistical findings of the 1993-94 study undertaken in the context of the Four-Year Plan of Action on Gender Equality, which confirmed the considerable wage differences between men and women, especially for those with senior school and university education. This trend was also noted in the country's National Report to the UN Conference on Women in 1995 (hourly wages paid to women constituted 83.1 per cent of those paid to men; women civil servants earned only 65 per cent of the total pay of men civil servants). The Committee notes that neither the Government's report nor the ILO Yearbook of labour statistics (1998) contains more recent data on men's and women's average earnings or hourly wages. The Committee refers to its general observation of 1998 on this Convention and requests the Government to supply in its next report recent statistical data on the average earnings of men and women as well as on the distribution of men and women in the public and private sector by earnings levels, in order to permit the Committee to assess fully the extent and nature of the pay differentials and the progress achieved in implementing the principle of the Convention.

2. Further to its previous comments with regard to Article 3 of the Convention, the Committee notes with interest the information in the Government's report that the experimental project, which had been proposed by the working group of the Ministry of Social Affairs in 1996 to undertake occupational assessments using gender-neutral job ranking, was launched and due to be completed in December 1998. The Government indicated that the scope of the project was confined to the public sector and included the Municipal Department of Social Affairs, the Reykjavik District Heating Utility and the national hospitals, as these bodies were regarded as giving a good picture of the traditional divisions of jobs by gender on the employment market. The project used the Swedish job evaluation system as a model, and the findings of the project will be published in a final report with a conclusion drawn on whether job assessment is a useful method of reducing gender-based wage differentials. Furthermore, the working group of the Ministry is to lay down guidelines on the use of job assessment and how it is to be carried out for use of those who intend to make job assessment a part of their wage-fixing process. The Committee notes this information and looks forward to receiving the project's findings and its impact in reducing wage differentials as well as any guidelines formulated by the Ministry's working group on the practical use of the job assessment. It also requests the Government to indicate whether it contemplates a similar job assessment exercise for the private sector.

3. The Committee notes the information provided in the Government's report concerning the 1996 Equal Status Conference which confirmed earlier findings that greater participation by women in paid employment, and their increasing pursuit of education, have not resulted in greater equality between the sexes as regards wages. The Committee notes that the Conference urged the Government and the social partners to agree in the forthcoming wages and terms agreements on definite measures to eradicate gender-based wage differentials. It notes that it was considered vital to ensure that the employers and trade unions conduct regular and impartial surveys of the wages and terms of employment of women and men, and that steps be taken to guarantee additional influence by women in wages and terms negotiations. The Committee requests the Government to supply examples in its next report on wages and terms agreements that have included measures to eradicate gender-based wage differentials and to communicate the results of any surveys carried out on wages and terms of employment of women and men.

4. In its previous direct request, the Committee noted that some of the factors identified for gender-based wage differentials were related to women in part-time posts and in lower income and lower status jobs. In this connection, the Committee notes that the Equal Status Conference urged the Government and the social partners to undertake a number of other measures to promote equal opportunity and equal treatment of women and men in the labour market which may, in general, contribute to reducing the wage gap between men and women. Such measures include, inter alia, awareness-raising programmes, policies aimed at combining family life with participation in employment and active study guidance and employment counselling with the aim of broadening the range of educational and employment choices for boys and girls. The Committee requests the Government to indicate, in its next report, the progress achieved (in reducing the wage gap) with regard to the activities undertaken in follow-up of its recommendations of the Equal Status Conference. It encourages the Government to continue to provide information about the three-yearly Equal Status Conferences and in particular about the outcome of the Conference held in 1999.

5. The Committee notes that in 1997, 16.7 per cent of the cases received by the Equal Status Complaints Committee concerned wage discrimination. The Committee requests the Government to continue to supply information on the nature of these cases and to include examples of statements issued by the Complaints Committee in wage discrimination cases, and to provide information on any court decisions concerning the application of the principle laid down in the Convention.

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

1. The Committee notes the findings of the 1993-94 study, undertaken in the context of the Four-Year Plan of Action on Gender Equality, which confirmed other comparable recent studies into wage differentials between men and women, namely that a considerable difference between men's and women's wages exists, whether net day-time wages (women receive 78 per cent), day-time wages plus supplements (women receive 70 per cent) or parity wages (women receive 68 per cent of men's wages). According to the study, educational qualifications lead to higher wages for both women and men, but to greater increases for men. While there is no difference between the wages of women and men who are without any educational qualification above basic compulsory schooling, there is a considerable difference where senior school or university education is taken into account. This trend is also noted in the National Report to the United Nations Fourth World Conference on Women (Beijing, 1995) where it is stated that the hourly wages paid to women as a percentage of those paid to men have decreased from 88.1 per cent in 1980 to 83.1 per cent in 1993; in March 1994, women civil servants earned 75 per cent of the basic pay of men civil servants, but only 65 per cent of the total pay of men. Some of the factors identified for this loss of parity include: women in part-time posts; in lower income and lower status jobs; men still regarded as "breadwinners" of the family.

2. The report indicates that, in the face of these statistics, another initiative was undertaken by the Minister of Social Affairs: on assessment of occupations as a means of reducing the sex-based wage gap. Completed in early 1996, it recommended that an experimental project be launched to do occupational assessments using gender-neutral job ranking in a small number of state, private and local government bodies, with specific attention being paid to so-called "traditional" men's and women's jobs. The Committee welcomes this use of job evaluation, as proposed in Article 3 of the Convention, as a means of reducing sex-based inequalities in remuneration and looks forward with interest to receiving information about the acceptance of this recommendation as well as the project's results when available.

3. The Committee notes with interest that women's remuneration and gender-based wage differentials receive considerable attention in Icelandic society, as evidenced by the political debate on them prior to the recent general elections, the National Report to the United Nations Fourth World Conference on Women (Beijing, 1995) and the three-yearly Gender Equality Conference organized by the Equal Status Council. Noting the description of the 1993 Conference (to which members of the public were invited as well as delegates from concerned organizations and political parties), the Committee requests the Government, in its next report, to provide information about the 1996 Conference which will have wages as one of its major concerns.

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

With reference to its previous comments, the Committee notes with interest the information supplied by the Government in its report, particularly describing the measures taken to reduce the persisting wage differentials between men and women.

1. The Committee notes that, in May 1993, Parliament approved a resolution introducing a four-year (1993-97) Plan of Action for Measures to Establish Equality between Women and Men. This was done under the 1991 Act on the Equal Status and Equal Rights of Women and Men. From the copy of the Plan, supplied by the Government, the Committee notes, in particular, that (i) the Ministry of Social Affairs is to conduct a detailed survey of the wages and the terms and conditions of employment of men and women employed in five large governmental bodies using an improved methodology; (ii) a systematic evaluation of jobs performed by government employees is to be carried out in accordance with section 4 of the 1991 Act; (iii) an equality counsellor will be appointed for the four years of the Plan on a trial basis, to work generally towards improving the position of women in enterprises and institutions and to cooperate with employment counsellors in an effort to increase the number of job opportunities for women; and (iv) regular detailed statistics, including data on income by economic activities and occupations, and sex, will continue to be published by the National Economic Institute.

The Committee asks the Government to supply, in its next report, a copy of the findings of the public sector wages survey, due to be completed in June 1994. It also asks to be kept informed of the activities undertaken in the framework of the Plan, especially those mentioned above, which have a bearing on the implementation of the principle of the Convention.

2. The Committee also notes from the Government's report that, in accordance with section 16(10) of the above-mentioned 1991 Act, the Equal Status Council is to convene a congress on equality at least every three years. The first such congress was held in October 1993 and addressed issues relevant to the principle of this Convention, namely job assessment as an instrument in the campaign for equal wages and the causes of gender-specific wage differentials. The Government states that it will send a detailed account of the findings of the congress with its next report. The Committee looks forward to receiving this information.

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

The Committee notes with interest the detailed information contained in the reports and documentation submitted by the Government under Conventions Nos. 100 and 111.

1. In its previous direct request, the Committee had requested the Government to provide information on any action taken pursuant to an investigation made by the National Economic Institute (NEI) in 1989, which examined the earnings differential between men and women. (The study had found that in 1986, though 38 per cent of all full-time workers were women, their share of earned income was only 28 per cent of the income of all full-time workers. Moreover, the gap between male and female earnings had decreased only slightly in recent years. The average nominal earnings of women were roughly 60 per cent of men's average nominal earnings. This difference was most dramatic when income peaked for both sexes between the ages of 35 and 50; the average income of female workers was then as low as 45 per cent of the average male income.)

In its report, the Government points out that there is no consensus among experts as to how to explain these disparities; some have pointed to the greater education, job training or longer working experience of men. However, states the Government, the education argument does not pertain to unskilled labour, neither is greater work experience a relevant explanation for income differences in younger age groups as there are no longer huge outflows from the labour market of women of child-bearing age. The Government expresses its grave concern about the situation; and outlines the various measures it has adopted to give effect to the legislative prescription that "women and men shall receive equal wages and shall enjoy equal employment benefits for equally valuable and comparable work." (This provision has been included, with slight modification, in the equality laws adopted since 1976; and is restated in the Act on the Equal Status and Equal Rights of Women and Men No. 28 of 1991, Article 4.)

2. The Committee has noted with interest the measures taken by the Government in this regard which include:

(i) the adoption of the above-mentioned Act No. 28 of 1991, the provisions of which are described in the Committee's observation under Convention No. 111;

(ii) the adoption of the Government's second Four-Year Plan of Action on Measures to Achieve Equality between the Sexes (1991-94) which places emphasis, inter alia, on measures to promote the equal status of the sexes in the school system, wage equality between women and men, the improvement of the status of women in the labour market and in rural areas. The Committee notes with interest that among the particular projects enumerated to give effect to the Plan of Action, a study is to be made on the wages and fringe benefits of women and men in five large governmental institutions, e.g. in the field of public health or education;

(iii) the participation of the Government in various programmes adopted by the Nordic Council of Ministers, including the Bryt project (1985-89), which aims at developing and testing methods to break down gender segregation of the labour market. As part of the Council's Action Plan for Nordic Cooperation on Equality between Women and Men (1989-93), a five-year Equal Pay Project is being undertaken to correlate the available data on inequality in pay for women and men, to determine its causes and to propose measures to remove the barriers to equal pay;

(iv) the establishment of an Equal Rights Programme in about 50 government institutions setting specific aims to increase the number of women in positions of responsibility and to improve their wages.

3. The Committee notes with interest that pursuant to the Wages and Terms Agreement concluded between the Icelandic Federation of Labour and the Confederation of Icelandic Employers and the City of Reykjavik in 1989, the social partners have appointed a discussion group to examine the changes and reasons for the wage differential and to investigate how it might be reduced. The Committee has also noted that a provision concerning the revision of the appraisal of jobs was included in a collective agreement between local authorities and the Federations of State and Municipal Employees, and that this has led to a revision of job appraisal in more than half of the contracting local authorities. While this measure was motivated by the apparent income gap between private and official sector employees, the Government states that women employees have hopefully benefited from the revision.

4. The Committee would be grateful if the Government would continue to provide information in its future reports concerning the results of the above-mentioned initiatives and any other measures to reduce the wage differential between women and men.

Direct Request (CEACR) - adopted 1991, published 78th ILC session (1991)

The Committee notes with interest the detailed information supplied in the Government's report and the documentation annexed thereto.

1. The Committee notes with particular interest the Wages and Terms Agreement of May 1989 concluded between the Icelandic Federation of Labour and the Confederation of Icelandic Employers and the City of Reykjavik. In connection with Annex III of the Agreement, the Committee would appreciate receiving information on the action being taken to increase the proportion of women in the administrative positions of companies, and in more responsible and highly paid posts generally. It would also request the Government to provide information on any findings and recommendations of the discussion group which was to have been appointed by the parties to examine the question of wage differentials between men and women.

2. The Committee notes from the extract of the report of the National Economic Institute (NEI) (The Earnings Differential between Men and Women, January 1989) that the gap between male and female earnings had decreased only slightly in recent years and that female-dominated professions were generally lower paid than those dominated by men. It further notes that the study was, through lack of detailed information, unable to determine whether and to what extent factors like working time, education, job training and experience accounted for the earnings gap; or whether the disparity could be explained by the differing nature of particular jobs traditionally associated with men and women, or was due to discrimination. The Committee would request the Government to provide information on any action taken pursuant to the study and, in particular, to indicate whether the survey of living conditions undertaken in spring 1989 provided sufficient additional data to better explain the causes of the earnings differential. The Committee also notes the emphasis placed on increasing research and developing statistical data on equality in the Action Plan for Nordic Co-operation on Equality between Women and Men 1989-1993, and requests the Government to continue to supply information concerning implementation of the Plan. Referring to its previous comment, the Committee would also request the Government to report on any progress made towards conducting a new appraisal of jobs, particularly with a view to revising the appraisal of traditional women's occupations on the one hand, and jobs generally performed by men on the other.

3. The Committee notes that pursuant to section 5 of the Equal Status and Equal Rights of Women and Men Act No. 65/1985, the Government decided, in May 1988, that ministries and government institutions each prepare a four-year action programme for equality between the sexes (January 1989 to December 1992). It notes with interest that to be included among the General Objectives of such plans (as has already been done, for example, in that of the Ministry of Social Affairs) is a commitment to equality as concerns perquisites, overtime payments and the use of cars. Since reference was made to the unequal distribution of untaxed benefits in the NEI's study, the Committee would request the Government to indicate whether special measures are being taken or are contemplated by, for example, the Equal Status Council to address this particular problem in the private sector of employment.