Equal Remuneration Convention, 1951 (No. 100) - Singapore (Ratification: 2002)

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

The Committee notes with deep concern that the Government’s report has not been received. It expects that the next report will contain full information on the matters raised in its previous comments. The Committee informs the Government that, if it has not supplied replies to the points raised by 1 September 2024, then it may proceed with the examination of the application of the Convention on the basis of the information at its disposal at its next session.

Repetition

Article 2(2)(c) of the Convention. Collective agreements. The Committee notes that, in reply to its previous comment, the Government reiterates in its report that, following the ratification of the Convention, the tripartite partners issued a Tripartite Declaration on Equal Remuneration for Men and Women Performing Work of Equal Value, where they recommended that unionized companies adopt the equal pay principle by incorporating a clause on equal remuneration into their collective agreements. The Government also indicates that, according to the National Trade Unions Congress (NTUC), as of 20 December 2018, about one third of all collective agreements in force had equal remuneration clauses applying to all categories of employees covered by the agreement (compared to 26 per cent in 2011). It adds that there were no disputes on equal remuneration clauses so far. The Committee however notes that the Government still does not provide any information on the manner in which such clauses are effectively applied in practice during the wage-setting process at the enterprise level. Recalling the important role that collective agreements can play in the application of the principle of equal remuneration for men and women for work of equal value, the Committee asks the Government to continue to provide information on the progress made in including equal remuneration for work of equal value clauses in collective agreements, further to the Tripartite Declaration issued in this regard. It asks once again the Government to provide summaries of such clauses, as well as specific examples of the manner in which they are applied in practice when wages are set at the enterprise level. The Committee further asks the Government to provide information on any measures taken to raise awareness of the existence of equal remuneration clauses in collective agreements among workers, in particular women workers, as well as on any disputes regarding the application of such clauses that have been dealt with by the courts.

Article 3. Objective job evaluation. The Committee notes the Government’s repeated indication that the Tripartite Alliance for Fair Employment Practices (TAFEP) promotes fair and objective recruitment practices. The Government adds that, as a result of the Skills Framework for Human Resources, human resources professionals will be able to design progressive human resources and practices that reward employees fairly based on ability, performance, contribution and experience. The Committee wishes to draw the Government’s attention to the fact that the concept of “equal value” laid down in the Convention requires some method of measuring and comparing the relative value of different jobs. There needs to be an examination of the respective tasks involved, undertaken on the basis of entirely objective and non-discriminatory criteria to avoid the assessment being tainted by gender bias. While the Convention does not prescribe any specific method for such an examination, Article 3presupposes the use of appropriate techniques for objective job evaluation, comparing factors such as skill, effort, responsibilities and working conditions (see 2012 General Survey on the fundamental Conventions, paragraph 695). Given the persistent gender wage disparities, the Committee asks the Government to provide information on the concrete measures taken to develop, promote and implement objective job evaluation methods, using criteria that are free from gender bias, such as qualifications and skills, effort, responsibilities and conditions of work, in the public and private sectors.

Enforcement. Recalling that workers can submit a complaint to the TAFEP in case of discrimination at work, the Committee notes the Government’s indication that, so far, the TAFEP has not received any complaints related to pay inequality. In this regard, the Committee wishes to draw the Government’s attention to the fact that where no cases or complaints are being lodged, this is likely to indicate a lack of an appropriate legal framework, a lack of awareness of rights, a lack of confidence in or absence of practical access to procedures, or fear of reprisals (see 2012 General Survey, paragraph 870). In light of the absence of legislation reflecting the principle of the Convention, the Committee asks the Government to provide information on the proactive measures taken, including in collaboration with employers’ and workers’ organizations, to raise public awareness of the principle of the Convention, the procedures and remedies available, as well as on the impact of such measures on the persistent wage disparities between men and women. It also asks the Government to provide information on the number and nature of cases or complaints of gender pay inequality dealt with by the TAFEP, the labour inspectors, the courts or any other competent authority, specifying any sanctions imposed and remedies granted.

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

The Committee notes with deep concern that the Government’s report has not been received. It is therefore bound to repeat its previous comments. The Committee informs the Government that, if it has not supplied replies to the points raised by 1 September 2024, then it may proceed with the examination of the application of the Convention on the basis of the information at its disposal at its next session.

Repetition

Articles 1 and 2 of the Convention. Assessing and addressing the gender pay gap. The Committee recalls the lack of legislation requiring equal remuneration for men and women for work of equal value. The Committee previously noted the Guidelines issued by the Tripartite Alliance for Fair Employment Practices (TAFEP) on 3 May 2007, which include a section on remuneration stating that “[e]mployers should pay employees wages commensurate with the value of the job […] regardless of age, gender, race, religion and family status, employees should be paid and rewarded based on their performance, contribution and experience”. It notes, from the TAFEP’s website, that as of September 2019, 7,144 organizations have signed the Employers’ Pledge for Fair Employment Practices, which is a public commitment from employers to create fair and inclusive workplaces according to the TAFEP’s Guidelines. The Committee notes the Government’s statement, in its report that, in July 2017, Tripartite Standards (TSes) were introduced to enhance fair and progressive employment practices on flexible work agreements, recruitment practices and unpaid leave for unexpected care needs. Noting that the TAFEP continued training workshops to assist employers implementing fair and progressive employment practices, the Committee notes the Government’s indication that the Human Capital Partnership (HCP) Programme was launched in 2017 by tripartite partners to “grow an inclusive community of progressive employers”, and will be managed by the TAFEP. The Committee however observes that the Government does not provide information on any measures taken by the TAFEP to promote specifically the principle of equal remuneration for men and women for work of equal value. While noting the Government’s statement that the gender pay gap was estimated at 11.8 per cent in 2017 with broad-based improvement across most occupational groups, the Committee notes, from the statistical information provided by the Government, that in 2017 the median gross monthly salary of women employed in the same occupational category as men was systematically lower than that of men, except for clerical support workers where it was slightly higher. It notes in particular that the gender wage gap was estimated at 12.2 per cent for managers and administrators; 18.7 for working proprietors; 14.4 for professionals and still remains wider for craftsmen and related trades workers (22.3 per cent) and plant and machine operators and assemblers (19.1 per cent). The Committee notes the Government’s indication that the wage gap can be attributed to the fact that women are more likely to exit the workforce or have intermittent patterns of work, for reasons such as childcare and the care of the elderly. The Government adds that its approach to address the gender pay gap is to empower women with choices to stay in the workforce, instead of having to exit it to fulfil caregiving responsibilities. In this regard, the Committee welcomes the adoption and implementation of measures to assist women to enter, re-enter or remain in the workforce, including through flexible working arrangements and the introduction of measures to encourage shared parental responsibilities (such as a two weeks paid paternity leave and the possibility for fathers to share up to four weeks of their wife’s maternity leave). The Committee however notes that, in its 2017 concluding observations, the United Nations (UN) Committee on the Elimination of Discrimination against Women (CEDAW) remained concerned about: (i) the persistent gender wage gap in all occupational categories, except clerical support; (ii) the continued vertical and horizontal occupational segregation in both the public and private sectors; (iii) the persistence of discriminatory stereotypes about the role of women as primary caregivers, including as caregivers of older persons; (iv) the fact that women still remain underrepresented in traditionally male-dominated fields of study, such as engineering, electronics and information technology, at the tertiary level; as well as (v) the underrepresentation of women on corporate boards, notwithstanding their high educational and professional achievements and qualifications. The Committee further notes that the CEDAW recommended that “the Government reduces the gender wage gap by regularly reviewing wages in sectors in which women are concentrated and by establishing effective monitoring and regulatory mechanisms for employment and recruitment to ensure that the principle of equal pay for work of equal value is adhered to in all sectors” (CEDAW/C/SGP/CO/5, 21 November 2017, paragraphs 18, 26, 28 and 29). The Committee notes that the CEDAW, as well as the UN Independent Expert on the enjoyment of all human rights by older persons, also expressed specific concern that older women frequently lack sufficient savings to sustain a living as a result of the gender pay gap, a lack of employment opportunities and their caregiving responsibilities, and are therefore forced to continue to work beyond their retirement age in low-paid and low-skilled occupations (CEDAW/C/SGP/CO/5, 21 November 2017, paragraph 38 and A/HRC/36/48/Add.1, 31 May 2017, paragraphs 27 and 93). In light of the absence of a legislative framework providing for equal remuneration for men and women for work of equal value and the persistence of significant gender wage gaps, in particular in sectors where women are traditionally concentrated, the Committee asks the Government to take proactive measures, including legislative measures in the framework of the Tripartite Alliance for Fair Employment Practices, to establish the principle of the Convention and raise awareness among workers, employers and their respective organizations, as well as among law enforcement officials of the right to equal remuneration for men and women for work of equal value. It also asks the Government to continue to take measures to address the underlying causes of the gender wage gap, such as vertical and occupational gender segregation and stereotypes relating to the aspirations, preferences and abilities of women, including by encouraging girls and women to choose non-traditional fields of study and professions and promoting their access to jobs with career prospects and higher pay. The Committee asks the Government to continue to provide statistical information on the level of earnings of men and women, disaggregated by economic activity and occupational group, both in the public and private sectors.

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

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

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

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

Repetition

Article 2(2)(c) of the Convention. Collective agreements. The Committee notes that, in reply to its previous comment, the Government reiterates in its report that, following the ratification of the Convention, the tripartite partners issued a Tripartite Declaration on Equal Remuneration for Men and Women Performing Work of Equal Value, where they recommended that unionized companies adopt the equal pay principle by incorporating a clause on equal remuneration into their collective agreements. The Government also indicates that, according to the National Trade Unions Congress (NTUC), as of 20 December 2018, about one third of all collective agreements in force had equal remuneration clauses applying to all categories of employees covered by the agreement (compared to 26 per cent in 2011). It adds that there were no disputes on equal remuneration clauses so far. The Committee however notes that the Government still does not provide any information on the manner in which such clauses are effectively applied in practice during the wage-setting process at the enterprise level.Recalling the important role that collective agreements can play in the application of the principle of equal remuneration for men and women for work of equal value, the Committee asks the Government to continue to provide information on the progress made in including equal remuneration for work of equal value clauses in collective agreements, further to the Tripartite Declaration issued in this regard. It asks once again the Government to provide summaries of such clauses, as well as specific examples of the manner in which they are applied in practice when wages are set at the enterprise level. The Committee further asks the Government to provide information on any measures taken to raise awareness of the existence of equal remuneration clauses in collective agreements among workers, in particular women workers, as well as on any disputes regarding the application of such clauses that have been dealt with by the courts.

Article 3. Objective job evaluation. The Committee notes the Government’s repeated indication that the Tripartite Alliance for Fair Employment Practices (TAFEP) promotes fair and objective recruitment practices. The Government adds that, as a result of the Skills Framework for Human Resources, human resources professionals will be able to design progressive human resources and practices that reward employees fairly based on ability, performance, contribution and experience. The Committee wishes to draw the Government’s attention to the fact that the concept of “equal value” laid down in the Convention requires some method of measuring and comparing the relative value of different jobs. There needs to be an examination of the respective tasks involved, undertaken on the basis of entirely objective and non-discriminatory criteria to avoid the assessment being tainted by gender bias. While the Convention does not prescribe any specific method for such an examination, Article 3presupposes the use of appropriate techniques for objective job evaluation, comparing factors such as skill, effort, responsibilities and working conditions (see 2012 General Survey on the fundamental Conventions, paragraph  695).Given the persistent gender wage disparities, the Committee asks the Government to provide information on the concrete measures taken to develop, promote and implement objective job evaluation methods, using criteria that are free from gender bias, such as qualifications and skills, effort, responsibilities and conditions of work, in the public and private sectors.

Enforcement. Recalling that workers can submit a complaint to the TAFEP in case of discrimination at work, the Committee notes the Government’s indication that, so far, the TAFEP has not received any complaints related to pay inequality. In this regard, the Committee wishes to draw the Government’s attention to the fact that where no cases or complaints are being lodged, this is likely to indicate a lack of an appropriate legal framework, a lack of awareness of rights, a lack of confidence in or absence of practical access to procedures, or fear of reprisals (see 2012 General Survey, paragraph 870).In light of the absence of legislation reflecting the principle of the Convention, the Committee asks the Government to provide information on the proactive measures taken, including in collaboration with employers’ and workers’ organizations, to raise public awareness of the principle of the Convention, the procedures and remedies available, as well as on the impact of such measures on the persistent wage disparities between men and women. It also asks the Government to provide information on the number and nature of cases or complaints of gender pay inequality dealt with by the TAFEP, the labour inspectors, the courts or any other competent authority, specifying any sanctions imposed and remedies granted.

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

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

Repetition

Articles 1 and 2 of the Convention. Assessing and addressing the gender pay gap. The Committee recalls the lack of legislation requiring equal remuneration for men and women for work of equal value. The Committee previously noted the Guidelines issued by the Tripartite Alliance for Fair Employment Practices (TAFEP) on 3 May 2007, which include a section on remuneration stating that “[e]mployers should pay employees wages commensurate with the value of the job […] regardless of age, gender, race, religion and family status, employees should be paid and rewarded based on their performance, contribution and experience”. It notes, from the TAFEP’s website, that as of September 2019, 7,144 organizations have signed the Employers’ Pledge for Fair Employment Practices, which is a public commitment from employers to create fair and inclusive workplaces according to the TAFEP’s Guidelines. The Committee notes the Government’s statement, in its report that, in July 2017, Tripartite Standards (TSes) were introduced to enhance fair and progressive employment practices on flexible work agreements, recruitment practices and unpaid leave for unexpected care needs. Noting that the TAFEP continued training workshops to assist employers implementing fair and progressive employment practices, the Committee notes the Government’s indication that the Human Capital Partnership (HCP) Programme was launched in 2017 by tripartite partners to “grow an inclusive community of progressive employers”, and will be managed by the TAFEP. The Committee however observes that the Government does not provide information on any measures taken by the TAFEP to promote specifically the principle of equal remuneration for men and women for work of equal value. While noting the Government’s statement that the gender pay gap was estimated at 11.8 per cent in 2017 with broad-based improvement across most occupational groups, the Committee notes, from the statistical information provided by the Government, that in 2017 the median gross monthly salary of women employed in the same occupational category as men was systematically lower than that of men, except for clerical support workers where it was slightly higher. It notes in particular that the gender wage gap was estimated at 12.2 per cent for managers and administrators; 18.7 for working proprietors; 14.4 for professionals and still remains wider for craftsmen and related trades workers (22.3 per cent) and plant and machine operators and assemblers (19.1 per cent). The Committee notes the Government’s indication that the wage gap can be attributed to the fact that women are more likely to exit the workforce or have intermittent patterns of work, for reasons such as childcare and the care of the elderly. The Government adds that its approach to address the gender pay gap is to empower women with choices to stay in the workforce, instead of having to exit it to fulfil caregiving responsibilities. In this regard, the Committee welcomes the adoption and implementation of measures to assist women to enter, re-enter or remain in the workforce, including through flexible working arrangements and the introduction of measures to encourage shared parental responsibilities (such as a two weeks paid paternity leave and the possibility for fathers to share up to four weeks of their wife’s maternity leave). The Committee however notes that, in its 2017 concluding observations, the United Nations (UN) Committee on the Elimination of Discrimination against Women (CEDAW) remained concerned about: (i) the persistent gender wage gap in all occupational categories, except clerical support; (ii) the continued vertical and horizontal occupational segregation in both the public and private sectors; (iii) the persistence of discriminatory stereotypes about the role of women as primary caregivers, including as caregivers of older persons; (iv) the fact that women still remain underrepresented in traditionally male-dominated fields of study, such as engineering, electronics and information technology, at the tertiary level; as well as (v) the underrepresentation of women on corporate boards, notwithstanding their high educational and professional achievements and qualifications. The Committee further notes that the CEDAW recommended that “the Government reduces the gender wage gap by regularly reviewing wages in sectors in which women are concentrated and by establishing effective monitoring and regulatory mechanisms for employment and recruitment to ensure that the principle of equal pay for work of equal value is adhered to in all sectors” (CEDAW/C/SGP/CO/5, 21 November 2017, paragraphs 18, 26, 28 and 29). The Committee notes that the CEDAW, as well as the UN Independent Expert on the enjoyment of all human rights by older persons, also expressed specific concern that older women frequently lack sufficient savings to sustain a living as a result of the gender pay gap, a lack of employment opportunities and their caregiving responsibilities, and are therefore forced to continue to work beyond their retirement age in low-paid and low-skilled occupations (CEDAW/C/SGP/CO/5, 21 November 2017, paragraph 38 and A/HRC/36/48/Add.1, 31 May 2017, paragraphs 27 and 93).In light of the absence of a legislative framework providing for equal remuneration for men and women for work of equal value and the persistence of significant gender wage gaps, in particular in sectors where women are traditionally concentrated, the Committee asks the Government to take proactive measures, including legislative measures in the framework of the Tripartite Alliance for Fair Employment Practices, to establish the principle of the Convention and raise awareness among workers, employers and their respective organizations, as well as among law enforcement officials of the right to equal remuneration for men and women for work of equal value. It also asks the Government to continue to take measures to address the underlying causes of the gender wage gap, such as vertical and occupational gender segregation and stereotypes relating to the aspirations, preferences and abilities of women, including by encouraging girls and women to choose non-traditional fields of study and professions and promoting their access to jobs with career prospects and higher pay. The Committee asks the Government to continue to provide statistical information on the level of earnings of men and women, disaggregated by economic activity and occupational group, both in the public and private sectors.

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

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

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

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

Article 2(2)(c) of the Convention. Collective agreements. The Committee notes that, in reply to its previous comment, the Government reiterates in its report that, following the ratification of the Convention, the tripartite partners issued a Tripartite Declaration on Equal Remuneration for Men and Women Performing Work of Equal Value, where they recommended that unionized companies adopt the equal pay principle by incorporating a clause on equal remuneration into their collective agreements. The Government also indicates that, according to the National Trade Unions Congress (NTUC), as of 20 December 2018, about one third of all collective agreements in force had equal remuneration clauses applying to all categories of employees covered by the agreement (compared to 26 per cent in 2011). It adds that there were no disputes on equal remuneration clauses so far. The Committee however notes that the Government still does not provide any information on the manner in which such clauses are effectively applied in practice during the wage-setting process at the enterprise level. Recalling the important role that collective agreements can play in the application of the principle of equal remuneration for men and women for work of equal value, the Committee asks the Government to continue to provide information on the progress made in including equal remuneration for work of equal value clauses in collective agreements, further to the Tripartite Declaration issued in this regard. It asks once again the Government to provide summaries of such clauses, as well as specific examples of the manner in which they are applied in practice when wages are set at the enterprise level. The Committee further asks the Government to provide information on any measures taken to raise awareness of the existence of equal remuneration clauses in collective agreements among workers, in particular women workers, as well as on any disputes regarding the application of such clauses that have been dealt with by the courts.

Article 3. Objective job evaluation. The Committee notes the Government’s repeated indication that the Tripartite Alliance for Fair Employment Practices (TAFEP) promotes fair and objective recruitment practices. The Government adds that, as a result of the Skills Framework for Human Resources, human resources professionals will be able to design progressive human resources and practices that reward employees fairly based on ability, performance, contribution and experience. The Committee wishes to draw the Government’s attention to the fact that the concept of “equal value” laid down in the Convention requires some method of measuring and comparing the relative value of different jobs. There needs to be an examination of the respective tasks involved, undertaken on the basis of entirely objective and non-discriminatory criteria to avoid the assessment being tainted by gender bias. While the Convention does not prescribe any specific method for such an examination, Article 3 presupposes the use of appropriate techniques for objective job evaluation, comparing factors such as skill, effort, responsibilities and working conditions (see 2012 General Survey on the fundamental Conventions, paragraph  695). Given the persistent gender wage disparities, the Committee asks the Government to provide information on the concrete measures taken to develop, promote and implement objective job evaluation methods, using criteria that are free from gender bias, such as qualifications and skills, effort, responsibilities and conditions of work, in the public and private sectors.

Enforcement. Recalling that workers can submit a complaint to the TAFEP in case of discrimination at work, the Committee notes the Government’s indication that, so far, the TAFEP has not received any complaints related to pay inequality. In this regard, the Committee wishes to draw the Government’s attention to the fact that where no cases or complaints are being lodged, this is likely to indicate a lack of an appropriate legal framework, a lack of awareness of rights, a lack of confidence in or absence of practical access to procedures, or fear of reprisals (see 2012 General Survey, paragraph 870). In light of the absence of legislation reflecting the principle of the Convention, the Committee asks the Government to provide information on the proactive measures taken, including in collaboration with employers’ and workers’ organizations, to raise public awareness of the principle of the Convention, the procedures and remedies available, as well as on the impact of such measures on the persistent wage disparities between men and women. It also asks the Government to provide information on the number and nature of cases or complaints of gender pay inequality dealt with by the TAFEP, the labour inspectors, the courts or any other competent authority, specifying any sanctions imposed and remedies granted.

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

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

Repetition

Articles 1 and 2 of the Convention. Assessing and addressing the gender pay gap. The Committee recalls the lack of legislation requiring equal remuneration for men and women for work of equal value. The Committee previously noted the Guidelines issued by the Tripartite Alliance for Fair Employment Practices (TAFEP) on 3 May 2007, which include a section on remuneration stating that “[e]mployers should pay employees wages commensurate with the value of the job […] regardless of age, gender, race, religion and family status, employees should be paid and rewarded based on their performance, contribution and experience”. It notes, from the TAFEP’s website, that as of September 2019, 7,144 organizations have signed the Employers’ Pledge for Fair Employment Practices, which is a public commitment from employers to create fair and inclusive workplaces according to the TAFEP’s Guidelines. The Committee notes the Government’s statement, in its report that, in July 2017, Tripartite Standards (TSes) were introduced to enhance fair and progressive employment practices on flexible work agreements, recruitment practices and unpaid leave for unexpected care needs. Noting that the TAFEP continued training workshops to assist employers implementing fair and progressive employment practices, the Committee notes the Government’s indication that the Human Capital Partnership (HCP) Programme was launched in 2017 by tripartite partners to “grow an inclusive community of progressive employers”, and will be managed by the TAFEP. The Committee however observes that the Government does not provide information on any measures taken by the TAFEP to promote specifically the principle of equal remuneration for men and women for work of equal value. While noting the Government’s statement that the gender pay gap was estimated at 11.8 per cent in 2017 with broad-based improvement across most occupational groups, the Committee notes, from the statistical information provided by the Government, that in 2017 the median gross monthly salary of women employed in the same occupational category as men was systematically lower than that of men, except for clerical support workers where it was slightly higher. It notes in particular that the gender wage gap was estimated at 12.2 per cent for managers and administrators; 18.7 for working proprietors; 14.4 for professionals and still remains wider for craftsmen and related trades workers (22.3 per cent) and plant and machine operators and assemblers (19.1 per cent). The Committee notes the Government’s indication that the wage gap can be attributed to the fact that women are more likely to exit the workforce or have intermittent patterns of work, for reasons such as childcare and the care of the elderly. The Government adds that its approach to address the gender pay gap is to empower women with choices to stay in the workforce, instead of having to exit it to fulfil caregiving responsibilities. In this regard, the Committee welcomes the adoption and implementation of measures to assist women to enter, re-enter or remain in the workforce, including through flexible working arrangements and the introduction of measures to encourage shared parental responsibilities (such as a two weeks paid paternity leave and the possibility for fathers to share up to four weeks of their wife’s maternity leave). The Committee however notes that, in its 2017 concluding observations, the United Nations (UN) Committee on the Elimination of Discrimination against Women (CEDAW) remained concerned about: (i) the persistent gender wage gap in all occupational categories, except clerical support; (ii) the continued vertical and horizontal occupational segregation in both the public and private sectors; (iii) the persistence of discriminatory stereotypes about the role of women as primary caregivers, including as caregivers of older persons; (iv) the fact that women still remain underrepresented in traditionally male-dominated fields of study, such as engineering, electronics and information technology, at the tertiary level; as well as (v) the underrepresentation of women on corporate boards, notwithstanding their high educational and professional achievements and qualifications. The Committee further notes that the CEDAW recommended that “the Government reduces the gender wage gap by regularly reviewing wages in sectors in which women are concentrated and by establishing effective monitoring and regulatory mechanisms for employment and recruitment to ensure that the principle of equal pay for work of equal value is adhered to in all sectors” (CEDAW/C/SGP/CO/5, 21 November 2017, paragraphs 18, 26, 28 and 29). The Committee notes that the CEDAW, as well as the UN Independent Expert on the enjoyment of all human rights by older persons, also expressed specific concern that older women frequently lack sufficient savings to sustain a living as a result of the gender pay gap, a lack of employment opportunities and their caregiving responsibilities, and are therefore forced to continue to work beyond their retirement age in low-paid and low-skilled occupations (CEDAW/C/SGP/CO/5, 21 November 2017, paragraph 38 and A/HRC/36/48/Add.1, 31 May 2017, paragraphs 27 and 93). In light of the absence of a legislative framework providing for equal remuneration for men and women for work of equal value and the persistence of significant gender wage gaps, in particular in sectors where women are traditionally concentrated, the Committee asks the Government to take proactive measures, including legislative measures in the framework of the Tripartite Alliance for Fair Employment Practices, to establish the principle of the Convention and raise awareness among workers, employers and their respective organizations, as well as among law enforcement officials of the right to equal remuneration for men and women for work of equal value. It also asks the Government to continue to take measures to address the underlying causes of the gender wage gap, such as vertical and occupational gender segregation and stereotypes relating to the aspirations, preferences and abilities of women, including by encouraging girls and women to choose non-traditional fields of study and professions and promoting their access to jobs with career prospects and higher pay. The Committee asks the Government to continue to provide statistical information on the level of earnings of men and women, disaggregated by economic activity and occupational group, both in the public and private sectors.

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

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

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

Article 2(2)(c) of the Convention. Collective agreements. The Committee notes that, in reply to its previous comment, the Government reiterates in its report that, following the ratification of the Convention, the tripartite partners issued a Tripartite Declaration on Equal Remuneration for Men and Women Performing Work of Equal Value, where they recommended that unionized companies adopt the equal pay principle by incorporating a clause on equal remuneration into their collective agreements. The Government also indicates that, according to the National Trade Unions Congress (NTUC), as of 20 December 2018, about one third of all collective agreements in force had equal remuneration clauses applying to all categories of employees covered by the agreement (compared to 26 per cent in 2011). It adds that there were no disputes on equal remuneration clauses so far. The Committee however notes that the Government still does not provide any information on the manner in which such clauses are effectively applied in practice during the wage-setting process at the enterprise level. Recalling the important role that collective agreements can play in the application of the principle of equal remuneration for men and women for work of equal value, the Committee asks the Government to continue to provide information on the progress made in including equal remuneration for work of equal value clauses in collective agreements, further to the Tripartite Declaration issued in this regard. It asks once again the Government to provide summaries of such clauses, as well as specific examples of the manner in which they are applied in practice when wages are set at the enterprise level. The Committee further asks the Government to provide information on any measures taken to raise awareness of the existence of equal remuneration clauses in collective agreements among workers, in particular women workers, as well as on any disputes regarding the application of such clauses that have been dealt with by the courts.

Article 3. Objective job evaluation. The Committee notes the Government’s repeated indication that the Tripartite Alliance for Fair Employment Practices (TAFEP) promotes fair and objective recruitment practices. The Government adds that, as a result of the Skills Framework for Human Resources, human resources professionals will be able to design progressive human resources and practices that reward employees fairly based on ability, performance, contribution and experience. The Committee wishes to draw the Government’s attention to the fact that the concept of “equal value” laid down in the Convention requires some method of measuring and comparing the relative value of different jobs. There needs to be an examination of the respective tasks involved, undertaken on the basis of entirely objective and non-discriminatory criteria to avoid the assessment being tainted by gender bias. While the Convention does not prescribe any specific method for such an examination, Article 3 presupposes the use of appropriate techniques for objective job evaluation, comparing factors such as skill, effort, responsibilities and working conditions (see 2012 General Survey on the fundamental Conventions, paragraph  695). Given the persistent gender wage disparities, the Committee asks the Government to provide information on the concrete measures taken to develop, promote and implement objective job evaluation methods, using criteria that are free from gender bias, such as qualifications and skills, effort, responsibilities and conditions of work, in the public and private sectors.

Enforcement. Recalling that workers can submit a complaint to the TAFEP in case of discrimination at work, the Committee notes the Government’s indication that, so far, the TAFEP has not received any complaints related to pay inequality. In this regard, the Committee wishes to draw the Government’s attention to the fact that where no cases or complaints are being lodged, this is likely to indicate a lack of an appropriate legal framework, a lack of awareness of rights, a lack of confidence in or absence of practical access to procedures, or fear of reprisals (see 2012 General Survey, paragraph 870). In light of the absence of legislation reflecting the principle of the Convention, the Committee asks the Government to provide information on the proactive measures taken, including in collaboration with employers’ and workers’ organizations, to raise public awareness of the principle of the Convention, the procedures and remedies available, as well as on the impact of such measures on the persistent wage disparities between men and women. It also asks the Government to provide information on the number and nature of cases or complaints of gender pay inequality dealt with by the TAFEP, the labour inspectors, the courts or any other competent authority, specifying any sanctions imposed and remedies granted.

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

Articles 1 and 2 of the Convention. Assessing and addressing the gender pay gap. The Committee recalls the lack of legislation requiring equal remuneration for men and women for work of equal value. The Committee previously noted the Guidelines issued by the Tripartite Alliance for Fair Employment Practices (TAFEP) on 3 May 2007, which include a section on remuneration stating that “[e]mployers should pay employees wages commensurate with the value of the job […] regardless of age, gender, race, religion and family status, employees should be paid and rewarded based on their performance, contribution and experience”. It notes, from the TAFEP’s website, that as of September 2019, 7,144 organizations have signed the Employers’ Pledge for Fair Employment Practices, which is a public commitment from employers to create fair and inclusive workplaces according to the TAFEP’s Guidelines. The Committee notes the Government’s statement, in its report that, in July 2017, Tripartite Standards (TSes) were introduced to enhance fair and progressive employment practices on flexible work agreements, recruitment practices and unpaid leave for unexpected care needs. Noting that the TAFEP continued training workshops to assist employers implementing fair and progressive employment practices, the Committee notes the Government’s indication that the Human Capital Partnership (HCP) Programme was launched in 2017 by tripartite partners to “grow an inclusive community of progressive employers”, and will be managed by the TAFEP. The Committee however observes that the Government does not provide information on any measures taken by the TAFEP to promote specifically the principle of equal remuneration for men and women for work of equal value. While noting the Government’s statement that the gender pay gap was estimated at 11.8 per cent in 2017 with broad-based improvement across most occupational groups, the Committee notes, from the statistical information provided by the Government, that in 2017 the median gross monthly salary of women employed in the same occupational category as men was systematically lower than that of men, except for clerical support workers where it was slightly higher. It notes in particular that the gender wage gap was estimated at 12.2 per cent for managers and administrators; 18.7 for working proprietors; 14.4 for professionals and still remains wider for craftsmen and related trades workers (22.3 per cent) and plant and machine operators and assemblers (19.1 per cent). The Committee notes the Government’s indication that the wage gap can be attributed to the fact that women are more likely to exit the workforce or have intermittent patterns of work, for reasons such as childcare and the care of the elderly. The Government adds that its approach to address the gender pay gap is to empower women with choices to stay in the workforce, instead of having to exit it to fulfil caregiving responsibilities. In this regard, the Committee welcomes the adoption and implementation of measures to assist women to enter, re-enter or remain in the workforce, including through flexible working arrangements and the introduction of measures to encourage shared parental responsibilities (such as a two weeks paid paternity leave and the possibility for fathers to share up to four weeks of their wife’s maternity leave). The Committee however notes that, in its 2017 concluding observations, the United Nations (UN) Committee on the Elimination of Discrimination against Women (CEDAW) remained concerned about: (i) the persistent gender wage gap in all occupational categories, except clerical support; (ii) the continued vertical and horizontal occupational segregation in both the public and private sectors; (iii) the persistence of discriminatory stereotypes about the role of women as primary caregivers, including as caregivers of older persons; (iv) the fact that women still remain underrepresented in traditionally male-dominated fields of study, such as engineering, electronics and information technology, at the tertiary level; as well as (v) the underrepresentation of women on corporate boards, notwithstanding their high educational and professional achievements and qualifications. The Committee further notes that the CEDAW recommended that “the Government reduces the gender wage gap by regularly reviewing wages in sectors in which women are concentrated and by establishing effective monitoring and regulatory mechanisms for employment and recruitment to ensure that the principle of equal pay for work of equal value is adhered to in all sectors” (CEDAW/C/SGP/CO/5, 21 November 2017, paragraphs 18, 26, 28 and 29). The Committee notes that the CEDAW, as well as the UN Independent Expert on the enjoyment of all human rights by older persons, also expressed specific concern that older women frequently lack sufficient savings to sustain a living as a result of the gender pay gap, a lack of employment opportunities and their caregiving responsibilities, and are therefore forced to continue to work beyond their retirement age in low-paid and low-skilled occupations (CEDAW/C/SGP/CO/5, 21 November 2017, paragraph 38 and A/HRC/36/48/Add.1, 31 May 2017, paragraphs 27 and 93). In light of the absence of a legislative framework providing for equal remuneration for men and women for work of equal value and the persistence of significant gender wage gaps, in particular in sectors where women are traditionally concentrated, the Committee asks the Government to take proactive measures, including legislative measures in the framework of the Tripartite Alliance for Fair Employment Practices, to establish the principle of the Convention and raise awareness among workers, employers and their respective organizations, as well as among law enforcement officials of the right to equal remuneration for men and women for work of equal value. It also asks the Government to continue to take measures to address the underlying causes of the gender wage gap, such as vertical and occupational gender segregation and stereotypes relating to the aspirations, preferences and abilities of women, including by encouraging girls and women to choose non-traditional fields of study and professions and promoting their access to jobs with career prospects and higher pay. The Committee asks the Government to continue to provide statistical information on the level of earnings of men and women, disaggregated by economic activity and occupational group, both in the public and private sectors.

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

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

The Committee notes with regret that the Government’s report has not been received. It hopes that the next report will contain full information on the matters raised in its previous comments initially made in 2015.

Repetition

Article 2 of the Convention. Measures to promote the principle of the Convention. The Committee notes the Government’s indication that as of August 2014, more than 3,000 employers signed the Employer’s Pledge of Fair Employment Practices; the pledge being a public commitment from the employers to create fair and inclusive workplaces. It also notes that the Tripartite Alliance for Fair Employment Practices (TAFEP) continues to provide awareness-raising services to the public, as well as advisory and training services to employers via workshops, so that the latter may implement fair recruitment and performance management processes. It notes examples of the above provided by the Government, such as the Low-Income Household Traineeship pilot programme, training subsidies, and the WorkPro programme as well as other programmes referred by the Government in its previous report such as the Back2Work with U, Step Out for Change, and Flexi-Works!. In this regard, the Committee notes the statistical data of June 2013 provided by the Government, which indicates that the gender wage gap has narrowed since 2010 for occupations consisting mostly of women, such as clerical support workers (2.22 per cent, from 3.53 per cent), associate professionals and technicians (5.46 per cent, from 10.35 per cent), and cleaners (15 per cent, from 28.07 per cent), with the exception of service and sales workers (15.73 per cent, up from 8.11 per cent). It also notes a narrowing of the gender wage gap for occupations that do not predominately employ women, such as professionals (5.42 per cent, from 7.56 per cent) and managers (15.64 per cent, from 17.67 per cent), but also notes that the gap remains wide for plants and machine operators and assemblers (38.25 per cent, from 39.58 per cent), and craftsmen and related trade workers (36.69 per cent, from 35.57 per cent). It also notes that in 2013 the median gross monthly income of full-time employed women was 86.5 per cent of that of men (compared to 91.9 per cent in 2009). In this regard, the Committee recalls its comment in 2007 in response to the lack of legislation requiring equal remuneration for men and women for work of equal value, which emphasized that measures taken by the Government must be effective in achieving the Convention’s objective. The Committee also recalls that in order to be able to determine if measures taken are having a positive impact, data and research on the actual situation, including the underlying causes, are essential (see General Survey on the fundamental Conventions, 2012, paragraph 870). The Committee invites the Government to provide information on measures taken to specifically address the underlying causes of the gender pay gap, such as gender-based discrimination, gender stereotypes relating to the aspirations, preferences and abilities of women, or vertical and horizontal occupational segregation. It also requests the Government to continue providing detailed statistics on the gender wage gap in the private and public sectors, as well as information on initiatives to assist women to enter, remain in or re-enter the workforce, including in higher paid occupations, as well as on measures to raise awareness of the principle of equal remuneration for men and women for work of equal value implemented among employers, workers and their organizations.

Collective agreements. The Committee notes that the Government’s report does not present up-to-date figures regarding the percentage of collective agreements that included a clause on equal remuneration for work of equal value. It notes that beyond a simple reference to some samples of equal remuneration clauses on the Government’s website, no information has been provided on the manner in which such clauses are effectively applied in practice during the wage-setting process at the enterprise level. The Committee also notes the Government’s indication that the National Trade Unions Congress (NTUC) is working towards having such clauses incorporated into more collective agreements, and that no disputes were referred to the Industrial Arbitration Court (IAC) regarding the application of equal remuneration clauses in collective agreements. The Committee requests the Government to continue to provide statistical information on the inclusion of equal remuneration clauses in collective agreements. It requests the Government to provide specific examples of how such clauses are applied in practice when wages are set at the enterprise level. The Committee invites the Government to provide information on measures taken by the NTUC to incorporate equal remuneration clauses into collective agreements, as well as other measures taken to raise the awareness among workers, in particular women workers, of the existence of equal remuneration clauses in existing collective agreements. Finally, the Committee requests the Government to indicate whether any disputes regarding the application of such equal remuneration clauses have arisen, and how they have been addressed.

Article 3. Objective job evaluation assessing the gender wage gap between occupations. The Committee notes the Government’s previous indication that the wide gender gap is due to the fact that women are frequently employed in jobs which are typically paid less than male dominated jobs, and that this gap is attributable to a tendency, in the past, for women to leave the workforce to take up family and household responsibilities. The Committee further notes the Government’s indication that job evaluation exercises are being conducted at the enterprise level in both private and public sectors, which is encouraged by TAFEP programmes that urges employers to comply with the Tripartite Guidelines for Fair Employment Practice. In this regard, the Committee recalls that historical attitudes towards the role of women in society, along with stereotypical assumptions regarding women’s aspirations, preferences and capabilities and “suitability” for certain jobs have contributed to occupational sex segregation within the labour market, with women concentrated in certain jobs and certain sectors of activity (see General Survey on the fundamental Conventions, 2012, paragraph 697). 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 (see General Survey on the fundamental Conventions, 2012, paragraph 698). In this regard, the Committee emphasizes that the application of the Convention’s principle is not limited to comparisons between men and women in the same establishment or enterprise, but also between sectors, and that Article 3 of the Convention presupposes the use of appropriate objective job evaluation techniques (see General Survey on the fundamental Conventions, 2012, paragraphs 695 and 697). In light of the above considerations, the Committee invites the Government to provide more information regarding measures taken to develop and implement objective job evaluations between male and female-dominated occupational sectors, as well as any results from such measures.

Enforcement. The Committee notes the Government’s previous indication that workers can approach the TAFEP for incidences of alleged discrimination, which include remuneration claims. It notes the Government’s indication that the TAFEP’s Grievance Handling Handbook has been disseminated to employers, and that 519 employers have participated in the Fair Employment Grievance Handling Workshop, which helped the latter develop grievance handling mechanisms. The Committee notes, however, the Government’s indication that the TAFEP has so far not received any complaints related to equal remuneration for men and women for work of equal value. In this regard, the Committee recalls that where no cases or complaints, or very few, are being lodged, this is likely to indicate a lack of an appropriate legal framework, a lack of awareness of rights, a lack of confidence in or absence of practical access to procedures, or fear of reprisals (see General Survey on the fundamental Conventions, 2012, paragraph 870). The Committee therefore requests the Government to provide more information on measures taken to ensure that workers who believe their right to equal remuneration for work of equal value has been violated may effectively seek redress. Such measures may include studies that assess the degree of worker confidence in the procedures promoted by the TAFEP, how practically accessible such procedures are to workers, and efforts to raise workers’ and their representatives’ awareness regarding existing grievance mechanisms under the Tripartite Guidelines on Fair Employment Practices. The Committee also requests the Government to provide specific information on the nature, number and outcome of complaints submitted by workers to the TAFEP regarding equal remuneration.

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

The Committee notes that the Government’s report has not been received. It hopes that the next report will contain full information on the matters raised in its previous comments initially made in 2015. The Committee also notes that the Government had been requested to provide information to the Committee on the Application of Standards at the 106th Session of the International Labour Conference for failure to supply reports and information on the application of ratified Conventions.

Repetition

Article 2 of the Convention. Measures to promote the principle of the Convention. The Committee notes the Government’s indication that as of August 2014, more than 3,000 employers signed the Employer’s Pledge of Fair Employment Practices; the pledge being a public commitment from the employers to create fair and inclusive workplaces. It also notes that the Tripartite Alliance for Fair Employment Practices (TAFEP) continues to provide awareness-raising services to the public, as well as advisory and training services to employers via workshops, so that the latter may implement fair recruitment and performance management processes. It notes examples of the above provided by the Government, such as the Low-Income Household Traineeship pilot programme, training subsidies, and the WorkPro programme as well as other programmes referred by the Government in its previous report such as the Back2Work with U, Step Out for Change, and Flexi-Works!. In this regard, the Committee notes the statistical data of June 2013 provided by the Government, which indicates that the gender wage gap has narrowed since 2010 for occupations consisting mostly of women, such as clerical support workers (2.22 per cent, from 3.53 per cent), associate professionals and technicians (5.46 per cent, from 10.35 per cent), and cleaners (15 per cent, from 28.07 per cent), with the exception of service and sales workers (15.73 per cent, up from 8.11 per cent). It also notes a narrowing of the gender wage gap for occupations that do not predominately employ women, such as professionals (5.42 per cent, from 7.56 per cent) and managers (15.64 per cent, from 17.67 per cent), but also notes that the gap remains wide for plants and machine operators and assemblers (38.25 per cent, from 39.58 per cent), and craftsmen and related trade workers (36.69 per cent, from 35.57 per cent). It also notes that in 2013 the median gross monthly income of full-time employed women was 86.5 per cent of that of men (compared to 91.9 per cent in 2009). In this regard, the Committee recalls its comment in 2007 in response to the lack of legislation requiring equal remuneration for men and women for work of equal value, which emphasized that measures taken by the Government must be effective in achieving the Convention’s objective. The Committee also recalls that in order to be able to determine if measures taken are having a positive impact, data and research on the actual situation, including the underlying causes, are essential (see General Survey on the fundamental Conventions, 2012, paragraph 870). The Committee invites the Government to provide information on measures taken to specifically address the underlying causes of the gender pay gap, such as gender-based discrimination, gender stereotypes relating to the aspirations, preferences and abilities of women, or vertical and horizontal occupational segregation. It also requests the Government to continue providing detailed statistics on the gender wage gap in the private and public sectors, as well as information on initiatives to assist women to enter, remain in or re-enter the workforce, including in higher paid occupations, as well as on measures to raise awareness of the principle of equal remuneration for men and women for work of equal value implemented among employers, workers and their organizations.

Collective agreements. The Committee notes that the Government’s report does not present up-to-date figures regarding the percentage of collective agreements that included a clause on equal remuneration for work of equal value. It notes that beyond a simple reference to some samples of equal remuneration clauses on the Government’s website, no information has been provided on the manner in which such clauses are effectively applied in practice during the wage-setting process at the enterprise level. The Committee also notes the Government’s indication that the National Trade Unions Congress (NTUC) is working towards having such clauses incorporated into more collective agreements, and that no disputes were referred to the Industrial Arbitration Court (IAC) regarding the application of equal remuneration clauses in collective agreements. The Committee requests the Government to continue to provide statistical information on the inclusion of equal remuneration clauses in collective agreements. It requests the Government to provide specific examples of how such clauses are applied in practice when wages are set at the enterprise level. The Committee invites the Government to provide information on measures taken by the NTUC to incorporate equal remuneration clauses into collective agreements, as well as other measures taken to raise the awareness among workers, in particular women workers, of the existence of equal remuneration clauses in existing collective agreements. Finally, the Committee requests the Government to indicate whether any disputes regarding the application of such equal remuneration clauses have arisen, and how they have been addressed.

Article 3. Objective job evaluation assessing the gender wage gap between occupations. The Committee notes the Government’s previous indication that the wide gender gap is due to the fact that women are frequently employed in jobs which are typically paid less than male dominated jobs, and that this gap is attributable to a tendency, in the past, for women to leave the workforce to take up family and household responsibilities. The Committee further notes the Government’s indication that job evaluation exercises are being conducted at the enterprise level in both private and public sectors, which is encouraged by TAFEP programmes that urges employers to comply with the Tripartite Guidelines for Fair Employment Practice. In this regard, the Committee recalls that historical attitudes towards the role of women in society, along with stereotypical assumptions regarding women’s aspirations, preferences and capabilities and “suitability” for certain jobs have contributed to occupational sex segregation within the labour market, with women concentrated in certain jobs and certain sectors of activity (see General Survey on the fundamental Conventions, 2012, paragraph 697). 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 (see General Survey on the fundamental Conventions, 2012, paragraph 698). In this regard, the Committee emphasizes that the application of the Convention’s principle is not limited to comparisons between men and women in the same establishment or enterprise, but also between sectors, and that Article 3 of the Convention presupposes the use of appropriate objective job evaluation techniques (see General Survey on the fundamental Conventions, 2012, paragraphs 695 and 697). In light of the above considerations, the Committee invites the Government to provide more information regarding measures taken to develop and implement objective job evaluations between male and female-dominated occupational sectors, as well as any results from such measures.

Enforcement. The Committee notes the Government’s previous indication that workers can approach the TAFEP for incidences of alleged discrimination, which include remuneration claims. It notes the Government’s indication that the TAFEP’s Grievance Handling Handbook has been disseminated to employers, and that 519 employers have participated in the Fair Employment Grievance Handling Workshop, which helped the latter develop grievance handling mechanisms. The Committee notes, however, the Government’s indication that the TAFEP has so far not received any complaints related to equal remuneration for men and women for work of equal value. In this regard, the Committee recalls that where no cases or complaints, or very few, are being lodged, this is likely to indicate a lack of an appropriate legal framework, a lack of awareness of rights, a lack of confidence in or absence of practical access to procedures, or fear of reprisals (see General Survey on the fundamental Conventions, 2012, paragraph 870). The Committee therefore requests the Government to provide more information on measures taken to ensure that workers who believe their right to equal remuneration for work of equal value has been violated may effectively seek redress. Such measures may include studies that assess the degree of worker confidence in the procedures promoted by the TAFEP, how practically accessible such procedures are to workers, and efforts to raise workers’ and their representatives’ awareness regarding existing grievance mechanisms under the Tripartite Guidelines on Fair Employment Practices. The Committee also requests the Government to provide specific information on the nature, number and outcome of complaints submitted by workers to the TAFEP regarding equal remuneration.

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

Article 2 of the Convention. Measures to promote the principle of the Convention. The Committee notes the Government’s indication that as of August 2014, more than 3,000 employers signed the Employer’s Pledge of Fair Employment Practices; the pledge being a public commitment from the employers to create fair and inclusive workplaces. It also notes that the Tripartite Alliance for Fair Employment Practices (TAFEP) continues to provide awareness-raising services to the public, as well as advisory and training services to employers via workshops, so that the latter may implement fair recruitment and performance management processes. It notes examples of the above provided by the Government, such as the Low-Income Household Traineeship pilot programme, training subsidies, and the WorkPro programme as well as other programmes referred by the Government in its previous report such as the Back2Work with U, Step Out for Change, and Flexi-Works!. In this regard, the Committee notes the statistical data of June 2013 provided by the Government, which indicates that the gender wage gap has narrowed since 2010 for occupations consisting mostly of women, such as clerical support workers (2.22 per cent, from 3.53 per cent), associate professionals and technicians (5.46 per cent, from 10.35 per cent), and cleaners (15 per cent, from 28.07 per cent), with the exception of service and sales workers (15.73 per cent, up from 8.11 per cent). It also notes a narrowing of the gender wage gap for occupations that do not predominately employ women, such as professionals (5.42 per cent, from 7.56 per cent) and managers (15.64 per cent, from 17.67 per cent), but also notes that the gap remains wide for plants and machine operators and assemblers (38.25 per cent, from 39.58 per cent), and craftsmen and related trade workers (36.69 per cent, from 35.57 per cent). It also notes that in 2013 the median gross monthly income of full-time employed women was 86.5 per cent of that of men (compared to 91.9 per cent in 2009). In this regard, the Committee recalls its comment in 2007 in response to the lack of legislation requiring equal remuneration for men and women for work of equal value, which emphasized that measures taken by the Government must be effective in achieving the Convention’s objective. The Committee also recalls that in order to be able to determine if measures taken are having a positive impact, data and research on the actual situation, including the underlying causes, are essential (see General Survey on the fundamental Conventions, 2012, paragraph 870). The Committee invites the Government to provide information on measures taken to specifically address the underlying causes of the gender pay gap, such as gender-based discrimination, gender stereotypes relating to the aspirations, preferences and abilities of women, or vertical and horizontal occupational segregation. It also requests the Government to continue providing detailed statistics on the gender wage gap in the private and public sectors, as well as information on initiatives to assist women to enter, remain in or re-enter the workforce, including in higher paid occupations, as well as on measures to raise awareness of the principle of equal remuneration for men and women for work of equal value implemented among employers, workers and their organizations.

Collective agreements. The Committee notes that the Government’s report does not present up-to-date figures regarding the percentage of collective agreements that included a clause on equal remuneration for work of equal value. It notes that beyond a simple reference to some samples of equal remuneration clauses on the Government’s website, no information has been provided on the manner in which such clauses are effectively applied in practice during the wage-setting process at the enterprise level. The Committee also notes the Government’s indication that the National Trade Unions Congress (NTUC) is working towards having such clauses incorporated into more collective agreements, and that no disputes were referred to the Industrial Arbitration Court (IAC) regarding the application of equal remuneration clauses in collective agreements. The Committee requests the Government to continue to provide statistical information on the inclusion of equal remuneration clauses in collective agreements. It requests the Government to provide specific examples of how such clauses are applied in practice when wages are set at the enterprise level. The Committee invites the Government to provide information on measures taken by the NTUC to incorporate equal remuneration clauses into collective agreements, as well as other measures taken to raise the awareness among workers, in particular women workers, of the existence of equal remuneration clauses in existing collective agreements. Finally, the Committee requests the Government to indicate in its next report whether any disputes regarding the application of such equal remuneration clauses have arisen, and how they have been addressed.

Article 3. Objective job evaluation assessing the gender wage gap between occupations. The Committee notes the Government’s previous indication that the wide gender gap is due to the fact that women are frequently employed in jobs which are typically paid less than male dominated jobs, and that this gap is attributable to a tendency, in the past, for women to leave the workforce to take up family and household responsibilities. The Committee further notes the Government’s indication that job evaluation exercises are being conducted at the enterprise level in both private and public sectors, which is encouraged by TAFEP programmes that urges employers to comply with the Tripartite Guidelines for Fair Employment Practice. In this regard, the Committee recalls that historical attitudes towards the role of women in society, along with stereotypical assumptions regarding women’s aspirations, preferences and capabilities and “suitability” for certain jobs have contributed to occupational sex segregation within the labour market, with women concentrated in certain jobs and certain sectors of activity (see General Survey on the fundamental Conventions, 2012, paragraph 697). 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 (see General Survey on the fundamental Conventions, 2012, paragraph 698). In this regard, the Committee emphasizes that the application of the Convention’s principle is not limited to comparisons between men and women in the same establishment or enterprise, but also between sectors, and that Article 3 of the Convention presupposes the use of appropriate objective job evaluation techniques (see General Survey on the fundamental Conventions, 2012, paragraphs 695 and 697). In light of the above considerations, the Committee invites the Government to provide more information in its next report regarding measures taken to develop and implement objective job evaluations between male and female-dominated occupational sectors, as well as any results from such measures.

Enforcement. The Committee notes the Government’s previous indication that workers can approach the TAFEP for incidences of alleged discrimination, which include remuneration claims. It notes the Government’s indication that the TAFEP’s Grievance Handling Handbook has been disseminated to employers, and that 519 employers have participated in the Fair Employment Grievance Handling Workshop, which helped the latter develop grievance handling mechanisms. The Committee notes, however, the Government’s indication that the TAFEP has so far not received any complaints related to equal remuneration for men and women for work of equal value. In this regard, the Committee recalls that where no cases or complaints, or very few, are being lodged, this is likely to indicate a lack of an appropriate legal framework, a lack of awareness of rights, a lack of confidence in or absence of practical access to procedures, or fear of reprisals (see General Survey on the fundamental Conventions, 2012, paragraph 870). The Committee therefore requests the Government to provide more information on measures taken to ensure that workers who believe their right to equal remuneration for work of equal value has been violated may effectively seek redress. Such measures may include studies that assess the degree of worker confidence in the procedures promoted by the TAFEP, how practically accessible such procedures are to workers, and efforts to raise workers’ and their representatives’ awareness regarding existing grievance mechanisms under the Tripartite Guidelines on Fair Employment Practices. The Committee also requests the Government to provide specific information on the nature, number and outcome of complaints submitted by workers to the TAFEP regarding equal remuneration.

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

Assessment of the gender wage gap. The Committee notes the statistics provided by the Government indicating that in 2009 the median gross monthly income of full-time employed women was 91.9 per cent of that of men (compared to 83.5 per cent in 2000). Women aged between 25 to 29 years earned a higher median gross monthly wage than men in sales and services jobs, managerial posts, and as professionals. Nonetheless, statistical data for June 2010 on median monthly gross wages for full-time employed residents in the private sector covering all age groups show a gender wage gap of 17.42 per cent. The gender wage gap continues to be narrowest for clerical support workers (3.53 per cent), professionals (7.56 per cent) and service and sales workers (8.11 per cent), but remains very wide for plants and machine operators and assemblers (39.58 per cent), followed by craftsmen and related trade workers (35.57 per cent), cleaners, labourers and related workers (28.07 per cent) and agricultural and fishery workers (20.06 per cent). The gender wage gap for managers and associate professional workers and technicians is 17.63 per cent and 10.35 per cent respectively. The Government indicates that the gender wage gap is mainly due to a tendency in the past for women to leave the workforce to take up family and household responsibilities, which has resulted in lower average wages for women. The Committee notes in this regard the initiatives such as the “Back2Work with U” Programme, the “Step Out for Change” Programme, the “Work–life Works!” Fund and “Flexi-Works!” aimed at assisting working parents and particularly women to remain in or to re-enter the workforce. The Committee asks the Government to continue to provide detailed statistics on the gender wage gap in the private and public sectors, and information on initiatives to assist women to enter, remain in or re-enter the workforce, including in higher paid occupations. Recalling the Government’s previous indication that the wide gender wage gap in some occupational groups could be due to the fact that women are frequently employed in jobs which are typically lower paid than male dominated jobs, the Committee reiterates its request for information on the measures taken or envisaged to ensure that remuneration in occupations in which women are concentrated is not set at a lower rate than for occupations in which men are concentrated which involve work of equal value.

Article 2 of the Convention. Measures to promote the principle of the Convention. The Committee notes that as of April 2011, more than 1,650 employers signed the Employer’s Pledge of Fair Employment Practices, and that the Tripartite Alliance for Fair Employment Practices (TAFEP) continues to provide advisory services to companies and raise public awareness on fair employment practices. The Committee asks the Government to specify how the application of the principle of equal remuneration for men and women for work of equal value is being promoted in the context of the above initiatives on fair employment practices, and the results achieved.

Collective agreements. The Committee notes that, as of June 2011, 26 per cent of collective agreements included a clause on equal remuneration for work of equal value (compared to 7 per cent in 2008). The Committee welcomes the progress made in this regard and asks the Government to continue to provide information on the inclusion of equal remuneration clauses in collective agreements. It also asks the Government to provide information on the manner in which the effective application in practice of such clauses is being ensured in wage setting in enterprises covered by the agreements concerned. Please also indicate whether any disputes regarding the application of such equal remuneration clauses have arisen, and how they have been addressed.

Article 3. Objective job evaluation. The Committee notes the information on the initiatives by TAFEP to promote fair and objective recruitment practices, but draws the attention of the Government to the fact that Article 3 of the Convention presupposes the use of appropriate techniques for objective job evaluation to determine value, comparing factors such as skill, effort, responsibilities and working conditions. As the implementation of job evaluation exercises has been shown to have a measurable impact on gender pay differentials, and in light of the persistent gender pay gap, the Committee asks the Government to give greater attention to developing and promoting objective job evaluation methods in the public and private sectors, and to indicate any measures taken in this regard, including by TAFEP.

Enforcement. The Committee notes that workers can approach TAFEP on cases of alleged discrimination, including regarding remuneration, and that according to the Government, advice given by TAFEP with respect to such complaints is generally followed by employers. It notes the general information provided by the Government that a Grievance Handling Handbook has been available since January 2011 and that fair employment grievance handling workshops have been organized for employers. The Committee asks the Government to provide concrete information on how the right to equal remuneration for men and women for work of equal value, and violations of this right, have been addressed in the context of these initiatives, and on any measures, including awareness raising and guidance, addressing workers and their representatives. Please provide specific information on the nature, number and outcome of complaints submitted by workers to TAFEP regarding equal remuneration.

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

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:

Measures to promote the Convention’s principle. The Committee notes that the Tripartite Alliance for Fair Employment Practices (TAFEP) issued Guidelines on Fair Employment Practices on 3 May 2007 which include a section on remuneration stating that “[e]mployers should pay employees wages commensurate with the value of the job. Regardless of age, gender, race, religion and family status, employees should be paid and rewarded based on their performance, contribution and experience”. The Committee further notes that the Tripartite Centre for Fair Employment was set up in November 2007. According to the Government’s report, the Tripartite Centre is creating awareness of fair employment practices. The Committee asks the Government to indicate any measures taken by the Tripartite Centre for Fair Employment to promote the application of the principle of equal remuneration for men and women for work of equal value.

Application of the Convention’s principle by means of collective agreements. The Committee notes from the Government’s report that as of May 2008 approximately 7 per cent of collective agreements had an equal remuneration clause. It also notes the examples of equal remuneration clauses of such agreements provided by the Government, which appear to be in line with the Convention. The Committee asks the Government to continue to provide information on the progress made in including equal remuneration for work of equal value clauses in collective agreements. Please also indicate whether any disputes regarding the application of such equal remuneration clauses have been dealt with by the courts.

Objective job evaluation. The Committee notes that the Government has not yet replied to its previous comments regarding the promotion of objective job evaluation as envisaged in Article 3 of the Convention. The Committee emphasizes that objective job evaluation is an important means to ensure the application of the Convention’s principle. The Committee therefore trusts that the Government will provide, in its next report, information on the measures taken or envisaged to promote objective job evaluation in the private and public sector, including any measures taken by the Tripartite Centre for Fair Employment.

Assessment of the gender wage gap. The Committee welcomes the detailed statistical information concerning the gender wage gap provided by the Government. The income gap between women and men has narrowed from 18.7 per cent in 1997 to 13.7 per cent in 2007 (median gross monthly income of resident full-time employees). The report indicates that the gender wage gap is narrowest in the occupational groups of managers (5.4 per cent), professionals (5 per cent) and clerks (9.2 per cent). It was widest in the occupational group of plant and machine operators (47 per cent). The Government indicates that the wide gap in this group could be due to the fact that women are frequently employed as electronic/component assemblers which are typically paid less than male dominated occupations such as crane and hoist operators. The Committee asks the Government to continue to provide detailed statistical information on the gender wage gap. Recalling that under the Convention men and women performing different occupations should receive equal remuneration where the work performed is of equal value, the Committee asks the Government to indicate any measures taken or envisaged to ensure that the remuneration in occupations in which women are concentrated is not set at a lower level than for occupations in which men are concentrated which involve work of equal value, as determined on the basis of objective criteria.

Enforcement. While welcoming the efforts under way to promote the application of the Convention’s principle, the Committee also wishes to emphasize the importance of ensuring that workers who believe that their right to equal remuneration for work of equal value has been violated can effectively seek redress. The Committee therefore asks the Government to indicate the mechanisms and procedures which can be invoked by the workers concerned.

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

Measures to promote the Convention’s principle. The Committee notes that the Tripartite Alliance for Fair Employment Practices (TAFEP) issued Guidelines on Fair Employment Practices on 3 May 2007 which include a section on remuneration stating that “[e]mployers should pay employees wages commensurate with the value of the job. Regardless of age, gender, race, religion and family status, employees should be paid and rewarded based on their performance, contribution and experience”. The Committee further notes that the Tripartite Centre for Fair Employment was set up in November 2007. According to the Government’s report, the Tripartite Centre is creating awareness of fair employment practices. The Committee asks the Government to indicate any measures taken by the Tripartite Centre for Fair Employment to promote the application of the principle of equal remuneration for men and women for work of equal value.

Application of the Convention’s principle by means of collective agreements. The Committee notes from the Government’s report that as of May 2008 approximately 7 per cent of collective agreements had an equal remuneration clause. It also notes the examples of equal remuneration clauses of such agreements provided by the Government, which appear to be in line with the Convention. The Committee asks the Government to continue to provide information on the progress made in including equal remuneration for work of equal value clauses in collective agreements. Please also indicate whether any disputes regarding the application of such equal remuneration clauses have been dealt with by the courts.

Objective job evaluation. The Committee notes that the Government has not yet replied to its previous comments regarding the promotion of objective job evaluation as envisaged in Article 3 of the Convention. The Committee emphasizes that objective job evaluation is an important means to ensure the application of the Convention’s principle. The Committee therefore trusts that the Government will provide, in its next report, information on the measures taken or envisaged to promote objective job evaluation in the private and public sector, including any measures taken by the Tripartite Centre for Fair Employment.

Assessment of the gender wage gap. The Committee welcomes the detailed statistical information concerning the gender wage gap provided by the Government. The income gap between women and men has narrowed from 18.7 per cent in 1997 to 13.7 per cent in 2007 (median gross monthly income of resident full-time employees). The report indicates that the gender wage gap is narrowest in the occupational groups of managers (5.4 per cent), professionals (5 per cent) and clerks (9.2 per cent). It was widest in the occupational group of plant and machine operators (47 per cent). The Government indicates that the wide gap in this group could be due to the fact that women are frequently employed as electronic/component assemblers which are typically paid less than male dominated occupations such as crane and hoist operators. The Committee asks the Government to continue to provide detailed statistical information on the gender wage gap. Recalling that under the Convention men and women performing different occupations should receive equal remuneration where the work performed is of equal value, the Committee asks the Government to indicate any measures taken or envisaged to ensure that the remuneration in occupations in which women are concentrated is not set at a lower level than for occupations in which men are concentrated which involve work of equal value, as determined on the basis of objective criteria.

Enforcement. While welcoming the efforts under way to promote the application of the Convention’s principle, the Committee also wishes to emphasize the importance of ensuring that workers who believe that their right to equal remuneration for work of equal value has been violated can effectively seek redress. The Committee therefore asks the Government to indicate the mechanisms and procedures which can be invoked by the workers concerned.

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

1. Article 2 of the Convention. Application of the principle by means of laws and regulations. In the absence of any legislation banning discrimination based on sex in employment or requiring equal remuneration for men and women for work of equal value, the Committee asked the Government to indicate whether it intended to enact legislation providing for equal remuneration in order to apply the Convention. In this regard, the Committee notes the Government’s statement that the Convention stipulates that the principle of equal remuneration may be applied by any of the means listed in Article 2, paragraph 2(a)–(c) of the Convention, or a combination thereof. The Committee notes that, while Article 2(2) indeed enumerates the means by which the principle of equal remuneration may be applied, the measures taken must be effective in achieving the Convention’s objective, which is the achievement of equal remuneration for men and women for work of equal value. The Committee therefore asks the Government to continue to examine whether legislation concerning equal remuneration is required.

2. Application of the principle by means of collective agreements. The Committee notes the Government’s statement that the principle of the Convention has been adopted by companies and organizations, including in the public sector, and that it will be further entrenched through tripartite partnership. In this context, the Committee notes that the Industrial Arbitration Court draws attention, on its web site, to the recommendation made by tripartite partners to include an equal pay clause in collective agreements submitted for certification. The Court is also proposing a model clause. The Committee asks the Government to provide supplementary information on the measures taken to promote the application of the principle through tripartite cooperation; and also to provide information on any collective agreement that incorporates provisions concerning equal remuneration for men and women for work of equal value.

3. Article 3. Objective job evaluation. Noting that the Government did not reply to the Committee’s previous comments on this matter, the Committee again asks the Government to indicate the measures taken or envisaged to promote objective job evaluation in the private and public sector.

4. Part V of the report form. The Committee notes the statistical information provided by the Government, particularly concerning the monthly wages earned by men and women in 2005 according to occupational categories. The Committee notes that the gender wage gap (gross wages/mean) among managers was at 20.6 per cent. Among professionals, the gap was 10 per cent, while for technicians and associate professionals it amounted to 21 per cent. The gender wage gap was widest among plant and machine operators and assemblers (35.7 per cent). The Committee asks the Government to continue to provide detailed statistical information on the earnings of men and women, as far as possible as set out in the 1998 general observation, and also to provide its analysis of the causes of the existing gender wage differentials.

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

The Committee notes the Government’s first report and the attached documentation.

1. Articles 1 and 2 of the Convention. Application in law. The Committee notes the Government’s statement that the right to equal treatment and the principle of non-discrimination were firmly entrenched in the Constitution of Singapore, which states in article 12(a) that all persons are equal before the law and entitled to equal protection before the law. However, neither the Constitution nor the Employment Act contains specific provisions banning sex discrimination or requiring equal remuneration for work of equal value. The Government is asked to indicate whether it intends to enact legislation providing for equal remuneration in order to apply the Convention.

2. Application in practice. The Committee notes the Tripartite Declaration on Equal Remuneration for Men and Women Performing Work of Equal Value by which the National Trades Union Congress, the Singapore National Employers’ Federation and the Ministry of Manpower affirm their commitment to the principle embodied in the Convention. It also notes that employers’ organizations, trade unions and the Government agreed to insert an appropriate clause in collective agreements to ensure that employers adhere to the principle of equal remuneration for work of equal value at the company level. The Committee asks the Government to keep it informed of the progress made in inserting such clauses in collective agreements and to provide examples of such clauses and agreements. Please also clarify which avenues of redress and remedies are available to men and women who consider that they have received unequal remuneration for work of equal value based on sex. Please indicate whether there are any other mechanisms, in addition to collective bargaining, to determine rates of remuneration and on the manner in which they promote and ensure the application of the Convention.

3. Article 3. Objective job evaluation. The Committee draws to the Government’s attention the fact that the Convention promotes objective job evaluation on the basis of the work performed as a means to give effect to the provisions of the Convention. Please indicate the measures taken or envisaged to promote objective job evaluation in the private and public sector.

4. Article 4. Cooperation with employers’ and workers’ organizations. The Committee asks the Government to continue to provide information on cooperation with employers’ and workers’ organizations with a view to giving effect to the provisions of the Convention.

5. Part V of the report form. The Committee notes from the Government’s report that, in recent years, women have considerably improved their position in the labour market and, as a result, the remuneration received by women has also increased. The Committee asks the Government to provide, as far as possible, statistical information on the earnings of men and women in accordance with the Committee’s 1998 general observation (attached for ease of reference). Please also provide statistical information on the distribution of men and women in the various economic sectors and occupations.