Demande directe (CEACR) - adoptée 2007, publiée 97ème session CIT (2008)

Convention (n° 100) sur l'égalité de rémunération, 1951 - Gibraltar

1. Pay differentials between men and women. The Committee previously noted from the figures in the Employment Survey of 2002 that there was hardly any industry where the average earnings of monthly paid full-time work for women was equivalent to or higher than men’s; nor were there any occupations in which women earned the same as men, in either the public or private sector. Substantial pay differentials (16 per cent) also existed in the wholesale and retail industry, and between Moroccan and Spanish women and men in monthly paid full-time employment (up to 30 per cent less).

2. In addition, the Committee noted greater discrepancies between the earnings of male and female managers or senior officials as well as administrative and secretarial employees working full time and paid on a monthly basis and those paid on a weekly basis. Monthly paid female managers and senior officials and administrative and secretarial employees were paid on average 29 and 20 per cent less than their male counterparts respectively; for weekly paid managers and senior officials and administrative and secretarial employees, the pay differential was 18 and 10 per cent respectively for the same occupations. These differentials in weekly earnings even continued to exist despite the small differences in hours of work. In the absence of any information in the Government’s report on the abovementioned situation, the Committee asks the Government to provide information, in its next report:

(a)   on the measures taken to analyze and correct the causes of the continuing income gap between men and women and to report on the results achieved.

(b)   explaining why the differences in weekly and monthly payments impact negatively on the earnings of women, particularly those working as managers and senior officials as well as administrative and secretarial employees.

(c)   on what is generally being done to address the wage differentials between men and women, including the promotion of women into higher paid positions.

3. Article 3. Job evaluation. The Committee must reiterate its request for information relating to the establishment of systems for comparative job evaluation or any other action taken to re-evaluate the remuneration levels of jobs in which women predominate to remove the direct or systematic sex bias in the calculation or methods of wage fixing.