Demande directe (CEACR) - adoptée 2008, publiée 98ème session CIT (2009)

Convention (n° 100) sur l'égalité de rémunération, 1951 - Bélarus (Ratification: 1956)

Gender wage gap. The Committee notes from the Government’s report that the gender wage gap (average monthly wage) decreased from 20.9 per cent in 2005 to 20.1 in 2006. The Committee also notes the Government’s statement that the main reason for the remaining gender wage gap lies in the difference in the jobs performed by men and women. Men are concentrated in heavy manual work and work involving hazardous conditions, for which they receive higher wages. On the contrary, women are mainly concentrated in health care (85.2 per cent), catering (83.1 per cent) and teaching (83.1 per cent). The Committee asks the Government to continue to provide detailed statistical information on women’s and men’s earnings and the evolution of the gender pay gap as well as information on the distribution of men and women in the different sectors of economic activity. Please also provide information on the measures taken or envisaged to address sex segregation in the labour market and to ensure that men and women workers receive equal remuneration for work which, although different, is nevertheless of equal value. With regard to women’s access to jobs that are considered heavy or hazardous, the Committee refers to its comments under the Discrimination (Employment and Occupation) Convention, 1958 (No.  111).

Article 2 of the Convention. Public service. Recalling its previous request for information on the manner in which the principle of equal remuneration for work of equal value is applied to the public service, the Committee notes the Government’s indication that Order No. 33 of 15 March 2007 by the Ministry of Labour and Social Protection approved the salary scales for management and specialist staff in the public service. While noting that these scales are established for specific posts irrespective of the employee’s sex, the Committee stresses that due to persistent sex segregation in the labour market, it is important to ensure that appropriate job evaluation methods are applied so that gender bias does not lead to lower levels of remuneration in female dominated public service jobs as compared to male dominated jobs. The Committee therefore asks the Government to indicate the methods used to ensure an appropriate comparison of male and female dominated public service positions when establishing remuneration levels, with a view to ensuring full application of the principle of equal remuneration for work of equal value. It also asks the Government to supply information on the measures taken or envisaged to promote greater access of women to higher level positions.

Article 3. Objective job evaluation. With regard to the Uniform Wage Rates and Skills Handbook providing for job evaluation, the Committee notes the Government’s indication that this Handbook applies to management staff, specialist staff and technical staff, with the exception of public service posts. The Committee asks the Government to continue to provide information on the application of the Uniform Wage Rates and Skills Handbook as well as information on any other measures taken to promote objective job evaluation methods free from gender bias.

Article 4. Cooperation with workers’ and employers’ organizations. The Committee notes the Government’s indication that the National Council for Labour and Social Affairs is guided by the Constitution and the laws of Belarus which recognize the principle of equal remuneration for men and women for work of equal value. Further, members of the Council can request investigations into alleged violations of the principle. The Committee asks the Government to supply information on any investigation concerning the application of the principle of the Convention that has been carried out by the Council. Please also indicate any other measures taken by the Council to promote the application of the Convention.

Parts III to V of the report form. Results of labour inspections and judicial decisions. The Committee notes from the Government’s report that in 2006 the Labour Inspectorate recorded 74 contraventions of labour legislation concerning minimum wages and 134 contraventions regarding the implementation of the uniform wage rates; however, no violation of the principle of equal pay for work of equal value was detected. The Committee asks the Government to take steps to raise labour inspectors’, as well as workers’ and employers’, awareness of the principle of equal remuneration for work of equal value. It also asks the Government to continue to provide information on the activities of the Labour Inspectorate as well as on any judicial or administrative decisions concerning the principle of the Convention.