Demande directe (CEACR) - adoptée 2014, publiée 104ème session CIT (2015)

Convention (n° 100) sur l'égalité de rémunération, 1951 - Suède (Ratification: 1962)

The Committee notes the observations of the Swedish Confederation of Professional Employees (TCO), the Swedish Trade Union Confederation (LO) and the Swedish Confederation of Professional Associations (SACO) received 10 November 2014.

Articles 1 and 2 of the Convention. Gender wage gap and occupational segregation. The Committee notes that according to EUROSTAT, the gender pay gap (in an unadjusted form) amounted to 15.9 per cent in 2012. The Committee recalls that in its previous report, the Government indicated several causes of the gender wage gap, including occupational segregation, the influence of stereotypes in relation to women’s areas of study, and the role of family responsibilities in reducing women’s employment levels. The Committee notes the Government’s indication that the Delegation for Gender Equality in Working Life, established in 2011, has the function of proposing further action to reduce the gender wage gap, and that its report is due at the end of 2014. The Government further refers to an inquiry carried out under the Discrimination Act, which recommended the implementation of annual pay surveys. The Committee notes that the Government provides no information on the measures adopted to address occupational sex segregation. The Committee asks the Government to continue to provide information on the concrete measures adopted to address the gender pay gap and occupational sex segregation, including any actions suggested by the Delegation for Gender Equality in Working Life and the results achieved. The Committee asks the Government to take measures to collect and provide up-to-date statistical information on the distribution of men and women in the different sectors of economic activity, occupational positions and their respective levels of remuneration in the public and private sectors.

Article 2. Pay surveys and action plans for equal pay. The Committee recalls that according to Chapter 3, section 10 of the Discrimination Act, employers must carry out pay surveys every three years. Chapter 3, section 11 provides for the obligation of employers to draw up an action plan for equal pay following the survey. In this regard, the Committee notes that the Government indicates that no information on the number of plans is available. The Government further indicates that the Equality Ombudsman was charged with supervising and promoting the work of employers on pay surveys and that an examination of the work of employers on pay surveys, analysis and action plans for equal pay will be carried out during 2014. The Committee asks the Government to provide detailed information on the results of the activities carried out by the Equality Ombudsman regarding the implementation of Chapter 3, sections 10 and 11 of the Discrimination Act, with respect to pay surveys and the plans for equal pay as well as the measures taken thereon, in particular any wage adjustments implemented.

Public sector. The Committee recalls the Government’s previous statement that the “statistical job classification in the national government sector” (BESTA) provides information on the pay structure for the various types of jobs in the national government sector. The Committee asks the Government to provide a copy of the BESTA and to indicate the manner in which pay surveys are implemented in the context of the national government sector.

Article 4. Collaboration with workers’ and employers’ organizations. The Committee notes the Government’s indication that the responsibilities of the Delegation for Gender Equality in Working Life include analysing the manner in which the social partners may contribute to gender equality in employment and occupation. The Committee asks the Government to provide information on the concrete measures adopted following any recommendations from the Delegation for Gender Equality in Working Life with respect to the role of the social partners in addressing the gender pay gap. Please also provide information on any other forms of cooperation or joint activities of the Government and the social partners to promote the application of the principle of the Convention as well as on any measures taken to apply the principle of the Convention through collective agreements.

Enforcement. The Committee recalls that the Government had previously indicated that it was encountering difficulties in the investigation of complaints on pay discrimination between men and women. In this respect, the Committee notes that the Government has appointed a Commission of Inquiry (Dir. 2014:10) to submit proposals on how work against discrimination can be organised and made more efficient so that victims may assert their rights. The Committee also notes that the Equality Ombudsman received 11 complaints regarding gender pay discrimination in 2013 and eight such complaints in 2012. The Committee asks the Government to indicate any measures undertaken or envisaged, including proposals by the Commission of Inquiry (Dir. 2014:10), to improve the investigation of complaints relating to the principle of the Convention. The Committee asks the Government to continue to provide information on complaints regarding pay discrimination between men and women, including the remedies provided and sanctions imposed.