Demande directe (CEACR) - adoptée 2017, publiée 107ème session CIT (2018)

Convention (n° 100) sur l'égalité de rémunération, 1951 - Mali (Ratification: 1968)

Articles 1 and 2 of the Convention. Gender pay gaps. Occupational segregation. Referring to its previous comments, the Committee recalls that one of the underlying causes of wage inequalities between men and women is occupational segregation, namely the fact that women and men are confined to different occupations or sectors of the economy (horizontal segregation) or at certain levels of responsibility within the same occupation or the same job (vertical segregation). It also recalls that it asked the Government to provide information on the steps taken to tackle occupational segregation. In this regard, the Committee notes that the United Nations Committee on the Elimination of Discrimination against Women (CEDAW), in its concluding observations, expresses concern at the persistence of gender wage gaps, high unemployment rates for women and occupational segregation in the labour market in the public and private sectors (CEDAW/C/MLI/CO/6-7, 25 July 2016, paragraph 31). In view of the lack of a reply on this point, the Committee requests the Government once again to provide information on the steps taken to combat the occupational segregation of men and women, including measures to increase women’s presence in occupations or sectors of the economy where men predominate, to encourage the advancement of women to managerial posts and to combat sexist stereotypes regarding women’s occupational aspirations and capabilities.

Article 2. Equal remuneration for work of equal value. Collective agreements. Legislation. The Committee notes the Government’s indication in its report that certain collective agreements relating to mining, geological, hydro geological and metallurgical companies and general mechanical engineering companies provide that, “for equal conditions of work, skill and output, there shall be equal wages for all workers regardless of their origin, sex, age or status”. The Committee recalls that this provision is more restrictive than the principle established by the Convention since it does not reflect the concept of “work of equal value”, which permits a broad scope of comparison and includes “equal”, the “same” or “similar” work but also encompasses work of an entirely different nature which is nevertheless of equal value. In this respect, the Committee emphasizes that, contrary to new section L.95, which refers to the concept of “work of equal value” further to the adoption of Act No. 2017-021 of 12 June 2017, section L.79, which determines the compulsory content of collective agreements, refers only to the narrower concept of “equal work” and has not been amended. In order to harmonize all provisions of the Labour Code regarding equal remuneration for men and women, the Committee requests the Government to take the necessary steps to amend section L.79 in order to incorporate the concept of “work of equal value”, introduced by new section L.95. The Committee also requests the Government to take steps to ensure, in collaboration with the social partners, that the provisions of collective agreements also refer to the principle of equal remuneration for men and women for work of “equal value”.