Equal Remuneration Convention, 1951 (No. 100) - Belarus (RATIFICATION: 1956)

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Article 2 of the Convention. Public sector. The Committee takes note of the data, provided in the Government’s report, which sets out the distribution of men and women in public sector jobs and in occupational category and position. The Committee notes however, that no information is provided on the gender wage gap in the public sector. It notes, from the United Nations Entity for Gender Equality and the Empowerment of Women (UN Women) report “Belarus Country Gender Equality Brief” (2019), that in 2014, women earned 86.4 per cent of what men earned in Public Administration. The Committee notes the Government’s statement that, in order to address the gender wage gap in the public sector, it has drawn up a schedule for gradually doubling the wages of certain categories of public-sector education and health workers by 2025. The first stage has already been completed through the adoption of Decision of the Council of Ministers No. 632 of 31 August 2018, which increased the pay of various categories of workers, including teachers, doctors, pharmacists and paramedical personnel. The Government further indicates that, as most of the people employed in the education and health sectors are traditionally women, these measures will help to reduce the gender pay gap. The Committee requests the Government to: (i) continue its efforts to increase wages in certain categories of the public sector in order to reduce the gender wage gap; and (ii) take measures to assess the gender pay gap in the public sector, taking into account any additional allowances and benefits and to provide information on the progress achieved. The Committee also requests the Government to: (i) continue to provide statistics, disaggregated by sex, showing the number of public sector employees, occupational category and position; and (ii) to ensure that this information includes data on the wages of public sector employees, disaggregated by sex, occupational category and position.

Article 3. Objective job evaluation. The Government reiterates that the Skill Classification of jobs and occupations (ETKS) and the Skill Classification of posts of managers, specialists, and office staff (EKSD) evaluate the value of the work by its difficulty. The Committee notes the Government indication that the “difficulty of the work” is an objective criterion and is determined by the content of the work, which inherently does not depend directly or indirectly on gender-related factors. The Committee points out that often skills considered to be “female”, such as manual dexterity and those required in the caring professions, are undervalued (considered less difficult) or even overlooked, in comparison with traditionally “male” skills, such as heavy lifting which can be considered more difficult (see 2012 General Survey on the fundamental Conventions, paragraph 701). The Committee further notes the Government’s indication that work is currently underway to reform the national qualifications system, which is the organizational and legal mechanism for providing the economy with skilled workers. The main documents regulating the national qualifications system are the national classification systems (“Occupations” and “Specialist fields and qualifications”), the pay and skills reference guides (the ETKS and EKSD), and the educational standards. The Government indicates that the current national qualifications system is used to classify and set rates for manual and non-manual jobs, to regulate employment, to organize training, professional development and retraining, to select and assign employees depending on their specialist field and qualifications, to award qualifications and to apply various pay schemes. Once again, while noting the Government’s explanation regarding the methods and the procedure used to assess the value of work, the Committee asks the Government to: (i) indicate specifically how it is ensured that the selection of factors for comparison (qualifications, effort, responsibility, working conditions), the weighing of such factors and the actual comparison carried out are not discriminatory, either directly or indirectly; and (ii) provide information on the reform of the national qualifications system, and how it will ensure that the new system is free from gender bias. Noting the absence of information provided in this regard, the Committee once again asks the Government to: (i) indicate the measures taken, in practice, to encourage the use of such methods and procedures in both the private and the public sectors; and (ii) provide information on any job evaluation exercises which were undertaken, and the outcome thereof.

Article 4. Cooperation with workers’ and employers’ organizations. The Committee notes the Government’s indication that, under paragraph 46.3 of the General Agreement for 2014-15, when laws and regulations affecting citizen’s employment-related and socio-economic rights and interests and employers’ related economic interests are drafted, the Government is to communicate the draft texts to the social partners and consider their opinions before taking a decision. The Government adds that, in 2017, the Ministry of Labour and Social Protection drafted and adopted 13 decisions which amended the qualification criteria of the skills profile for the posts of various jobs, and that all of these amendments were sent to the social partners for review. The Committee notes, however, that the Government does not indicate how these 13 decisions directly related to the principle of equality of remuneration between men and women. The Committee requests the Government to provide detailed information on the steps taken, in cooperation with workers’ and employers’ organizations, to promote the application of the Convention specifically, including any steps taken to promote objective job evaluation free from gender bias.

Practical application.Results of labour inspection and judicial decisions. The Committee notes the Government’s indication that the labour inspectorate did not find any violations of the law relating to the principle of equal pay for men and women for work of equal value, and that no complaints were received about the conferment of any advantage based on sex. In this regard, the Committee once again refers the Government to paragraph 870 of its 2012 General Survey. The Committee notes that several awareness-raising activities, including on the principle of equal pay between men and women were planned, through the National Gender Equality Action Plan 2017–2020, such as: (1) lectures and discussions on legal matters for workforces and educational institutions; (2) charity events where free legal advice is provided to socially vulnerable groups; (3) educational and other events to build the skills of attorneys and other people providing legal services; and (4) holding events to increase the public’s legal literacy at educational institutions and legal information centres. The Government also states that planned, systematic, ongoing work takes place to raise the knowledge and skills of judges and labour inspectors in respect of labour law, including equal pay between men and women for work of equal value. The Committee requests the Government to take measures to specifically raise awareness of the principle of equal remuneration for men and women for work of equal value among labour inspectors, judges, workers, employers and their organizations. It reiterates its request that the Government provide specific information concerning the nature and number of violations of the legislation related to the principle of equal remuneration for work of equal value detected by or brought to the attention of labour inspectors, the remedies provided and sanctions imposed, as well as any judicial or administrative decisions concerning the principle of the Convention.

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Articles 1 and 2 of the Convention. Gender wage gap. For a number of years, the Committee has been asking the Government to adopt measures in order to address the persistent gender wage gap. The Committee notes the Government’s indication, in its report, that the gender wage gap has decreased from 23.4 per cent in 2014 to 21.5 per cent in 2016. It notes with regret that the gender wage gap increased back to 25.4 per cent in 2017. The Committee once again notes the persistent gender wage gaps in certain sectors: for example, in 2017, women’s average monthly wage was 76.9 per cent of that of men in industry, 74.7 per cent in finance sector and 76.3 per cent in repair of cars and motorcycles. It notes that the gender wage gap tends to be higher in sectors traditionally dominated by men and lower in sectors in which women dominate (such as in agriculture, where women’s average monthly wage was 88.7 per cent of that of men). The Government once again states that the existing gender wage gap is primarily due to the high proportion of men working in sectors of the economy that feature “unsafe and unhealthy” working conditions and intensive work and therefore high wages, such as industry, construction, transport and communication. In order to increase women’s employment opportunities, including in highly paid sectors of the economy, the Government indicates that it is revising the list of heavy manual jobs and jobs with “unsafe and/or unhealthy” working conditions in which women may not be employed, in accordance with Decision No.35 of 12 June 2014 of the Ministry of Labour and Social Protection. In this regard, the Committee recalls the importance of taking measures to protect the safety and health of all workers regardless of their gender, while taking account of gender differences with regard to specific risks to their health and refers to its comments under the Discrimination (Employment and Occupation) Convention, 1958 (No. 111). The Government also indicates that, since gender mainstreaming in education and the media is an effective tool for eliminating gender stereotypes, various aspects of training and education on gender issues are included in professional development and retraining courses for teachers who work with children, adolescents, and young people. The Committee asks the Government to strengthen its efforts to reduce the increasing gender wage gap and its underlying causes, including any prevailing stereotypes regarding women’s preferences or suitability for certain jobs, for example through awareness-raising activities and sensitization initiatives aimed at deconstructing views attributing specific skills, roles and occupations to girls, boys, men or women which are key to promoting the presence of more women in male-dominated sectors and jobs, as well as of more men in female-dominated sectors and jobs. It asks the Government to continue to provide: (i) information on the measures taken or envisaged to improve the access of women to a wider range of job opportunities, including in higher-level positions and in sectors in which they are currently prohibited to work in; and (ii) up-to-date statistics on the wages of women and men, including sex disaggregated data by industry and occupational category.

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

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Article 2 of the Convention. Public sector. The Committee recalls that pursuant to the Order of the Ministry of Labour and Social Protection No. 151 of 22 October 2010 on remuneration of labour of the employees of state bodies, the salary scales for management and specialist staff are established for specific jobs. The Committee notes from the statistics provided by the Government that women represented 69.9 per cent of the employees in the public sector in November 2013. The data further indicates that women represented 54.5 per cent of the directors of the organizations, 64.6 per cent of the directors of departments and 66.5 per cent of the consultants. The Committee asks the Government to continue to provide statistics, disaggregated by sex, showing the number of public sector employees, occupational category and position, and to provide information on any measures taken or envisaged to assess the gender pay gap in the public sector, taking into account any additional allowances and benefits.

Article 3. Objective job evaluation. In its previous comments, the Committee asked the Government to indicate how it was ensured that job evaluation methods used were free from gender bias. The Committee notes that the Government reiterates that the Skill Classification of jobs and occupations (ETKS) and the Skill Classification of posts of managers, specialists and office staff (EKSD) evaluate the value of work using assessment factors such as quantity and quality of work, degree of complexity of the work performed, level of skills, theoretical knowledge and practical skills, and degree of responsibility and working conditions. The Committee recalls that whatever methods are used for the objective evaluation of jobs, particular care must be taken to ensure that they are free from gender bias: it is important to ensure that the selection of factors for comparison, the weighting of such factors and the actual comparison carried out are not discriminatory, either directly or indirectly. Often skills considered to be “female”, such as manual dexterity and those required in the caring professions, are undervalued or even overlooked, in comparison with traditionally “male” skills, such as heavy lifting (see 2012 General Survey on the fundamental Conventions, paragraph 701). While noting the Government’s explanation regarding the methods and the procedure used to assess the value of work, the Committee asks the Government to indicate specifically how it is ensured that the selection of factors for comparison, the weighing of such factors and the actual comparison carried out are not discriminatory, either directly or indirectly. The Committee further asks the Government to indicate the measures taken, in practice, to encourage the use of such methods and procedures in both the private and the public sectors and to provide information on any job evaluation exercises which were undertaken, and the outcome thereof.

Article 4. Cooperation with workers’ and employers’ organizations. In its previous comments, the Committee asked the Government to continue to provide information on the steps taken to promote the application of the Convention in cooperation with workers’ and employers’ organizations and to promote objective job evaluation. The Committee notes the Government’s general indication that the General Agreement for 2014–15 between the Government and the social partners includes a chapter on wages and provides that work be continued on improving wage and job classification schemes. The Committee notes, however, that the Government does not provide information concerning the specific steps taken to promote objective job evaluation within the meaning of Article 3 of the Convention. The Committee asks the Government to provide additional information on the steps taken, in cooperation with workers’ and employers’ organizations, to promote the application of the Convention, including any steps taken to promote objective job evaluation free from gender bias.

Practical application. Results of labour inspection and judicial decisions. The Committee notes that the Government’s report still does not contain information on labour inspection results nor on awareness-raising measures specifically concerning the principle of equal remuneration for men and women for work of equal value. The Government also indicates that no complaints were received in relation to the principle set out in the Convention. The Committee recalls that where no cases or complaints, or very few, are being lodged, this may indicate a lack of an appropriate legal framework, lack of awareness of rights, lack of confidence in or absence of practical access to procedures, or fear of reprisals. The lack of complaints or cases on discrimination in remuneration could also indicate that the system of recording violations is insufficiently developed (see 2012 General Survey, paragraph 870). The Committee urges the Government to provide information on the specific measures taken or envisaged to raise awareness of the principle of equal remuneration for men and women for work of equal value among labour inspectors, judges, workers, employers and their organizations. It reiterates its request to the Government to provide specific information concerning the nature and number of violations of the legislation related to the principle of equal remuneration for work of equal value detected by or brought to the attention of labour inspectors, the remedies provided and sanctions imposed, as well as any judicial or administrative decisions concerning the principle of the Convention.

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Articles 1 and 2 of the Convention. Gender wage gap. For a number of years, the Committee has been asking the Government to adopt measures in order to address the persistent gender wage gap. The Committee notes from the statistics provided by the Government that even though the gender wage gap narrowed from 25.5 per cent in 2013 to 23.5 per cent in 2014, it still remains significant. The Committee further notes the persistent gender wage gaps in certain sectors: for example, in 2014 women’s average monthly wage was 74.6 per cent of that of men in industry, 88.4 per cent in trade and commerce and 86.6 per cent in health services. The Government indicates in this regard that the gender wage gap is caused by the fact that women traditionally choose to work in non-industrial sectors, while men work in those areas of the economy that involve hazardous and dangerous working conditions and a higher level of pressure, and therefore receive higher wages. The Committee further notes that, according to the World Bank report “Poverty Reduction and Economic Management Unit, Europe and Central Asia Region” of 2014, horizontal and vertical gender segregation in the labour market is demonstrated by the feminization of sectors such as education (81 per cent of women), health and social security (83 per cent), and personal services (77 per cent), where they are more likely to occupy managerial positions but where average salaries are lower than average in the country. In contrast, men account for a higher proportion of the workforce in such sectors as construction, transport and industry where they occupy managerial positions offering salaries higher than average in the country. The report also highlights that women’s higher educational achievements do not translate into equivalent jobs and salary levels (paragraph 3.6). The Committee recalls that occupational gender segregation channelling women into lower paying jobs or occupations or positions without career opportunities has been identified as one of the underlying causes of the gender pay gap. Historical attitudes towards the role of women in society along with stereotypical assumptions regarding women’s aspirations, preferences and “suitability” for certain jobs have contributed to such occupational segregation in the labour market, and an undervaluation of so-called “female jobs” in comparison with jobs performed by men (see 2012 General Survey on the fundamental Conventions, paragraphs 697 and 712). The Committee observes that the Government does not provide specific information on the measures adopted with a view to reducing the gender pay gap. The Committee once again asks the Government to provide detailed information on the measures taken or envisaged in order to reduce the persistent gender wage gap, and address its underlying causes including any prevailing stereotypes regarding women’s preferences and suitability for certain jobs. The Committee asks the Government to provide information on the measures taken or envisaged to improve the access of women to a wider range of job opportunities, including in higher-level positions and in sectors in which they are currently absent or under-represented. The Committee also asks the Government to continue to provide detailed and up-to-date statistics on the wages of women and men, including sex disaggregated data by industry and occupational category.

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

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Gender wage gap. The Committee notes the statistical information provided by the Government on wages disaggregated by sex, branch of economy, and type of economic activity. It notes that there is a significant average gender wage gap of 25.4 per cent, as well as gender wage gaps in certain sectors; for example, women’s average monthly wage was 70.2 per cent of that of men in industry, 77.4 per cent in trade and commerce, and 62 per cent in health services. The Committee also notes the Government’s indication that labour is classified into unskilled labour and skilled labour, and that the unified rating and skills guide of work and workers’ occupations and the unified job evaluation guide of the employee’s positions evaluate the value of work using assessment factors such as quantity and quality of work, degree of complexity of the work performed, level of skills, theoretical knowledge and practical skills, degree of responsibility and working conditions. The Committee draws the Government’s attention to the fact that the method used to set salary scales must be free from gender bias and that it is important to ensure that the selection of factors for comparison, the weighing of such factors and the actual comparison carried out, are not discriminatory, either directly or indirectly (General Survey on fundamental Conventions, 2012, paragraph 71). The Committee asks the Government to provide detailed information on the measures taken or envisaged in order to address the persistent gender wage gaps. The Committee also asks the Government to indicate how it is ensured that the selection of factors for comparison, the weighing of such factors and the actual comparison carried out are not discriminatory, either directly or indirectly. Please continue to provide detailed and up-to-date statistics on wages of women and men, including sex disaggregated data by industry and occupational category.

Article 2. Public sector. The Committee notes the Government’s indication that the remuneration of employees of state entities, as well as the salaries of managers and the specialists, is regulated under Order of the Ministry of Labour and Social Protection No. 151 of 22 October 2010 on remuneration of labour of the employees of state bodies, which was attached to the Government’s report. The Government also indicates that as was the case with previous Orders, the salaries of the managers and specialists of state bodies are fixed with respect to their positions, thus regardless of sex. The Government also states that the Guide “State positions of the public servants”, which was approved by the Order of the Ministry of Labour and Social Security No. 135 of 24 October 2003, provides for “skills”, which include the complexity of functions performed, duties, qualifications, and knowledge and expertise, for each job title of public positions. The Committee asks the Government to continue to provide statistics showing the number of public sector employees disaggregated by sex, occupational category and position.

Article 4. Cooperation with workers’ and employers’ organizations. The Committee notes the Government’s indication that the General Agreement for 2011–13, which was signed on 30 December 2010 between the Government and the social partners, includes a chapter on wages, and provides for the continued improvement in the area of the objective job evaluation. The Committee asks the Government to continue to provide information on the steps taken to promote the application of the Convention in cooperation with workers’ and employers’ organizations, and to provide specific information on the steps taken to promote objective job evaluation.

Parts III to V of the report form. Results of labour inspection and judicial decisions. The Committee notes the information provided by the Government concerning labour inspections: in 2010, 1,185 inspections were carried out with respect to the payment of the minimum wage; 17 organizations were found to be in contravention of the relevant legislation, and a fine of 5.1 million roubles (approximately US$628) was imposed. It observes, however, that the Government’s report still does not contain information specifically on labour inspection results concerning equal remuneration for work of equal value. The Committee therefore asks the Government to provide specific information concerning the nature and number of violations of the legislation related to the principle of equal remuneration for work of equal value detected by or brought to the attention of labour inspectors, the remedies provided and sanctions imposed, as well as any judicial or administrative decisions concerning the principle of the Convention. It reiterates its previous requests to the Government to provide information on the measures taken or envisaged to raise awareness of the principle of equal remuneration for men and women for work of equal value among labour inspectors, judges, workers, employers and their organizations.

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Gender wage gap. The Committee notes from the Government’s report that, as regards the ratio of women’s nominal average monthly wage to that of men, the gap has widened: women’s average wage was 78.4 per cent of men’s in 2007 and 73.9 per cent in 2008. In some specific branches of the economy, including those in which the gender gap was relatively small in 2007, the widening of the gap is significant. For example, in forestry, the wage gap between women and men in terms of nominal average monthly wage was 2.5 per cent in 2007 (i.e. women’s average wage was 97.5 per cent of that of men), rising to 9.8 per cent in 2008 (i.e. women’s average wage of 90.2 per cent of that of men). While there are branches of the economy where the wage gap has become smaller, the participation rate of women has decreased in those branches. In this connection, the Committee recalls the statistical data provided by the Government in its previous report which confirm a similar trend: men are concentrated in heavy manual work and work involving hazardous conditions, for which they are paid higher wages, while women are heavily concentrated in healthcare (85.2 per cent), catering (83.1 per cent) and teaching (83.1 per cent). The Committee asks the Government to provide particulars on the measures taken or envisaged in order to address the gender wage gap which appears to be widening as described above. Please also indicate any measures to ensure that women and men receive equal remuneration for work that may be entirely different in nature, but, nonetheless, of equal value. The Committee would also appreciate if the Government would continue to provide detailed and up to date statistics on earnings of women and men, including gender-disaggregated data by industry and occupational category, as well as the evolution of the gender pay gap.

Article 2 of the Convention. Public service. Further to its previous comments, the Committee notes the Government’s indication that the remuneration of employees of state entities is regulated under Order of the Ministry of Labour and Social Protection No. 174 of 18 December 2008 on Remuneration of Labour of the Employees of State Bodies. Like the Order of the Ministry of Labour and Social Security No. 33 of 15 March 2007, this Order prescribes the remuneration of the employees as well as the salaries of the managers and the specialists. It also notes that the Government states with respect to the 2008 Order, as it did previously concerning the 2007 Order, that the salaries of the managers and specialists of state bodies are fixed with respect to their positions, thus regardless of sex. The Committee is therefore bound to repeat its previous request and asks the Government to indicate whether any job evaluation process was undertaken in the context of preparing the abovementioned 2008 Order, in order to ensure an appropriate comparison of male- and female-dominated public service positions when establishing remuneration levels. In particular, it asks the Government to provide detailed information on the criteria used to determine the salaries of the managerial and specialist posts of state bodies. It would also appreciate if the Government would communicate details concerning any measures taken or envisaged to promote greater access of women to higher level positions. In this connection, it further asks the Government to provide statistics showing the number of public service employees disaggregated by sex, occupational category and position. Finally, please clarify whether the 2008 Order replaces the 2007 Order, and supply a copy of the Order currently in force.

Article 4. Cooperation with workers’ and employers’ organizations. The Committee notes the Government’s indication that the National Council on Labour and Social Matters has not discussed issues concerning the principle of equal remuneration for work of equal value because the principle is applied in law and practice. In this connection, it recalls that Article 4 of the Convention provides for the cooperation of the Government with workers’ and employers’ organizations in order to give effect to the provisions of the Convention, and wishes to stress the importance of dialogue among the Government and the social partners in this context. The Committee therefore asks the Government to provide information on the steps taken to promote the application of the Convention in cooperation with workers’ and employers’ organizations.

Parts III to V of the report form. Results of labour inspection and judicial decisions. The Committee notes the information provided by the Government concerning labour inspections: more than 9,500 inspections were carried out with respect to the payment of the minimum wage; 16 organizations were found to be in contravention of the relevant legislation; and a fine of 6.3 million roubles (approximately US$2,114) was imposed. It also notes that 7,700 inspection visits were made concerning the observance of the requirements of the Decree of the President No. 17 of 18 July 2002 on Certain Issues of the Regulation of Remuneration of Labour of the Employees, resulting in administrative procedures being brought against 122 officials, incurring a fine of 50.8 million roubles (approximately US$17,050). It observes, however, that the Government’s report does not contain information specifically on equal remuneration for work of equal value. The Committee, therefore, asks the Government to provide specific information concerning labour inspection results showing the nature and number of violations of the legislation related to the principle of equal remuneration for work of equal value, the remedies provided and sanctions imposed, as well as any judicial or administrative decisions concerning the principle of the Convention, including any decisions applying or interpreting Article 42 of the Constitution which provides that women and men, and adults and minors, shall be entitled to equal remuneration for work of equal value. It reiterates its previous request to the Government to provide information on the measures taken or envisaged to raise awareness of the principle of equal remuneration for work of equal value among labour inspectors, workers, employers and their organizations.

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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.

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1. Article 2 of the Convention. Public service. The Committee notes that section 8 of the Public Service Act, 2003, provides that the remuneration of public servants shall consist of a salary, additional payments depending on the class of public servant and the length of service, as well as bonuses and other payments specified by legislation. While noting that section 24(2) of the Act prohibits discrimination based on sex in public service employment, the Committee asks the Government to indicate the manner in which it ensures that remuneration is established in accordance with the principle of equal remuneration for men and women for work of equal value.

2. Article 3. Objective job evaluation. The Committee notes the detailed information provided by the Government concerning the job evaluation provided for in the Uniform Wage Rates and Skills Handbook. The evaluation is based on an analytical appraisal of work difficulty using criteria such as the degree of difficulty in maintaining and using work tools, the complexity of the industrial process, the scope of the assigned work, the level of independence and responsibility, working conditions and the creative nature of the work. The Committee asks the Government to indicate whether such an analytical job evaluation is also used in other wage rate handbooks, such as the one for directors, specialists and non-manual workers.

3. Article 4. Cooperation with workers’ and employers’ organizations. The Committee notes that during the reporting period no separate item concerning equal remuneration for men and women for work of equal value has been placed on the agenda of the National Council for Labour and Social Affairs. The Government indicates, however, that the Council discussed measures to regulate salaries in the industrial sectors in 2003 and issues concerning remuneration in agricultural organizations in 2005, including the calculation of the length of service for the purpose of determining pensions. Further, the Committee notes from the report that the 2004–05 General Agreement between the Government and the social partners dealt with issues of remuneration. The Committee asks the Government to indicate the manner in which the principle of the Convention has been taken into account in the deliberations and decisions of the National Council for Labour and Social Affairs on the abovementioned questions, as well as in the 2004–05 General Agreement.

4. Parts IV and V of the report form. Results of labour inspection and judicial decisions. The Committee notes the information provided by the Government concerning the legislation applying the Convention and the explanations concerning the tasks of the Department of State Labour Inspection in order to supervise its application. It asks the Government to provide information on the number and nature of infringements concerning remuneration detected by the labour inspectors, indicating also the number of cases involving violations of the principle of equal remuneration for men and women for work of equal value. Further, please indicate whether the courts have dealt with any such cases.

5. Assessment of the gender wage gap. The Committee notes from the statistical information provided by the Government that at the end of 2004, women earned on average 81.1 per cent of men’s monthly wages. The Committee asks the Government to continue to provide updated statistical information on men’s and women’s earnings, as well as information on the distribution of men and women in the different sectors of economic activity.

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The Committee notes the information in the Government’s report. It particularly notes that, according to the report, "statistical data of the average monthly wages, with the breakdown by sex and branches of economy, in December 2001, as well as the data on the share of men and women, who occupy managerial posts, by the branches of economy, by the end of 2001" were to have been forwarded to it. The Committee informs the Government that this information was not in fact received.

1. The Committee notes from the report that, pursuant to sections 462 and 464 of the Labour Code, duly authorized state bodies supervise and exercise control over the observance of labour laws, and that these bodies cooperate in this regard with trade unions. However, the Committee notes that the report contains no further specific information regarding any measures undertaken, including promotion and enforcement, with respect to the provisions of national legislation that mandate equal remuneration for men and women workers for work of equal value (including section 57 of the Labour Code and article 42 of the Constitution, in conjunction with the definition of remuneration in sections 61 and 66 of the Labour Code). Accordingly, the Committee reiterates its request that the Government provide such specific information in its next report.

2. The Committee notes that it has received no updated information relating to the wage gap as between men and women. It asks the Government to provide relevant up-to-date data indicating whether any further reduction of the wage gap has been achieved. In this connection, the Committee reiterates once again its request to the Government to indicate whether there are any studies or statistical data available that might indicate factors contributing to any such wage gap that continues to exist, and to forward any such materials. In this connection it refers the Government to its general observation of 1998.

3. The Committee once again recalls that an objective and analytical technique to measure the relative value of jobs with different contents is essential to eradicate gender-based wage discrimination. In this regard, it notes the information in the report that "tariff rates and scales are differentiated in terms of complexity of work done and professional skill of all workers" on the basis of the single wage scale. It notes also that national wage rates are determined on the basis of tariff coefficients of this single wage scale as well as on the basis of tariff rates of the first category, with participation from trade unions. Finally, the Committee notes the illustrative example provided in the report, according to which "a knitter (an exclusively female occupation) and a test driver, a driver of military and special vehicles, a blacksmith/stamp operator are equalled to the categories 2-6, a sewing-machine operator and a pipe bender, a gas cutter - to the categories 1-5". The Committee notes, however, that the Government has not provided any information as to the criteria or methodology used to establish these classifications to ensure that the single wage scale and job appraisals give equal consideration to the factors present in jobs, which tend to be undertaken by women, so as to ensure against undervaluation of their work. The Committee reiterates its request that the Government provide such information.

4. The Committee reiterates its request that the Government provide specific information, in the context of the work of the National Council on Labour and Social Matters and otherwise, as appropriate, on any tripartite action taken to promote the principle of equal remuneration for men and women workers for work of equal value.

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The Committee notes with interest the Government’s report and the attached information.

1. The Committee notes that in January 2000 a single wage scale was introduced and that differentiated wage rates and scales are determined after an appraisal procedure. The Committee asks the Government to provide information on how the principle of equal remuneration for men and women workers for work of equal value is ensured in the context of this single wage scale. The Committee recalls that, because men and women tend to perform different jobs, an objective and analytical technique to measure the relative value of jobs with different contents is essential to eradicate gender-based wage discrimination. Thus, the criteria utilized for the appraisal of jobs should not undervalue the skills normally required for jobs that are in practice performed by women, such as care-giving and human relations skills and jobs calling for manual dexterity. In comparing the work of men and women, care should be taken to balance the various job components to ensure a fair and just evaluation (see General Survey of 1986 on equal remuneration, paragraphs 133-152). The Committee therefore asks the Government to provide information with its next report on the criteria and methodology used to ensure that the single wage scale and job appraisals give equal consideration to the factors present in jobs which tend to be undertaken by women workers.

2. The Committee notes the statistical information concerning numbers of workers, hours worked and average monthly and hourly wages, disaggregated by sex, in specific sectors in October 1999. In reviewing these data it notes that women workers constitute 66.22 per cent of the total workforce and that the average number of hours worked by men and women differs by one and two hours per month in some sectors. For example, in the industrial sector women worked on average 169 hours while men worked 170. In the health-care sector men workers only represent 32.32 per cent of the workforce, but women workers earn only 64.24 per cent of the wages of men. In the education sector, women workers represent 89.1 per cent of the workforce and earn 79.92 per cent of men’s earnings on average, compared with 79.4 per cent in 1997, showing that the wage gap has persisted in this sector. In terms of hourly wages, the Committee notes that women workers throughout the country on average earn 86.12 per cent of the hourly wages of men. In the health-care sector this figure is 65.66 per cent, despite women working nearly the same number of hours as men. In the education sector it is 94.1 per cent. The statistical data supplied by the Government concerning the number and distribution of women in managerial positions in the different sectors in 1999 show that in all sectors taken together, 46 per cent of managers and senior specialists were women, while 41.2 per cent of managers of enterprises and organizations were women, and 45.4 per cent of directors of subdivisions and 54.5 per cent of senior specialists were women. The Committee notes this information and the substantial percentage of women in high-level posts. Nevertheless, the Committee concludes from the above that the wage gap persists and reiterates its previous request to the Government to indicate whether there are any studies or statistical data available that might indicate factors contributing to the persistence of the wage gap in these sectors and to provide copies of any such studies or data in its next report.

3. The Committee notes the general agreement concluded between the Government and the national employers’ associations and trade unions for 1998 2000 setting out the duties and actions to be undertaken. The Committee asks the Government to provide information on any tripartite action taken to promote the principle of equal remuneration for men and women workers for work of equal value.

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The Committee notes with interest the adoption on 26 July 1999 of a new Labour Code which entered into force on 1 January 2000. It notes that sections 61 and 66 of the Code define remuneration in accordance with the Convention. It also notes that section 57 of the Labour Code and article 42 of the Constitution set out the principle of equal remuneration for men and women workers for work of equal value and that objective appraisal of the job to be performed is regulated by sections 86, 87 and 88 of the Labour Code. Section 352 of the Labour Code provides for cooperation with the social partners for the purpose of giving effect to the provisions of the Code. The Committee asks the Government to provide information with its next report on the measures undertaken, including promotion and enforcement, to ensure the implementation of these provisions. The Committee notes that the average monthly wage for women in the country as a whole amounted to 85.74 per cent of men’s average monthly wage, representing an increase of 4.94 per cent since December 1997, and therefore a small reduction in the wage gap.

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The Committee notes with interest the information supplied by the Government in its reply to the Committee's 1997 direct request as well as its report and attached statistical documentation, including a table of wage statistics.

1. In reviewing the statistical data provided by the Government on wages for December 1997, the Committee notes that the average monthly wage for women in the country as a whole was 80.8 per cent of men's average monthly wage, representing a slight increase of 1.7 per cent over December 1995. The wage gap between men and women also decreased in the sectors of industry and construction, where women's average monthly wage as a percentage of men's was 74.9 per cent and 88.8 per cent, respectively. On the other hand, the Committee notes that the wage gap between men and women widened significantly in the agricultural sector, where women's monthly earnings as a percentage of men's dropped from 90.9 per cent to 83.9 per cent. Similarly, women's earnings dropped in the area of education. Information contained in the Government's 1996 report indicated that women in education earned approximately 3 per cent more than men employed in the same sector; however, the Government's most recent report indicates that, in December 1997, the average monthly wage paid to women in education was 79.4 per cent of the average monthly wage earned by men. The Committee asks the Government to indicate whether there are any studies or statistical data available that might indicate factors underlying the widening of the wage gap in these sectors and to provide copies of any such studies or data in its next report.

2. The Committee further notes the Government's statement that the established correlation between wages of men and women in different branches of the economy is related to jobs performed and should not be considered as the violation of the principle of equal remuneration for work of equal value. The Committee would be grateful if the Government would supply, in its next report, statistical data on the distribution of men and women in jobs in the different sectors of the economy referred to by the Government, showing the distribution of men and women by occupation and rank in the various sectors and showing the average hourly earnings of men and women in the various occupations and ranks. The Committee notes the statements in the Government's report that remuneration in Belarus is established in accordance with common tariff rates which are approved by the Ministry of Labour. It further notes that the rates take into account the factors set out in sections 102, 103 and 105 of the Labour Code. The Committee recalls that, because men and women tend to perform different jobs, a technique to measure the relative value of jobs with different content is essential to eradicate gender-based salary discrimination. Thus, the criteria utilized for the appraisal of jobs should not undervalue the skills normally required for jobs that are in practice performed by women, such as care-giving, human relations skills and jobs calling for manual dexterity. In comparing the work of men and women, care should be taken to balance the various job components to ensure a fair and just evaluation (see General Survey of 1986 on equal remuneration, paragraphs 133 to 152). Accordingly, the Committee once again requests information on the criteria and methodology used to ensure that the tariff rates give equal consideration to factors present in jobs undertaken by women.

3. On the basis of the information provided by the Government, the Committee notes that, by the end of 1997, women accounted for 58.6 per cent of workers with a university education. The statistical data supplied by the Government showed that women had a consistently higher level of education than men in the sectors referred to by the Government, including transport, construction, education, health, physical education, social security and culture. The Government's report contains statistical data indicating that, while they continue to have a proportionately higher level of education, women also continue to hold a lower share (45.5 per cent) of managerial and senior positions in the various sectors of the national economy. In industry, which is, as the Government indicates, the foremost sector of the economy, women hold only 35.9 per cent of managerial posts, despite the fact that they account for 54.2 per cent of employees in the industrial sector having special technical education. The Committee recalls that, in order to facilitate the application of the principle of equal remuneration, appropriate action should be taken where necessary, to ensure that workers of both sexes have equal access to occupations and posts and equal or equivalent facilities for vocational guidance or employment counselling, for vocational training and for placement (see the Equal Remuneration Recommendation, 1951 (No. 90), Paragraph 6). The Committee would be grateful if the Government would supply information in its next report, both on the progress of its activities in reducing the wage gap and particularly regarding any studies that may indicate the factors accounting for women's lower share of managerial/senior positions despite their correspondingly higher levels of education.

4. The Committee would be grateful if the Government would supply it with information on other activities undertaken in furtherance of Article 4 of the Convention, including a copy of the most recent tripartite General Agreement concluded between the Council of Ministers of the Republic, the federation of trade unions of Belarus and the employers' associations.

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The Committee notes with interest the information contained in the Government's reports and the documentation attached thereto including, in particular, the provisions of the General Agreement between the Cabinet Ministers, the national employers' organizations and the trade unions for 1996, and the copy of the 1996 Collective Agreement for a Belarus Automobile Factory.

1. Further to its previous comments, the Committee notes the statistical data for December 1995 which indicates that: women's average monthly wage as a percentage of men's was 79.1 in the country as a whole; 72.8 per cent in industry; 82.5 per cent in construction; and 90.9 per cent in agriculture. In education, women's average monthly earnings was some 3 per cent higher than that of men's. As it is difficult to determine, on the basis of average monthly earnings, the role played by factors such as the hours worked and the time of work (which, in the case of shift work can account for higher wage premiums), the Committee would be grateful if the Government would provide any data collected on the average hourly earnings of women and men in different sectors. In addition, please provide any available data on the distribution of women and men in such sectors. The Committee would be grateful if the Government would continue to supply information in its reports on progress achieved in reducing the wage gap.

2. The Committee notes from the information provided by the Government that, in terms of their educational attainments, women -- at the end of 1995 -- accounted for 62.4 per cent of all workers who had completed higher and secondary specialized education, including 51.8 per cent of workers employed in industry, 62.9 per cent in communications, 86.3 per cent in commerce and catering, and 76.4 per cent in education. The Committee has also noted that, among the factors that account for the wage gap, the Government has expressed concern about women's lower share of responsible and senior positions in enterprises and administrative bodies. The Committee requests the Government to indicate more precisely whether the factors that may account for that situation have been studied, given that women employed in the industries cited appear to have a consistently higher level of education than men, at least as far as formal education is concerned.

3. In the context of the wage-fixing system, the Committee requests the Government to indicate the extent to which attempts have been made to ensure that factors which are more likely to be present in the jobs undertaken by women are identified and evaluated to balance those factors (such as dirty or hazardous working conditions and physical strength) which are more likely to be present in the jobs performed by men, and which do tend to be identified. The weighting given to typical factors in male jobs may have an even more adverse effect on women's wages in situations where women are prohibited, or restricted, from undertaking certain jobs. In its 1986 General Survey on equal remuneration, the Committee has noted that some of the factors used to evaluate jobs tend to favour men over women and that, moreover, some factors which are more likely to be present in the jobs undertaken by women may not be identified and therefore not valued in job-evaluation schemes, as is often the case with caring skills and responsibility, human relations skills and manual dexterity.

4. The Committee notes the information provided by the Government concerning the measures taken to cooperate with employers' and workers' organizations in giving effect to the Convention. Please provide information on any initiatives that might be taken by the National Council on Labour and Social Affairs pertinent to the application of the Convention.

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With reference to its previous direct request, the Committee notes the information contained in the Government's report and the consolidation of the Labour Code in the Act of 15 December 1992.

1. In its previous direct request, the Committee had asked for examples of collective agreements fixing wage rates in a range of enterprises or organizations, together with an indication of the number of women covered by such agreements, so as to be in a position to verify that all the elements of remuneration stipulated in such agreements comply with the principle of the Convention. The Government's report contains a description of the various wage supplements and bonus and award systems which appear to be granted regardless of the sex of the worker. It also states that, in order to safeguard the socio-economic rights and interests of the workers, tripartite agreements have been concluded annually since 1991 between the Council of Ministers of the Republic, the Council of the Federation of Trade Unions of Belarus and the employers' associations. Noting that a copy of the 1993 General Agreement concluded by the social partners has been supplied in Russian in the context of Convention No. 98, the Committee asks the Government to transmit a copy of the most recent tripartite agreement showing that the principle of equal remuneration for work of equal value is applied in the negotiations, not only for the basic wages, but for all elements of the remuneration package.

2. The Committee notes from the Government's report the statement that "although the principle of equal remuneration for equal work is observed on the whole, the proportion of women in senior and prestigious posts in enterprises and management bodies is still low, and their level of remuneration is accordingly lower" (than that of men). According to the Government, administrative measures aimed at correcting this situation have not proven to be very effective and the ultimate solution to this problem will depend to a large extent on improvements in the country's economic situation and on the success of market and democratic reforms, as well as administrative and educational measures. The Committee is not unaware of such circumstances and, at paragraphs 100 and 257 of its 1986 General Survey on Equal Remuneration, stressed the indivisibility of equality issues in the attainment of genuinely equal remuneration. The Committee highlighted Paragraph 6 of the Equal Remuneration Recommendation, which links the application of the principle of equal remuneration to, inter alia, equal access to occupations and posts and to equal facilities for vocational training. It consequently asks the Government to inform it, in its next report, on the measures taken or contemplated to address the general issue of women's equality in employment. For example, what "administrative and educational measures" have been devised and put into practice to improve the employment prospects of women? How have workers' and employers' organizations, in accordance with Article 4 of the Convention, cooperated for the purpose of giving effect to the principle of the Convention? The Government might also wish to refer in this connection to examples of other factors facilitating the application of the Convention, described at paragraphs 181 to 190 of the 1986 General Survey.

3. The Committee notes the Government's reply to its earlier request for statistical data, to the effect that it is not possible to supply such information due to the imperfection of the existing system of statistical reporting in the country. The Committee recalls the importance of being able to study data of the kind requested in its previous direct request for both assessing the implementation of the principle of the Convention and devising methods to overcome any wage differentials identified as being due to sex-based factors. It accordingly again requests the Government to provide, to the extent possible: (i) copies of the public sector salary scales (apparently the "standard wage and salary scale" referred to in the Government's report as being in force for public servants since January 1992, and the standard scale for public enterprise employees covered by the Act respecting enterprises of 1 January 1991); and (ii) statistical data on the minimum wage provided for in the Labour Code, as well as the actual average earnings of men and women in the various sectors of the economy.

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1. The Committee notes the detailed information provided by the Government in its report concerning the manner in which wage rates are fixed for the various sectors of employment. It notes, in particular, that under the Act relating to Enterprises in the Byelorussian SSR (which came into force on 1 January 1991) enterprises have the right to set their own wage rates, using the State wage rates and salary scales as guidelines in establishing wage differentials based on occupation, skill, complexity of task and working conditions. The Committee further notes that within the context of a comprehensive pay reform, enterprises and organisations will be entitled, where possible, to raise levels of wages and salaries above those set by the State's single rating schedule, which provides a scale of rates and remuneration for workers in all sectors of the economy. In the light of these reforms, the Committee requests the Government to indicate the measures taken or contemplated to ensure that all the elements of remuneration stipulated in agreements concluded between the administrations of enterprises or organisations and trade unions comply with the principle of equal pay for work of equal value. The Committee would be grateful if the Government would furnish in its next report, examples of collective agreements fixing wage rates in a range of enterprises or organisations, together with an indication of the percentage of women covered by these agreements, and the percentage of men and women employed at different levels.

2. The Committee notes that for some years, the Government has not provided information sufficient to enable an appraisal of the extent to which the wage differential has been reduced through application of the principle of the Convention. Accordingly, the Committee requests the Government to provide, in its next report, full information concerning the implementation in practice of the Convention including: (i) the salary scales applying in the public sector, with an indication of the percentage of men and women employed at different levels; (ii) statistical data concerning the minimum or basic wage rates and the average actual earnings of men and women in the economy, broken down, where possible, by occupation or sector of employment, seniority or skill level as well as information on the percentage of women employed in different occupations or sectors; and (iii) information regarding any surveys or studies undertaken or envisaged with a view to determining the reasons for wage disparities and details on any measures to remove the barriers to the full implementation of the Convention.

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The Committee notes the information contained in the Government's report.

1. The Committee notes the Government's indication that remuneration is not limited by maximum rates but is determined by the end result of the work and by the personal work input of the worker; and that such remuneration is ensured following the application of single tariff rates for men and women. However, as the Committee pointed out in its previous comment (which referred to paragraph 58 of its 1986 General Survey on Equal Remuneration), only work of the same kind can be measured comparatively by the standards of quantity and quality. Accordingly, the Committee requested the Government to supply further information in order to assess the application of the Convention in situations where men and women perform work of a different nature but of equal value. The Committee reiterates the hope that the Government will supply with its next report, information on the way in which the specific nature of the branch, the skill level and the nature of the work performed are reflected in wages, as well as information on any job-appraisal methods used or contemplated to determine wages, in particular for industries or enterprises where men and women are employed.

2. The Committee notes that new conditions of remuneration were introduced between 1986 and 1989, which (i) entailed a considerable rise in the basic and fixed salary rates for workers in industrial sectors; and (ii) introduced incentives to encourage workers to accelerate scientific and technical progress. The Committee would be grateful if the Government would continue to supply information concerning these or other measures to introduce new conditions of remuneration, together with an indication on the way in which the principle of the Convention is applied in respect of these measures.

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The Committee notes that the Government's report contains no reply to its comments. It hopes that the next report will include full information on the matters raised in its previous direct request, which read as follows:

The Committee takes note of the information supplied by the Government concerning measures that have been adopted to increase wages, particularly in the economic sectors in which most of the jobs are filled by women.

It also notes that under section 33 of the Constitution of the Byelorussian SSR, men and women have the same rights; under section 38 the State pays wages in accordance with the quantity and quality of the work performed; and by virtue of section 77 of the Labour Code any reduction in remuneration on grounds of sex is prohibited. As the Committee observed in paragraph 58 of its 1986 General Survey on Equal Remuneration, only work of the same kind can be measured comparatively by the standards of quantity and quality. The Committee also recalls the indications supplied previously by the Government on the centralised system of job classification and the determination of wages. In order to enable the Committee to assess how effect is given to the principle set out in the Convention when men and women in practice perform work of a different nature but which may be of equal value, the Committee requests the Government to supply with its next report additional details on the way in which the specific nature of the branch, the skill level and the nature of the work performed are reflected in wages, and particularly on any job-appraisal system adopted for this purpose and the practical impact of its adoption and development, and any eventual modifications to it, on the implementation of the principle set out in the Convention.