Direct Request (CEACR) - adopted 2001, published 90th ILC session (2002)

Equal Remuneration Convention, 1951 (No. 100) - New Zealand (Ratification: 1983)

1. The Committee refers to its previous comments that, for progress to be made in the promotion of the principle of equal remuneration for work of equal value, it is essential for a comprehensive approach to be taken to ensuring and promoting equality of opportunity and treatment in a wider context, an approach which entails a wide range of positive activities that impact on the behaviour and attitudes of society as a whole. In this context, the Committee notes with interest the numerous initiatives carried out by the Government to promote positive attitudes and practices among employers, including the new Equal Employment Opportunity Policy to 2010 directed at the public service, the Equal Employment Opportunities Trust (a joint venture between the Government and employers) and the Equal Employment Opportunities Contestable Fund, the childcare survey and the childcare subsidy now being implemented. The Committee asks the Government to continue to provide information on such initiatives, as well as information indicating the impact of such initiatives in narrowing the male-female earnings gap.

2. The Committee notes the three reports issued by the Ministry of Women’s Affairs and supplied by the Government: Occupational sex segregation, performance pay systems and equity, and Homecare workers. According to the documentation provided, occupational sex segregation has declined over the 15 year period from 1981 to 1996, particularly among workers in the 15 24 year age bracket. The Committee notes that, while occupational sex segregation decreased for full time workers, approximating the degree of segregation in the total labour force, it increased among part-time workers. Noting that women make up the majority of part-time workers, accounting for 70.5 per cent of the part time labour force in 1996, the Committee asks the Government to provide information in its next report regarding the measures taken to reduce sex-based occupational segregation for these workers.

3. The Committee notes the report of the Ministry of Women’s Affairs on Homecare workers: A case study of a female occupation, which finds that the growing sector of homecare work is predominantly carried out by women, is low paid, and requires skills which are not formally recognized or recompensed, thereby contributing to the existing gender earnings gap. The study indicates that when unpaid costs and extra time spent with clients or travelling between clients are taken into account, the effective hourly rates of pay for homecare workers are considerably lower than the nominal rates. Moreover, the pay and conditions of homecare workers are associated with both gender and labour market practices which tend to disadvantage women. According to the study, two factors combine to give a low value to homecare work: failing to describe the true nature of the work and the impact of gender on homecare as an occupation. The study suggests that research should be done to establish a methodology for measuring the gap between the nominal hourly pay rates for homecare workers and the effective pay rates, and to determine whether, at the bottom end of the labour market, the failure to reimburse workers for core aspects of their job has a gender-based pattern. The Committee would appreciate receiving information on any measures taken or follow-up studies conducted regarding the situation of homecare workers.

4. The Committee notes the report on Performance pay systems and equity, which focuses on the design, structure and operation of performance pay systems and related performance assessment processes in five organizations that operate such systems. The report suggests that indirect discrimination in the operation of pay systems is widespread and outlines a set of best practice principles to be used as guidelines to ensure that performance pay systems not only do not discriminate against women, but also achieve the purpose of improved organizational performance. The Committee asks the Government to provide information on any measures taken or envisaged to promote the best practice principles contained in the report as well as on any studies analysing longer term data on the operation of performance pay systems and examining the role that discriminatory assumptions may play in organizational decision-making.