Direct Request (CEACR) - adopted 2010, published 100th ILC session (2011)

Equal Remuneration Convention, 1951 (No. 100) - Israel (Ratification: 1965)

The gender remuneration gap. The Committee notes from the 2009 Statistical Abstract of Israel that in 2007 men’s average hourly income was 48.2 New Israeli Shekel (NIS), compared to NIS40.5 for women, which amounts to a wage gap of 15.9 per cent, down from 16.4 per cent in 2006. Calculated on the basis of gross monthly income the gender remuneration gap was 35.8 per cent, down from 36.6 per cent in 2006. The Committee also notes the detailed information contained in the Government’s report analysing the levels of remuneration of men and women in the civil service between 1997 and 2007. The Committee notes that women’s average gross wage in the civil service was still 24 per cent lower than men’s in 2007 (compared to 25 per cent in 1997), which the Government explains by the fact that women work more often than men in administrative positions and lower grades. However, the Committee notes that the gender wage gaps also persist within the various grades and that within the “Mahar” Grade (graduates in social sciences and humanities) it increased from 16 per cent in 1997 to 22 per cent in 2007. The Committee asks the Government to continue to provide detailed and updated statistical information on the earnings of men and women in the private and public sectors, including data for the different population groups.

Measures to promote equal remuneration. In reply to the Committee’s request for information on measures taken to reduce the gender wage gap, the Government provided information regarding a decision taken by the Government in July 2007 to increase budgetary allocations for childcare institutions as a means to encourage women to seek employment. The Government indicated that this is expected to contribute to reducing the overall gender wage gap. The Committee asks the Government to provide information on the impact of the expanded childcare services on the gender wage gap, and to provide information on any other measures taken or envisaged to promote actively the implementation, in practice, of the principle of equal remuneration for men and women for work of equal value.

Article 3 of the Convention. Objective job evaluation. The Committee notes the Government’s indication that no further initiatives regarding objective job evaluation were taken, and that the possibility of appointing a job evaluation expert at the request of a litigant under section 5 of the Male and Female Workers Equal Pay Law, 1996, has not yet been used. Emphasizing the importance of promoting objective job evaluation in accordance with Article 3 of the Convention, the Committee trusts that the Government will consider taking further measures in this regard and asks it to provide information on any measures taken or envisaged.

Article 4. Cooperation with employers’ and workers’ organizations. Noting in this regard the Government’s indication that there are no collective agreements addressing this issue, the Committee asks the Government to provide information on any measures taken, as envisaged in Article 4 of the Convention, to seek the cooperation of employers’ and workers’ organizations with a view to giving effect to the principle of equal remuneration for men and women for work of equal value.

Enforcement. Please continue to provide information on any relevant judicial decisions concerning the principle of equal remuneration for men and women for work of equal value.