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

Equal Remuneration Convention, 1951 (No. 100) - Algeria (Ratification: 1962)

Statistical data on levels of remuneration for men and women. In its previous observation, the Committee expressed the hope of receiving the results of the survey which had commenced in March 2007 concerning levels of remuneration disaggregated by sex and asked the Government to supply any additional information on this subject. The Committee notes that the Government’s report does not contain any information in this regard. It reiterates once again the importance of having data concerning the remuneration of men and women, according to the posts occupied, in all categories of employment, both within the same branch of activity and between different branches, in order to be in a position to deal effectively with gender remuneration gaps. These data are essential for enabling an adequate evaluation of the nature, extent and causes of remuneration gaps between men and women and also an evaluation of the application of the Convention. The Committee notes that the United Nations Committee on Economic, Social and Cultural Rights expressed concern at the fact that women’s wages are approximately one third of those of men’s and recommended the adoption of measures to reduce the gender wage gap (E/C.12/DZA/CO/4, 7 June 2010, paragraph 8). The Committee urges the Government to compile and communicate statistical data in its next report on the distribution of men and women in the various sectors of economic activity, various occupational categories and different posts, and to supply all available statistics on their respective levels of remuneration in the public and private sectors.

Objective job evaluation. Collective agreements. The Committee notes that the collective agreement concluded on 30 September 2006 between the General Union of Algerian Workers (UGTA) and five employers’ organizations contains provisions relating to the classification of jobs which must be established by enterprise agreements on the basis of job descriptions and analysis, evaluation and rating of their content and their classification according to the results of the evaluation (sections 95 and 100). This collective agreement also states that job evaluation is based in particular on qualifications, responsibility, physical or intellectual effort, working conditions, and any particular constraints or requirements (section 101). However, the Committee notes that this collective agreement does not contain any provision which explicitly requires the application of the principle of equal remuneration for men and women workers for work of equal value. The Committee requests the Government to supply information on the practical application of section 101 of the collective agreement of 30 September 2006, particularly clarifying whether this section is used for comparing different jobs, with a view to implementing equal remuneration for men and women workers for work of equal value. The Committee also requests the Government to supply information on the manner in which collective agreements are used to promote objective job evaluation so that levels of remuneration for women and men are established without gender bias. Finally, the Committee requests the Government once again to send a copy of any collective agreements reflecting the principle of equal remuneration for men and women.

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