Observation (CEACR) - adopted 2014, published 104th ILC session (2015)

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

Article 2 of the Convention. Application of the principle in the public service. Since 2005, the Committee has been raising concerns regarding male and female denominations in the civil service job grading and salary structure. The Committee notes the Government’s indication that the grading system is determined by the Department of Human Resource Management and Development and does not involve gender-based denominations. The Committee notes, however, that no information is provided on the manner in which this grading system is established. The Committee again asks the Government to provide information describing the various levels of the civil service grading system and salary structure, as determined by the Department of Human Resource Management and Development, and to indicate specifically how it is ensured that the structure is free from gender bias and ensures the application to public servants of the principle of equal remuneration for men and women for work of equal value.

In its previous comments, the Committee raised concerns that occupational gender segregation in the civil service might result in remuneration gaps between men and women, and noted the low percentage of women holding managerial positions. In this regard, it noted the Government’s indication that some efforts were being made to retain women in the public service and promote their longer-term employment, and that a study was being undertaken on women in the public sector with a view to elaborating a Charter on Gender. The Committee notes the Government’s indication that a Gender Audit on gender disparities in managerial positions in the civil service has been initiated and that the National Gender Policy and the Gender Equality and Women Empowerment programme seek to address inequalities between men and women in the public and private sectors. The Committee asks the Government to provide information on the results of the Gender Audit on disparities between men and women in public service managerial positions and the action taken on these results. The Committee also asks the Government to indicate any specific measures taken or envisaged in the framework of the Charter on Gender, the National Gender Policy and the Gender Equality and Women Empowerment programme to promote greater access of women to higher-level and higher-paid positions and to ensure that men and women receive equal remuneration for work of equal value.

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