Observation (CEACR) - adopted 2022, published 111st ILC session (2023)

Equal Remuneration Convention, 1951 (No. 100) - Russian Federation (Ratification: 1956)

The Committee notes the observations of the Confederation of Labour of Russia (KTR) received on 31 August 2021.

Articles 1–4 of the Convention. Assessing and addressing the gender pay gap and its underlying causes (occupational segregation). The Committee notes that, according to the statistical information from the Federal State Statistics Service (Rosstat) provided by the Government in its report, the average gender pay gap remained high at 27.9 per cent in 2019 (compared with 27.4 per cent in 2015). It observes that the gender pay gap was as wide as 40 per cent for mid-level professionals, where women represented 68.9 per cent of the total number of workers, and 30.1 per cent for top level professionals, where women represented 70.6 per cent of the total number of workers. Furthermore, in all economic sectors, wages of women were systematically lower than men’s. In that regard, the Committee notes the persistence of occupational gender segregation, with women being still concentrated in hotel and restaurant services (66 per cent), education (79.9 per cent), healthcare and social services (79.9 per cent), while men were mostly working in construction (83.5 per cent), mining (81.7 per cent) and production and distribution of electricity, gas and water (66.9 per cent). It also notes that, in its observations, the KTR highlights that, in sectors where women are most concentrated: (1) the average monthly salary was systematically lower than the national average salary while the opposite applies for sectors where men are concentrated, except in construction where there is a significant percentage of migrant workers; and (2) men remain disproportionately represented in management. In that regard, the KTR adds that, while the share of women in management positions over two years grew by 1.2 per cent and was approaching parity (49.7 per cent in 2019), the gender pay gap in hourly earnings for managers was estimated at 31.6 per cent in 2019. Despite this situation, in KTR’s view, the Government did not take any serious commitment to promote gender equality or elaborate and implement inclusive, comprehensive and gender-sensitive approaches in order to reduce the gender pay gap. The Committee notes with concern this information and regrets that the Government did not provide information on any measures elaborated or implemented in order to address the wide and persistent gender pay gap and its underlying causes. It notes that, in its 2020 conclusions, the European Committee of Social Rights (ECSR) concluded that the Russian Federation was not in conformity with Article 20(c) of the European Social Charter, which requires the implementation of appropriate measures regarding remuneration to ensure equal opportunities and equal treatment between men and women in matters of employment and occupation, on the ground that the obligation to make measurable progress in reducing the gender pay gap has not been fulfilled (March 2021, pages 32–33). Furthermore, in its 2021 concluding observations, the United Nations Committee on the Elimination of Discrimination against Women (CEDAW) expressed similar concerns (CEDAW/C/RUS/CO/9, 30 November 2021, paragraph 38). Finally, the Committee refers to its comments on the application of the Discrimination (Employment and Occupation) Convention, 1958 (No. 111) and the Workers with Family Responsibilities Convention, 1981 (No. 156) regarding prohibition of women’s employment in specific occupational activities, as well as gender stereotypes regarding women’s professional capabilities and their role in the family. The Committee therefore urges the Government to take the necessary steps, without delay, in order to address the gender pay gap and its underlying causes, such as persistent vertical and horizontal occupational gender segregation and stereotypes regarding women’s professional aspirations, preferences and capabilities, and their role in the family. It asks the Government to provide: (i) information on the content of the proactive measures implemented to overcome occupational gender segregation in the labour market and reduce the gender pay gap, including by enhancing women’s access to jobs with career prospects and higher pay; (ii) information on any assessment made of the results achieved by such measures; and (iii) statistical information on the earnings of men and women as well as any recent information on the gender pay gap, disaggregated by occupational category if possible, both in the public and private sectors.

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