Observación (CEACR) - Adopción: 2012, Publicación: 102ª reunión CIT (2013)

Convenio sobre igualdad de remuneración, 1951 (núm. 100) - Argelia (Ratificación : 1962)

Gender pay gap. Private sector. The Committee notes the information provided by the Government on average wages for 2009 (by sex and age category) established on the basis of a survey of the annual wage declarations submitted to the National Social Security Fund, covering all skill levels and sectors. These partial data show that, depending on the age category, the average pay gap between men and women is between 3.3 per cent (46–50 years) and 52.8 per cent (60 years) to the detriment of women and that for all age categories taken together, the average wage gap between men and women is around 15 per cent. Recalling that it is particularly important to have available full and reliable statistical data on the remuneration of men and women as a basis for drawing up, implementing and then evaluating the measures taken to eliminate pay gaps, the Committee asks the Government to intensify its efforts to gather and analyse such data in the various economic sectors, including the public sector, and for the different occupational categories, and to provide such data with its next report. The Committee also asks the Government to take the necessary measures to eradicate pay gaps between men and women, including through awareness-raising measures on the principle of equal remuneration for men and women for work of equal value among employers, workers and their organizations and to provide information on any action taken in this respect and on any obstacles encountered.

Public service. The Committee notes the Government’s view, in reply to its previous comment, that it is not necessary to include in the general public service regulations (Ordinance No. 06-03 of 15 July 2006) a provision requiring equal remuneration for men and women for work of equal value since all the laws and regulations governing the personnel of public institutions and administrations apply to all public employees irrespective of sex. The Committee wishes to draw the Government’s attention to the fact that the adoption and application of wage scales without sex distinction in the public service is not sufficient to exclude any gender discrimination in relation to remuneration. Indeed, such discrimination may have its roots in the criteria used for the classification of jobs, under-evaluation of the work performed mainly by women, or inequalities resulting from the provision of certain accessory benefits (bonuses, indemnities, allowances, etc.) to which men and women do not have access on an equal footing by law or in practice. In the light of the above, the Committee once again asks the Government to indicate the manner in which it ensures the application of the principle of equal remuneration (basic wages and additional emoluments) between men and women for work of equal value, with an indication of whether objective job evaluations have already been undertaken or are envisaged in the public service.

Objective job evaluation. Collective agreements. In its previous observation, the Committee noted that the framework collective agreement for the private sector 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 on the basis of job descriptions and the analysis, evaluation and rating of their content, leading to their classification according to the results of the evaluation. It also noted that the collective agreement sets out evaluation criteria (qualifications, responsibility, physical or intellectual effort, working conditions, and any particular constraints or requirements), but that it does not specifically envisage the application of the principle of equal remuneration for men and women for work of equal value. The Committee notes that the Government confines itself in its report to referring once again to the framework collective agreement, without providing the information requested on its application in practice, particularly with regard to job evaluation and classification. The Committee therefore asks the Government to indicate how jobs in the private sector are classified in practice, in accordance with the framework collective agreement, and to indicate whether such classification has recently been reviewed in the various occupational branches. The Committee also asks the Government to provide information on the clauses in recently concluded branch collective agreements reflecting the principle of equal remuneration for men and women for work of equal value and providing for the evaluation of jobs on the basis of the work to be performed, and on the implementation of these clauses.

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