Direct Request (CEACR) - adopted 2012, published 102nd ILC session (2013)

Equal Remuneration Convention, 1951 (No. 100) - Ethiopia (Ratification: 1999)

Work of equal value. Legislation. The Committee recalls that sections 14(1)(b) and 87(1) of the Labour Proclamation No. 377/2003, while prohibiting discrimination based on sex in respect of remuneration, does not specify that equal remuneration is required where men and women perform different work, but which is nevertheless work of equal value. The Committee notes the Government’s indication that the Committee’s comments will be taken into account in the ongoing process of amending the Labour Proclamation. The Committee recalls that a provision only prohibiting sex-based wage discrimination will not normally be sufficient to give effect to the Convention, as it does not capture the concept of “work of equal value”. The concept of “work of equal value” is fundamental to tackling occupational sex segregation in the labour market, as it permits a broad scope of comparison, which encompasses work that is of an entirely different nature, which is nevertheless of equal value. Legal provisions that are narrower than the principle under the Convention hinder progress in eradicating gender-based pay discrimination (General survey on fundamental Conventions, 2012, paragraphs 673, 676 and 679). The Committee therefore asks the Government to ensure that in the process of amending the Labour Proclamation, full legislative expression to the principle of equal remuneration for men and women for work of equal value is given, and to provide information on the concrete steps taken in amending the Labour Proclamation.

Collective agreements and cooperation with workers’ and employers’ organizations. The Committee notes the Government’s indication that the principle under the Convention is incorporated in collective agreements. The Committee asks the Government to provide a copy of collective agreements that provide for the principle of equal remuneration for men and women for work of equal value. The Committee also asks the Government, in cooperation with workers’ and employers’ organizations, to promote training and awareness raising in respect of the Convention’s principle among public officials, workers and employers and other relevant target groups, and to indicate any steps taken in this regard.

Wage fixing and objective job evaluation. With reference to section 7 of the Federal Civil Servants Proclamation No. 515/2007, which provides that “all positions of equal value shall have equal base salary”, the Committee notes the Government’s indication that it is in the process of amending the Public Service Position Classification and Scale Regulation. With regard to the private sector, the Committee notes the Government’s indication that the method currently used takes into account the factors such as difficulty or complexity of the job, responsibility, knowledge and skills, and that due consideration is given to gender bias. The Government also indicates that those who undertake job evaluation receive continuous training. The Committee recalls that it is important to ensure that the selection of factors for comparison, the weighing of such factors and the actual comparison carried out are not discriminatory, either directly or indirectly, and that particular care must be taken to ensure that the process is free from gender bias (General Survey, 2012, paragraph 701). The Committee asks the Government to ensure that, in the process of amending the Public Service Position Classification and Scale Regulation, determining the various job classifications and grading, the criteria applied are free from gender bias, and to provide information on any progress made in the process of amendment. The Committee also asks the Government to indicate the measures taken to ensure that the methods of job evaluation do not result in the jobs in which women are predominant being undervalued, both in the public and private sectors, and to encourage the social partners to make use of objective job evaluation methods. Please provide detailed information on the contents of the training provided for those who undertake job evaluation.

Part V of the report form. Statistics. The Committee notes the statistical information provided by the Government which shows that from 2009–10, women constituted 37 per cent of those who earned Birr (ETB) 300–999 per month; 29 per cent of those who earned ETB1000–1999, 20 per cent of those who earned ETB2000–2999, and 16 per cent of those who earned above ETB3000. The Committee also notes the Government’s indication that it will establish an appropriate system to compile and analyse statistics on the wage rates for men and women. The Committee trusts that the Government will take concrete steps to compile and analyse statistics on the current wage rates for men and women in the different categories of jobs both in the public and private sectors, so as to enable an adequate assessment of the nature, extent and causes of the continuing gender pay gap, and asks the Government to provide information on any progress made in this regard.