Direct Request (CEACR) - adopted 2024, published 113rd ILC session (2025)

Equal Remuneration Convention, 1951 (No. 100) - Tokelau

The Committee notes the observations provided by Business New Zealand, transmitted by the Government.

Articles 1 and 2 of the Convention. Addressing the underlying causes of the gender pay gap. Occupational segregation. The Committee takes note of the indication in the Government's report that the: (1) Tokelau Public Service (TPS) respects the principle of equal employment opportunities, which is open equally for men and women and follow well-established guidelines for selection processes; (2) there are currently seven men and six women (with one position vacant) at the director level; (3) men and women are afforded equal access to educational and training opportunities, including through the Tokelau Scholarship Scheme. The Government further states that the private sector is almost non-existent, but that women play a critical part through household business initiatives such as handicrafts and cooking. The Committee takes note of these indications and asks the Government to provide information regarding the distribution of men and women in the different employment grades in the public sector.

Articles 2 and 3. Application of the principle of the Convention. Objective job evaluation. Public service. The Government indicates that the review of the Human Resources Manual (HRM) was delayed due to the COVID-19 pandemic and other factors, but that the first draft is complete and ready for consultations. The Government further recalls that job descriptions in the TPS Remuneration Framework were established according to the Hay job evaluation method, and that several workshops were held to enable participants to determine position ‘value’ and apply the Remuneration Framework. As regards salary differences between Tokelauan and non-Tokelauan workers, the Government indicates that: (1) remuneration levels in Tokelau are considered comparable with neighbouring countries; and (2) that such differences take the form of additional allowances and mostly occur at the director/CEO and Senior Adviser Levels. It also indicates that, when recruiting from abroad, the Tokelau Government covers all relocation costs to Tokelau and back at the end of the contract. The Committee trusts that the Government will ensure that the principle of the Convention is taken into account in the review of the Human Resources Manual, i.e. that when applying such evaluation method, it is exempt from any gender bias and does not give rise, in practice, to an under-evaluation of jobs mainly occupied by women. Please keep the Committee informed of progress made in this regard.