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

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

Articles 1 to 4 of the Convention. Assessing and addressing the gender pay gap and its underlying causes. The Committee notes that under section 48(1) and (2) of the Federal Civil Servants Proclamation No. 1064/2017, affirmative actions shall be taken in favour of women with regard to recruitment, promotion, transfer, redeployment, education and training, including to allow them to assume decision-making positions. The Committee further notes, from the concluding observations of the United Nations Committee on the Elimination of All Forms of Discrimination Against Women (CEDAW), the concerns about: (1) the fact that the deep-rooted cultural values, attitudes and traditions, the perpetuation of gender stereotypes and the limitation of women’s roles in society, remain a barrier to combating discrimination against women; (2) the gender pay gap between women and men in the private sector and the large concentration of women in the informal economy; and (3) the lack of sufficient childcare facilities in the private and public sectors (CEDAW/C/ETH/CO/8, 14 March 2019, paragraphs 21 and 35). Recalling that pay inequalities may arise due to the segregation of women and men into certain sectors and occupations, the Committee requests the Government to strengthen its efforts to close the gender wage gap and address its underlying causes, including any prevailing stereotypes regarding women’s preferences or suitability for certain jobs. In this regard, the Government is also requested to provide information on: (i) awareness-raising activities and sensitization initiatives aimed at deconstructing views attributing specific skills, roles and occupations to girls, boys, women or men; (ii) steps taken to promote the participation of more women in male-dominated sectors and jobs, as well as of more men in female-dominated sectors and jobs, including any positive measures taken in the public sector in accordance with section 48 of the Federal Civil Servants Proclamation; and (iii) statistical data on the distribution of women and men in the different sectors of economic activity, occupational categories and positions and their corresponding earnings, both in the private and public sectors.

Articles 2 and 3. Wage fixing and objective job evaluation. The Committee notes, from the Federal Civil Servants Proclamation, that: (1) section 6(3) provides that job evaluation and grading shall be determined in accordance with regulations issued by the Council of Ministers; and (2) section 7(1) provides that salary scales shall be determined by the Government’s financial capability, the general living conditions of society, price levels and other relevant factors. It notes that these provisions do not explicitly refer to the principle of equal remuneration for work of equal ‘value’ between men and women. In this regard, the Committee recalls that, when equal remuneration for work of equal ‘value’ is not explicitly included in the objectives of the evaluation and classification method, there is often the risk that this method will reproduce sexist stereotypes concerning women’s capabilities and aspirations with regard to employment and that certain skills generally attached to women (such as fine manual dexterity, communication, personal care, interpersonal skills, etc.) are undervalued in comparison with skills generally attached to men (such as physical strength, independence, leadership, assertiveness, etc.). The Committee regrets the lack of information provided by the Government with regard to the private sector. Recalling that the concept of equal “value” requires some method of measuring and comparing the relative ‘value’ of different jobs and that there needs to be an examination of the respective tasksinvolved, undertaken on the basis of entirely objective and non-discriminatory criteria, the Committee reiterates its requests to the Government to take steps to: (i) develop and use objective job evaluation methods; and (ii) provide information on the objective job evaluation methods developed, including the time frames proposed for their implementation. The Committee further recalls that the Government had previously indicated that it was inthe process of amending the Public Service Position Classification and Scale Regulation, and once again asks the Government to ensure that in determining the various job classifications and grading, the criteria and the methods used are free from gender bias. Please provide information on the progress of the amendment process.

Article 2(2)(b). Minimum wage. The Committee notes the Government’s indication, in its report, that it is in the process of enacting a regulation to set up a Minimum Wage Board, comprised of Government representatives, employees, trade unions and other stakeholders, that will periodically revise minimum wages in accordance with section 55(2) of the Labour Proclamation. The Committee notes that section 55(2) provides that the revision of the minimum wages will be based on studies which take into account the country’s economic development, labour market and other considerations. The Committee welcomes this information, as it recalls that the setting of minimum wages is an important means by which the Convention is applied. As women predominate in low-wage employment, a national minimum wage system helps to raise the earnings of the lowest paid, it has an influence on the relationship between men and women’s wages and on reducing the gender pay gap (see General Survey of 2012 on the fundamental Conventions, paragraph 683). The Committee requests the Government to provide information on the progress achieved in adopting the above-mentioned regulation and establishing a Minimum Wage Board and in ensuring that the design or adjustment of sectoral minimum wage rates are free from gender bias, and in particular, that wages fixed in sectors where women workers predominate are not undervalued.

Articles 2(2)(c) and 4. Collective agreements and cooperation with workers’ and employers’ organizations. The Committee notes the Government’s indication that there is continuous training provided by the Government and social partners and that, in 2016-2017, trainings and awareness-raising activities benefitted to 226 women and 756 men. The Committee notes however that this information is very general and that the Government does not indicate if the principle of the Convention was specifically raised in these trainings and awareness-raising activities. Noting the absence of relevant information provided, the Committee asks once again the Government to provide extracts of clauses of collective agreements incorporating the principle of equal remuneration for men and women for work of equal ‘value’ and providing for objective job evaluation. The Committee also asks the Government, in cooperation with workers’ and employers’ organizations, to continue promoting training and awareness raising in respect of the Convention’s principle among public officials, workers and employers and other relevant target groups, and indicating the steps taken in this regard.

Statistics. The Committee notes that, once again, the Government does not provide statistical data that would enable it to assess the extent of the gender pay gap. In this regard, it wishes to recall that an analysis of the position and pay of men and women in all job categories, within and between sectors, is required to address fully the continuing remuneration gap between men and women. The Committee therefore once again requests the Government to: (i) take concrete steps to compile and analyse statistics on the current wage rates for men and women in the different categories of jobs in the public sector and, if available, in the private sector, so as to enable an adequate assessment of the nature, extent and causes of the continuing gender pay gap; and (ii) provide information on any progress made in this regard.

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

Articles 1 and 2(2)(a) of the Convention. Work of equal value. Private sector. Legislation. The Committee notes the Government’s information, in its report, that the new Federal Civil Servants Proclamation 1064/2017, continues to provide, in its section 8, that “all positions of equal ‘value’ shall have an equal base salary”. The Committee further notes the Government’s indication that the new Labour Proclamation No. 1156/2019 was adopted. However, it notes with concern that the Government did not make use of the revision of the law to give full legislative expression to the principle of the Convention. Indeed, sections 14(1)(b) and 87(1) of the Labour Proclamation 2019, while prohibiting discrimination based on sex in respect of remuneration, continue to not specifically state that equal remuneration is required where women and men perform different work which is nevertheless work of equal “value”’. The Committee notes the Government’s indication that it considers article 42(1)(d) of the Constitution, which guarantees “equal pay for equal work” for women and men, to sufficiently reflect the principle of the Convention. The Committee must therefore, once again, recall that the concept of “work of equal value” lies at the heart of the fundamental right of equal remuneration for women and men for work of equal value, and the promotion of equality. It permits a broad scope of comparison, including, but going beyond equal remuneration for “equal”, “the same” or “similar” work, and also encompasses work that is of an entirely different nature, which is nevertheless of equal value (see the 2012 General Survey on the fundamental Conventions, paragraphs 672–679). Therefore, the Committee urges the Government to take the necessary measures, in the near future, to give full legislative expression to the principle of equal remuneration for women and men for work of equal value enshrined in the Convention, and to provide information on the concrete steps taken in this respect.

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

Direct Request (CEACR) - adopted 2017, published 107th ILC session (2018)

Articles 2 and 3 of the Convention. Wage fixing and objective job evaluation. The Committee notes the statistics provided by the Government on the wage rate distribution of men and women working in the public sector, according to which women represent only 19.13 per cent of the employees earning more than 3,000 Ethiopian birr (ETB) (38.57 per cent earning between ETB2,000 and ETB2,099 and 26.16 between ETB1,000 and ETB1,999). The Committee recalls that section 7 of Federal Civil Servants Proclamation No. 515/2007 provides that “all positions of equal value shall have equal base salary”. The Committee notes that the Government merely reiterates that the process of amending the Public Service Position Classification and Scale Regulation is still going on. The Committee recalls that an objective job evaluation process to establish a classification and determine corresponding remuneration entails an evaluation of the nature of the tasks that each job involves, in terms of qualifications, skills, effort, responsibility and working conditions. Furthermore, the Committee wishes to draw the Government’s attention to the fact that, when equal remuneration for work of equal value is not explicitly included in the objectives of the evaluation and classification method, there is often the risk that this method will reproduce sexist stereotypes concerning women’s capabilities and aspirations with regard to employment and that certain skills generally attached to women (such as manual dexterity) are undervalued in comparison with skills generally attached to men (such as physical strength). With regard to the private sector, the Committee notes from the Government’s report that the necessary measures are being taken, and the contents of job evaluation training include the following fundamental principles: objectives of the process; methods of job evaluation; steps to be undertaken; the principle of equal remuneration; wage fixing based on job grading; and the gender dimension of the process. The Committee asks once again 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 and the methods used are free from gender bias, and it trusts that the Government will be soon in a position to report progress on the process of amendment. Recalling that occupational gender segregation is an underlying cause of remuneration gaps, the Committee asks the Government to provide information on any measures taken to address both vertical and horizontal occupational segregation of men and women in the labour market as well as gender stereotypes, and to promote the access of women to higher positions in the public sector through positive measures taken pursuant to section 13(3)(a) of the Federal Civil Service Proclamation (No. 515/2007) or any other appropriate measures such as the development of lifelong learning.

Articles 2(2)(c) and 4. Collective agreements and cooperation with workers’ and employers’ organizations. The Committee notes the Government’s indication that the collective agreements are in Amharic and an English version will be provided with its next report. The Government further indicates that the issues regarding the procedure of job evaluation are well addressed in collective agreements through bargaining. It also states that training and awareness-raising activities are being undertaken on a regular basis (42 activities between 2012 and 2014 with the participation of 1,665 women and 3,331 men). The Committee asks once again the Government to provide extracts of clauses of collective agreements incorporating the principle of equal remuneration for men and women for work of equal value and providing for objective job evaluation. The Committee also asks the Government, in cooperation with workers’ and employers’ organizations, to continue promoting training and awareness raising in respect of the Convention’s principle among public officials, workers and employers and other relevant target groups, and indicating the steps taken in this regard.

Statistics. The Committee recalls that in its previous report of 2012, the Government had indicated that it would establish an appropriate system to compile and analyse statistics on the wage rates for men and women. Noting that the Government’s report does not contain any information in this respect, the Committee trusts once again 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 once again the Government to provide information on any progress made in this regard. The Committee also asks the Government to continue to provide sex-disaggregated statistics on the distribution of men and women in the public and private sectors and their corresponding levels of earnings.

Observation (CEACR) - adopted 2017, published 107th ILC session (2018)

Articles 1 and (2)(a) of the Convention. Work of equal value. Private sector. Legislation. Since 2007, the Committee has been recalling 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, do not specify that equal remuneration is required where men and women perform different work which is nevertheless work of equal value. The Committee recalls that the concept of “work of equal value” lies at the heart of the fundamental right of equal remuneration for men and women for work of equal value, and the promotion of equality. It permits a broad scope of comparison, including, but going beyond equal remuneration for “equal”, “the same” or “similar” work, and also encompasses work that is of an entirely different nature, which is nevertheless of equal value (see General Survey on the fundamental Conventions, 2012, paragraphs 672–679). The Committee notes with regret that the Government merely reiterates that the Committee’s comments will be taken into account in the ongoing process of amending the Labour Proclamation. The Committee therefore asks the Government to adopt the necessary measures in the near future to give full legislative expression to the principle of equal remuneration for men and women for work of equal value in the Labour Proclamation, and to provide information on the concrete steps taken in this respect.

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

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.

Direct Request (CEACR) - adopted 2011, published 101st ILC session (2012)

Work of equal value. Legislation. In its previous comments, the Committee pointed out that sections 14(1)(b) and 87 of the Labour Proclamation No. 377/2003, while prohibiting discrimination based on sex in respect of remuneration, did 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 general indication that the sections of the Labour Proclamation promote equal remuneration for work of equal value for both men and women. The Committee notes, however, that a provision only prohibiting discrimination in remuneration on the basis of sex will not normally be sufficient to give effect to the Convention, as it does not capture the concept of “work of equal value”. The Committee recalls the importance of giving full legislative expression to the concept of “work of equal value”, in order to address effectively direct or indirect pay discrimination that results from the undervaluing of work performed predominantly or exclusively by women. The Committee therefore asks the Government to take steps to give full legislative expression to the principle of equal remuneration for men and women for work of equal value, and to provide information on the steps taken in this regard.

Civil service. The Committee notes the adoption of Federal Civil Servants Proclamation No. 515/2007, in particular section 7, which maintains the provision that “all positions of equal value shall have equal base salary”. The Committee also notes the reference to the Public Service Position Classification and Scale Regulation No. 2 of 1972, which the Government indicates provides that positions shall be classified into services and grades based on difficulty or complexity, responsibility and qualifications, and that there is no discrimination between men and women in wage fixing. The Committee asks the Government to provide a copy of the most recent revision of the Public Service Position Classification and Scale Regulation, and any information on how it is ensured that, in determining the various job classifications and gradings, the criteria applied are free from gender bias, in particular ensuring that those jobs in which women predominate are not undervalued in comparison with those performed primarily by men.

Collective agreements and cooperation with workers’ and employers’ organizations. Noting the absence of information in the Government’s report, the Committee again asks the Government to provide information on or examples 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.

Objective job evaluation. The Committee notes the Government’s reference to section 31 of the Federal Civil Servants Proclamation, and to what appears to be individual performance appraisal. The Committee recalls, however, that objective job evaluation as set out in Article 3 of the Convention is different from performance appraisal: performance appraisal aims at evaluating the performance of an individual worker; objective job evaluation is to measure the relative value of jobs with different content on the basis of the work to be performed. Objective job evaluation is concerned with evaluating the job and not the individual worker (see the General Survey on fundamental Conventions 2012, Part V, Chapter 2, section “comparing jobs, determining value”). The Committee asks the Government to provide information on steps taken to adopt and apply objective job evaluation methods in the public sector and to train those who undertake job evaluation. Please also provide information on measures taken to promote the use of objective job evaluation methods in the private sector.

Part V of the report form. Statistics. The Committee had been asking the Government to provide updated statistical information on the earnings of men and women in the private and public sectors. The Committee notes that the Government has not provided such information. Recalling that statistical information is essential to enable an adequate assessment of the nature, extent and causes of the continuing remuneration gap between men and women, the Committee asks the Government to take 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, and to provide information in this regard.

Direct Request (CEACR) - adopted 2010, published 100th ILC session (2011)

The Committee notes with regret that the Government’s report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

Work of equal value. The Committee recalls that, while sections 14 and 87 of the Labour Proclamation prohibit discrimination based on sex in respect of remuneration, these provisions do not specify that equal remuneration is required for men and women performing work of equal value, as envisaged under the Convention. The Committee, therefore, requested the Government to indicate whether and how the legislation guarantees equal remuneration for men and women for work of equal value. In reply, the Government states that a woman who is discriminated against in respect of remuneration can lodge a complaint with the labour inspection service. However, the Government has not yet indicated whether and how the legislation provides for equal remuneration for work of equal value. In this context, the Committee draws the Government’s attention to its 2006 general observation in which it stressed that the concept of work of equal value includes but goes beyond equal remuneration for “equal”, the “same” or “similar” work, and also encompasses work that is of an entirely different nature, which is nevertheless of equal value, i.e. equal remuneration for men and women for equal or the same work, but also equal remuneration for work that is different, but nevertheless of equal value. The Committee asks the Government to state whether under the Labour Proclamation equal remuneration is claimed in cases where men and women perform different work, which is nevertheless of equal value, and to indicate whether consideration is being given to including the principle of equal remuneration for men and women for work of equal value in the legislation. In addition, the Committee asks the Government to provide information on any equal remuneration cases dealt with by the labour inspectorate or the courts, indicating the underlying facts and outcomes of the cases.

Civil service. The Committee notes the Government’s indication that salaries for public service employees are based on the requirements of the work to be performed. However, the Government has not yet provided information on how the level of remuneration for the different categories and posts is established and how the principle of equal remuneration for men and women for work of equal value, as explained above, is taken into account. The Committee is, therefore, bound to reiterate its request to the Government to provide this information in its next report. Please also state whether the Civil Service Commission has received any equal remuneration complaints.

Collective bargaining. The Committee notes the Government’s statement that under Ethiopian labour law any matter relating to working conditions could be subject to collective bargaining, including equal remuneration for work of equal value. The Committee asks the Government to provide information on or examples of collective agreements that provide for the principle of equal remuneration for men and women for work of equal value.

Objective job evaluation. The Committee notes that the Government has not replied to the Committee’s previous comments on this matter. The Committee, therefore, reiterates its request for information on the measures taken to promote the use of objective job evaluation methods.

Promotional measures. As indicated in its 2006 general observation, difficulties in applying the principle of the Convention in law and in practice often result from a lack of understanding of the scope and implications of the principle of equal remuneration for men and women for work of equal value. The Committee, therefore, asks the Government, in cooperation with workers’ and employers’ organizations, to promote training and awareness raising 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.

Statistical information. The Committee asks the Government to provide updated statistical information on the earnings of men and women in the private and public sectors.

Direct Request (CEACR) - adopted 2009, published 99th ILC session (2010)

The Committee notes that the Government’s report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

Definition of remuneration. The Committee notes the Government’s explanation to the effect that the term “remuneration” in section 14(1)(b) of Labour Proclamation No. 277/2003 was meant to cover all elements of remuneration as defined in Article 1(a) of the Convention while the term “wage” in section 53 was narrower as its purpose was to define the basis of the calculation of the amount of severance pay.

Work of equal value. The Committee recalls that, while sections 14 and 87 of the Labour Proclamation prohibit discrimination based on sex in respect of remuneration, these provisions do not specify that equal remuneration is required for men and women performing work of equal value, as envisaged under the Convention. The Committee, therefore, requested the Government to indicate whether and how the legislation guarantees equal remuneration for men and women for work of equal value. In reply, the Government states that a woman who is discriminated against in respect of remuneration can lodge a complaint with the labour inspection service. However, the Government has not yet indicated whether and how the legislation provides for equal remuneration for work of equal value. In this context, the Committee draws the Government’s attention to its 2006 general observation in which it stressed that the concept of work of equal value includes but goes beyond equal remuneration for “equal”, the “same” or “similar” work, and also encompasses work that is of an entirely different nature, which is nevertheless of equal value, i.e. equal remuneration for men and women for equal or the same work, but also equal remuneration for work that is different, but nevertheless of equal value. The Committee asks the Government to state whether under the Labour Proclamation equal remuneration is claimed in cases where men and women perform different work, which is nevertheless of equal value, and to indicate whether consideration is being given to including the principle of equal remuneration for men and women for work of equal value in the legislation. In addition, the Committee asks the Government to provide information on any equal remuneration cases dealt with by the labour inspectorate or the courts, indicating the underlying facts and outcomes of the cases.

Civil service. The Committee notes the Government’s indication that salaries for public service employees are based on the requirements of the work to be performed. However, the Government has not yet provided information on how the level of remuneration for the different categories and posts is established and how the principle of equal remuneration for men and women for work of equal value, as explained above, is taken into account. The Committee is, therefore, bound to reiterate its request to the Government to provide this information in its next report. Please also state whether the Civil Service Commission has received any equal remuneration complaints.

Collective bargaining. The Committee notes the Government’s statement that under Ethiopian labour law any matter relating to working conditions could be subject to collective bargaining, including equal remuneration for work of equal value. The Committee asks the Government to provide information on or examples of collective agreements that provide for the principle of equal remuneration for men and women for work of equal value.

Objective job evaluation. The Committee notes that the Government has not replied to the Committee’s previous comments on this matter. The Committee, therefore, reiterates its request for information on the measures taken to promote the use of objective job evaluation methods.

Promotional measures. As indicated in its 2006 general observation, difficulties in applying the principle of the Convention in law and in practice often result from a lack of understanding of the scope and implications of the principle of equal remuneration for men and women for work of equal value. The Committee, therefore, asks the Government, in cooperation with workers’ and employers’ organizations, to promote training and awareness raising 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.

Statistical information. The Committee asks the Government to provide updated statistical information on the earnings of men and women in the private and public sectors.

Direct Request (CEACR) - adopted 2007, published 97th ILC session (2008)

1. Definition of remuneration. The Committee notes the Government’s explanation to the effect that the term “remuneration” in section 14(1)(b) of Labour Proclamation No. 277/2003 was meant to cover all elements of remuneration as defined in Article 1(a) of the Convention while the term “wage” in section 53 was narrower as its purpose was to define the basis of the calculation of the amount of severance pay.

2. Work of equal value. The Committee recalls that, while sections 14 and 87 of the Labour Proclamation prohibit discrimination based on sex in respect of remuneration, these provisions do not specify that equal remuneration is required for men and women performing work of equal value, as envisaged under the Convention. The Committee, therefore, requested the Government to indicate whether and how the legislation guarantees equal remuneration for men and women for work of equal value. In reply, the Government states that a woman who is discriminated against in respect of remuneration can lodge a complaint with the labour inspection service. However, the Government has not yet indicated whether and how the legislation provides for equal remuneration for work of equal value. In this context, the Committee draws the Government’s attention to its 2006 general observation in which it stressed that the concept of work of equal value includes but goes beyond equal remuneration for “equal”, the “same” or “similar” work, and also encompasses work that is of an entirely different nature, which is nevertheless of equal value, i.e. equal remuneration for men and women for equal or the same work, but also equal remuneration for work that is different, but nevertheless of equal value. The Committee asks the Government to state whether under the Labour Proclamation equal remuneration is claimed in cases where men and women perform different work, which is nevertheless of equal value, and to indicate whether consideration is being given to including the principle of equal remuneration for men and women for work of equal value in the legislation. In addition, the Committee asks the Government to provide information on any equal remuneration cases dealt with by the labour inspectorate or the courts, indicating the underlying facts and outcomes of the cases.

3. Civil service. The Committee notes the Government’s indication that salaries for public service employees are based on the requirements of the work to be performed. However, the Government has not yet provided information on how the level of remuneration for the different categories and posts is established and how the principle of equal remuneration for men and women for work of equal value, as explained above, is taken into account. The Committee is, therefore, bound to reiterate its request to the Government to provide this information in its next report. Please also state whether the Civil Service Commission has received any equal remuneration complaints.

4. Collective bargaining. The Committee notes the Government’s statement that under Ethiopian labour law any matter relating to working conditions could be subject to collective bargaining, including equal remuneration for work of equal value. The Committee asks the Government to provide information on or examples of collective agreements that provide for the principle of equal remuneration for men and women for work of equal value.

5. Objective job evaluation. The Committee notes that the Government has not replied to the Committee’s previous comments on this matter. The Committee, therefore, reiterates its request for information on the measures taken to promote the use of objective job evaluation methods.

6. Promotional measures. As indicated in its 2006 general observation, difficulties in applying the principle of the Convention in law and in practice often result from a lack of understanding of the scope and implications of the principle of equal remuneration for men and women for work of equal value. The Committee, therefore, asks the Government, in cooperation with workers’ and employers’ organizations, to promote training and awareness raising 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.

7. Statistical information. The Committee asks the Government to provide updated statistical information on the earnings of men and women in the private and public sectors.

Direct Request (CEACR) - adopted 2005, published 95th ILC session (2006)

1. The Committee notes the information in the Government’s report, which replies to some of the matters raised in the Committee’s previous direct request. It notes that the Labour Proclamation No. 42/1993 has been amended and reissued as Labour Proclamation No. 377/2003, but that the provisions applying the Convention, in particular sections 14 and 87, have not been amended. The Committee also notes the additional explanations provided by the Government regarding the role of labour inspectors in the implementation of the Convention and that the Ombudsperson and the National Human Rights Commission have not yet dealt with equal remuneration issues.

2. Further, the Committee notes the Government’s statement that, while the Convention’s principle was recognized in the country, there was a lack of technical know-how to implement it. In this regard, the Committee notes the Government’s request for ILO technical cooperation to build up the necessary capacity of the bodies concerned and to establish sex-disaggregated statistical data on earnings. Recalling that promotion of technical knowledge on the meaning, scope and implications of the Convention’s principles and requirements, and the collection and analysis of sex-disaggregated earnings data are essential to move forward in its application, the Committee hopes that such technical cooperation could be carried out in the near future. In the meantime, the Committee asks the Government to make every effort to:

(a)  ensure that the labour inspection service monitor application of the principle of equal remuneration for men and women workers for work of equal value and to inform the Committee on the activities undertaken to this end;

(b)  raise awareness of the Convention’s requirements among the competent authorities and workers and employers, in cooperation with their respective organizations, and provide information on the specific steps taken in this regard, and any results achieved.

3. Article 1 of the Convention. Equal remuneration for work of equal value. The Committee recalls that sections 14 and 87 of the Labour Proclamation use the terms "payment" "remuneration" and "discrimination" without defining them, while the definition of "wage" contained in section 53 is considerably narrower than that of "remuneration" as defined in Article 1(a) of the Convention. The Committee also recalls that the Federal Civil Service Proclamation provides that all "positions should have equal base salary." In this regard, the Committee reiterates its request to the Government to:

(a)  clarify whether the terms "remuneration" and "payment" referred to in sections 14 and 87 of the Labour Proclamation are meant to cover the basic wage and any additional emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by the employer to the worker and arising out of the worker’s employment (Article 1(a));

(b)  indicate whether and how the Labour Proclamation guarantees equal remuneration for men and women workers performing work of equal value (concerning the scope of this principle see General Survey, 1986, paragraphs 19-23);

(c)  provide information on how the Convention is applied in respect to those workers excluded from the scope of application of the Labour Proclamation under section 3(2); and

(d)  clarify, in respect of the federal civil service, how it ensures the principle of equal remuneration is applied not only with respect to the base salary, but also with respect to all aspects of remuneration received by public employees.

4. Article 2. The Committee once again requests information as to any commitments or programmes pursuant either to the National Policy for Ethiopian Women or the National Employment Policy, relating to promoting or ensuring equal remuneration between men and women for work of equal value.

5. Civil service. With regard to the application of the Convention in the civil service, the Committee reiterates its request for: (1) information on the methodology employed by the Federal Civil Service Commission for fixing salaries for public service employees, as well as for any studies or reviews of such salaries in so far as they raise issues of equal remuneration; and (2) any decisions of the Commission with respect to complaints relating to equal pay.

6. Collective bargaining. The Committee asks the Government to indicate the manner in which the principle of equal remuneration for work of equal value is included in practice in the process and agreements of collective bargaining and to provide examples of such collective bargaining agreements.

7. Article 3. Objective job evaluation. While noting the Government’s statement that the work performed was the central consideration in the determination of wages, the Committee recalls that the Convention envisages use of objective evaluation methods as an important tool to ensure that men and women do not only receive equal wages when performing the same or identical jobs, but also when engaging in work of equal value. Please provide information on any steps taken to promote the use of objective job evaluation methods.

Direct Request (CEACR) - adopted 2003, published 92nd ILC session (2004)

The Committee notes the information in the Government’s first report and the attached documentation. It asks the Government to provide additional information on the following points.

1. Article 1 of the Convention. The Committee notes that section 6 of Proclamation No. 262/2002 provides, as to public sector employees, that "all positions of equal value shall have equal base salary". The Committee asks the Government to provide specific information about how the Federal Civil Service Commission is acting to ensure that the principle of equal remuneration is being respected between men and women, not only with respect to base salary, but with respect to all aspects of remuneration received by public employees.

2. The Committee notes the provisions in both the Constitution (articles 35 and 42) and in Proclamation No. 42/1993 (sections 14 and 87(1)) that enshrine principles of equal remuneration as between men and women regarding work in the private sector. However, the Committee also notes that important terms, including "pay", "remuneration" and "discrimination" remain undefined in these instruments, while the definition of "wages" in Proclamation No. 42/1993 is considerably narrower than the definition of "remuneration" provided in the Convention. Accordingly, the Committee asks the Government to clarify whether, in fact, the Constitution and the Proclamation guarantee equal remuneration for work of equal value, as between men and women, as to basic wages as well as regarding any additional emoluments whatsoever, for private sector work. It also asks how equal pay for work of equal value is required in the private sector.

3. The Committee notes that Proclamation No. 42/1993 excludes from its coverage workers under contract to provide education, upbringing, treatment, care or rehabilitation, as well as self-employed persons, and asks the Government what protections exist for men and women workers in these categories to ensure that they receive equal remuneration for work of equal value.

4. The Committee notes with interest that section 3 of article 35 of the Constitution recognizes the "historical legacy of inequality and discrimination suffered by women in Ethiopia" and that it envisages that affirmative measures will be taken to rectify that legacy. It would be grateful if the Government would provide information regarding any programmes or measures, under the auspices of this article, that are specifically directed to narrowing any wage gaps between men and women or to otherwise promoting the goal of equal remuneration as between women and men for work of equal value. The Committee also requests information as to any commitments or programmes pursuant either to the National Policy for Ethiopian Women or the National Employment Policy, relating to promoting or ensuring equal remuneration as between men and women for work of equal value.

5. Article 2. The Committee notes that the Federal Civil Service Commission is likewise responsible for ensuring compliance with the principle of equal remuneration in public sector employment. Regarding the Commission’s activities, the Committee requests from the Government: (1) information on the methodology employed by the Federal Civil Service Commission for fixing salaries for public service employees, as well as for any studies or reviews of such salaries in so far as they raise issues of equal remuneration; (2) any directives issued by the Commission intended to reinforce article 35 of the Constitution; and (3) any decisions of the Commission with respect to complaints relating to equal pay.

6. The Committee notes the Government’s assertion that collective agreements are a principal means of incorporating the principle of equal remuneration. It asks the Government to indicate the manner in which the principle of equal remuneration for work of equal value is included in practice in the process and agreements of collective bargaining and to provide examples of such collective bargaining agreements.

7. Article 3. The Committee notes the Government’s explanation that the objective appraisal of jobs based on the work performed is exclusively left to individual enterprises, as part of the management of their business, and that the principal means by which such appraisal takes place is by means of collective bargaining. The Committee asks the Government for details on such appraisals, both as to methodology and as to outcome, in the collective bargaining process. In addition, the Committee also asks the Government for any information available as to whether such appraisals take place, and, if so, how in the context of non-unionized enterprises.

8. Article 4. Noting that Article 4 contemplates cooperation between the social partners and the Government for the purpose of giving effect to the Convention, the Committee asks the Government how it promotes implementation of the Convention among these groups, for example, by developing pertinent oversight mechanisms, training programmes, information campaigns, or other appropriate strategies.

9. Parts III and IV of the report form. The Committee notes that the Labour Inspection Service has the duty of ensuring the implementation of the equal pay requirements of Proclamation No. 42/1993. It asks the Government to provide specific information regarding the Service’s efforts in this regard, including any decisions concerning non-compliance with equal remuneration provisions. Please also provide information on the activities of the National Commission on Human Rights or the Ombudsman on issues of equal remuneration.

10. Part V of the report form. The Committee hopes the Government will work towards compiling statistical information on earnings, disaggregated by sex, in accordance with the general observation issued by the Committee in 1998 (attached for easy reference) and that it will be in a position to report the statistical information collected with its next report.