Direct Request (CEACR) - adopted 2025, published 114th ILC session (2026)

In order to provide a comprehensive view of the issues relating to the application of ratified Conventions on equality, the Committee considers it appropriate to examine the Conventions Nos 100 (equal remuneration) and 111 (discrimination in employment and occupation) together.

The Committee notes the observations of the General Union of Workers of Cameroon (UGTC), received on 8 September 2025. The Committee requests the Government to provide its comments in this respect.

Convention No. 111 – National policy designed to promote equality of opportunity and treatment in respect of employment and occupation

Article 1(1)(a). Discrimination based on sex. Sexual harassment. The Committee notes that, according to the indications in the Government’s report, the draft Labour Code Act includes provisions on the protection of workers against sexual and psychological harassment. The Committee hopes that the Government will take the opportunity offered by the process of revising the Labour Code to: (i) incorporate a definition and prohibition of sexual harassment that covers all forms of sexual harassment (quid pro quo and hostile work environment); (ii) include provisions on the prevention of sexual harassment; and (iii) establish a complaints mechanism for the issue and appropriate penalties. The Committee requests the Government to provide information on any progress made in this regard.

Articles 2 and 3(b). Equality of opportunity and treatment in respect of employment and occupation. Programmes providing access to education for members of indigenous communities. The Committee notes the measures taken to promote equality of opportunity in education, employment and occupation for indigenous communities. The Government mentions, in particular, the sectoral plan for education, the programme to support school enrolment of indigenous children, the creation of community schools and the national gender policy, which promote equitable access to education. It also highlights the emphasis placed on the use of local languages, the training of teachers who are sensitive to indigenous cultures, and cooperation with NGOs, such as the Interdisciplinary Centre for Development and Human Rights and Plan International. The implementation of the 2020 Action Plan and the education reform support programme, supported by the World Bank, has led to progress for the Baka, Bakola, Bagyeli and Bedzang peoples, notably through the retention of teaching staff and the provision of appropriate materials. The Foundation for Environment and Development in Cameroon has also contributed through the plan for vulnerable indigenous peoples. As to employment more specifically, the national development strategy 2020–30 and the National Employment Policy, developed with the ILO, take into account the specific needs of indigenous communities. In 2024, six indigenous persons entered the labour market thanks to the support to enterprise development and competitiveness project. The Committee requests the Government to: (i) provide information and statistical data on the impact of these programmes and policies; and (ii) specify the effective implementation of Act No. 2019/020 of 24 December 2019, indicating the number of complaints filed and their outcomes.

Discrimination based on sex. The Committee notes the Government’s indication that the public authorities’ strategy for socio-economic development includes the promotion of gender equality and equity as a major focus. This focus features prominently in the social sector development strategy. With regard to employment and occupation, this strategy is based on the fundamental labour standards relating to non-discrimination in employment and occupation. The strategic focus of the national gender policy also emphasizes women’s access to production systems and their equal access to employment opportunities and factors of production. With regard to women’s economic empowerment, the Government of Cameroon places particular emphasis on strengthening women’s employability through: (1) the establishment of centres for the promotion of women and family (CPFFs). These are specialized technical units that offer girls and women training in “their” areas of specialization, including the clothing industry, aesthetics, hairdressing, hospitality and catering, etc. The aim of the training courses offered is to facilitate the socio-occupational integration of young girls and women. To date, the Government has 122 functional CPFFs throughout the country; (2) support for the socio-economic integration of girls and women trained in specialized technical units; (3) financial support for women’s groups for the establishment of income-generating activities; (4) the establishment of a revolving fund in some 50 CPFFs to grant microloans to women; and (5) the implementation of projects and programmes for vulnerable groups. The Committee requests the Government to: (i) provide information on the results achieved through the initiatives undertaken, including the number of women trained and integrated into the labour market by the CPFFs; and (ii) specify the measures taken to encourage women’s participation in non-traditional occupations.

Equality of access to education and training for girls and women. The Committee notes the Government’s efforts to promote equality of access to education and training for girls and boys, although regional disparities persist. Between 2017 and 2020, the gender parity index remained at 0.86 nationally, but fell to 0.49 in the North. In 2018/19, the enrolment rate in secondary school was 48.6 per cent for boys compared to 42.45 per cent for girls. The main measures adopted include: (1) the creation of priority education areas to promote girls’ enrolment in regions with low enrolment rates; (2) the secondary education and skills development for growth and employment project, supported by the World Bank, focusing on girls’ education; (3) the “Education Plus” initiative, in partnership with several UN agencies, aimed at preventing early marriage, HIV and gender-based violence; (4) the SWEDD project – phase 2, which promotes women’s empowerment and girls’ access to education in the Far North, North and Adamawa regions (distribution of school kits, bicycles, etc.); (5) awareness-raising activities among community and religious leaders; (6) the multisectoral action plan against child marriage; (7) the establishment of community preschools and literacy centres; (8) capacity-building for teachers on gender-sensitive teaching approaches; (9) the awarding of scholarships for academic excellence to young girls; (10) the establishment of gender clubs and combating violence in schools. The Government indicates that progress has been made in the Centre and Littoral regions, where the parity index is approaching 1, but that the North, East and Adamawa regions are still lagging. The Committee requests the Government to: (i) continue its efforts to achieve parity in primary and secondary education and provide information on the results achieved in this regard; (ii) indicate the measures taken to ensure that education and vocational training are free from any considerations related to gender stereotypes or prejudices and gender segregation, including measures to encourage girls and women to choose non-traditional fields of study and occupations; (iii) indicate the obstacles encountered by girls and young women wishing to pursue their studies in an educational or vocational training establishment; (iv) describe the measures taken to remove these obstacles, including awareness-raising activities carried out at the local level; and (v) provide statistics, disaggregated by sex and field of study, on the participation of young women and women in higher education and vocational training.

Article 3(d). Employment under the direct control of a national authority. The Committee recalls that, having noted the low representation of women in decision-making positions in the public service, it requested the Government to indicate the measures taken to promote, in practice, equality of opportunity and treatment and to enable women to advance in their professional careers in the public service. It notes that the Government reports an improvement in the presence of women in the public service, liberal professions, the judiciary, academia, the army and the management structures of ministries, without providing data to support its claim. The Committee therefore once again requests the Government to provide: (i) detailed information on the measures taken to promote equality of opportunity and treatment in recruitment and career progression in the public sector; and (ii) statistical data on the composition of the public service, disaggregated by sex and seniority.

Article 3(f). Measures to put an end to discriminatory job vacancies. The Committee notes the information provided by the Government, according to which awareness-raising activities are being carried out for administrations and employers to combat discriminatory job vacancies, and that advocacy actions are being taken to promote women’s skills and increase the representation of women in elected and decision-making positions, under the coordination of the Ministry for the Promotion of Women and Family. It nevertheless notes that, according to the UGTC, the practice of discriminatory job vacancies persists. The Committee requests the Government to indicate the legal or administrative measures taken to prohibit and punish these practices, the existing monitoring or complaint mechanisms, and any cases that have been identified and processed. Lastly, the Committee would like to receive information on the advocacy actions aimed at promoting women’s skills.

Convention No. 100 – Principle of equal remuneration for men and women for work of equal value

The Committee notes the statement by the UGTC that discrimination in terms of equal remuneration exists in sectors and enterprises that are not covered by collective agreements and in which employers set wages unilaterally. It recalls in this regard that, where the State does not have the competence to enforce the principle of equal remuneration, it is required to promote it under the terms of Article 2(1) of the Convention. The Committee requests the Government to provide its comments in this respect.

Articles 1 to 4. Gender pay gap. Statistics. The Government indicates that it has taken measures to enable the compilation of statistics, such as the creation of statistics units in all ministerial departments, and undertakes to provide, in its next reports, the statistics collected and analysed under the national gender policy. The Committee encourages the Government to intensify its efforts to compile and analyse statistics on the remuneration of men and women in the public and private sectors, disaggregated by occupational category. In particular, it requests the Government to provide the data collected under the national gender policy on the distribution of men and women in the various occupational categories and their respective earnings.

Article 2. Combating occupational gender segregation. Pay transparency. The Committee notes the Government’s indication that it is not aware of any occupational segregation and that no complaints regarding violations of the principle of the Convention have been received to date. It also notes the Government’s statement that labour inspectors have not yet received training on the principle of equal remuneration for men and women for work of equal value and rely on the existing legal framework on labour. The Committee recalls that certain jobs, sectors or occupations are often characterized by a concentration of men or women. This phenomenon, known as occupational gender segregation, is partly due to outdated attitudes and stereotypes regarding “masculine” and “feminine” work and assumptions about the productivity of men and women in certain tasks or jobs. It emphasizes that occupational gender segregation can be horizontal (referring to segregation between sectors, occupations or employment) or vertical (referring to segregation between different levels of employment, such as lower-level, higher-level and managerial positions). Moreover, the Committee notes that, in its previous observations, the Cameroon Workers’ Trade Union Confederation (CSTC) drew attention to the difficulties encountered in monitoring the application of the Convention in practice, arising from the lack of a policy of pay transparency. In this regard, the Committee recalls that transparency of pay structures is recognized as a means of reducing the gender pay gap and therefore encourages the adoption of measures to enable information on remuneration to be requested and obtained at the enterprise level (see the General Survey of 2012 on the fundamental Conventions, paras 712 and 723). With regard to the fact that, in general, in practice, women and men do not perform the same occupations (occupational segregation), the Committee requests the Government to provide information on any measures taken or envisaged to combat gender stereotypes relating to the occupational aspirations and abilities of girls and women, on the one hand, and boys and men, on the other, in the context of education, vocational guidance and training and employment. It also requests the Government to provide information on any measures taken or envisaged to promote pay transparency, in order to combat gender pay gaps more effectively and promote the application of the principle of the Convention.

Article 3. Objective job appraisal. The Committee once again requests the Government to take measures to put in place formal procedures for the objective appraisal of jobs based on objective criteria for comparison, such as skills, effort, responsibilities and working conditions, in order to ensure that work in sectors and occupations where women are predominant is not undervalued.

Conventions Nos 100 and 111 – Application in practice

Enforcement. The Committee notes the Government’s indication that it is not aware of any disputes relating to the application of the two aforementioned Conventions. In this regard, the Committee is obliged to recall that where no cases or complaints, or very few, are being lodged, this is likely to indicate a lack of an appropriate legal framework, lack of awareness of rights, lack of confidence in or absence of practical access to procedures, or fear of reprisals. The lack of complaints or cases could also indicate that the system of recording violations is insufficiently developed (see the General Survey of 2012, para. 870). The Committee therefore requests the Government to: (i) take measures to raise awareness of the principles set out in Conventions Nos 100 and 111 and the relevant legislation; (ii) strengthen the resources available to the competent authorities, including judges, labour inspectors and other public officials, to identify and process cases of discrimination (including cases of unequal remuneration); (iii) to ensure that the substantive and procedural provisions in force give complainants every opportunity, in practice, to assert their rights; and (iv) to provide detailed information on any cases of discrimination that have been processed by the labour inspectorate or the courts, specifying the grounds of discrimination invoked, the corrective measures taken, the penalties imposed on the perpetrators of discrimination and the compensation awarded to the victims.

Observation (CEACR) - adopted 2025, published 114th ILC session (2026)

In order to provide a comprehensive view of the issues relating to the application of ratified Conventions on equality, the Committee considers it appropriate to examine Conventions Nos 100 (equal remuneration) and 111 (discrimination in employment and occupation) together.

Convention No. 111 – National policy to promote equality of opportunity and treatment in respect of employment and occupation

Articles 1, 2 and 3(b). Definition and prohibition of discrimination. Legislation. The Committee recalls that the current Labour Code does not contain provisions that define and explicitly prohibit all forms of discrimination based, at a minimum, on all the grounds listed in the Convention in all aspects of employment and occupation. It notes that, in its report, the Government indicates that it will ensure that such provisions are added during the revision of the Labour Code under way, in which representatives of employers’ and workers’ organizations are involved. As to the formulation of a national policy on equality of opportunity and treatment, the Government replies that this is fully in line with its commitments to respect human rights and promote equality, and that it will keep the Committee informed of any progress made in this regard. The Committee requests the Government to take the necessary measures without delay to: (i) introduce, during the revision of the Labour Code under way, provisions defining and explicitly prohibiting direct and indirect discrimination based, at a minimum, on all the grounds listed in the Convention, in employment and occupation, including at the time of recruitment, and provide a copy of the texts adopted; and (ii) formulate and implement a comprehensive national equality policy, including plans or programmes of action and specific measures to effectively promote equality of opportunity and treatment irrespective of race, colour, sex, religion, political opinion, national extraction or social origin, and provide detailed information in this regard.

Articles 1(1)(a) and 3(c). Discrimination based on sex. Legislation. The Committee notes that the Government states that it will provide information on the progress made in the reforms in question in a subsequent report. The Committee once again urges the Government to take specific measures to: (i) abrogate the provisions of section 223 of the Civil Code and of section 74(2) of Ordinance No. 81-02, which gives a husband the right to object to his wife having an occupation that is separate from that of her husband; and (ii) more generally, remove from the national legislation any provision that has the effect of nullifying or impairing equality of treatment for women in employment and occupation. The Committee requests the Government to provide information on any measures taken in this regard and on the progress made in the reform of the Civil Code to which the Government already referred in a previous report.

Article 5. Special measures. Restrictions on women’s employment. The Committee notes with regret that, despite repeated requests for a review of Order No. 16/MLTS of 1969 establishing a list of jobs prohibited for women, the Government merely indicates, once again, that further information will be provided in its next reports. The Committee urges the Government to take the necessary measures to review Order No. 16/MLTS of 1969.

Convention No. 100 – Principle of equal remuneration for men and women for work of equal value

Articles 1(b) and 2(2)(a). The principle of equal remuneration for men and women workers for work of equal value. Legislation. The Committee notes that, in reply to its previous comment on equal remuneration and the inclusion of this principle in section 61 of the Labour Code, the Government once again indicates that any new information on this matter that arises during the revision of the Labour Code under way will be transmitted. The Committee therefore once again requests the Government to take the necessary measures to amend the Labour Code (section 61) to include the principle of equal remuneration for men and women for work of equal ‘value’, and requests the Government to provide information on the progress made in this regard.

Articles 2(2)(c) and 4. Collective agreements. Cooperation with social partners. In the absence of further specific information on the matters previously raised, the Committee reiterates its request to the Government to: (i) intensify its cooperation with the social partners to ensure that collective agreements, including those of the Cameroon Railway Company (CAMRAIL), mentioned in its previous comments, do not contain provisions that are discriminatory on the basis of sex and especially in respect of remuneration; and (ii) supply extracts of the collective agreements that reflect the principle enshrined in the Convention. It also requests the Government to provide information on any proactive measures and follow-up measures taken to give effect to the principle of equal remuneration during the negotiation of collective agreements, such as the drafting of a standard clause on equal remuneration for men and women for work of equal value.

Conventions Nos 100 and 111 – Application in practice

Convention No. 111.Enforcement. The Government indicates that the application in practice of section 242 of the Criminal Code (which punishes any refusal of access to employment on the basis of race, religion, sex or medical status) is based primarily on labour inspectors who, during their inspections and visits to enterprises, carry out awareness-raising activities for workers and prevention activities for employers. In the event of a violation, enforcement measures are taken by the competent authorities. As the law currently stands, evidence in criminal cases is unrestricted, and the parties, their counsel and the Public Prosecutor’s Office are free to produce any evidence at their disposal, including digital evidence. The judge will assess each case on its merits. With regard to the authorities responsible for monitoring compliance with section 242 of the Criminal Code, the Government specifies that these are mainly: (1) labour inspectors, who receive and investigate complaints of discrimination in recruitment; (2) criminal courts, especially courts of first instance, which punish criminal offences; (3) the National Human Rights Commission, which may act on its own initiative or following a complaint or report; and (4) the Ministry of Labour and Social Security, through its regional and departmental delegations, which coordinates monitoring and prevention activities. The Committee requests the Government to provide information on the number of complaints lodged under section 242 of the Criminal Code, and the grounds cited, which have been reported to the labour inspection services or brought before the courts or the National Human Rights Commission.

Noting that the Government’s report provides only limited information on the matters raised in its previous comments, the Committee trusts that the Government will do everything in its power to gather and communicate the requested information in its next report, so that the Committee can assess the implementation of the Convention and the progress made.

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

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

The Committee notes the observations of the Cameroon Workers’ Trade Union Confederation (CSTC), received on 31 August 2022.

Articles 1 to 4 of the Convention. Gender pay gap. Statistics. The Committee notes that: (1) the Government indicates that it has taken measures to allow statistics to be gathered, including the creation of statistics units in all ministerial departments; and (2) it commits to providing, in its next reports, the statistics gathered and analysed during implementation of the National Gender Policy. The Committee therefore encourages the Government to intensify its efforts in gathering and analysing statistics on the remuneration of men and women, in the public and private sectors, disaggregated by occupational category. It also asks the Government to provide statistics compiled during the implementation of the National Gender Policy on:

• (i)the distribution of men and women in the different occupational categories;
• (ii)their respective earnings; and
• (iii)the pay gap between them.

Article 2. Application of the principle of equal remuneration in practice. Combating professional segregation between men and women. Pay transparency. The Committee notes that the Government indicates: (1) it is not aware of the existence of professional segregation; (2) the labour inspectors have not yet received training on the principle of equal remuneration for men and women for work of equal value and take the existing labour legislation as their framework; and (3) no complaint has been submitted regarding a violation of the principle of the Convention. The Committee notes that the CSTC, in its observations, highlights the difficulties encountered in monitoring the application of the Convention in practice, arising from the lack of a policy of pay transparency, which allows employers to invoke the confidentiality of contracts. In this regard, the Committee recalls that the transparency of pay structures is recognized as likely to help reduce gaps and to encourage the adoption of measures aimed at allowing information on remuneration at enterprise level to be requested and obtained (see the 2012 General Survey on the fundamental Conventions, paragraphs 712 and 723). Regarding the fact that men and women are often not employed in the same occupations (occupational segregation), the Committee requests the Government to provide information on all measures taken or envisaged to combat gender stereotypes regarding the occupational aspirations and capabilities of girls and women on the one hand, and boys and men on the other, in education, career guidance and vocational training and in employment. It further requests the Government to provide information on all measures taken or envisaged to promote pay transparency, in order to combat pay gaps between men and women more effectively and promote application of the principle of the Convention.

Article 3. Objective job evaluation. The Committee notes the Government’s indication that formal job evaluation procedures are in place at enterprise level, based on skills, effort and diligence and are the same for all workers, without distinction. The Committee recalls that objective job evaluation is a formal procedure which, through analysing the content of jobs, gives a numerical value to each job. These methods analyse and classify jobs on the basis of objective criteria relating to the jobs to be compared – the skills and qualifications, effort, responsibilities and working conditions. With regard to the Government’s reply referring to “diligence” as a job evaluation criterion, the Committee observes that there appears to be a confusion between the notion of evaluating a worker’s performance – which is an operation that seeks to determine the way in which a worker carries out his or her tasks – and the notion of objective evaluation of jobs, that is, measurement of the relative value of jobs that do not have the same content, based on the tasks to be performed. The objective evaluation of jobs must evaluate the position itself, not the performance of an individual worker. In this regard, the Committee draws the Government’s attention to paragraphs 695 to 709 of its 2012 General Survey, which relate to objective job evaluation. The Committee requests the Government to take measures to:

• (i)put in place formal procedures for the objective evaluation of jobs based on objective criteria for evaluation such as skills, effort, responsibilities and working conditions; and
• (ii)ensure that the work in sectors and occupations where women are predominant is not under-valued.

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

The Committee notes the observations of the Confederation of Autonomous Trade Unions of Cameroon received on 1 September 2022 and those of the Trade Union Confederation National Agreement of Workers of Cameroon, also received on 1 September 2022, alleging wage discrimination between staff members with the same qualifications and occupying the same positions but in different salary scales depending on whether they are governed by the Labour Code (contractual employee) or by the Public Service Statute. In this regard, the Committee notes that under the law of Cameroon, contractual status is not a ground for discrimination covered by the Convention.

Article 1(1)(a) of the Convention. Discrimination based on sex. Sexual harassment. The Committee recalls that the Penal Code (section 302-1) refers only to quid pro quo sexual harassment and that the labour legislation contains no provision on the matter. Noting that the Government’s report states that the Government has taken due note of the Committee’s previous request, the Committee urges it to take measures to protect workers of the public and private sectors against sexual harassment by including within the labour legislation:

• (i)a definition of sexual harassment including all forms of sexual harassment (both quid pro quo and hostile environment sexual harassment);
• (ii)a prohibition of all forms of sexual harassment;
• (iii)provisions on the prevention of sexual harassment;
• (iv)a complaints mechanism for the issue; and
• (v)appropriate penalties, including redress and compensation for the victim.

Articles 2 and 3(b). National equality policy and education programmes for members of indigenous communities. The Committee notes the Government’s very general indication that it has taken measures, in the framework of very labour-intensive activities, to prevent and effectively combat discrimination against indigenous peoples in employment and occupation, without having consulted them, however. In this regard, the Committee recalls that affirmative action grounded on prior consultation and the consent of the stakeholders, including workers’ and employers’ organizations, helps to ensure that the measures taken are broadly accepted, effective and in line with the principle of non-discrimination (see the General Survey on the fundamental Conventions, 2012, paragraph 862). Moreover, on the basis of information received from the United Nations Committee on the Elimination of all Forms of Racial Discrimination (CERD) it welcomes the adoption of: (1) a national plan of action for the development of indigenous peoples in 2020; and (2) Law No. 2019/020 of 24 December 2019 to Amend and Supplement Some Provisions of Law No. 2016/7 of 12 July 2016 relating to the Penal Code, which provides for increases in the sanctions for “acts of contempt of race or religion” and for “contempt of tribe or ethnicity”. The information also includes the fact that there are more than 250 ethnic groups in the country. The Committee further notes that CERD, in its concluding observations, expressed concern about: (1) the lack of comprehensive statistics on the demographic composition of the population, disaggregated by ethnic or national origin and language spoken; (2) the lack of information on the preparation and adoption of the bill on the rights of indigenous peoples; (3) reports of inter-ethnic violence and direct, indirect, multiple and intersecting discrimination against ethnic, ethnolinguistic and ethno-religious groups concerning wage discrimination in the private sector and lack of representation in the public sector (CERD/C/CMR/CO/22-23, 26 May 2022, paragraphs 4, 8, 18, 22 and 24). The Committee requests the Government to provide information on the measures taken, in consultation with the social partners and, if possible, with the representatives of the groups concerned, to:

• (i)enable members of indigenous communities to have access to more diversified training opportunities and thus to a wider range of employment and occupations as well as to land and resources to allow them to exercise their traditional activities; and
• (ii)actively combat bias and negative stereotypes with regard to ethnic groups and indigenous peoples and promote tolerance among all members of the population.

The Committee also requests the Government to provide information on:

• (i)the implementation of the national plan of action of 2020 for the development of the indigenous peoples, especially its impact in the fields of education, vocational guidance and training, and the exercise of their traditional activities; and
• (ii)The application in practice of Law No. 2019/020 of 24 December 2019 to Amend and Supplement Some Provisions of Law No. 2016/7 of 12 July 2016 relating to the Penal Code, including the number and results of complaints filed.

Article 3(b) Equality of access to education and training. Noting that the Government’s report contained no information on this subject, the Committee again requests the Government to provide information on the measures taken to:

• (i)achieve gender parity in primary and secondary education and the results achieved in this respect; and
• (ii)enable girls and women to have access to more diversified training opportunities and to a wider range of jobs, including jobs traditionally held by men.

Article 3(d). Employment under the direct control of a national authority. The Committee observes that the report contains no information on the measures adopted to promote equality of opportunity and treatment in the public sector, and that the “Palmarès genre des administrations publiques élargi aux organismes publics et parapublics” (Gender ranking of public administrations widened to include public and semi-public organizations), which contains data disaggregated by sex and level of responsibility on all public sector staff, has not been received by the Office. Consequent to the previous finding of the low representation of women in decision-making positions in the public sector, the Committee can only repeat its request for information on all measures taken by the Government to promote, in practice, equal opportunities and treatment and to enable women to progress in their public sector careers. The Government is also requested to provide the most recent copy of the “Palmarès genre des administrations”.

Article 3(f) Measures to put an end to discriminatory job vacancies. The Committee notes that in reply to previous observations by the General Union of Workers of Cameroon (UGTC), indicating that the practice of discriminatory job vacancy announcements persisted, the Government reiterates its commitment to sanctioning such announcements, if they occur, and indicates that it is conducting awareness-raising campaigns on the subject with the social partners. The Committee requests the Government to continue to provide information on the measures taken, if any, to stop and penalize the posting of discriminatory job vacancy announcements.

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

Articles 1(b) and 2(2)(a) of the Convention. Equal remuneration for men and women for work of equal value. Legislation. TheCommittee notes the Government’s indication that it took account of the Committee’s request “in the negotiation of texts currently under discussion”. In view of its repeated previous requests, the Committee hopes that the Labour Code (section 61) will be modified in the near future to include the principle of equal remuneration for men and women for work of equal value and requests the Government to provide information on any progress made in this respect.

Articles 2(2)(c) and 4. Collective agreements. Cooperation with social partners. The Committee notes the Government’s indication that, during the negotiation and elaboration of collective agreements, the Government representative on the committees in question makes certain that all discriminatory provisions, or those contrary to ratified texts, are removed. With regard to promoting the application of the principle of the Convention with the employers’ and workers’ organizations during wage fixing, the Committee notes that the Government is currently examining this point and will communicate the results of its reflection to the Committee. The Committee requests the Government to: (i) intensify its cooperation with the social partners to ensure that collective agreements, including those of the Cameroon Railway Company (CAMRAIL), mentioned in its previous comments, do not contain provisions that are discriminatory on the basis of sex and especially in respect of remuneration; and (ii) to supply extracts of the collective agreements that reflect the principle enshrined in the Convention. It also requests the Government to provide information on any proactive measures and follow-up measures taken to give effect to the principle of equal remuneration during the negotiation of collective agreements, such as, for example, the drafting of a standard clause on equal remuneration for men and women for work of equal value.

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

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

Articles 1(1)(a), 2 and 3(b) of the Convention. Definition and prohibition of discrimination. Legislation.National equality policy. Regarding the absence of provisions in the legislation that define and explicitly prohibit all forms of discrimination based on at least all of the grounds listed in the Convention in all aspects of employment and occupation, the Committee notes that the Government indicates in its report that: (1) it has taken legal, regulatory and collective agreement-derived measures to prohibit all forms of discrimination; and (2) it regularly takes action to combat discrimination related, for example, to HIV in enterprises, in collaboration with the health and safety committees. The Committee nonetheless notes with regret that despite its repeated requests, no measure has been taken to define and prohibit all forms of discrimination based on race, colour, sex, political opinion, religion, national extraction and social origin at all stages of employment and occupation in the labour legislation. In respect of the national equality policy, the Committee notes that the Government again refers to the national gender policy. Consequently, the Committee once again urges the Government, in collaboration with the employers’ and workers’ organizations, to take the necessary measures to: (i) include in the national legislation, particularly in the Labour Code, provisions defining and explicitly prohibiting direct and indirect discrimination based on at least all of the grounds listed in the Convention (race, colour, sex, religion, political opinion, national extraction and social origin) in employment and occupation, including at the time of recruitment; and (ii) formulate and implement an overall national equality policy which includes plans or programmes of action and specific measures to promote equality of opportunity and treatment irrespective of race, colour, religion, political opinion, national extraction or social origin. The Committee requests the Government to provide detailed information on all measures taken in this respect and to communicate a copy of the relevant texts adopted, including any revised gender policy. In the absence of a reply from the Government, the Committee again requests it to provide information on the application in practice of section 242 of the Penal Code, which punishes any refusal of access to employment on the basis of race, religion, sex and medical status, including the number of complaints on this basis, and to specify the authorities responsible for enforcing the application of this provision (labour inspectors or others).

Articles 1(1)(a) and 3(c). Discrimination based on sex. Legislation.Noting that the Government reiterates its commitment to bringing all legislative and regulatory texts and texts derived from agreements into line with the provisions of the Convention, the Committee once again urges the Government to take specific measures to: (i) abrogate the provisions of section 223 of the Civil Code and of section 74(2) of Ordinance No. 81-02 which gives a husband the right to object to his wife having an occupation that is separate from that of her husband; and (ii) more generally, remove from the national legislation any provision that has the effect of nullifying or impairing equality of treatment for women in employment and occupation. The Committee requests the Government to provide information on any measures taken in this regard and on progress made in the reform of the Civil Code to which the Government refers in a previous report.

Article 5. Special protection measures. Restrictions on women’s employment. The Committee notes the Government’s indication that it has taken due note of the Committee’s request that it review Order No. 16/MLTS of 27 May 1969 establishing a list of work prohibited for women. In the absence of any change in this regard, the Committee can only reiterate its request to the Government to take steps to review Order No. 16/MLTS of 1969.

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

Direct Request (CEACR) - adopted 2019, published 109th ILC session (2021)

The Committee notes the observations of the General Union of Workers of Cameroon (UGTC) received in 2018.

Articles 1 and 2 of the Convention. Gender pay gap. Statistics. In its previous comment, the Committee requested the Government to provide statistical data on the levels of pay of men and women. Noting that the Government has not provided this information, the Committee recalls that gathering statistical data is essential to evaluating the nature and extent of the gender pay gap. It refers in this respect to its 1998 general observation which offers practical guidance on the type of statistical data needed to evaluate gender pay gaps and their development over time. This involves Governments providing the fullest possible statistical information, disaggregated by sex, in their reports, with regard to: (i) the distribution of men and women in the public sector, the federal and/or state civil service, and in the private sector by earnings levels and hours of work (defined as hours actually worked or hours paid for), classified by: (1) branch of economic activity; (2) occupation or occupational group or level of education/qualification; (3) seniority; (4) age group; (5) number of hours actually worked or paid for; and, where relevant, by (6) size of enterprise and (7) geographical area; and (ii) statistical data on the composition of earnings (indicating the nature of earnings, such as basic, ordinary or minimum wage or salary, premium pay for overtime and shift differentials, allowances, bonuses and gratuities, and remuneration for time not worked) and hours of work (defined as hours actually worked or paid for), classified according to the same variables as the distribution of employees (subparagraphs (1)–(7) of paragraph (i) above). Where feasible, statistics on average earnings should be compiled according to hours actually worked or paid for, with an indication of the concept of hours of work used. Where earnings data are compiled on a different basis (for example, earnings per week or per month), the statistics on the average number of hours of work should refer to the same time period (that is, by week or by month). The Committee also notes that in 2012 the National Institute of Statistics (INSC) published a situational analysis of progress made on matters relating to gender, which contained relevant information; and that the 2011–20 National Gender Policy provides for the creation of databases and regular evaluations. In this respect, the Committee recalls its indication in the 1998 general observation that, if governments are unable to provide full statistical information, they must nevertheless provide all the information currently available to them and continue to work towards the compilation of the above-mentioned statistical information. The Committee therefore requests the Government: (i) to provide information on efforts made to enable the compilation of the fullest possible statistical information; (ii) to indicate whether the National Institute of Statistics has updated the data published in 2012; and (iii) to provide information on the data gathered and analysed in the context of the implementation of the National Gender Policy.

Article 2. Application of the principle in practice. The Committee notes the observations of the UGTC indicating that, despite the adoption of collective agreements in accordance with the principle of equal remuneration for men and women for work of equal value, there are still obstacles to the application of these collective agreements. It also notes the Government’s indications that there is no gender-based wage discrimination in practice, and that labour inspectors ensure compliance with the legislation and regulations in force. In this respect, the Committee underlines the fact that no society is free from discrimination and that the persistence of women’s occupational segregation in the labour market (that is to say, that some jobs tend to be predominantly or exclusively performed by women, and others by men) is a perfect illustration of this. When determining wage rates, gender-based occupational segregation in the labour market, which exists in almost every country, tends to lead to the undervaluation of jobs deemed to be “female”, compared with jobs performed by men, which is why the notion of work of equal “value” is crucial, as it permits a broad scope of comparison, beyond work that is “equal”, the “same” or “similar”. The Committee requests the Government to indicate the practical measures taken to combat occupational segregation, the results achieved and the obstacles encountered. It also requests the Government to indicate whether labour inspectors receive training on the principle of equal remuneration for men and women for work of equal value, and to provide information on the manner in which labour inspectors monitor the application of this principle (such as extracts of relevant inspection reports and information on the number of infringements detected).

Article 3. Objective job evaluation. In its previous comments, the Committee emphasized that diligence, skills and punctuality presented in the Government’s previous reports as relevant comparative criteria do not allow for objective job evaluation as they relate to workers’ individual behaviour (evaluation of their skills and professional performance), rather than the value of the positions held. The Committee notes the Government’s repeated indication that job evaluation is conducted on the basis of these three criteria. The Committee recalls that objective job evaluation is a formal procedure that should make it possible to give a numerical value to each job, by analysing each job’s content, in order to identify and correct cases of wage discrimination. The Committee requests the Government to specify whether formal job evaluation procedures are in place and at what levels (national, sectoral, enterprise, etc.). If such procedures exist, it requests the Government to indicate whether they are based on objective comparison criteria such as skills, effort, responsibilities and working conditions, and to specify the measures taken to ensure that these procedures are free from gender bias.

Direct Request (CEACR) - adopted 2019, published 109th ILC session (2021)

The Committee notes the observations from the General Union of Workers of Cameroon (UGTC) received in 2018. It also notes the adoption of Act No. 2016/007 of 12 July 2016 issuing the Penal Code.

Articles 2 and 3(b) of the Convention. National equality policy and education programmes for members of indigenous communities. In its previous comments, the Committee asked the Government to take steps to prevent and combat discrimination against indigenous peoples, particularly members of the Baka community. The Committee notes that the Government refers in its report to the existence of planning instruments for indigenous peoples but does not supply any information on their content or effectiveness. However, the Committee observes that in November 2018 the Ministry of Employment and Vocational Training adopted a “Planning framework for indigenous peoples” (CPPA) in the context of the “Capacity building support project for growth and employment in Cameroon” (PADECE), which sets forth a series of priority actions to promote access to employment for members of Pygmy communities, including the Baka. Noting that the CPPA provides among these actions for skills development for girls in the sewing, health and homecraft sectors and for boys in the masonry, carpentry and electricity sectors, the Committee requests the Government to take measures in consultation with the social partners and if possible with representatives of the groups concerned to enable members of indigenous communities to have access to more diversified training opportunities not based on stereotypes, so that they can have access to a wider range of jobs.

The Committee also notes the concluding observations of the United Nations Committee on Economic, Social and Cultural Rights, which expressed concern at the discrimination and exclusion faced by indigenous peoples (E/C.12/CMR/CO/4, 25 March 2019, paragraph 12), and also indications in the CPPA that the discrimination against Pygmies is such that even those who have managed to secure good jobs conceal their Baka Pygmy identity. The Committee requests once again the Government to provide detailed information on the measures taken in consultation with the groups concerned to prevent and combat discrimination against indigenous peoples in employment and occupation.

General observation of 2018. Regarding the above issues and more generally, the Committee would like to draw the Government’s attention to its general observation on discrimination based on race, colour and national extraction which was adopted in 2018. In the general observation, the Committee notes with concern that discriminatory attitudes and stereotypes based on the race, colour or national extraction of men and women workers continue to hinder their participation in education, vocational training programmes and access to a wider range of employment opportunities, resulting in persisting occupational segregation and lower remuneration received for work of equal value. Furthermore, the Committee considers that it is necessary to adopt a comprehensive and coordinated approach to tackling the obstacles and barriers faced by persons in employment and occupation because of their race, colour or national extraction, and to promote equality of opportunity and treatment for all. Such an approach should include the adoption of interlocking measures aimed at addressing gaps in education, training and skills, providing unbiased vocational guidance, recognizing and validating the qualifications obtained abroad, and valuing and recognizing traditional knowledge and skills that may be relevant both to accessing and advancing in employment and to engaging in an occupation. The Committee also recalls that, in order to be effective, these measures must include concrete steps, such as laws, policies, programmes, mechanisms and participatory processes, remedies designed to address prejudices and stereotypes and to promote mutual understanding and tolerance among all sections of the population.

The Committee draws the Government’s attention to its general observation of 2018 and requests the Government to provide information in response to the questions raised in that observation.

Article 3(b). Legislation on sexual harassment. In its previous comments, the Committee asked the Government to include provisions in the labour legislation prohibiting and penalizing all forms of sexual harassment. The Committee notes that the Government’s report does not contain any information on this matter. While welcoming the adoption of section 302-1 of the new Penal Code, which includes in the legislation a definition of sexual harassment that punishes “any person who, making use of a position of authority, harasses another person by giving orders, making threats, imposing constraints or exerting pressure with a view to obtaining sexual favours”, the Committee recalls that: (i) measures taken should address both quid pro quo and hostile environment sexual harassment; (ii) protection against sexual harassment should cover all employees, male and female, with respect not only to employment and occupation but also to vocational education and training, access to employment and conditions of employment, and should include the actions of clients, customers and co-workers; and (iii) addressing sexual harassment only through criminal proceedings is normally not sufficient, due to the sensitivity of the issue, the higher burden of proof, which is harder to meet, especially if there are no witnesses (which is often the case), and the fact that criminal law generally focuses on sexual assault or “immoral acts”, and not the full range of behaviour that constitutes sexual harassment in employment and occupation (see 2012 General Survey on the fundamental Conventions, paragraphs 789 and 792). The Committee therefore once again requests the Government to take steps to include in the labour legislation a definition of both quid pro quo and hostile environment sexual harassment, and also provisions protecting all workers in both the public and private sectors against sexual harassment and penalizing all forms of sexual harassment.

Article 3(b). Equal access to education and training. In its previous comments, the Committee asked the Government to continue taking steps to remedy the low rate of school enrolment for girls. The Committee notes the Government’s indications in its report that: awareness-raising campaigns are being organized on school enrolment for girls, especially in the northern part of the country, while other activities are being conducted as part of efforts to combat early and forced marriage; “gender clubs” have been established in schools and a ministerial circular has been issued calling on officials in decentralized departments of the Ministry of Employment and Vocational Training to prioritize the award of scholarships to women. However, the Committee notes the concluding observations of the United Nations Committee on the Rights of the Child (CRC), which expressed its concern at the low enrolment and high drop-out rates for girls in secondary education on account of sexual harassment by teachers, child marriage and adolescent pregnancy (CRC/C/CMR/CO/3-5, 6 July 2017, paragraph 38). Emphasizing the need for the adoption and application of measures to achieve gender parity in primary and secondary education, the Committee requests the Government to continue providing information on the steps taken to reach this goal and the results achieved in this respect. The Committee once again requests the Government to indicate the measures taken to enable girls and women to have access to more diversified training opportunities and to a wider range of jobs, including jobs traditionally held by men.

Article 3(d). Employment under the direct control of a national authority. In its previous comments, the Committee asked the Government to provide information on the measures taken to promote equality of opportunity and treatment for men and women in the public sector. The Committee notes the Government’s indications that with regard to recruitment, at equal levels of skills, applications from women are given preference over those from men, and also notes the data attached to reports on staff categories at the Ministry of Labour and Social Security. However, the Committee notes the concluding observations of the United Nations Human Rights Committee, which expressed concern at the low representation of women in decision-making positions and in political and public life (CCPR/C/CMR/CO/5, 30 November 2017, paragraph 17). The Committee also notes the concluding observations of the United Nations Committee on Economic, Social and Cultural Rights, which noted with concern that, despite some efforts, gender stereotypes persist and women remain under-represented in administrative and political affairs (E/C.12/CMR/CO/4, 25 March 2019, paragraph 27). The Committee requests the Government to provide detailed information on the measures taken to promote equal opportunities and treatment in the public sector, and to provide data, disaggregated by sex and level of responsibility, on all staff categories in the public service.

Article 3(f). Measures to put an end to discriminatory job vacancies. The Committee notes the observations of the UGTC indicating that the practice of discriminatory job vacancies persists. The Committee notes the undertaking given by the Government in its report to check the content of job vacancies, and to raise the awareness of the social partners and of persons responsible for recruitment and job placement. The Committee requests the Government to provide information on the measures taken, where necessary, to stop and penalize the dissemination of discriminatory job vacancies.

Observation (CEACR) - adopted 2019, published 109th ILC session (2021)

The Committee notes the observations of the General Union of Workers of Cameroon (UGTC) received in 2018.

Articles 1(b) and 2(2)(b) of the Convention. Equal remuneration for men and women for work of equal value. Legislation. The Committee previously noted that section 61(2) of the Labour Code, which makes payment of an equal wage contingent on there being “equal conditions of work and skill”, was too restrictive to give effect to the concept of “work of equal value”, which must enable comparisons of types of work that are completely different. In this regard, the Committee notes the Government’s indication in its report that this issue will be raised in the context of the ongoing revision of the Labour Code. The Committee once again requests the Government to take steps without delay to ensure that the legislative provisions reflect the principle of equal remuneration for men and women for work of equal value, as established by the Convention, and to provide information of any progress in this regard.

Articles 2(2)(c) and 4. Collective agreements. Cooperation with social partners. In its previous comments, the Committee repeatedly asked the Government to provide information on the measures taken to remove discriminatory clauses from collective agreements (in particular clause 70 of the Cameroon Railway Company (CAMRAIL) collective agreement). It notes the Government’s indications that measures have been taken to suggest to the competent authorities that they amend the CAMRAIL collective agreement. Noting that there is no indication in the Government’s report that the CAMRAIL collective agreement has actually been amended, the Committee requests the Government to cooperate with the social partners to ensure that the collective agreements in force, including the CAMRAIL collective agreement, do not contain any discriminatory provisions and to provide information regarding any developments in this regard. In its previous comments, the Committee also asked the Government to encourage the social partners to negotiate collective agreements in the light of the principle of equal remuneration for men and women for work of equal value. The Committee notes the observations of the UGTC and the Government’s indication that collective agreements have been negotiated and adopted in accordance with this principle. The Committee notes in particular the adoption in 2017 of the national collective agreement for insurance and the national collective agreement for commerce, but observes that these do not contain any explicit provisions on the principle of equal pay. In this regard, the Committee recalls that, even where the State does not intervene in the wage-fixing process, it must promote the full application of the principle established by the Convention by taking vigorous and proactive measures and it must act in good faith (see the 2012 General Survey on the fundamental Conventions, paragraphs 669–670). The Committee therefore requests the Government to provide information on the proactive measures adopted or envisaged, according to the national context, to give effect to the principle of equal remuneration in the context of negotiation of collective agreements, for example by developing a standard clause on equal remuneration for men and women for work of equal value for inclusion in all collective agreements.

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

Observation (CEACR) - adopted 2019, published 109th ILC session (2021)

The Committee notes the observations from the General Union of Workers of Cameroon (UGTC) received in 2018. It also notes the adoption of Act No. 2016/007 of 12 July 2016 issuing the Penal Code.

Articles 1(1)(a) and 3(b) of the Convention. Definition and prohibition of discrimination Legislation. In its previous comments, the Committee asked the Government to take the necessary steps to include provisions in the national legislation that define and explicitly prohibit discrimination. In this regard, the Committee notes that the Government once again indicates in its report that this matter will be addressed in the context of the revision of the Labour Code, which has been under way for many years. However, the Committee notes section 242 of the new Penal Code, which punishes any refusal of access to employment on the basis of race, religion, sex or medical status, where that status does not endanger anyone. The Committee welcomes the fact that this section adds sex and medical status to the list of prohibited grounds. However, it notes that it does not reproduce all the grounds of discrimination listed in Article 1(1)(a) of the Convention and that it only covers access to employment and not all aspects of the employment cycle (access to vocational training and conditions of employment). The Committee once again underlines the importance of a clear and comprehensive definition of what constitutes discrimination in the legislation. Noting that criminal proceedings require a higher burden of proof, the Committee recalls that the establishment of easily accessible dispute resolution procedures (in addition to criminal proceedings) can make an effective contribution to combating discrimination (see 2012 General Survey on the fundamental Conventions, paragraphs 792 and 855). It takes the opportunity to emphasize that, under the terms of Paragraph 33 of the HIV and AIDS Recommendation, 2010 (No. 200), the presence of a person living with HIV should not be considered a workplace hazard and that, in this context, the addition of the expression “where that status does not endanger anyone else” is superfluous and might even be used in practice to justify discrimination which is actually based on prejudice regarding modes of contamination. In view of these elements, the Committee once again requests the Government to consider the possibility of introducing provisions in the labour legislation explicitly defined and prohibiting all forms of discrimination based on at least all the grounds listed in the Convention (race, colour, sex, political opinion, religion, national extraction and social origin) and on any other grounds of discrimination that it considers useful to add, in all aspects of employment, and to provide information on the application of this provision in practice, particularly in relation to cases of discrimination based on the real or perceived HIV status of a candidate for a job or occupation. The Committee requests the Government to provide information on the application in practice of section 242 of the new Penal Code (number of complaints on this basis).

Article 2. National equality policy. In its previous comments, the Committee asked the Government to take steps to formulate and implement a national equality policy including action plans or programmes and specific measures. The Committee notes that, with regard to discrimination on the basis of sex, the Government once again refers to the adoption of a national gender policy combined with a multi-sectoral implementation plan of action, but does not provide any details of their content or effectiveness. However, the Committee notes a number of initiatives referred to by the Government, namely: the existence of a tripartite national committee on gender attached to the Prime Minister’s Office; the creation of a professional master’s degree in “gender and development” at the University of Yaoundé 1 to provide training for professionals in these matters; the revision of training curricula in secondary and higher education on the issue of gender equality; and the setting up of reception centres for women in distress, as well as “gender desks” at the General Delegation for National Security. While noting this information, the Committee recalls that the implementation of a national equality policy presupposes the adoption of a range of specific measures which it evaluates on the basis of their effectiveness. It also recalls that it is essential to ensure that the implementation of the national policy covers all the grounds of discrimination prohibited by the Convention (see 2012 General Survey, paragraphs 847–849). The Committee once again requests the Government to take steps to formulate and implement a national equal opportunity and treatment policy which is in line with the provisions of the Convention. It also requests the Government to provide detailed information on the national gender policy and the multi-sectoral implementation plan of action to which it refers in its report.

Articles 1(1)(a) and 3(c). Discrimination on the basis of sex. Legislation. In its previous comments, the Committee noted that section 74(2) of Ordinance No. 81 02 of 29 June 1981, governing civil status and establishing various provisions concerning the status of natural persons, gives a husband the right to object to his wife working. It notes the Government’s indication that it is committed to launching a debate on the provisions of section 74(2) and that these provisions are not applied in practice. The Committee once again urges the Government to take specific measures to remove section 74(2) of Ordinance No. 81-02 and generally any provision that has the effect of nullifying or impairing equality of treatment for women in employment and occupation.

Article 5. Special protection measures. Resolutions on women’s employment. In its previous comments, the Committee noted that Order No. 16/MLTS of 27 May 1969 establishes a list of types of work which are prohibited for women. It recalls that protective measures for women may be broadly placed in two categories: those aimed at protecting maternity in the strict sense, which come within the scope of Article 5, and those aimed at protecting women generally because of their sex or gender, based on stereotypical perceptions of their capabilities and appropriate role in society. The latter are contrary to the Convention and constitute obstacles to the recruitment and employment of women (see 2012 General Survey, paragraph 839). In light of the above, the Committee once again requests the Government to take steps to review Order No. 16/MLTS of the national legislation and more generally to remove from the national legislation any provision that has the effect of nullifying or impairing equality of treatment for women in employment and occupation.

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

Direct Request (CEACR) - adopted 2016, published 106th ILC session (2017)

Articles 1 and 2 of the Convention. Gender pay gap. The Committee notes that the United Nations Committee on the Elimination of Discrimination against Women (CEDAW), in its concluding observations, expressed concern at the persistent gender pay gap in Cameroon (CEDAW/C/CMR/CO/4-5, 28 February 2014, paragraph 28). In view of the lack of information on this matter in the Government’s report and so that it may determine the extent to which the Convention is applied, the Committee requests the Government to provide all available data on the distribution of men and women and their respective levels of remuneration, at least by sector of activity and, if possible, by occupational category, in the private and public sectors. It further requests the Government to provide information on pay gaps, particularly any collected during the formulation and adoption of the National Gender Policy in 2014, and also information on any corrective measures envisaged.

Article 3. Objective job evaluation. The Committee recalls that, owing to historical attitudes and stereotypes regarding women’s aspirations, preferences and capabilities, certain jobs are held predominantly or exclusively by women (for example, in the caring professions) and others by men (for example, in the construction industry) and that the concept of “equal value” implies the adoption of a method for measuring and comparing the relative values of different jobs or posts. The Committee notes the Government’s indication that the General Civil Service Regulations of 9 October 1994 and the Labour Code of 14 August 1992, including their implementing regulations, specify methods for the evaluation of jobs and that these methods are usually based on diligence, skills and punctuality. The Committee draws the Government’s attention to the apparent confusion between the concept of evaluation of professional conduct – which aims to evaluate the way in which a worker performs his/her duties – and the concept of the objective evaluation of jobs, namely measurement of the relative values of jobs not having the same content, on the basis of an examination of the tasks to be accomplished. The Committee emphasizes that objective job evaluation must enable evaluation of the job, not of the individual worker. Although the Convention does not determine any particular method for undertaking such an evaluation, Article 3 presupposes the use of appropriate techniques for objective job evaluation, comparing factors such as the skills required to accomplish the tasks concerned, the effort involved, and responsibilities and working conditions in the post or job in question. The Committee, therefore, requests the Government once again to indicate the measures taken to promote, especially vis-à-vis the social partners, the use of objective job evaluation methods, as provided for in Article 3 of the Convention, with a view to ensuring that the principle of equal remuneration for men and women for work of equal value is reflected in any methods for determining or revising job or post classifications and consequently pay scales.

Direct Request (CEACR) - adopted 2016, published 106th ILC session (2017)

Article 1(1)(a) of the Convention. Discrimination based on sex. Sexual harassment. In its previous comments, the Committee recalled that the adoption of measures to prevent both quid pro quo and hostile working environment sexual harassment is essential for effectively combating such practices and putting a stop to them. The Committee notes that the Government expresses its intent to adopt measures to that end and indicates that awareness-raising campaigns are conducted throughout the country to combat sexual harassment in general and particularly in the workplace. The Committee notes that the General Union of Workers of Cameroon (UGTC), in its observations received by the ILO on 25 September 2015, states that there are no awareness-raising campaigns in the workplace as the National Labour Advisory Committee (CNCT) has never discussed the issue. The Committee requests the Government once again to take the necessary steps, in the near future, in consultation with the workers’ and employers’ organizations, to include in the labour legislation provisions that prohibit and penalize both quid pro quo and hostile work environment sexual harassment and trusts that it will soon be in a position to report on progress made in this respect. While encouraging the Government to continue awareness-raising campaigns for workers, employers and their organizations, the Committee requests the Government to consider the possibility of discussing this matter within the CNCT to increase the scope of measures to raise awareness of sexual harassment in employment and occupation.

Article 2. Equal access of girls and women to education and to vocational training and guidance. The Committee notes the information supplied by the Government, including with regard to awareness raising for traditional and religious chiefs with a view to establishing occupational training centres, measures taken to combat early marriages, and training activities for women and girls, including training in information and communication technologies. Recalling its previous comments regarding the low rate of school enrolment for girls, the Committee requests the Government to continue taking measures to promote equality in education and vocational training to prevent girls from dropping out of school and to enable girls and women to have access to more diverse training and a broader range of jobs, including those traditionally held by men. Please provide information on any measures taken towards this end.

Discrimination against indigenous peoples. The Committee notes the Government’s indication that the 2009 growth and employment strategy paper includes economic integration or reintegration programmes, including in the public sector, for certain vulnerable groups such as indigenous communities. The Committee notes the information collected by the Independent Expert on minority issues regarding indigenous peoples, particularly the Baka Pygmy hunter-gatherers, the Mbororo pastoralists and the Montagnard communities (A/HRC/25/56/Add.1, 31 January 2014). The Committee notes that the report emphasizes certain efforts made by the Government, including with regard to access to education, but that it also highlights the many difficulties faced by indigenous peoples owing to the discrimination and stigmatization to which they are exposed, in particular, lack of education and training, problems finding employment or income-generating activities, and obstacles to carrying on their traditional activities. Referring to its previous comments, the Committee encourages the Government to intensify its efforts regarding access to education for indigenous children and to evaluate the impact thereof. It requests the Government to take the necessary legal and practical measures to enable indigenous peoples to carry on their traditional activities and retain their means of subsistence. It further requests the Government to take measures to prevent and combat discrimination, stigmatization and persistent stereotyping and prejudice against the members of indigenous communities, including the Baka community, particularly through campaigns to promote equality among all parts of the population and by improving access for members of indigenous communities to mechanisms and procedures that enable them to assert their rights.

Article 3(d). Employment under the direct control of a national authority. Since there has been no reply from the Government, the Committee requests the Government once again to provide information on the measures taken to promote equality of opportunity and treatment for men and women in the public sector, including with regard to recruitment, training and promotion. The Committee also requests the Government once again to provide data disaggregated by sex and level of responsibility of current staff members in the public service.

Observation (CEACR) - adopted 2016, published 106th ILC session (2017)

The Committee notes the observations made by the General Union of Workers of Cameroon (UGTC), in a communication received on 25 September 2015, and the observations made by the United Workers Confederation of Cameroon (CTUC), in a communication received on 29 September 2015.

Article 1(b) of the Convention. Work of equal value. Legislation. For a number of years, the Committee has been drawing the Government’s attention to the fact that section 61(2) of the Labour Code makes payment of an equal wage to all workers, regardless of their origin, sex, age, status or religious belief, contingent on there being “equal conditions of work and skill”, and therefore does not give full effect to the principle of equal remuneration for men and women for work of equal value. The Committee recalls that, in determining the respective values of two jobs under comparison, factors such as working conditions and vocational qualifications are relevant but it is not necessary for each factor to be equal in value as it is the overall value of the job that counts, namely when all the combined factors are taken into account. The Committee notes that the legislation has not been amended and that the Government considers that the provisions of section 61(2) of the Labour Code completely rule out the possibility of any pay-related discrimination. Re emphasizing the importance of the concept of “work of equal value”, the Committee trusts that, as part of the announced reform of the Labour Code, the Government will take the necessary steps to amend the provisions of section 61(2) of the Labour Code so that they reflect the principle of equal remuneration for men and women for work of equal value laid down in the Convention.

Articles 2(2)(c) and 4. Cooperation with social partners. Collective agreements. The Committee notes that the UGTC and the CTUC emphasize that social dialogue bodies, particularly the National Labour Advisory Committee, have a purely advisory role and that the proposals made by workers’ organizations are not taken into account by the Government. The Committee notes the Government’s general indication that a number of collective agreements which were negotiated and signed recently reflect the principle established by the Convention. Moreover, the Committee has been highlighting for several years the discriminatory nature of section 70 of the Cameroon Railway Company (CAMRAIL) collective agreement (travel allowances granted only to the wife of a male employee and not to the husband of a female employee). The Committee recalls that, when there are discriminatory provisions in collective agreements, governments should take the necessary steps, in cooperation with the social partners, to ensure that provisions of collective agreements observe the principle of equal remuneration for men and women for work of equal value (see 2012 General Survey on the fundamental Conventions, paragraph 694). Noting that the Government’s report does not contain any information on this matter, the Committee trusts once again that the Government will shortly be in a position to report that the discriminatory clauses in the CAMRAIL collective agreement, and in any other agreement containing such clauses, have been removed, and requests the Government to provide information on the measures taken to that end. Furthermore, it again requests the Government to give specific examples of action taken to encourage the social partners to negotiate collective agreements in the light of the principle of equal remuneration for men and women for work of equal value.

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

Observation (CEACR) - adopted 2016, published 106th ILC session (2017)

The Committee notes the observations from the General Union of Workers of Cameroon (UGTC) concerning pending issues examined by the Committee, which were received on 25 September and 2 December 2015, and the Government’s reply, which was received on 2 December 2015.

Articles 1 and 2 of the Convention. Legislation and national equality policy. For many years, the Committee has been making comments on the need to bring the national legislation which omits anti-discrimination provisions, and particularly the Labour Code, into conformity with the Convention. The Committee notes that the United Workers’ Confederation of Cameroon (CTUC) points out, in its observations received on 11 November 2014 that the Government has been reaffirming for over 20 years that the revision of the Labour Code is under way and that it will take account of the Committee’s comments. The CTUC expresses the firm hope that the Government will duly proceed with the revision of the Labour Code. The Committee also notes that the Government reaffirms once again that the bill revising the Labour Code is being examined and has been approved by the National Labour Advisory Committee (CNCT). While noting that the Government refers to a national gender and disability policy paper, the Committee observes that the Government does not provide any information on the implementation of the national gender policy referred to in its previous report or on any other measure reflecting the existence of a national policy aimed at promoting equality of opportunity and treatment in respect of employment and occupation, with a view to eliminating any discrimination in respect thereof, in accordance with Article 2 of the Convention. The Committee urges the Government to take the necessary steps, in cooperation with workers’ and employers’ organizations, to include in the national legislation, particularly in the Labour Code, provisions defining and explicitly prohibiting direct and indirect discrimination based on at least all the grounds listed in the Convention, in employment and occupation, including at the time of recruitment. It also requests the Government to take steps to formulate and implement a national equality policy which includes plans or programmes of action and specific measures to promote equality of opportunity and treatment irrespective of race, colour, religion, political opinion, national extraction or social origin. The Government is requested to provide detailed information on any measures taken towards this end and to provide copies of the relevant texts adopted in this respect, including the national gender and disability policy paper.

Discrimination based on sex. For a number of years, the Committee has been urging the Government to take specific steps to remove from the national legislation all provisions that have the effect of nullifying or impairing equality of opportunity or treatment for women in employment and occupation, particularly section 74(2) of Ordinance No. 81-02 of 29 June 1981 governing civil status and establishing various provisions concerning the status of natural persons, which gives a husband the right to object to his wife working by invoking the interests of the marriage and the children. The Committee notes with regret that the Government merely indicates that, according to section 74(1) of the Ordinance of 1981, “a married woman may have an occupation that is separate from that of her husband”. The Committee again urges the Government to take the necessary steps without delay to ensure that provisions that constitute an obstacle to the employment of women, including those relating to civil status, are removed from the legislation, and to provide information on the measures taken in this respect and on specific steps taken by the Government to promote gender equality in practice in employment and occupation, and on their results.

Discriminatory job vacancies. The Committee notes that the UGTC reiterates its observations concerning the existence of discriminatory job vacancies. The Committee notes that the Government merely indicates that the labour inspectorate has received no queries on this matter. The Committee requests the Government to remain vigilant with respect to the publication of job vacancies, particularly those directly under its control, and to take steps to raise the awareness of workers, employers and their organizations and of persons responsible for recruitment in administrations and enterprises with regard to the principle of non-discrimination.

Article 5. Special measures of protection for women. Prohibited work. With regard to the types of work prohibited for women under Order No. 16/MLTS of 27 May 1969, the Government indicates that the list of such types of work is being revised. The Committee recalls that, in order to repeal provisions that are discriminatory to women, it may be necessary to examine what other measures, such as improving health protection for both men and women, providing adequate and safe means of transport and establishing social services, may be necessary to ensure that women can work on an equal footing to men. The Committee urges the Government once again to take the necessary steps to revise the list of prohibited types of work for women, determined by Order No. 16/MLTS of 27 May 1969, in the light of the principle of equality and maternity protection, and to take measures to remove obstacles to women’s employment in practice and to improve occupational safety and health for both men and women. The Government is requested to provide information on progress made in this respect.

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

Direct Request (CEACR) - adopted 2014, published 104th ILC session (2015)

Article 1(1)(a) of the Convention. Discrimination based on sex. Sexual harassment. In its previous comments, the Committee emphasized that the provisions of the Penal Code (section 347 concerning indecent assault on minors between 16 and 21 years of age) do not cover all situations of sexual harassment at work. The Committee notes the information provided by the Government concerning the many cases of violence suffered by women (rape, forced marriage, domestic violence, etc.). The Committee recalls that sexual harassment in employment and occupation is a serious form of sex discrimination which constitutes physical or mental abuse, undermines the dignity and well-being of workers (men and women) and damages an enterprise by weakening the foundations of the working relationship and impairing productivity, and that it can assume different forms, from the most blatant to the most subtle. The adoption of measures to prevent both quid pro quo and hostile working environment sexual harassment is essential for effectively combating such practices and putting a stop to them. The Committee requests the Government to take the necessary steps in the near future to include in the labour legislation provisions that prohibit and penalize both quid pro quo and hostile working environment sexual harassment and to provide information on any progress made in this respect. Please also provide information on any specific measures taken to prevent sexual harassment in the workplace, including any information or awareness-raising campaigns for workers, employers and their organizations, or any measures taken by employers in the workplace.

Access of girls and women to education and to vocational training and guidance. The Committee notes that the Government reaffirms its focus on promoting equality in access to education and vocational training and indicates in particular the setting up of mechanisms to promote the intellectual and vocational development of women and girls in general. It also notes the concluding observations of the United Nations Committee on the Elimination of Discrimination against Women (CEDAW), according to which, despite the Government’s efforts in this sphere, the rate of female illiteracy remains high; the enrolment rate of girls remains low in all levels of education owing to economic and cultural barriers; and the school drop-out rate among girls is high, owing, inter alia, to early marriage and pregnancy (CEDAW/C/CMR/CO/4–5, 28 February 2014, paragraph 26). The Committee requests the Government to provide information on the specific measures taken and the mechanisms established to promote equality in education and vocational training, to combat illiteracy and to enable girls and women to have access to more diverse training and a broader range of jobs, including those traditionally held by men.

Discrimination against indigenous peoples. The Committee notes the Government’s indications that, since September 2013, a multilingual intercultural pilot project using the Baka language has been running in eight pilot schools in the east of the country and has made a significant contribution to improving the school enrolment rate for Baka children (in 2012, a total of 485 girls and 444 boys; in 2013, a total of 566 girls and 617 boys). The Government also indicates that it is examining ways and means to adapt school programmes to the situation of indigenous peoples. The Committee further notes that the United Nations Committee on Economic, Social and Cultural Rights (CESCR) emphasized in its concluding observations that some communities, such as the Baka and Mbororo communities, had been moved away from their ancestral lands, thereby forcing them to adapt to other dominant cultures in the country (E/C.12/CMR/CO/2–3, 23 January 2012, paragraph 33). Welcoming the Government’s efforts regarding education for children from the Baka community, the Committee encourages the Government to continue its efforts to enable indigenous children to access education and vocational training on an equal footing to other children. The Committee also requests the Government to take the necessary steps to enable the Baka, Bagyeli and Mbororo peoples to carry on their traditional activities and retain their means of subsistence. It further requests the Government to take measures to prevent and combat persistent stereotyping and prejudice against the members of indigenous communities, in particular through awareness-raising campaigns and the promotion of equality among all sectors of the population.

Article 3(d). Employment under the direct control of a national authority. The Committee requests the Government to provide the data on current staff numbers in the public service, including on the recent recruitment of 25,000 young persons which was not attached to the report. The Government is also requested to provide information on the measures taken to promote equality of opportunity and treatment for men and women in the public sector, including with regard to recruitment, training and promotion.

Part V of the report form. Statistics. Noting that the recently created National Labour Observatory is currently conducting surveys of the labour situation in the country, the Committee requests the Government to send the results of these surveys, in particular statistics on the situation of men and women in the labour market in the various sectors of the economy and at different levels of responsibility.

Observation (CEACR) - adopted 2014, published 104th ILC session (2015)

The Committee notes the observations by the General Union of Cameroon Workers (UGTC), on the Government’s report received on 10 October 2014 and which relate to issues examined by the Committee. The Committee also notes the observations of the Cameroon United Workers Confederation (CTUC) received on 11 November 2014. The Committee requests the Government to provide its comments thereon.

Article 1(1)(a) of the Convention. Legislation. The Committee notes that the Government reaffirms that the process of revising the Labour Code is still under way and that it will take into account the concerns expressed in the Committee’s comments. The Committee trusts that the Government will be in a position to report on the adoption of this text in the near future and that it will contain provisions defining and explicitly prohibiting direct and indirect discrimination based on at least all the grounds listed in the Convention, in all aspects of employment and occupation, including access to vocational training. The Government is also requested to continue to supply information on progress made on the revision of the Labour Code, including on any consultations held with workers’ and employers’ organizations, and to forward a copy of the law revising the Labour Code, once it has been adopted.

Discrimination based on sex. For a number of years the Committee has been urging the Government to take specific steps to remove from the national legislation all provisions that have the effect of nullifying or impairing equality of opportunity or treatment for women in employment and occupation, particularly the provisions of the Penal Code and the Civil Code and also the provisions of Ordinance No. 81-02 of 29 June 1981, which give the husband the right to object to his wife working by invoking the interests of the household and the children. The Government indicates that the aforementioned provisions are obsolete since, if a husband applies to the court, it is Article 16 of the United Nations Convention on the Elimination of All Forms of Discrimination against Women that applies (according to the aforementioned Article 16, husband and wife have the same personal rights, including with regard to the choice of family name, profession and occupation). The Government indicates that the provisions will not be included in the future Civil Code, which is currently being drafted. While noting this information, the Committee again urges the Government to adopt without delay the necessary measures to ensure that provisions that have the effect of discriminating against women in employment and occupation, in particular in civil and criminal law, are removed from the legislation, and to provide detailed information on progress made in this respect. The Committee also requests the Government to take specific steps to combat stereotyping and prejudice regarding the respective roles of women and men in society so as to remove obstacles to the employment of women, and to supply information in this respect.

Article 1. Discriminatory job vacancies. The Committee recalls that the UGTC, in a communication dated 9 September 2011, alleged that some companies continue to advertise gender-based job vacancies and that some jobs and occupations are reserved for one or the other sex, for example, the post of firefighter at the African Aviation Safety Agency (ASECNA), which recruits only men. The Committee notes the Government’s indication, in a communication dated 13 February 2013, that it asked the UGTC to provide additional information. Moreover, the Government indicates in its report that job vacancies, including those relating to ASECNA, are addressed to both sexes but that there is, however, a real problem in practice as the competencies required in these fields, from both men and women, are not available. In its communication of 2014, the UGTC indicates that, since its previous communication in 2011, ASECNA has recruited one woman as a firefighter through a competitive process. The union also states that it has noticed the existence of vacancy notices published by job placement agencies specifying one sex or the other and points out that it plans to organize training and awareness raising for the advisers to these agencies in relation to the principle of the Convention, in collaboration with the ILO. The Committee requests the Government to provide any comments that it wishes to make in response to the UGTC’s observations and to provide information on any action taken, if applicable, to address and sanction the publication of discriminatory job vacancies, indicating the role and means of the labour inspectorate in this regard. The Government is also requested to indicate any measures taken to raise the awareness of workers, employers and their organizations and of persons responsible for recruitment in enterprises and administrations with regard to the principle of non-discrimination.

Article 2. National equality policy. The Committee welcomes the approval in February 2014 of a national gender policy document and the formulation of sectoral plans for its implementation. This policy entails the appointment of gender focal points in all administrative departments, a gender-sensitive budget, and gender mainstreaming in the Electoral Code, in order to strengthen the participation of women in public life and decision-making, to promote a socio cultural environment that is conducive to respect for women’s rights and to reinforce the institutional framework. While welcoming this information, the Committee requests the Government to provide information on the specific measures taken to implement the national gender policy and on their impact on employment and occupation. Recalling that, under the Convention, it is essential that the national equality policy covers all the grounds of discrimination listed in Article 1(1)(a), the Committee requests the Government to take the necessary steps to formulate and implement a national equality policy which includes programmes of action and specific measures to promote equality of opportunity and treatment irrespective of race, colour, religion, political opinion, national extraction or social origin in all areas of employment, including access to employment and also remuneration. The Government is requested to provide information on any activities of the National Committee on Human Rights and Freedoms (CNDHL) aimed at combating discrimination based on these grounds and promoting equality in employment and occupation.

Article 5. Special measures of protection for women. With regard to the types of work prohibited for women under Order No. 16/MLTS of 27 May 1969, the Government reaffirms that the ongoing revision of the Labour Code will also lead to the revision of its implementing regulations. While the Committee understands that these restrictions are motivated by the wish to protect women’s health and safety, it considers that measures intended to provide general protection for women on account of their sex or gender, based on stereotypical views of their capabilities and their proper role in society, constitute obstacles to the recruitment and employment of women. However, the Committee wishes to emphasize that, in order to repeal provisions that are discriminatory to women, it may be necessary to examine what other measures, such as improving health protection for both men and women, providing adequate and safe means of transport and establishing social services, may be necessary to ensure that women can work on an equal footing to men. The Committee urges the Government to take the necessary steps to revise the list of prohibited types of work for women in light of the principle of equality, and to take measures to remove obstacles to women’s employment in practice and to improve occupational safety and health for both men and women. The Government is requested to provide information on progress made in this respect.

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

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

Gender pay gap. The Committee notes the Government’s statement that equality of remuneration poses no problems in Cameroon. The Committee takes note of the partial statistics on women’s employment, published in March 2011 by the National Statistics Institute. The statistics show that there are still more women than men in the informal economy (90.5 per cent or 94 per cent as opposed to 87.4 per cent or 86 per cent in 2010, depending on the data), that women are more affected by unemployment and have a higher underemployment rate than men (79 per cent as opposed to 65 per cent in 2010). The data published also show that in 2001, women accounted for 31.1 per cent of staff in public enterprises and 12.6 per cent of staff in semi-public and private enterprises. With regard to the occupations for which data are available, the Committee notes that in 2008, women accounted for 20.4 per cent of lawyers, 16.6 per cent of judicial officers (as in 2000) and 35.3 per cent of notaries (as opposed to 41.9 per cent in 2000). The Committee nonetheless notes that none of the data published show the wages or income of men and women workers. So that it may determine the extent to which the Convention is applied, the Committee asks the Government to provide all available data on the distribution of men and women and their respective levels of remuneration, by sector of activity and occupational category, in the private and the public sectors. Please provide any surveys on the rates of remuneration of men and women.

Article 3 of the Convention. Job evaluation. The Committee notes the Government’s statement that there is a nomenclature of jobs for each sector of activity which the social partners take into account in classifying jobs in the course of collective bargaining. The Committee points out that often, when nomenclatures are drawn up, the jobs traditionally performed by women are undervalued in comparison with those traditionally performed by men, with the result that so-called “female” jobs are classified in lower categories and so command less pay. The Committee requests the Government to encourage the social partners to examine the job nomenclatures and classifications in the light of the principle of equal remuneration for men and women for work of equal value, and through the use of objective job evaluation methods and encourages it to examine jobs in the administration in the same way.

Awareness raising. Application of the principle in practice. The Committee notes the Government’s statement that it saw no purpose in organizing awareness-raising campaigns since, in its view, equality of remuneration is not a problem in the country. Noting the Government’s statement that the law to amend the Labour Code will give full effect to the principle of equal remuneration for work of equal value, the Committee encourages the Government to ensure that the training provided for labour inspectors and judges also includes capacity building for dealing with instances of inequality in remuneration, and encourages it to plan awareness-raising activities for the social partners and workers. The Government is asked to provide any extracts from inspection reports and copies of any judicial decisions that address equality of remuneration between men and women.

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

The Committee notes that the report submitted by the Government in 2012 is identical to the one which it sent in 2011 and therefore does not contain any reply to the Committee’s previous comments. It hopes that the next report will contain detailed information on the points raised in its previous direct request, which read as follows:

Repetition

Discrimination based on sex. Sexual harassment. The Government indicates in its report that sexual harassment is prohibited and punished under the Penal Code (section 347). The Committee notes, however, that this provision addresses indecent assault on minors aged between 16 and 21 and does not cover all situations of sexual harassment at work. The Committee trusts that the Government will take the necessary steps to include in the labour legislation provisions that prohibit and punish sexual harassment, both quid pro quo and hostile working environment harassment. The Government is asked to provide information on any measures taken to this end, whether or not in the course of revising the Labour Code, and on any specific measures taken to prevent sexual harassment at the workplace.

Access of girls and women to education, training and vocational guidance. The Government indicates that it has focused, in particular, on promoting access to education and vocational training for young people, in particular by granting science scholarships to female students. While noting this information, the Committee requests the Government to provide information on the promotion of equality in education and vocational training, and on the manner in which such measures are reflected in women’s employment, and particularly women’s access to a broader range of jobs traditionally held by men.

Discrimination against indigenous peoples. The Government states in its report that there has been a significant improvement in the situation of members of the Baka, Bagyéli and Mbororo communities in the labour market. The Committee asks the Government to provide specific information in support of this statement, specifying, in particular, the measures it has taken to improve the living conditions of the Baka, Bagyéli and Mbororo peoples and the conditions in which they carry on their respective traditional activities. The Government is again asked to indicate the measures taken or envisaged to prevent and combat persistent stereotyping and prejudice against the members of indigenous communities, in particular through awareness-raising campaigns and the promotion of equality between all sectors of the population.

Article 3(d). Employment under the direct control of a national authority. In the absence of any information on this point in the Government’s report, the Committee again asks the Government to provide information on the application of the Convention in the public service, particularly on the measures taken to promote equality of opportunity and treatment for men and women, including in respect of recruitment, training and promotion. Noting the Government’s statement that the statistics requested will be sent later, the Committee reiterates its request for statistical information on public employment, disaggregated by sex, and according to level of education, type of employment and level of responsibility, and hopes that the Government will shortly be in a position to provide such data.

Activities of the National Committee on Human Rights and Freedoms (CNDHL) and the National Advisory Committee on Labour (CNCT). The Committee notes the observations of the Confederation of United Workers of Cameroon (CTUC), dated 20 October 2011, expressing the firm hope that the CNCT will meet in the near future, including to discuss the revision of the Labour Code. Noting the Government’s statement that information on the employment and occupation activities of the CNDHL will be sent as soon as possible, the Committee reiterates its request for such information and for information on the activities of the CNCT that focus specifically on equality and non-discrimination in employment and occupation, including regarding any consultations with respect to the revision of the Labour Code.

Part V of the report form. Statistics. Noting the creation of the National Labour Observatory in the Ministry of Labour and Social Security, the Committee trusts that the Government will shortly be in a position to provide statistics on the situation of men and women in the labour market in the various sectors of the economy and at different levels of responsibility.

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

Article 1(b) of the Convention. Work of equal value. Legislation. For several years the Committee has been drawing the Government’s attention to the fact that section 61(2) of the Labour Code makes payment of an equal wage to all workers, regardless of their origin, sex, age, status and religious belief, contingent on there being “equal conditions of work and skill”, so that it does not give full effect to the principle of equal remuneration for 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 of the promotion of equality. Due to stereotypical attitudes regarding women’s aspirations, preferences and capabilities, certain jobs are held predominantly or exclusively by women and others by men. When wage rates are determined, “female jobs” are often undervalued in comparison with work of equal value performed by men. The concept of “work of equal value” is therefore fundamental to tackling occupational sex segregation, because it permits a broad scope of comparison, including equal remuneration for “equal”, “the same” or “similar” work, but also encompassing equal remuneration for jobs that are of an entirely different nature but which are nevertheless of equal value (see General Survey on fundamental Conventions of 2012, paragraph 673). The Committee again notes that the Government refers to the Bill to revise the current Labour Code and states that the version of the draft examined by the Advisory Labour Committee amends section 61(2) of the Labour Code to align it with the Convention. Noting that the Bill is currently under examination by the Prime Minister’s Office, the Committee trusts that the Government will be able to confirm its adoption in the near future and that the new text will contain provisions that fully reflect the principle of equal remuneration for men and women for work of equal value laid down in the Convention. The Government is asked to continue to provide information on progress made in the revision of the Labour Code and to provide copies of the Act to amend it as soon as it has been adopted.

Article 2(2)(c). Collective agreements. For several years the Committee has been pointing out that section 70 of the CAMRAIL collective agreement is discriminatory in that it grants travel allowances only to the wife and children of a worker and not to the husband of a female employee. It has asked the Government to take the necessary steps to ensure that the provisions of the CAMRAIL collective agreement comply with the principle of equal remuneration for men and women for work of equal value. The Committee notes that the Government again states that it is in the process of taking the necessary steps to ensure that the clauses of the CAMRAIL collective agreement observe the principle established in the Convention. It also indicates that the forthcoming revision of the collective agreement will enable the Joint Committee to examine the discriminatory provision. The Committee notes that in a communication of 20 October 2011 the Cameroon Trade Union Congress (CTUC) indicates that in violation of the Convention, the employers refuse to apply the principle of equal remuneration in collective agreements, and there is no pressure on them to do so. In view of the Government’s commitments, the Committee trusts that it will shortly be in a position to report that the discriminatory clauses on additional emoluments in the CAMRAIL collective agreement have been revised, and asks the Government to provide information in this regard. Furthermore, in the absence of a reply on the matter, it again asks the Government to state more generally the action taken to encourage the social partners to examine collective agreements in the light of the principle of equal remuneration for men and women for work or equal value and to revise any discriminatory clauses identified. Please also provide copies of relevant extracts of collective agreements.

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

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

The Committee notes that the report submitted by the Government in 2012 is identical to the one which it sent in 2011. The Committee therefore hopes that the Government will supply information in reply to the questions raised in its previous observation, which dealt with the points raised below. The Committee notes the observations made by the General Union of Cameroon Workers (UGTC) in a communication dated 29 October 2012, and invites the Government to send any comments in reply to these observations.

Article 1(1)(a) of the Convention. Legislation. The Committee notes that the Government merely reaffirms that it is in the process of completely revising the Labour Code and its implementing regulations and that this revision will incorporate provisions defining and prohibiting direct and indirect discrimination based on each of the grounds listed in the Convention. Noting that the Bill revising the Labour Code has been examined by the Labour Advisory Committee and that it is being examined by the Prime Minister’s office, the Committee trusts that the Government will be in a position to report on the adoption of this text in the near future and that it will contain provisions defining and explicitly prohibiting direct or indirect discrimination based on at least all the grounds listed in the Convention, in all aspects of employment and occupation, including access to vocational training. The Government is also requested to continue to supply information on progress made on the revision of the Labour Code and to forward a copy of the Act revising the Labour Code, once it has been adopted.

Discrimination based on sex. For a number of years the Committee has been urging the Government to take specific steps as soon as possible to implement the process of legislative reform in order to remove from the national legislation the provisions that have the effect of destroying or impairing equality of opportunity or treatment for women in employment and occupation, especially the provisions of the Penal Code and the Civil Code and also Decree No. 81-02 of 1981, which gives the husband the right to object to his wife working by invoking the interests of the household and the children. The Committee notes that the Government merely indicates that these provisions will be removed. Furthermore, as regards the progress of the Bill concerning the prevention and suppression of violence against women, the Government indicates that this is being examined by the Ministry for Women and the Family. The Committee is therefore bound to repeat its request and urges the Government to adopt without delay: the necessary measures to ensure that provisions that have the effect of discriminating against women in employment and occupation are removed from the legislation; and specific measures to combat stereotyping and prejudice regarding the respective roles of women and men in society so as to remove obstacles to the employment of women. The Committee hopes that the Government will soon be in a position to report on the adoption of the Act concerning the prevention and suppression of violence against women and discrimination based on sex, and requests the Government to provide a copy of this text, once it has been adopted.

Article 2. National equality policy. The Committee recalls that the primary obligation of ratifying States is to declare and pursue a national policy designed to promote equality of opportunity and treatment in respect of employment and occupation, with a view to eliminating any discrimination in respect thereof, and that specific, targeted measures need to be adopted to achieve this objective. These measures should make an effective contribution to the elimination of direct and indirect discrimination and the promotion of equality of opportunity and treatment for all categories of workers, in all aspects of employment and occupation, and in respect of all the grounds of discrimination covered by the Convention (see General Survey on the fundamental Conventions, 2012, paragraphs 841–847). Recalling that no society is completely free from discrimination, the Committee urges the Government to take the necessary measures as soon as possible to formulate and implement a national equality policy including programmes of action and specific measures to promote equality of opportunity and treatment without any distinction as to race, colour, sex, religion, political opinion, national extraction or social origin and to take steps to address discriminatory practices in employment and occupation. The Government is requested to provide information on progress made in the formulation and implementation of this policy and on the results achieved.

The Committee further notes that the report does not contain any reply to its previous comments, which read as follows:

Discriminatory job offers. The Committee notes the communication of 9 September 2011, in which the General Union of Workers of Cameroon (UGTC) alleges that some companies continue to advertise gender-based job vacancies. The Committee points out that job vacancies addressed solely to men or to women are discriminatory unless the requirement for a man or a woman is inherent in the job (Article 1(2)), and that such exceptions must be interpreted narrowly to avoid restricting the protection afforded by the Convention unduly. The Committee requests the Government to provide information in reply to the UGTC’s allegations, specifying in particular whether labour inspectors have dealt with instances of discriminatory employment vacancies addressed solely to men or to women, indicating any action they may have taken in such instances, for example, the penalties imposed.

Discrimination based on race, colour and national extraction. The Committee recalls the comments made by the General Confederation of Labour-Liberty (CGT-Liberté) concerning the Equal Remuneration Convention, 1951 (No. 100), alleging that certain enterprises apply wage differentials on the basis of ethnic origin. The Government indicates in its report that the Labour Code prohibits wage discrimination and that it is up to victims and trade unions to take legal action. In this respect, the Committee notes from the PAMODEC survey that the provisions in force regarding the system of the burden of proof with respect to discrimination make it very difficult for workers to prove that they are the victims of pay discrimination. This document adds that this is one of the reasons why, despite the fact that discrimination is felt to be widespread, legal action against discrimination is rarely seen. The Committee requests the Government to supply information on all the measures taken to guarantee the effective application of the principle of equality of opportunity and treatment in respect of employment without any distinction on the basis of race, colour or national extraction, including the measures taken in law and in practice to help workers to prove the existence of discrimination.

Article 5. Special measures of protection for women. The Committee notes the observations of 20 September 2010 by the UGTC alleging that some jobs and occupations are reserved for one or the other sex, a case in point being the firefighters of the firm ASECNA, which recruits only men. The Committee refers to its previous comments on the need to revise the list of jobs prohibited for women set forth in Order No. 16/MLTS of 27 May 1969, and notes the Government’s statement that the revision of the Labour Code now under way will provide an opportunity to revise the list of jobs prohibited for women. Recalling that measures of protection for women must be restricted to maternity protection and must not be based on stereotypes regarding women’s professional abilities and their role in society, which confine women to certain jobs, the Committee urges the Government to take the necessary steps to amend the list of jobs prohibited for women in the light of these principles and to take measures to eliminate the obstacles to women’s employment in practice. Please provide information on the measures taken to this end and send a copy of the Order as soon as it has been revised.

The Committee hopes that the Government will make every effort to take the necessary measures in the near future.

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

[The Government is asked to reply in detail to the present comments in 2014.]

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

Article 3 of the Convention. Objective job evaluation. According to the Government, when collective agreements are negotiated by the social partners under the aegis of the Government, the Government’s representatives ensure that the law is obeyed. The Government also indicates that the guaranteed interoccupational minimum wage (SMIG) is negotiated within the framework of the National Labour Advisory Committee. While noting this information, the Committee refers the Government to its previous comments and again asks it to provide specific information on the evaluation methods used in collective negotiations to establish the job classification and fix wages, and on the objective criteria used by the social partners to classify jobs.

Article 4. Collaboration with employers’ and workers’ organizations. The Committee notes the Government’s statement that awareness raising for the social partners takes place during the negotiations and through the labour inspectorate. The Committee asks the Government to provide examples of the awareness-raising activities undertaken for employers’ and workers’ organizations, in particular by labour inspectors, specifically on the topic of equal remuneration for men and women for work of equal value.

Pay differentials. Labour inspection and monitoring implementation of the Convention in practice. The Committee notes the Government’s statement that it monitors capacity building for labour inspectors and that extracts of inspection reports will be sent as soon as possible. It also notes that, according to the Government, it is the job of workers’ organizations to raise their members’ awareness about equality of remuneration and to help workers to demonstrate the existence of wage discrimination. The Committee points out that while workers’ organizations have an important role to play, particularly as regards informing workers of their rights, the Government has a duty to ensure that the principle of equal remuneration for men and women for work of equal value is observed both in law and in practice. The Committee asks the Government to provide information on the training provided for labour inspectors and magistrates to build their capacity to deal with cases of unequal remuneration, and on the measures taken to ensure that workers are able to assert their right to equal remuneration effectively.

Statistics. Noting the creation of the National Labour Observatory in the Ministry of Labour and Social Security, the Committee trusts that the Government will shortly be in a position to provide statistics of the distribution of men and women and their respective levels of pay, by sector and occupation, in the private sector and in the public service.

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

Discrimination based on sex. Sexual harassment. The Government indicates in its report that sexual harassment is prohibited and punished under the Penal Code (section 347). The Committee notes, however, that this provision addresses indecent assault on minors aged between 16 and 21 and does not cover all situations of sexual harassment at work. The Committee trusts that the Government will take the necessary steps to include in the labour legislation provisions that prohibit and punish sexual harassment, both quid pro quo and hostile working environment harassment. The Government is asked to provide information on any measures taken to this end, whether or not in the course of revising the Labour Code, and on any specific measures taken to prevent sexual harassment at the workplace.

Access of girls and women to education, training and vocational guidance. The Government indicates that it has focused in particular on promoting access to education and vocational training for young people, in particular by granting science scholarships to female students. While noting this information, the Committee requests the Government to provide information on the promotion of equality in education and vocational training, and on the manner in which such measures are reflected in women’s employment, and particularly women’s access to a broader range of jobs and jobs traditionally held by men.

Discriminatory job offers. The Committee notes the communication of 9 September 2011 in which the General Union of Workers of Cameroon (UGTC) alleges that some companies continue to advertise gender-based job vacancies. The Committee points out that job vacancies addressed solely to men or to women are discriminatory unless the requirement for a man or a woman is inherent in the job (Article 1(2) of the Convention), and that such exceptions must be interpreted narrowly to avoid restricting the protection afforded by the Convention unduly. The Committee requests the Government to provide information in reply to the UGTC’s allegations, specifying in particular whether labour inspectors have dealt with instances of discriminatory employment vacancies addresses solely to men or to women, indicating any action they may have taken in such instances, for example the penalties imposed.

Discrimination based on race, colour and national extraction. With regard to discrimination on these grounds, the Committee notes that the Government’s report still contains no reply to its previous comments, which read as follows:

The Committee recalls the comments made by the General Confederation of Labour-Liberty (CGT-Liberté) concerning the Equal Remuneration Convention, 1951 (No. 100), alleging that certain enterprises apply wage differentials on the basis of ethnic origin. The Government indicates in its report that the Labour Code prohibits wage discrimination and that it is up to victims and trade unions to take legal action. In this respect, the Committee notes from the PAMODEC survey that the provisions in force regarding the system of the burden of proof with respect to discrimination make it very difficult for workers to prove that they are the victims of pay discrimination. This document adds that this is one of the reasons why, despite the fact that discrimination is felt to be widespread, legal action against discrimination is rarely seen. The Committee requests the Government to supply information on all the measures taken to guarantee the effective application of the principle of equality of opportunity and treatment in respect of employment without any distinction on the basis of race, colour or national extraction, including the measures taken in law and in practice to help workers to prove the existence of discrimination.

Discrimination against indigenous peoples. The Government states in its report that there has been a significant improvement in the situation of members of the Baka, Bagyéli and Mbororo communities in the labour market. The Committee asks the Government to provide specific information in support of this statement, specifying in particular the measures it has taken to improve the living conditions of the Baka, Bagyéli and Mbororo peoples and the conditions in which they carry on their respective traditional activities. The Government is again asked to indicate the measures taken or envisaged to prevent and combat persistent stereotyping and prejudice against the members of indigenous communities, in particular through awareness-raising campaigns and the promotion of equality between all sectors of the population.

Article 3(d). Employment under the direct control of a national authority. In the absence of any information on this point in the Government’s report, the Committee again asks the Government to provide information on the application of the Convention in the public service, particularly on the measures taken to promote equality of opportunity and treatment for men and women, including in respect of recruitment, training and promotion. Noting the Government’s statement that the statistics requested will be sent later, the Committee reiterates its request for statistical information on public employment disaggregated by sex and according to level of education, type of employment and level of responsibility, and hopes that the Government will shortly be in a position to provide such data.

Article 5. Special measures of protection for women. The Committee notes the observations of 20 September 2010 by the UGTC alleging that some jobs and occupations are reserved for one or other sex, a case in point being the firefighters of the firm ASECNA, which recruits only men. The Committee refers to its previous comments on the need to revise the list of jobs prohibited for women set forth in Order No. 16/MLTS of 27 May 1969, and notes the Government’s statement that the revision of the Labour Code now under way will provide an opportunity to revise the list of jobs prohibited for women. Recalling that measures of protection for women must be restricted to maternity protection and must not be based on stereotypes regarding women’s professional abilities and their role in society, which confine women to certain jobs, the Committee urges the Government to take the necessary steps to amend the list of jobs prohibited for women in the light of these principles and to take measures to eliminate the obstacles to women’s employment in practice. Please provide information on the measures taken to this end and send a copy of the Order as soon as it has been revised.

Activities of the National Committee on Human Rights and Freedoms (CNDHL) and the National Advisory Committee on Labour (CNCT). The Committee notes the observations of the Confederation of United Workers of Cameroon (CTUC) dated 20 October 2011, expressing the firm hope that the CNCT will meet in the near future, including to discuss the revision of the Labour Code. Noting the Government’s statement that information on the employment and occupation activities of the CNDHL will be sent as soon as possible, the Committee reiterates its request for such information and for information on the activities of the CNCT that focus specifically on equality and non-discrimination in employment and occupation, including regarding any consultations with respect to the revision of the Labour Code.

Part V of the report form. Statistics. Noting the creation of the National Labour Observatory in the Ministry of Labour and Social Security, the Committee trusts that the Government will shortly be in a position to provide statistics on the situation of men and women in the labour market in the various sectors of the economy and at different levels of responsibility.

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

The Committee notes the communication from the Confederation of United Workers of Cameroon (CTUC), dated 20 October 2011. The Committee asks the Government to communicate its comments in this response.

Article 2(2)(a) of the Convention. Work of equal value. Legislation. For several years the Committee has been drawing the Government’s attention to the fact that section 61(2) of the Labour Code makes payment of an equal wage to all workers, regardless of their origin, sex, age, status and religious belief, contingent on “equal conditions of work and skill” and that it therefore does not give full effect to the principle of equal remuneration for work of equal value. The Committee notes the Government’s commitment to amending section 61(2) of the Labour Code when the Code is revised. It notes, however, that the report contains no information as to when the reform of the labour legislation is to be conducted. The Committee trusts that the Government will take the necessary steps in the near future to amend section 61(2) of the Labour Code so that it reflects the principle laid down in the Convention, and asks the Government to provide specific information on the measures taken to this end and on progress made in the Labour Code revision process.

Article 2(2)(c). Collective agreements. In its previous comments the Committee pointed out that section 70 of the CAMRAIL collective agreement is discriminatory in that it provides for the grant of travel allowances only to the wife and children of a worker and not to the husband of a CAMRAIL female worker. The Committee asked the Government to take the necessary steps to ensure that the provisions of the CAMRAIL collective agreement observe the principle of equal remuneration for men and women for work of equal value. The Committee notes the Government’s statement that it is in the process of taking the necessary measures to ensure that the clauses of the CAMRAIL collective agreement observe the principle laid down in the Convention. Pointing out once again that the principle of equal remuneration for men and women laid down in the Convention applies not only to wages but also to all related benefits, the Committee asks the Government to specify the measures taken, in cooperation with the social partners, to ensure that the discriminatory clauses of the CAMRAIL collective agreement are revised, and to indicate, more generally, the action taken to encourage the social partners to examine collective agreements in the light of the principle of equal remuneration for men and women for work of equal value. Please also provide copies of relevant extracts of collective agreements.

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

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

Article 1(1)(a) of the Convention. Grounds of discrimination. Legislation. The Committee notes the Government’s statement that it is revising the Labour Code and its enabling texts in full and that the revised legislation will contain provisions defining and prohibiting direct and indirect discrimination based on each of the criteria listed in the Convention. The Committee urges the Government to take the necessary steps to ensure that the Labour Code includes provisions defining and prohibiting direct and indirect discrimination based on race, colour, sex, religion, political opinion, national extraction and social origin, at all stages of employment and occupation, and asks it to provide specific information on progress in the revision of the labour legislation.

Discrimination based on sex. With reference to its previous comments, the Committee notes the Government’s assurance that any provision which has the effect of destroying or impairing equality of opportunity or treatment for women in employment and occupation will be repealed. It notes, however, that the Government gives no indication of progress made in the process of revising the legislation. It further notes that in its concluding observations, the United Nations Human Rights Committee stated that it remains concerned that women are vulnerable to discrimination under customary law, and at the prevalence of stereotypes and customs in Cameroon which are contrary to the principle of equality of rights between men and women. The UN Human Rights Committee considers that Cameroon should strengthen and pursue its efforts to address discriminatory traditions and customs through education and awareness-raising campaigns (CCPR/C/CMR/CO/4, 4 August 2010, paragraph 8). Noting this information, the Committee again urges the Government to take the necessary measures without delay to remove from the legislation the provisions that have the effect of discriminating against women in employment and occupation, and asks it to provide information on the measures taken to this end. The Committee also asks the Government to take steps to combat stereotyping and prejudice regarding the respective roles of men and women in society so as to remove obstacles to the employment of women. The Committee also requests the Government to provide specific information on the status of the work in process on the Bill for the prevention and punishment of violence against women and discrimination based on sex, and to send a copy of it as soon as it has been adopted.

Article 2. National policy on equality of opportunity and treatment. The Committee notes the Government’s statement that there is no discrimination whatsoever on grounds of race, colour, sex, religion, political opinion or social origin in Cameroon. It notes that the Government merely indicates that it will take the necessary steps to prepare and implement the national policy on equality. Pointing out that no society is completely free of discrimination, the Committee again asks the Government to take the necessary steps as soon as possible to declare and pursue a national policy on equality including programmes of action and specific measures to promote equality of opportunity and treatment without distinction as to race, colour, sex, religion, political opinion, national extraction or social origin, and to address discriminatory practices in employment and occupation. The Government is also asked to provide information on progress made in declaring and pursuing this policy and on the results obtained.

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

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

Sexual harassment. Discrimination based on sex. The Committee notes that, with regard to the legal prohibition of sexual harassment, the Government refers to section 12 of the preliminary draft Uniform Act of the Organization for the Harmonization of Business Law in Africa (OHADA) regarding labour law. Recalling its 2002 general observation, the Committee underlines that sexual harassment is a form of discrimination based on sex and that, accordingly, in conformity with the Convention which covers discrimination based on this ground and which requires the adoption of a national policy to promote equality of opportunity and treatment, measures must be taken to eliminate it. The Committee accordingly strongly encourages the Government to take specific measures to prevent, prohibit and punish sexual harassment in employment and occupation, in law and in practice. The Government is requested to provide information on the measures taken to this end.

Access of girls and women to education and vocational training and guidance. The Committee notes that the Government once again refers to a national employment and vocational training policy currently under preparation. The Government also states that it has taken measures to promote the access of girls to training in non-traditional areas and that it has put in place an education grant system. The Committee further notes that the Committee on the Elimination of Discrimination against Women, in its 2009 concluding observations (CEDAW/C/CMR/CO/3, 10 February 2009, paragraph 36), noted with concern that women’s employment remains concentrated in certain sectors such as agriculture and domestic services. In this regard, the Committee stresses the importance of continuing the promotion of girls’ and women’s access to education and vocational training and to encourage them to take part in training preparing for occupations which have traditionally been carried out by men in order to combat occupational segregation and to increase their employment opportunities. The Committee requests the Government to provide detailed information on the measures taken, and the impact thereof, to promote equal access to education and vocational training of men and women, and to allow boys and girls to choose from a wider range of occupations. Please provide statistical data on the enrolment of girls’ and women’s participation in vocational training, both in urban and rural areas.

Discrimination based on race, colour and national extraction. With regard to discrimination based on these grounds, the Committee notes that the Government’s report contains no information in reply to its previous comments, which read as follows:

The Committee recalls the comments made by the General Confederation of Labour-Liberty (CGT-Liberté) concerning the Equal Remuneration Convention, 1951 (No. 100), alleging that certain enterprises apply wage differentials on the basis of ethnic origin. The Government indicates in its report that the Labour Code prohibits wage discrimination and that it is up to victims and trade unions to take legal action. In this respect, the Committee notes from the PAMODEC survey that the provisions in force regarding the system of the burden of proof with respect to discrimination make it very difficult for workers to prove that they are the victims of pay discrimination. This document adds that this is one of the reasons why, despite the fact that discrimination is felt to be widespread, legal action against discrimination is rarely seen. The Committee requests the Government to supply information on all the measures taken to guarantee the effective application of the principle of equality of opportunity and treatment in respect of employment without any distinction on the basis of race, colour or national extraction, including the measures taken in law and in practice to help workers to prove the existence of discrimination.

Discrimination against indigenous peoples. The Committee notes the succinct information provided by the Government on certain measures taken by the authorities and non-governmental organizations in favour of the Baka, Bagyéli and the Mbororo, including as regards the education of the children of these communities and the indentification of community forests. Noting that the Government’s report contains no information on the situation of the members of the indigenous communities in employment, including vocational training, the Committee requests the Government once again to provide information on the following:

(i)    the measures taken to improve the living and working conditions of the indigenous peoples, including remuneration for work;

(ii)   on the situation of the Baka, Bagyéli and Mbororo on the labour market and in the education system (including statistics disaggregated by sex).

The Committee also requests the Government to indicate the measures taken or envisaged to prevent and combat persisting prejudices and stereotypes against the members of indigenous communities.

Article 3(d) of the Convention. Employment under the direct control of a national authority. The Committee requests the Government to provide information on the application of the Convention in the public service including information on the measures taken to promote equality of opportunity and treatment of men and women, including in respect of recruitment, training and promotion. Please also provide statistical information, disaggregated by sex, regarding public employment according to levels of education, type of employment and level of responsibility.

Article 5. Special measures of protection for women. The Committee notes that the Government took note of the necessity to revise the list of prohibited work established by Order No. 16/MLTS of 27 May 1969 and to limit the measures of protection for women to those aimed at protecting maternity. Drawing the Government’s attention to the importance of not only ensuring that the specific measures of protection for women are limited to the protection of maternity but also that they are not based on stereotypes regarding women’s professional abilities and their role in society, the Committee trusts that the Government will take the necessary measures in the near future to revise the list of work prohibited to women. Please provide information on the measures taken in this regard and provide a copy of the Order as soon as revised.

Activities of the National Commission on Human Rights and Freedoms and of the National Labour Advisory Commission. The Committee notes the Government’s indication that the national employment and vocational training policy, which is currently under preparation and which, according to the Government, promotes the principle of equality of opportunity and treatment in employment and occupation, will be examined by the National Labour Advisory Commission (CNCT). The Committee requests the Government to provide information on the consultations held by the CNCT on measures relating to equality of opportunity and treatment and reiterates its request for information on the activities undertaken or envisaged by the National Commission on Human Rights and Freedoms to promote the principle of equality in employment occupation, in accordance with the provisions of the Convention.

Part V of the report form. Statistics. The Committee notes the Government’s indication that 37 large enterprises have been established to serve as partners and focal points of the network of the National Employment and Vocational Training Observatory (ONEFPO). The Committee hopes that the Government will soon be in a position to provide statistical information on the situation of men and women in the labour market, and in the different sectors of the economy and different levels of responsibility. Please provide information on progress made in this regard.

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

Article 3 of the Convention. Objective job evaluation. The Committee notes that, according to the general information supplied by the Government, the content of each job in the sector where agreements are negotiated and the requisite diplomas are determined by the workers and employers of the sector and that it is on this basis that the classification of jobs and the corresponding wages are drawn up, with the Ministry of Labour and Social Security acting as arbitrator. The Committee reminds the Government in this connection that it is important to ensure that in the event of negotiations on the classification of jobs and setting of wages, the principle of equal remuneration for men and women for work of equal value is taken into account, and to make sure that in determining the value of jobs, the work done largely or exclusively by women is not undervalued in comparison with the work done largely or exclusively by men. The Committee repeats the request it made to the Government in its previous comments to indicate the evaluation methods used where there is collective bargaining to establish a job classification and fix wages, specifying the criteria used by the social partners. It also repeats its request to the Government to provide information on the method or methods it uses in determining the guaranteed interoccupational minimum wage (SMIG).

Article 4. Cooperation with employers’ and workers’ organizations. The Committee notes the Government’s statement that the measures under way to convince the social partners that the provisions of collective agreements need to be consistent with the principles of the Convention are to be pursued. The Committee asks the Government to provide detailed information on the measures taken to raise awareness among the social partners of the principle of equal remuneration for work of equal value.

Differences in remuneration. Labour inspection and supervision of the practical application of the Convention. The Committee notes the Government’s statement that more than 300 inspection visits are carried out every year in the so‑called “remote” areas and that breaches of the principle of equal remuneration are seldom noted. The Committee recalls that the fact that no breaches are reported does not necessarily mean that there is no wage discrimination, and that such discrimination is often difficult to detect, particularly in the absence of an objective job evaluation method. The Committee asks the Government to provide information on the measures taken to improve training for labour inspectors in combating wage inequalities and to provide them with the necessary tools and resources to identify and remedy wage discrimination. It asks the Government to provide extracts from inspection reports relating to supervision of the provisions of the law that relate to equal remuneration. Lastly, noting that the report supplies no information on the matter, it also asks the Government once again to indicate the measures taken or envisaged to help men and women workers to establish discrimination with respect to remuneration.

Statistics. The Committee notes the Government’s statement that it is still difficult to assess the nature and extent of any wage inequality between men and women since the regulatory framework in force is conducive to observance of wage equality among workers, whether in the private sector or the public service. The Committee points out in this connection that statistics of men’s and women’s remuneration in the private and the public sectors are essential to preventing and combating wage discrimination effectively. It asks the Government to take the necessary steps to have statistics compiled on the level of men’s and of women’s earnings, by sector and by occupation in the private sector and in the public service, allowing a practical assessment of the nature, extent and causes of differentials in remuneration between men and women so that appropriate remedial measures may be devised.

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

Article 1, paragraph 1(a), of the Convention. Grounds of discrimination covered by the legislation. Recalling its comments over many years regarding the need to bring the legislation into conformity with the Convention by including all grounds of discrimination listed in Article 1(1)(a), the Committee notes that the Government reiterates that it will consider this issue in the context of a future revision of the Labour Code, though no specific information in this regard is provided. Recalling that despite its repeated requests, the Government has not yet taken any measures to initiate such a revision process, the Committee urges the Government to take the necessary measures to revise the legislation to include provisions defining and prohibiting direct and indirect discrimination based on all the grounds listed in the Convention (race, colour, sex, religion, political opinion, national extraction and social origin) in respect of all stages of the employment process, including recruitment, in accordance with the obligations it has undertaken by ratifying the Convention. The Government is requested to provide detailed information on the progress made in this regard.

Discrimination based on sex. Legislation. The Committee notes that the Government’s report does not contain information in reply to its previous comments which stressed the importance of repealing any provisions of the legislation that discriminate against women, in order to ensure that full effect is given to the principle of equality of opportunity and treatment of men and women in employment and occupation. It recalls in particular that in accordance with section 223 of the Civil Code, husbands can prevent their wives from engaging in certain occupations. The Committee also notes that in its 2009 concluding observations, the Committee on the Elimination of Discrimination against Women noted an absence of progress regarding the abrogation of discriminatory provisions, particularly in the Penal Code, the Civil Status Registration Ordinance and the Civil Code. (CEDAW/C/CMR/CO/3, 10 February 2009, paragraph 14). The Committee accordingly urges the Government to take, without further delay, concrete measures to initiate a process of legislative reform to repeal all provisions which have the effect of nullifying or impairing women’s equality of opportunity and treatment in employment and occupation, and requests the Government to provide information on the measures taken to this end.

Article 2. National policy on equality of opportunity and treatment. The Committee notes that the Government affirms that the national policy on employment and vocational training currently under preparation is dedicated to the principle of equal treatment and access to employment and non-discrimination. The Committee recalls nevertheless that in its previous comments it underlined that the recognition of the principle of equality alone is not sufficient to constitute a national policy within the meaning of Article 2 of the Convention, and that it is necessary to adopt and implement concrete and proactive measures such as training programmes and public awareness raising, to promote equality of opportunity and treatment effectively. In this regard, the Committee notes that the Committee on the Elimination of Discrimination against Women, in its 2009 concluding observations expressed concern over the persisting patriarchal attitudes and deep-rooted stereotypes concerning the roles and responsibilities of women, which are a source of discrimination against them (CEDAW/C/CMR/CO/3, 10 February 2009, paragraph 24). The Committee requests the Government to take the necessary measures to elaborate and implement a national policy which includes action programmes and concrete measures to promote equality of opportunity and treatment and to address discriminatory practices in employment and occupation effectively. The Government is requested to provide information on the progress made with regard to the elaboration and implementation of such national policy and the results achieved.

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

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

Article 2, paragraph 2(a), of the Convention. Work of equal value. Legislation. In its previous comments, the Committee noted that section 61(2) of the Labour Code did not give full effect to the principle of equal remuneration as laid down in the Convention in that equal remuneration is restricted to “equal conditions of work and equal professional ability”. It asked the Government to take the necessary steps to include in the legislation the principle of equal remuneration for work of equal value. It notes that in its report, the Government affirms that “in accordance with the provisions of section 61(2) of the Labour Code, the principle of equal remuneration for work of equal value is established”. The Committee refers to its general observation of 2006 and wishes to draw the Government’s attention, once again, to the notion of “work of equal value” which goes further than the notions of “equal conditions of work” and “equal professional ability”. When men and women perform different jobs and when women are confined to certain occupations, in particular because of historical perceptions towards the role of women in society along with stereotypical assumptions regarding their professional abilities, it is essential to compare the value of the work done. This is because although the work may involve different types of qualifications, skills, responsibilities or working conditions it is nevertheless work of equal value overall. In order to determine whether different jobs are of equal value, it is necessary to examine the tasks involved on the basis of criteria that are fully objective and non-discriminatory, taking particular care to ensure that “skills traditionally considered to be female” (such as those required in the caring professions) are not undervalued in comparison with “skills traditionally regarded as male” (such as those relating to physical strength). Accordingly, in order to prevent and address effectively discrimination in remuneration, the Committee once again asks the Government to take the necessary steps to amend section 61(2) of the Labour Code so as to fully reflect the principle of equal remuneration between men and women for work of equal value set out in the Convention, and to provide information on any measures taken to this end.

Article 2. Scope of the principle laid down in the Convention. In its previous comments, the Committee asked the Government to take the necessary steps, in cooperation with the social partners, to ensure that the provisions of article 70 of the CAMRAIL collective agreement, concerning the grant of benefits in the form of transport facilities only to the wife and children of an employee, conform with the principle of equality laid down in the Convention. In a communication of 5 December 2007, the Government states, referring to the application of the CAMRAIL agreement, that the General Union of Workers of Cameroon (UGTC) asserts that equal treatment exists in practice. Consequently, the Government says, that is enough. The Committee also notes that the Government indicates in its 2009 report that the CAMRAIL collective agreement has not been renegotiated, nor is it in the process of renegotiation. While noting the statement that equality is observed in practice, the Committee is of the view that maintaining discriminatory provisions in the text of the CAMRAIL collective agreement may have the effect of preventing men and women workers from knowing their rights and seeking to assert them. The Committee accordingly asks the Government to take the necessary steps, in cooperation with the social partners, to ensure that the provisions of the CAMRAIL agreement observe the principle of equal remuneration between men and women for work of equal value, and to encourage the social partners to revise any discriminatory provisions on remuneration, including allowances and benefits, in collective agreements when they are renegotiated.

Articles 2 (paragraph 2(c)), and 4. Work of equal value. Collective agreements. Cooperation with employers’ and workers’ organizations. In its report, the Government indicates that some collective agreements have been negotiated or revised recently, and affirms that they provide for measures to give effect to Article 2 of the Convention. The Government also states that measures under way to convince the social partners of the need to bring the provisions of collective agreements into line with those of the Convention, are to be pursued. The Committee hopes that the recently concluded collective agreements incorporate the principle of equal remuneration between men and women for work of equal value and that those in the process of negotiation will likewise reflect the principle, and asks the Government to provide a copy of the clauses of these agreements that pertain to wages, allowances and bonuses.

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

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

1. Article 2 of the Convention. Work of equal value. Laws and regulations. The Committee notes that section 61(2), of the Labour Code stipulates that “in equal conditions of work and professional ability, wages are equal for all workers, regardless of their origin, gender, age, status and religious beliefs”. The Committee notes that this section does not fully reflect the principle of equal remuneration for men and women as set forth in the Convention, since this principle encompasses not only work in equal conditions or similar types of work, but also types of work which, while different, are of equal value. The Committee draws the Government’s attention to its 2006 general observation, in particular to paragraph 6 thereof, which states that legal provisions that are narrower than the principle as laid down in the Convention, as they do not give expression to the concept of “work of equal value”, hinder progress in eradicating gender-based pay discrimination against women at work. The Committee asks the Government to provide information on the manner in which the principle of equal remuneration for work of equal value is applied in practice. The Committee asks the Government to take all the necessary steps to give full legislative expression to the principle of equal remuneration for work of equal value and to provide information on any progress made in this regard.

2. Differences in remuneration. In its previous comments, the Committee noted the points raised by the Union of Free Trade Unions of Cameroon (USLC) concerning the application by certain employers, especially in remote areas, of different wage rates for men and women. The Government states that in order to remedy this situation, it is the responsibility of the workers affected and the trade unionists to denounce such employers. The Government also states that labour inspections are carried out to monitor the application of the Convention in respect of equal remuneration. In this regard, the Committee notes from the PAMODEC study that the provisions in force relating to proof of discrimination make it very difficult for workers to prove that they are victims of wage discrimination. The above document adds that this is one of the reasons why, despite the widespread awareness of recurrent discriminatory practices, not many discrimination-related disputes have been noted. The Committee asks the Government to provide information on the steps taken to help workers demonstrate wage discrimination. The Committee also asks the Government to provide information on the manner in which labour inspections ensure the effective application of the Convention and particularly on the number of labour inspections carried out in remote areas and the nature of the reported violations of the principle of equal remuneration for men and women for work of equal value.

3. Article 3. Objective appraisal of jobs. The Committee notes from the Government’s report that the State sets the minimum guaranteed interoccupational wage (SMIG). It also notes the existence of a standard national job classification system and the professional job classification system in the sectors where agreements are negotiated. The Committee asks the Government to send information on the methods used to establish the abovementioned job classification systems and on the manner in which these systems apply the principle of equal remuneration for work of equal value for the setting of the SMIG and the wages fixed through collective bargaining.

4. Part V of the report form. Statistics. The Committee notes that the Government is still not able to provide statistical information on the application of the Convention. The Committee notes that the Government once again requests the technical assistance of the Office to compile all the requested data. The Committee hopes that the Office will very soon be in a position to provide such assistance. In the meantime, it nevertheless encourages the Government, once again, to make every effort to collect and provide any information on the practical application of the Convention, including through collective agreements, that would permit the Committee to assess the nature and extent of any existing wage inequalities between men and women.

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

1. Gender-based discrimination. Sexual harassment. The Committee notes the statement in the Government’s report that the prevention and repression of sexual harassment come within the scope of ordinary law. The Committee notes, however, that according to the survey of obstacles to the implementation of fundamental principles and rights at work in Cameroon, undertaken in the context of the support project for the implementation of the Declaration (PAMODEC) in September 2007, no item of Cameroonian legislation deals specifically with sexual harassment. The survey also indicates that section 12 of the preliminary draft Uniform Act of the Organization for the Harmonization of Business Law in Africa (OHADA) regarding labour law prohibits any form of psychological or sexual harassment at work resulting from any kind of abusive and repetitive conduct. However, the Committee notes that, according to the abovementioned survey, it would be difficult to combat sexual harassment effectively by virtue of this section because of the gaps that exist in the OHADA preliminary draft regarding the burden of proof, protection of witnesses and applicable penalties. In view of the seriousness of sexual harassment in employment and occupation and the impact thereof, the Committee draws the Government’s attention to the need to prohibit sexual harassment explicitly in law. In this respect, the Committee reminds the Government that the definition of sexual harassment contains two key elements, namely quid pro quo harassment and harassment due to a hostile work environment, and refers the Government in this respect to its general observation of 2002 on sexual harassment. The Committee hopes that the Government will take all the necessary steps to prohibit both types of sexual harassment in law and requests the Government once again to supply information on any other measure taken or envisaged to prevent and take action against sexual harassment at work.

2. Discriminatory treatment of women. In its previous comments, the Committee noted the concerns expressed both by the Committee on Economic, Social and Cultural Rights (E/C.12/1/Add.40) and the Committee on Human Rights (CCPR/C/79/Add.116) with respect to the unequal legal status of women regarding the right to own property, the laws on credit and bankruptcy, and the right of husbands to seek a court order to prevent their wives from engaging in certain occupations. The Committee notes the Government’s statement in its report that it will request the Committee on Synergy to issue a recommendation on the abolition of the provisions of the Labour Code which are not in conformity with the national policy against discrimination. Emphasizing once again the importance of repealing any provisions in the legislation which discriminate against women, the Committee hopes that the Government will take all the necessary steps to review the legislation in question so that it finally gives full effect to the principle of equality of opportunity and treatment in respect of employment and occupation, and requests the Government to keep it informed in this regard.

3. Gender equality in access to employment. The Committee recalls noting that women account for only 25 per cent of public servants and only 30 per cent of jobseekers in general. The Committee notes from the Government’s report that the imminent drawing up of the national policy on employment in general and youth employment in particular will meet expectations regarding the promotion of employment for women and young persons. The Committee requests the Government to supply information on the measures taken within the national employment policy to promote gender equality in access to employment and training and to send information on the results achieved in this field.

4. Access to education for women. In its previous comments, the Committee expressed its concern at the fact that, under section 7 of Act No. 98/004 on education policy, the State guarantees equal access to education without any distinction as to sex, but that the same Act does not guarantee free primary education, which considerably reduces access to such education, particularly for girls. The Government states in its report that access to primary education is free. Moreover, the Committee notes that the survey on employment and the informal sector in Cameroon in 2005 reveals that, regardless of age, more men than women have attended school. The survey also indicates that gender-based inequalities in access to education are particularly severe in the regions of the North and Far North, where the school attendance rate for girls is only 8 and 4 per cent, respectively. It also emphasizes the fact that, with respect to the 25–50 age group, 9 per cent of men and 4 per cent of women have completed higher studies. The survey emphasizes the fact that where families have chosen to send children to school without any distinction as to sex, girls run the risk of being less successful than boys at school because of their involvement in domestic work. As a result, women entering the labour market are concentrated in jobs having a low level of qualification and in occupations traditionally performed by women. In view of this situation, the Committee requests the Government to send information on measures designed to promote access to primary and secondary education for girls and to promote training for women in non-traditional branches of activity.

5. Protective measures with regard to women. The Committee notes section 82 of the Labour Code, which prohibits women from working at night in industry, and section 83 of the Labour Code, which provides for the adoption of an Order determining the types of work which women are not permitted to perform. This Order excludes women from work which exceeds their physical strength and from work considered to be hazardous or insalubrious. The Committee notes that, according to the abovementioned survey conducted by PAMODEC, the vast majority of women interviewed suggested that the Order related to section 83 of the Labour Code should be updated periodically to adjust it to women’s new occupational skills and capacities. The Committee requests the Government to supply information on the revision of the list of types of work which are prohibited for women and requests the Government to limit protective measures regarding women to measures intended to provide maternity protection.

6. Discrimination on the basis of race, colour or national extraction. The Committee recalls the comments made by the General Confederation of Labour-Liberty (CGT-Liberté) concerning the Equal Remuneration Convention, 1951 (No. 100), alleging that certain enterprises apply wage differentials on the basis of ethnic origin. The Government indicates in its report that the Labour Code prohibits wage discrimination and that it is up to victims and trade unions to take legal action. In this respect, the Committee notes from the PAMODEC survey that the provisions in force regarding the system of the burden of proof with respect to discrimination make it very difficult for workers to prove that they are the victims of pay discrimination. This document adds that this is one of the reasons why, despite the fact that discrimination is felt to be widespread, legal action against discrimination is rarely seen. The Committee requests the Government to supply information on all the measures taken to guarantee the effective application of the principle of equality of opportunity and treatment in respect of employment without any distinction on the basis of race, colour or national extraction, including the measures taken in law and in practice to help workers to prove  the existence of discrimination.

7. Discrimination with regard to indigenous peoples. The Committee notes that the Government’s report merely states that efforts have been made by the authorities and by NGOs to provide education and vocational training for indigenous peoples. The Committee requests the Government to supply full information on the measures taken to improve the conditions of life and work of indigenous, especially in terms of equality of opportunity and treatment in employment and occupation. The Committee hopes that the Government will make every effort in its next report to supply statistical information, disaggregated by sex, on the situation of the Baka, Bagyèli and Mbororo in the labour market, as well as their participation in education and vocational training.

8. In its previous comments, the Committee noted the setting up of a National Commission on Human Rights and Freedoms and of a National Labour Advisory Commission. The Committee notes the Government’s statement to the effect that it does not yet have any reports from these two commissions. The Committee requests the Government to keep it informed on the activities planned or undertaken by the National Commission on Human Rights and Freedoms and the National Labour Advisory Commission to promote the principle of equality of opportunity and treatment in employment and occupation, in conformity with the provisions of the Convention.

9. Part V of the report form. Statistics. The Committee notes from the Government’s report that the National Employment and Vocational Training Observatory and the PAMODEC project are due to supply the requested statistics in the near future. The Government also requests assistance from the ILO with a view to the production of statistics. The Committee hopes that the Government will be able to make use of technical assistance from the Office to improve the collection and processing of statistical information. Meanwhile, the Committee requests the Government to supply the statistical information available on the distribution of men and women in various posts and the different levels of responsibility.

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

The Committee notes the communication from the General Confederation of Labour – Liberty Cameroon (CGTL) of 27 August 2007.

1. Article 2 of the Convention. Work of equal value. Collective agreements. In its previous comments, the Committee noted that section 37(1) of the national collective agreement for dockworkers was not fully consistent with the principle set forth in the Convention. This provision does not reflect the principle of equal remuneration for work of equal value and merely ensures that wages are equal for all workers in equal conditions of work and with equal professional ability, regardless of sex. The Committee notes the Government’s statement to the effect that between 2002–07, 17 national collective agreements were concluded applying the principle of equal wages in equal conditions of work. The Committee also notes that according to the communication from the CGTL, although equal remuneration is established in law and in collective agreements, employers are refusing to apply this principle. The Committee notes that the Government has not provided any information on the steps taken to promote the full application of this principle in collective agreements. Consequently, it recalls that under Article 2 of the Convention, the Government has undertaken to promote and, if necessary, ensure the application of the principle of equal remuneration for men and women by means of national laws or regulations, legally established or recognized machinery for wage determination, collective agreements or a combination of these various means. The Committee, therefore, hopes that the Government will take steps to convince the social partners of the need to bring the provisions of collective agreements into line with the principle set forth in the Convention, and asks the Government to send information on the results achieved in this respect. The Committee also asks the Government to provide information on the steps taken to ensure the effective application of the principle of equal remuneration for work of equal value.

2. Article 2. Scope of the principle set forth in the Convention. In its previous comments, the Committee noted that section 70(a) and (b) of the collective agreement for CAMRAIL was not in line with the principle set forth in the Convention. This provision limits the granting of benefits in the form of transport facilities to the wife and children of the employee, thereby excluding the husband of a female employee from such benefits. On that occasion, the Committee recalled that the principle of equal remuneration for men and women for work of equal value applies not only to the basic wage but also to any additional emoluments payable directly or indirectly, whether in cash or in kind. The Committee, therefore, asked the Government to take the necessary measures to bring this section into line with the Convention. In this respect, the Government states that according to section 7 of the CAMRAIL agreement, the revision of provisions of the agreement may take place at the initiative of each of the signatory parties, but not at that of the Government, which has countersigned the agreement. The Government adds that it stands ready to support the party which takes the initiative to revise section 70 of the agreement. The Committee urges the Government to take the necessary steps, in collaboration with the social partners, to ensure that the provisions of section 70 of the CAMRAIL agreement are in full conformity with the principle set forth in the Convention. Furthermore, the Committee once again asks the Government to take concrete steps, in cooperation with the social partners, to ensure that collective agreements such as those noted above are free from discriminatory provisions and gender-biased language with respect to remuneration and, in particular, additional allowances and benefits.

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

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

The Committee regrets to note that the Government’s report does not provide full information on all the points raised in its previous observation. The Committee reiterates the importance of pursuing dialogue on the application of the Convention so that it can identify the progress made by the Government in the application of the Convention and the remaining challenges which it faces. The Committee, therefore, hopes that the Government will make every effort to supply full information on the points set out below.

1. Articles 1 and 2 of the Convention. National policy and legislation on equality. For a number of years, the Committee has expressed its concern that the preamble to the national Constitution, section 1(2) of the 1992 Labour Code, section 5 of the Public Service Regulations, and section 7 of the Education Act do not prohibit discrimination on grounds of race, colour or national extraction, as required by Article 1(1)(a) of the Convention. The Committee has also repeatedly commented on the lack of a national policy to promote equality of opportunity and treatment in respect of employment and occupation. It regrets once again to note that the Government’s report does not provide any new information on the finalization of the national policy on equality and merely refers to the prohibition of discrimination as set out in the national legislation. In this regard, the Committee is bound to remind the Government that while the affirmation of the principle of equality in national legislation represents an important step in the implementation of the Convention, it is not sufficient in itself to constitute a national policy within the meaning of Article 2 of the Convention. Such a policy necessarily includes the adoption and implementation of specific proactive measures, such as educational and awareness-raising programmes, aimed at the promotion of equality in employment and occupation with respect to all seven grounds listed in the Convention.

2. The Committee trusts that the Government will take the necessary steps to ensure the application of the Convention and urges the Government to provide detailed information in its next report on the following:

(a)   the measures taken or envisaged to bring the abovementioned legislative instruments into conformity with the provisions of the Convention with a view to introducing an explicit definition and prohibition of all forms of discrimination on any of the seven grounds listed in Article 1(1) of the Convention, namely, race, colour, sex, religion, political opinion, national extraction and social origin;

(b)   the progress made in the adoption of a national policy designed to promote equality of opportunity and treatment in respect of employment and occupation.

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

Direct Request (CEACR) - adopted 2006, published 96th ILC session (2007)

The Committee notes the communication from the General Confederation of Labour‑Liberty (CGT-Liberty), dated 10 October 2005, alleging that certain enterprises apply discriminatory wage differentials based on ethnicity. The Committee refers in this regard to its comments made under the Discrimination (Employment and Occupation) Convention, 1958 (No. 111).

1. Wage differentials. The Committee regrets that no further information has been provided by the Government on the measures taken in relation to the matters previously raised by the Union of Free Trade Unions of Cameroon (USCL) concerning the wage differentials applied by certain employers in remote areas. It trusts that the Government’s next report will include the requested information, including on any action taken to monitor and address cases of wage discrimination in these areas so as to ensure that the principle of equal remuneration for men and women for work of equal value is fully applied.

2. Statistical information. Recalling its previous direct request, the Committee notes that the Government again does not provide statistical information on the distribution of men and women in different job categories and their earning levels. Noting that the Government again requests the technical assistance of the Office for the compilation of all requested data, the Committee hopes that it will be possible to provide such assistance in the very near future. In the meantime, the Committee nevertheless encourages the Government to make every effort to collect and provide any information on the practical application of the Convention, including through collective agreements, that would permit the Committee to assess the nature and extent of any existing wage inequalities between men and women.

Direct Request (CEACR) - adopted 2006, published 96th ILC session (2007)

Further to its observation, the Committee requests the Government to provide in its next report information on the following points.

1. Article 1 of the Convention. Discrimination on the grounds of sex. Sexual harassment. Recalling its general observation of 2002 on sexual harassment, the Committee requests the Government to provide information on any legislative or other measures taken or envisaged to prevent and punish sexual harassment at work.

2. Equality between men and women with respect to access to employment and vocational training. The Committee had previously noted the concern expressed by both the Committee on Economic, Social and Cultural Rights (E/C.12/1/Add.40) and the Committee on Human Rights (CCPR/C/79/Add.116) with respect to the unequal legal status of women regarding the right to own property, the laws on credit and bankruptcy and the right of husbands to seek a court order to prevent wives from engaging in certain occupations. The Committee notes from the Government’s report that the Committee of Synergy, a body for tripartite consultation on labour issues and questions of social security, is envisaged to deal with the elimination of all legislative provisions or policies that are not in conformity with the national policy against discrimination. The Committee must again draw the Government’s attention to the need to identify and repeal the legal provisions in the Civil Code and the Commercial Code which are contrary to the Convention. It trusts that the Government will provide with its next report full information on the steps taken, including by the Committee of Synergy, to review the legislation concerned with a view to ensuring that it is giving full effect to the principle of equality of opportunity and treatment in respect of employment and occupation.

3. The Committee recalls the small number of women among public servants (25 per cent) and jobseekers in general (30 per cent). It understands that one of the objectives of the “African Platform for employment and the reduction of poverty” is to promote the organizational and professional skills of job searchers, especially women and young people. The Committee requests the Government to provide in its next report information on the results achieved in this regard. The Committee further reiterates its request to the Government to provide statistical information showing the distribution of men and women in the various posts and at the different levels of responsibility, as well as information on the measures taken to improve the participation rate of women in employment and vocational training in the public service.

4. Equal access to education. The Committee had previously expressed its concern that, while Act No. 98/004 on education policy provides for equal access to education without any distinction as to sex (section 7), it does not guarantee free primary education, which considerably reduces access to such education, particularly in the case of girls. Considering the low female literacy rate and high drop‑out rate of girls noted in its previous comments, the Committee emphasizes once more the importance of measures to promote the access of girls to primary and secondary education and programmes to reduce the female illiteracy rate, as a means to implement the principle of the Convention. The Committee therefore hopes that the Government’s next report will provide full details in this regard.

5. Discrimination on the basis of race, colour and national extraction. Further to its observation, the Committee takes note of the comments made by the General Confederation of Labour-Liberty (CGT-Liberty) on the Equal Remuneration Convention, 1951 (No. 100), alleging that certain enterprises apply wage differentials on the basis of ethnicity. Referring again to the insufficient protection against discrimination in national legislation, the Committee requests the Government to indicate in its next report the measures taken to eliminate the practice of wage discrimination on the basis of national extraction.

6. Discrimination of indigenous peoples. The Committee understands that in Yaoundé a national workshop was held under the patronage of the Ministry for Social Affairs from 15 to 17 June 2005 to discuss the situation of indigenous and tribal peoples, including the serious difficulties the Baka, Bagyèli and Mbororo face with respect to access to education and employment, the terms and conditions of employment and remuneration. The Committee understands further that the situation of the indigenous peoples has been addressed in the context of the Forum on National Solidarity (21-24 June 2005). The Committee asks the Government to provide with its next report information on measures taken to improve the living and working conditions of indigenous and tribal peoples, in particular with regard to equality of opportunity and treatment in employment and occupation. The Committee would also appreciate receiving statistical information, disaggregated by sex, on the situation of the Baka, Bagyèli and Mbororo in the labour market, including participation in education and vocational training.

7. Recalling the creation of the new National Commission on Human Rights and Freedoms by Act No. 2004-16, the Committee reiterates its request that the Government indicate in its next report activities undertaken or envisaged by this Commission to promote the principle of equality of opportunity and treatment in employment and occupation, as set out in the Convention.

Observation (CEACR) - adopted 2006, published 96th ILC session (2007)

1. The Committee notes the communication from the General Union of Cameroon Workers (UGCT) dated 30 August 2005 regarding the application of the principle of the Convention by means of collective agreements, and the Government’s reply thereto.

2. Article 2 of the Convention. Collective agreements. The Committee had previously commented on the discriminatory provisions in the collective agreement for CAMRAIL, which limits the granting of transport facilities to the “wife and children” of the employee (section 70(a) and (b)). It had also noted that section 37(1) of the collective agreement for dockworkers provides that equal wages shall be paid only “in equal conditions of work and professional ability” without distinction on the basis of sex. With regard to the CAMRAIL agreement, the Committee notes that the Government continues to state that the additional allowances and benefits in the collective agreement are only granted to the wife and children of employees, thereby excluding the husband of a female employee from such benefits. It also notes the comment of the UGCT stating that the relevant provisions in the CAMRAIL agreement have not been modified but that, in practice, equality of treatment exists. The Committee reminds the Government that the Convention covers all components arising out of an employment relationship, and that the definition of remuneration as set out in Article 1(a) of the Convention includes not only the basic wage but also any additional emoluments payable directly or indirectly, whether in cash or in kind. Furthermore, noting again the absence of any information in the Government’s report regarding the application of the principle of the Convention to dockworkers, the Committee must recall that the principle of equal remuneration under Article 1(b) goes beyond equal remuneration for work in equal conditions and also covers work that is different but nonetheless of equal value. The Committee therefore asks the Government to provide in its next report concrete information on the measures taken, in cooperation with the social partners, to ensure that collective agreements such as those noted above are free from discriminatory provisions and gender-biased language with respect to remuneration and, in particular, additional allowances and benefits.

3. Noting further that the Government’s report has again provided little or no information with respect to the points raised in its previous comments, the Committee trusts that the Government will make every effort to collect and communicate, in its next report, the requested information in order to enable the Committee to assess the extent to which effect is given in law and in practice to the principle of equal remuneration for men and women for work of equal value.

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

Observation (CEACR) - adopted 2006, published 96th ILC session (2007)

1. Articles 1 and 2 of the Convention. National policy and legislation on equality. For a number of years the Committee has expressed its concern that the Preamble to the National Constitution, section 1(2) of the 1992 Labour Code, section 5 of the Public Service Statute and section 7 of the Act on education policy, do not prohibit discrimination on the grounds of race, colour and national extraction, as required by Article 1(1)(a) of the Convention. It has also repeatedly commented on the absence of a national policy on the promotion of equality of opportunity and treatment in respect of employment and occupation. The Committee regrets to note that the Government’s report again does not provide new information on the finalization of the national policy on equality and continues to refer to the prohibition of discrimination as set out in the national legislation. In this regard, the Committee must remind the Government that while the affirmation of the principle of equality in national legislation represents an important step in the implementation of the Convention, it is not sufficient in itself to constitute a national policy within the meaning of Article 2 of the Convention. Such a policy necessarily includes the adoption and implementation of concrete and proactive measures, such as educational and awareness-raising programmes, aimed at the promotion of equality in employment and occupation in respect of all seven grounds listed in the Convention.

2. The Committee trusts that the Government will take the necessary steps to ensure compliance with the Convention and urges the Government to provide detailed information with its next report on the following:

(a)   the measures envisaged or taken to harmonize the abovementioned legislation with the provisions of the Convention with a view to introducing an explicit definition and prohibition of discrimination on the seven grounds enumerated in Article 1(1) of the Convention, namely, race, colour, sex, religion, political opinion, national extraction and social origin;

(b)   the progress made in adopting a national policy designed to promote equality of opportunity and treatment in respect of employment and occupation;

(c)   the activities undertaken by the National Labour Advisory Committee and the Committee responsible for monitoring and evaluating the application of ILO Conventions with respect to ensuring the full implementation of the present Convention.

3. Noting that the Government’s report has provided little or no information with respect to the points raised in its previous comments, the Committee trusts that the Government will make every effort to collect and communicate, in its next report, the requested information in order to enable the Committee to assess the implementation of the Convention and the progress made.

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

Direct Request (CEACR) - adopted 2004, published 93rd ILC session (2005)

1. The Committee regrets to note that the Government’s report does not contain a response to its previous comments and that it only provides general information, which does not enable the Committee to assess the extent to which the principle of non-discrimination in employment and occupation is applied in practice. The Committee hopes that the Government’s next report will provide detailed information on the following points.

2. Having already noted in its previous request that a committee was created in 2001 to monitor and evaluate the application of ILO Conventions, the Committee requests the Government to provide detailed information with its next report on any action taken or envisaged by this Committee with respect of the application of the present Convention.

3. Article 1 of the Convention. Prohibited grounds of discrimination. As the Government has provided no new information in this regard, the Committee is bound to reiterate its concern that the national legislation does not prohibit discrimination on the grounds of race, colour and national extraction, as required by Article 1(1)(a) of the Convention. It recalls that the Labour Code of 1992 only prohibits discrimination on the grounds of sex and nationality, the Public Service Statute (section 5 of Decree No. 74,138 of 18 February 1974) prohibits discrimination in access to public employment only on the ground of sex, and that section 7 of Act No. 98/004 of 14 April 1998 on education policy prohibits discrimination in access to education on the grounds of sex, religion, political opinion and social origin. The Committee therefore once again requests the Government to provide detailed information in its next report on the measures taken or envisaged to ensure the full conformity of the national legislation with the Convention by prohibiting discrimination on the seven grounds enumerated in the Convention, namely race, colour, sex, religion, political opinion, national extraction or social origin.

4. Legal status of women. The Committee recalls that in its direct request of 2003 it noted the concern expressed by both the Committee on Economic, Social and Cultural Rights (E/C.12/1/Add.40) and the Committee on Human Rights (CCPR/C/79/Add.116) in 1999 with respect to the unequal legal status of women in such field as the right to own property, the laws regarding credit and bankruptcy and the right of husbands to seek a court order to prevent wives from engaging in certain occupations. As the Government has not provided any information on this subject, the Committee once again urges the Government to identify and repeal the legal provisions in the Civil Code and the Commercial Code which are contrary to the Convention. Please provide information with its next report on any progress that has been made in this area.

5. Article 2. National policy on equality of opportunity and treatment in employment and occupation. The Committee notes the Government’s statement that it is still finalizing a national policy for the promotion of equality of opportunity in employment and occupation. It also notes that the National Labour Advisory Committee, established under section 117 of the Labour Code, has now resumed work. The Committee requests the Government to provide information on any progress regarding development and adoption of the national policy, which it trusts will give effect to the principle of non-discrimination.

6. Recalling that in its previous comments it previously noted from the statistical information provided by the Government that women account for approximately one-quarter of all public servants and 30 pre cent of all the jobseekers placed by the National Employment Fund between its creation in 1990 until June 2001, it requests the Government to provide information with its next report on measures taken to improve the participation rate of women in employment and vocational training in the public and private sector. It also requests the Government to provide statistical information with its next report showing the distribution of employment in the various posts and at the different levels of responsibility, disaggregated by sex and also by national extraction and religion.

7. Recalling that in its previous comments it noted that section 7 of Act No. 98/004 of 14 April 1998 on education policy provides for equal access to education without any distinction as to sex, the Committee reiterates its concern that the Act does not guarantee free primary education, which considerably reduces access to such education, particularly in the case of girls. The Committee also notes the concern expressed by the Committee on the Elimination of Discrimination Against Women (A/55/34) in June 2000 that despite government efforts in this area, the female literacy rate is low, the school drop-out rate among girls is high and the proportion of girls receiving basic education is small. The Committee therefore reiterates its request to the Government to provide information with its next report on the measures taken or envisaged to promote the access of girls to primary and secondary education and to devise programmes to reduce the female illiteracy rate.

8. The Committee understands that on 22 July 2004, Act No. 2004-16 was adopted, creating a new National Commission on Human Rights and Freedoms. It understands that the National Commission consists of 30 members, inter alia, judges, professors, NGOs and representatives of women’s organizations. Noting that the mandate of the National Commission includes the formulation of recommendations and issuing opinions and reports on human rights and fundamental freedoms, the Committee requests the Government to provide detailed information with its next report on activities undertaken or envisaged by the Commission to promote the principle of equality of opportunity and treatment in employment and occupation, as set out in the Convention.

Direct Request (CEACR) - adopted 2004, published 93rd ILC session (2005)

1.  While noting the brief information contained in the Government’s report, the Committee regrets that the Government’s report does not contain a reply to its previous comments and that it contains only general information, which does not enable the Committee to assess the extent to which the principle of equal remuneration for men and women workers for work of equal value, as set out in the Convention, is applied in practice.

2. The Committee recalls from its previous direct request the comments received from the Union of Free Trade Unions of Cameroon (USLC) on 23 February 2001 claiming, inter alia, that certain employers, especially those in remote areas, apply wage rates that are not in conformity with the regulations issued by the Ministry of Employment, Labour and Social Services (MELS). The Committee notes the Government’s statement in its report of 2004 that USCL has not specified which remote areas are concerned, but that the Government has sent a letter to USLC requesting it to indicate the areas and that action will be taken. The Committee hopes that specifications will be given and that the Government will provide detailed information in its next report on the measures taken in relation to the matters raised by the USCL, including any action taken to strengthen the capacity of labour inspectors to report cases of wage discrimination in these areas so as to ensure that the principle of equal remuneration for men and women workers for work of equal value is fully applied.

3. Article 2 of the Convention. Collective agreements. The Committee notes the Government’s statement that wages negotiated through collective agreements have increased by between 7 per cent and 18 per cent, but it omits to provide information enabling the Committee to assess the manner in which the principle of equal remuneration for men and women workers for work of equal value is applied in practice.

4. The Committee is bound to reiterate its previous direct request with respect to allowances and benefits which are only granted to wives and children under the Collective Agreement for CAMRAIL. It noted that section 2 of the Collective Agreement provides for protection against discrimination on the basis of sex, but restricts transport facilities only to be granted to the "wife and children" of the employee (section 70(a) and (b)), thereby excluding the husband of a woman worker from such benefits. The Committee points out once again that the Convention covers all components of remuneration arising out of the employment relationship. It therefore reiterates its request to the Government to provide information on any measures taken or envisaged to eliminate discriminatory provisions in collective agreements with respect to remuneration, and particularly with regards to additional allowances and benefits.

5. The Committee also reiterates its request with regard to section 37(1) of the Collective Agreement for Dock Workers, which provides than "in equal conditions of work and professional ability" equal wages shall be paid to all workers without distinction on the basis of sex. Recalling that the principle enshrined in Article 1(b) of the Convention goes beyond equal remuneration for men and women workers for "equal work" or "work in equal conditions", the Committee reiterates its request to the Government to provide detailed information with its next report on any measures taken or envisaged to make sure that men and women covered by the Collective Agreement for Dock Workers are entitled to equal remuneration for work of equal value, and not just for equal work.

6. Statistical information. The Committee notes the Government’s statement that disaggregated statistical information, according to job category and earnings levels, still has not been compiled and that it once again requests the technical assistance of the Office. The Committee hopes it will be possible to provide such assistance in the very near future. It also hopes that the Government will be in a position in the near future to collect the necessary data, disaggregated by sex, so that the Committee can assess the nature and extent of any existing wage inequalities between men and women workers.

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

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:

The Committee notes the information provided by the Government in its report, as well as the attached documentation and copies of legislation and collective agreements.

1. With reference to its previous direct request in which the Committee asked for statistics on earnings and salary scales in branches of activity in which mostly women are employed (in comparison with salary rates in sectors in which mostly men are employed), the Committee notes the Government’s statement that, contrary to the indications previously given by the Government, these statistics are not available. It also notes that the Government reaffirms its willingness to undertake surveys in private education and the health and hotel and restaurant sectors in Yaoundé and Douala - which are sectors primarily employing women - in order to determine the disparity in the remuneration for men and women workers for work of equal value, and that it will communicate these statistics, once they are available. As regards its request for information on the distribution of men and women at various wage levels, the Committee notes that the Government intends to collect statistics in labour-intensive industries in Yaoundé and Douala so as to verify whether any concentration of women exists in low-salary and low-status jobs.

2. Further to the above, the Committee notes the information provided by the Government with respect to the salary scales for workers in the public and para public service. It also notes the collective agreements for enterprises undertaking public works and agricultural, forestry and processing activities and the salary scales and classification of posts annexed to the collective agreements for CAMRAIL, the banking and finance sector, and dockworkers. While appreciating this information, the Committee notes, however, that the data do not provide any information on the distribution of men and women, according to job category and earnings levels, in these different sectors of activity. Noting that the Government intends to seek the Office’s technical advisory services to facilitate data collection, the Committee recalls its previous comments on the subject and hopes, once again, that the Government will be in a position, with the cooperation of employers’ and workers’ organizations and any other appropriate body, to collect the necessary data that will enable the Committee to assess the nature and extent of any existing wage inequalities.

3. The Committee notes that section 2 of the Collective Agreement for CAMRAIL provides for protection against discrimination on the basis of sex but restricts transport facilities to the "wife and children" of the employee (section 70(a) and (b)). Recalling Article 1(a) of the Convention, it asks the Government to provide information on any measures taken or contemplated to eliminate discriminatory provisions with respect to remuneration, in particular additional allowances and benefits, in collective agreements. It also encourages the Government to consider measures aimed at raising awareness amongst the social partners so as to enable them to avoid the use of gender-biased language in those collective agreements. The Committee also notes that section 37(1) of the Collective Agreement for Dock Workers provides that "in equal conditions of work and professional ability" equal wages shall be paid to all workers without distinction on the basis of sex. It recalls that the principle enshrined in Article 1(b) of the Convention goes beyond equal remuneration for men and women workers for "equal work" or "work in equal conditions", and asks the Government to provide information on any measures taken or envisaged to make sure that men and women covered by the agreement are entitled to equal remuneration for work of equal value as well as for equal work.

4. With respect to the application of Articles 2 and 4 of the Convention, the Committee notes the Government’s statement that it is not excluded from the wage-fixing machinery and that the collaboration with the social partners does not raise any problems. The Committee refers to its previous comments on this subject and asks the Government, once again, to provide practical information on any measures taken or contemplated: (a) to ensure application of the principle of equal remuneration for work of equal value in the fields in which it can exercise direct or indirect influence on determining wages; (b) to promote application of the principle of equal remuneration in cases where the Government is not involved in wage setting; and (c) to cooperate with the employers’ and workers’ organizations, particularly the National Consultative Commission of Labour, for the purpose of giving effect to the provisions of the Convention and of national legislation on the subject.

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

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:

1. The Committee notes the Government’s report. It notes the decision of 17 July 2001 creating a committee to monitor and evaluate the application of ILO Conventions. The Committee also welcomes as a positive development the creation in 1997 of the Ministry for the Status of Women responsible for promoting gender equality.

2. With reference to its previous comments, the Committee notes that section 1(2) of the Labour Code of 1992 prohibits discrimination only on grounds of sex and nationality, and that the Public Service Statute (section 5 of Decree No. 74 138 of 18 February 1974) prohibits discrimination in access to public employment only on grounds of sex. The Committee further notes that section 7 of Act No. 98/004 of 14 April 1998 on education policy in Cameroon refers, inter alia, to the prohibition of discrimination on grounds of sex, religion, political opinion and social origin, but does not mention the other grounds set out in Article 1, paragraph 1(a), of the Convention, namely race, colour and national extraction. Recalling that importance must be attached to all the sources of discrimination envisaged in Article 1, paragraph 1(a), the Committee wishes to express its concern over the lack of protection against discrimination on all grounds listed in the Convention and requests the Government to provide information on measures taken or envisaged to ensure full conformity of the national legislation with the abovementioned provisions of the Convention.

3. The Committee notes the observations made by the Committee on Economic, Social and Cultural Rights in December 1999 to the effect that the Government had not yet embarked on the necessary law reform to repeal the laws "which maintain the unequal legal status of women, particularly in aspects of the Civil Code and the Commercial Code relating to, inter alia, the right to own property and the laws regarding credit and bankruptcy, which restrict women’s access to the means of production" maintaining them in a position of inferiority (E/C.12/1/Add.40). The Committee on Human Rights, too, noted in its concluding observations of 4 November 1999 (CCPR/C/79/Add.116) the "ability of husbands to seek a court order to prevent wives from engaging in certain occupations". The Committee urges the Government to identify and repeal the existing legal provisions which are contrary to the Convention and to report any progress that has been made in this area.

4. Noting from the Government’s report that the national policy to promote equal opportunities in employment and occupation has not yet been codified but that a document has been drafted on national policy which requires broad tripartite consultation in order to be finalized; noting also that the national labour advisory committee established under section 117 of the Labour Code has resumed work, the Committee hopes that the above draft will expressly provide that effect be given to the principle of non-discrimination. The Committee also asks the Government to keep it informed of any progress regarding the declaration and pursuit of the policy on equal opportunities and treatment in respect of access to vocational training, employment and working conditions, in both the public sector and the private sector.

5. The Committee underscores the importance of special measures and programmes to promote equal opportunities and treatment. In this connection it takes note of the efforts made to disseminate information on combating discrimination against women. It also notes the measures set up to promote equal opportunities and treatment in vocational training, such as recruitment by competition and by paper qualifications in the public service, and the opening of vocational training centres under various ministerial departments. Lastly, it notes the various tasks entrusted to the Training and Vocational Guidance Directorate of the Ministry of Employment, Labour and Social Welfare in the area of monitoring implementation of the vocational guidance and training policy, assistance to ministries for the recruitment of personnel and the monitoring of the regulations on psychological and technical testing in vocational guidance.

6. The Committee notes that, according to the statistics provided by the Government in its report, women account for approximately one quarter of all public servants and 30 per cent of all the jobseekers placed by the National Employment Fund between its creation in 1990 until 30 June 2001 (the percentage being very close to the proportion of women who applied to the Fund over the same period). The Committee requests the Government to continue to provide information on the measures taken or envisaged to improve the participation rate of women in employment and vocational training in the public sector and in the private sector. It requests the Government to continue to supply information showing the distribution of employment in the various posts and at the different levels of responsibility, if possible disaggregated by sex and also by national extraction and religion.

7. The Committee notes that section 7 of Act No. 98/004 of 14 April 1998 on education policy in Cameroon provides that "the State shall ensure equality of opportunity for all in access to education without any distinction as to sex (...)". The Committee observes, however, that the above Act does not guarantee free primary education, which considerably reduces access to such education, particularly in the case of girls. The Committee also notes the observations of 26 June 2000 by the Committee on the Elimination of Discrimination Against Women (A/55/38), which expresses concern that, despite government efforts in this area, the female literacy rate is low, the school drop-out rate among girls is high and the proportion of girls receiving basic education is small. In this connection, the Committee on Economic, Social and Cultural Rights noted in its concluded observations of December 1999 (E/C.12/1/Add.40) that the illiteracy rate among women is 49.9 per cent as compared with 30 per cent for men. The Committee would like to receive information on effective measures taken by the Government to encourage access for girls to primary and secondary education establishments and to devise programmes to reduce the female illiteracy rate.

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

The Committee notes that the Government’s report has not been received. It must therefore repeat its previous observation which read as follows:

The Committee notes the comments received from the Union of Free Trade Unions of Cameroon (USLC) on 23 February 2001 which relate to the application of the Convention in remote areas and which were transmitted to the Government for comments on 29 March 2001.

The Committee notes that, according to the USLC, the information provided by the Government in its report reflects overall the reality with respect to the legislative texts cited in the Government’s report. However, the USLC also indicates that certain employers, especially those in remote areas, apply rates that are not in conformity with the regulations implemented by the Ministry of Employment, Labour and Social Services (MELS), and requests that the inspectors of the MELS be more vigilant in these areas. The Committee notes that the Government does not reply to the comments made by the USLC and it asks the Government to indicate the measures taken or envisaged to eradicate any wage disparity between men and women workers in remote areas, including any action taken to strengthen the capacity of labour inspectors to report cases of wage discrimination in these areas, so as to ensure improved application of the principle of equal remuneration for men and women workers for work of equal value.

The Committee hopes that the Government will make every effort to take the necessary action in the very near future.

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

Direct Request (CEACR) - adopted 2002, published 91st ILC session (2003)

The Committee notes the information provided by the Government in its report, as well as the attached documentation and copies of legislation and collective agreements.

1. With reference to its previous direct request in which the Committee asked for statistics on earnings and salary scales in branches of activity in which mostly women are employed (in comparison with salary rates in sectors in which mostly men are employed), the Committee notes the Government’s statement that, contrary to the indications previously given by the Government, these statistics are not available. It also notes that the Government reaffirms its willingness to undertake surveys in private education and the health and hotel and restaurant sectors in Yaoundé and Douala - which are sectors primarily employing women - in order to determine the disparity in the remuneration for men and women workers for work of equal value, and that it will communicate these statistics, once they are available. As regards its request for information on the distribution of men and women at various wage levels, the Committee notes that the Government intends to collect statistics in labour-intensive industries in Yaoundé and Douala so as to verify whether any concentration of women exists in low-salary and low-status jobs.

2. Further to the above, the Committee notes the information provided by the Government with respect to the salary scales for workers in the public and para-public service. It also notes the collective agreements for enterprises undertaking public works and agricultural, forestry and processing activities and the salary scales and classification of posts annexed to the collective agreements for CAMRAIL, the banking and finance sector, and dockworkers. While appreciating this information, the Committee notes, however, that the data do not provide any information on the distribution of men and women, according to job category and earnings levels, in these different sectors of activity. Noting that the Government intends to seek the Office’s technical advisory services to facilitate data collection, the Committee recalls its previous comments on the subject and hopes, once again, that the Government will be in a position, with the cooperation of employers’ and workers’ organizations and any other appropriate body, to collect the necessary data that will enable the Committee to assess the nature and extent of any existing wage inequalities.

3. The Committee notes that section 2 of the Collective Agreement for CAMRAIL provides for protection against discrimination on the basis of sex but restricts transport facilities to the "wife and children" of the employee (section 70(a) and (b)). Recalling Article 1(a) of the Convention, it asks the Government to provide information on any measures taken or contemplated to eliminate discriminatory provisions with respect to remuneration, in particular additional allowances and benefits, in collective agreements. It also encourages the Government to consider measures aimed at raising awareness amongst the social partners so as to enable them to avoid the use of gender-biased language in those collective agreements. The Committee also notes that section 37(1) of the Collective Agreement for Dock Workers provides that "in equal conditions of work and professional ability" equal wages shall be paid to all workers without distinction on the basis of sex. It recalls that the principle enshrined in Article 1(b) of the Convention goes beyond equal remuneration for men and women workers for "equal work" or "work in equal conditions", and asks the Government to provide information on any measures taken or envisaged to make sure that men and women covered by the agreement are entitled to equal remuneration for work of equal value as well as for equal work.

4. With respect to the application of Articles 2 and 4 of the Convention, the Committee notes the Government’s statement that it is not excluded from the wage-fixing machinery and that the collaboration with the social partners does not raise any problems. The Committee refers to its previous comments on this subject and asks the Government, once again, to provide practical information on any measures taken or contemplated: (a) to ensure application of the principle of equal remuneration for work of equal value in the fields in which it can exercise direct or indirect influence on determining wages; (b) to promote application of the principle of equal remuneration in cases where the Government is not involved in wage-setting; and (c) to cooperate with the employers’ and workers’ organizations, particularly the National Consultative Commission of Labour, for the purpose of giving effect to the provisions of the Convention and of national legislation on the subject.

Direct Request (CEACR) - adopted 2002, published 91st ILC session (2003)

1. The Committee notes the Government’s report. It notes the decision of 17 July 2001 creating a committee to monitor and evaluate the application of ILO Conventions. The Committee also welcomes as a positive development the creation in 1997 of the Ministry for the Status of Women responsible for promoting gender equality.

2. With reference to its previous comments, the Committee notes that section 1(2) of the Labour Code of 1992 prohibits discrimination only on grounds of sex and nationality, and that the Public Service Statute (section 5 of Decree No. 74-138 of 18 February 1974) prohibits discrimination in access to public employment only on grounds of sex. The Committee further notes that section 7 of Act No. 98/004 of 14 April 1998 on education policy in Cameroon refers, inter alia, to the prohibition of discrimination on grounds of sex, religion, political opinion and social origin, but does not mention the other grounds set out in Article 1, paragraph 1(a), of the Convention, namely race, colour and national extraction. Recalling that importance must be attached to all the sources of discrimination envisaged in Article 1, paragraph 1(a), the Committee wishes to express its concern over the lack of protection against discrimination on all grounds listed in the Convention and requests the Government to provide information on measures taken or envisaged to ensure full conformity of the national legislation with the abovementioned provisions of the Convention.

3. The Committee notes the observations made by the Committee on Economic, Social and Cultural Rights in December 1999 to the effect that the Government had not yet embarked on the necessary law reform to repeal the laws "which maintain the unequal legal status of women, particularly in aspects of the Civil Code and the Commercial Code relating to, inter alia, the right to own property and the laws regarding credit and bankruptcy, which restrict women’s access to the means of production" maintaining them in a position of inferiority (E/C.12/1/Add.40). The Committee on Human Rights, too, noted in its concluding observations of 4 November 1999 (CCPR/C/79/Add.116) the "ability of husbands to seek a court order to prevent wives from engaging in certain occupations". The Committee urges the Government to identify and repeal the existing legal provisions which are contrary to the Convention and to report any progress that has been made in this area.

4. Noting from the Government’s report that the national policy to promote equal opportunities in employment and occupation has not yet been codified but that a document has been drafted on national policy which requires broad tripartite consultation in order to be finalized; noting also that the national labour advisory committee established under section 117 of the Labour Code has resumed work, the Committee hopes that the above draft will expressly provide that effect be given to the principle of non-discrimination. The Committee also asks the Government to keep it informed of any progress regarding the declaration and pursuit of the policy on equal opportunities and treatment in respect of access to vocational training, employment and working conditions, in both the public sector and the private sector.

5. The Committee underscores the importance of special measures and programmes to promote equal opportunities and treatment. In this connection it takes note of the efforts made to disseminate information on combating discrimination against women. It also notes the measures set up to promote equal opportunities and treatment in vocational training, such as recruitment by competition and by paper qualifications in the public service, and the opening of vocational training centres under various ministerial departments. Lastly, it notes the various tasks entrusted to the Training and Vocational Guidance Directorate of the Ministry of Employment, Labour and Social Welfare in the area of monitoring implementation of the vocational guidance and training policy, assistance to ministries for the recruitment of personnel and the monitoring of the regulations on psychological and technical testing in vocational guidance.

6. The Committee notes that, according to the statistics provided by the Government in its report, women account for approximately one quarter of all public servants and 30 per cent of all the jobseekers placed by the National Employment Fund between its creation in 1990 until 30 June 2001 (the percentage being very close to the proportion of women who applied to the Fund over the same period). The Committee requests the Government to continue to provide information on the measures taken or envisaged to improve the participation rate of women in employment and vocational training in the public sector and in the private sector. It requests the Government to continue to supply information showing the distribution of employment in the various posts and at the different levels of responsibility, if possible disaggregated by sex and also by national extraction and religion.

7. The Committee notes that section 7 of Act No. 98/004 of 14 April 1998 on education policy in Cameroon provides that "the State shall ensure equality of opportunity for all in access to education without any distinction as to sex (...)". The Committee observes, however, that the above Act does not guarantee free primary education, which considerably reduces access to such education, particularly in the case of girls. The Committee also notes the observations of 26 June 2000 by the Committee on the Elimination of Discrimination Against Women (A/55/38), which expresses concern that, despite government efforts in this area, the female literacy rate is low, the school drop-out rate among girls is high and the proportion of girls receiving basic education is small. In this connection, the Committee on Economic, Social and Cultural Rights noted in its concluded observations of December 1999 (E/C.12/1/Add.40) that the illiteracy rate among women is 49.9 per cent as compared with 30 per cent for men. The Committee would like to receive information on effective measures taken by the Government to encourage access for girls to primary and secondary education establishments and to devise programmes to reduce the female illiteracy rate.

Observation (CEACR) - adopted 2002, published 91st ILC session (2003)

The Committee notes the comments received from the Union of Free Trade Unions of Cameroon (USLC) on 23 February 2001 which relate to the application of the Convention in remote areas and which were transmitted to the Government for comments on 29 March 2001.

The Committee notes that, according to the USLC, the information provided by the Government in its report reflects overall the reality with respect to the legislative texts cited in the Government’s report. However, the USLC also indicates that certain employers, especially those in remote areas, apply rates that are not in conformity with the regulations implemented by the Ministry of Employment, Labour and Social Services (MELS), and requests that the inspectors of the MELS be more vigilant in these areas. The Committee notes that the Government does not reply to the comments made by the USLC and it asks the Government to indicate the measures taken or envisaged to eradicate any wage disparity between men and women workers in remote areas, including any action taken to strengthen the capacity of labour inspectors to report cases of wage discrimination in these areas, so as to ensure improved application of the principle of equal remuneration for men and women workers for work of equal value.

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

Direct Request (CEACR) - adopted 2000, published 89th ILC session (2001)

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 reads as follows:

1.  As the Government has affirmed many times that implementation of the Convention raises no problems in practice, the Committee asked the Government to supply statistics on jobs in which there is a heavy concentration of women and, particularly, on their earnings compared with those of men engaged in a job of equivalent value in order to assess the nature and extent of any existing wage inequalities. Each time, the Government replied that it would supply the information as soon as it was available. The Committee notes, however, that in its most recent report, the Government no longer mentions this matter, merely reaffirming that in Cameroon wage scales make no distinction between men and women workers. First, the Committee refers the Government to the 1990 general observation in which the Committee noted that the difficulties in applying the Convention encountered by governments appeared to be due to a number of factors, including lack of knowledge of the true situation due to the unavailability or inadequacy of data and research in this field. As it explained in paragraphs 22 and 72 of its 1986 General Survey on equal remuneration, the Committee recalls that while the adoption of wage scales which are neutral from the point of view of sex of the worker concerned is a prerequisite for application of the Convention, it is not sufficient. In fact, wage discrimination may also arise out of the existence of occupational categories and jobs reserved for women and thus a biased evaluation of jobs traditionally considered as "peculiar to women". Consequently, the fact that women workers are more heavily concentrated in certain jobs and sectors of activity must also be taken into account when a government is endeavouring to assess the application in practice of the principle of equal remuneration for work of equal value in its country. The Committee therefore requests the Government once again to endeavour to collect data, with the cooperation of employers’ and workers’ organizations, on earnings and salary scales practised in branches of activity in which mostly women are employed (in comparison with salary rates in sectors in which mostly men are employed, in work of equal value). On the same lines, the Committee requests the Government to supply information on the general distribution of men and women at various wage levels to enable it to assess whether there is a concentration of women in the wage groups at the bottom of the scale and in jobs with low levels of responsibility. Finally, the Committee suggests that the Government call on the ILO technical advisory services on statistics in order to facilitate its data collection.

2.  In its previous comment, the Committee noted that since 1992 the State no longer has a monopoly on wage fixing. It therefore asked the Government to supply copies of the collective agreements in force which determine wage levels in sectors employing a large number of women and, in particular, of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities. In regard to the obligation of a State which has ratified the Convention to ensure the application of the principle of equal remuneration, the Committee notes that under Article 2, paragraph 1, of the Convention, this obligation applies only in so far as is consistent with the methods in force for setting rates of remuneration. As it emphasized in paragraph 27 of the abovementioned General Survey, if the State intervenes in the field of minimum wage fixing, it is barred from referring to the principle of free collective bargaining in order to avoid this obligation. Furthermore, still under Article 2 of the Convention, where the Government is excluded from wage fixing because of the right to collective bargaining, it must promote the application of the principle and, by virtue of Article 4 of the Convention, cooperate as appropriate with the employers’ and workers’ organizations concerned for the purpose of giving effect to the provisions of the Convention.

3.  The Committee therefore requests the Government to supply information on the measures taken or contemplated: (a) to ensure application of the principle of equal remuneration in the fields in which it can exercise direct or indirect influence on determining wages; (b) to promote application of the principle of equal remuneration in cases where the Government is excluded from the wage-setting machinery; and (c) to cooperate with the employers’ and workers’ organizations for the purpose of giving effect to the provisions of the Convention and of national legislation on the subject. Finally, the Committee would like to receive copies of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities which were referred to as being attached to the report, but have not been received.

Direct Request (CEACR) - adopted 2000, published 89th ILC session (2001)

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:

1.  The Committee notes that the Government’s report contains no reply to the question raised by the Committee in its direct request of 1994 concerning the fact that the Preamble to the National Constitution, section 1(2) of the 1992 Labour Code, and the Conditions of Service for the Public Service (section 5 of Decree No. 74-138 of 18 February 1974) do not cover all the criteria expressly mentioned by the Convention as prohibited grounds for discrimination in employment. The Committee therefore asks the Government once again to indicate how the national policy designed to promote equality of opportunity and treatment in respect of employment and occupation with a view to eliminating all distinctions, exclusions or preferences on the grounds referred to in Article 1, paragraph 1(a), of the Convention has been declared. The Government is also asked to describe the general methods by which this policy is being implemented in respect of access to vocational training, access to employment, and terms and conditions of employment, in both the public and private sectors, in accordance with Article 2 of the Convention. The Committee notes furthermore that the Government indicates that the legal basis of the national policy designed to promote equality of opportunity and treatment in respect of employment and occupation is Decree No. 93/571 of 15 July 1993, which specifies the methods for placement of workers. The Committee requests the Government to supply information in its future reports on the concrete measures taken to implement this Decree.

2.  The Committee notes that, in its direct request of 1995bis, it asked the Government to communicate information on appeals lodged by persons who are justifiably suspected of, or engaged in, activities prejudicial to the security of the State (Article 4 of the Convention) using the successive appeal procedures recognized in the Labour Code and by Order No. 72/6 of 26 August 1972 providing for the organization of the Supreme Court. In its response, the Government indicates that it is very difficult in legal terms to establish that a worker has been dismissed because of his or her political activities, since employers always contrive to find some professional or economic pretext for the dismissal. As a result of this, appeals by employees who believe they have been wrongfully dismissed because of their political activities are treated as ordinary labour disputes. The Committee also notes that under section 39 of the Labour Code, any dismissal without a valid reason is considered unlawful and may give rise to compensation. The Committee asks the Government to supply information in its future reports on appeals lodged in recent years against wrongful dismissals even where they are treated as ordinary labour disputes.

3.  The Committee notes that in answer to its earlier comments concerning Article 2 of the Convention with regard to the national policy designed to promote equality of opportunity and treatment in respect of employment and occupation and the methods used to implement this policy in respect of access to vocational training, the Government indicates that access to vocational training is governed by Act No. 76/12 of 8 July 1976 and Decree No. 79/201 of 28 May 1979 concerning rapid vocational training. The Committee notes that Decree No. 79/201 sets out the conditions for the organization and operation of the Rapid Vocational Training Centres, and the procedures for granting subsidies to these Centres. With reference to paragraph 77 of its 1988 General Survey on equality in employment and occupation, the Committee wishes to draw the Government’s attention to the fact that the term "vocational training" used in the Convention should be interpreted broadly to include any training intended to prepare a person for a job, whether a first-time job or not, or for promotion, in any branch of economic activity, including the general, vocational and technical education required for that purpose. The Committee therefore asks the Government to indicate in its future reports its national policy and general methods designed to promote equality of opportunity in respect of access to vocational training in general, including access to general education and in particular higher education.

4.  The Committee notes that section 117 of the Labour Code establishes a National Labour Advisory Committee responsible, on the one hand, for studying problems relating to working conditions, employment, vocational guidance and training, job placement, movement of labour, migration, improvements to the material condition of workers, social security, trade unions and, on the other hand, for expressing views and putting forward proposals on legislation and relevant regulations where this is called for by the Code.

The Committee asks the Government to provide detailed information in its next report on the organization and working methods of the National Labour Advisory Committee, the work it has done and the manner in which the views of employers’ and workers’ organizations are reflected in the national policy concerning the areas covered by the Convention.

5.  The Committee notes that, according to the report which the Government submitted to the Human Rights Committee (United Nations document CCPR/C/102/Add.2), the Government has set up a National Committee for Human Rights and Freedoms (CNDHL) by Presidential Decree No. 9P-1459 of 8 November 1990. With regard to the functions attributed to the Committee under article 2 of the Decree of 8 November 1990, namely, to defend and promote human rights and freedoms, the Committee would like to know if this includes the defence and promotion of equal rights in employment and, if this is the case, if the Committee has already taken action in this area. The Committee would also like to receive, in future reports, information on the role of the CNDHL in the promotion of equality of opportunity and treatment in respect of employment and occupation.

6.  The Committee notes that the report submitted by the Government to the Human Rights Committee (United Nations document CCPR/C/102/Add.2) draws attention to the concerns and efforts of the Cameroon Government to bring about equality between men and women, in particular by rigorous application of such principles as equal access to the civil service and equal remuneration. Mention is also made in the report of pressure groups set up by women themselves, such as the Association of Women Jurists, the Association for the Advancement of Women and the Association to Combat Violence against Women, and of specialized weekly radio programmes such as "Le droit au féminin". The Committee would like to receive information in future reports on action undertaken by the Government and by these associations to educate and inform the public on anti-discrimination policy.

Direct Request (CEACR) - adopted 1999, published 88th ILC session (2000)

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:

[...]

1. As the Government has affirmed many times that implementation of the Convention raises no problems in practice, the Committee asked the Government to supply statistics on jobs in which there is a heavy concentration of women and, particularly, on their earnings compared with those of men engaged in a job of equivalent value in order to assess the nature and extent of any existing wage inequalities. Each time, the Government replied that it would supply the information as soon as it was available. The Committee notes, however, that in its most recent report, the Government no longer mentions this matter, merely reaffirming that in Cameroon wage scales make no distinction between men and women workers. First, the Committee refers the Government to the 1990 general observation in which the Committee noted that the difficulties in applying the Convention encountered by governments appeared to be due to a number of factors, including lack of knowledge of the true situation due to the unavailability or inadequacy of data and research in this field. As it explained in paragraphs 22 and 72 of its 1986 General Survey on equal remuneration, the Committee recalls that while the adoption of wage scales which are neutral from the point of view of sex of the worker concerned is a prerequisite for application of the Convention, it is not sufficient. In fact, wage discrimination may also arise out of the existence of occupational categories and jobs reserved for women and thus a biased evaluation of jobs traditionally considered as "peculiar to women". Consequently, the fact that women workers are more heavily concentrated in certain jobs and sectors of activity must also be taken into account when a government is endeavouring to assess the application in practice of the principle of equal remuneration for work of equal value in its country. The Committee therefore requests the Government once again to endeavour to collect data, with the cooperation of employers' and workers' organizations, on earnings and salary scales pracised in branches of activity in which mostly women are employed (in comparison with salary rates in sectors in which mostly men are employed, in work of equal value). On the same lines, the Committee requests the Government to supply information on the general distribution of men and women at various wage levels to enable it to assess whether there is a concentration of women in the wage groups at the bottom of the scale and in jobs with low levels of responsibility. Finally, the Committee suggests that the Government call on the ILO technical advisory services on statistics in order to facilitate its data collection.

2. In its previous comment, the Committee noted that since 1992 the State no longer has a monopoly on wage fixing. It therefore asked the Government to supply copies of the collective agreements in force which determine wage levels in sectors employing a large number of women and, in particular, of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities. In regard to the obligation of a State which has ratified the Convention to ensure the application of the principle of equal remuneration, the Committee notes that under Article 2, paragraph 1, of the Convention, this obligation applies only in so far as is consistent with the methods in force for setting rates of remuneration. As it emphasized in paragraph 27 of the above-mentioned General Survey, if the State intervenes in the field of minimum wage fixing, it is barred from referring to the principle of free collective bargaining in order to avoid this obligation. Furthermore, still under Article 2 of the Convention, where the Government is excluded from wage fixing because of the right to collective bargaining, it must promote the application of the principle and, by virtue of Article 4 of the Convention, cooperate as appropriate with the employers' and workers' organizations concerned for the purpose of giving effect to the provisions of the Convention.

3. The Committee therefore requests the Government to supply information on the measures taken or contemplated: (a) to ensure application of the principle of equal remuneration in the fields in which it can exercise direct or indirect influence on determining wages; (b) to promote application of the principle of equal remuneration in cases where the Government is excluded from the wage-setting machinery; and (c) to cooperate with the employers' and workers' organizations for the purpose of giving effect to the provisions of the Convention and of national legislation on the subject. Finally, the Committee would like to receive copies of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities which were referred to as being attached to the report, but have not been received.

Direct Request (CEACR) - adopted 1999, published 88th ILC session (2000)

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:

[...]

1. The Committee notes that the Government's report contains no reply to the question raised by the Committee in its direct request of 1994 concerning the fact that the Preamble to the National Constitution, section 1(2) of the 1992 Labour Code, and the Conditions of Service for the Public Service (section 5 of Decree No. 74-138 of 18 February 1974) do not cover all the criteria expressly mentioned by the Convention as prohibited grounds for discrimination in employment. The Committee therefore asks the Government once again to indicate how the national policy designed to promote equality of opportunity and treatment in respect of employment and occupation with a view to eliminating all distinctions, exclusions or preferences on the grounds referred to in Article 1, paragraph 1(a), of the Convention has been declared. The Government is also asked to describe the general methods by which this policy is being implemented in respect of access to vocational training, access to employment, and terms and conditions of employment, in both the public and private sectors, in accordance with Article 2 of the Convention. The Committee notes furthermore that the Government indicates that the legal basis of the national policy designed to promote equality of opportunity and treatment in respect of employment and occupation is Decree No. 93/571 of 15 July 1993, which specifies the methods for placement of workers. The Committee requests the Government to supply information in its future reports on the concrete measures taken to implement this Decree.

2. The Committee notes that, in its direct request of 1995bis, it asked the Government to communicate information on appeals lodged by persons who are justifiably suspected of, or engaged in, activities prejudicial to the security of the State (Article 4 of the Convention) using the successive appeal procedures recognized in the Labour Code and by Order No. 72/6 of 26 August 1972 providing for the organization of the Supreme Court. In its response, the Government indicates that it is very difficult in legal terms to establish that a worker has been dismissed because of his or her political activities, since employers always contrive to find some professional or economic pretext for the dismissal. As a result of this, appeals by employees who believe they have been wrongfully dismissed because of their political activities are treated as ordinary labour disputes. The Committee also notes that under section 39 of the Labour Code, any dismissal without a valid reason is considered unlawful and may give rise to compensation. The Committee asks the Government to supply information in its future reports on appeals lodged in recent years against wrongful dismissals even where they are treated as ordinary labour disputes.

3. The Committee notes that in answer to its earlier comments concerning Article 2 of the Convention with regard to the national policy designed to promote equality of opportunity and treatment in respect of employment and occupation and the methods used to implement this policy in respect of access to vocational training, the Government indicates that access to vocational training is governed by Act No. 76/12 of 8 July 1976 and Decree No. 79/201 of 28 May 1979 concerning rapid vocational training. The Committee notes that Decree No. 79/201 sets out the conditions for the organization and operation of the Rapid Vocational Training Centres, and the procedures for granting subsidies to these Centres. With reference to paragraph 77 of its 1988 General Survey on equality in employment and occupation, the Committee wishes to draw the Government's attention to the fact that the term "vocational training" used in the Convention should be interpreted broadly to include any training intended to prepare a person for a job, whether a first-time job or not, or for promotion, in any branch of economic activity, including the general, vocational and technical education required for that purpose. The Committee therefore asks the Government to indicate in its future reports its national policy and general methods designed to promote equality of opportunity in respect of access to vocational training in general, including access to general education and in particular higher education.

4. The Committee notes that section 117 of the Labour Code establishes a National Labour Advisory Committee responsible, on the one hand, for studying problems relating to working conditions, employment, vocational guidance and training, job placement, movement of labour, migration, improvements to the material condition of workers, social security, trade unions and, on the other hand, for expressing views and putting forward proposals on legislation and relevant regulations where this is called for by the Code.

The Committee asks the Government to provide detailed information in its next report on the organization and working methods of the National Labour Advisory Committee, the work it has done and the manner in which the views of employers' and workers' organizations are reflected in the national policy concerning the areas covered by the Convention.

5. The Committee notes that, according to the report which the Government submitted to the Human Rights Committee (United Nations document CCPR/C/102/Add.2), the Government has set up a National Committee for Human Rights and Freedoms (CNDHL) by Presidential Decree No. 9P-1459 of 8 November 1990. With regard to the functions attributed to the Committee under article 2 of the Decree of 8 November 1990, namely, to defend and promote human rights and freedoms, the Committee would like to know if this includes the defence and promotion of equal rights in employment and, if this is the case, if the Committee has already taken action in this area. The Committee would also like to receive, in future reports, information on the role of the CNDHL in the promotion of equality of opportunity and treatment in respect of employment and occupation.

6. The Committee notes that the report submitted by the Government to the Human Rights Committee (United Nations document CCPR/C/102/Add.2) draws attention to the concerns and efforts of the Cameroon Government to bring about equality between men and women, in particular by rigorous application of such principles as equal access to the civil service and equal remuneration. Mention is also made in the report of pressure groups set up by women themselves, such as the Association of Women Jurists, the Association for the Advancement of Women and the Association to Combat Violence against Women, and of specialized weekly radio programmes such as "Le droit au f minin". The Committee would like to receive information in future reports on action undertaken by the Government and by these associations to educate and inform the public on anti-discrimination policy.

Direct Request (CEACR) - adopted 1998, published 87th ILC session (1999)

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:

1. As the Government has affirmed many times that implementation of the Convention raises no problems in practice, the Committee asked the Government to supply statistics on jobs in which there is a heavy concentration of women and, particularly, on their earnings compared with those of men engaged in a job of equivalent value in order to assess the nature and extent of any existing wage inequalities. Each time, the Government replied that it would supply the information as soon as it was available. The Committee notes, however, that in its most recent report, the Government no longer mentions this matter, merely reaffirming that in Cameroon wage scales make no distinction between men and women workers. First, the Committee refers the Government to the 1990 general observation in which the Committee noted that the difficulties in applying the Convention encountered by governments appeared to be due to a number of factors, including lack of knowledge of the true situation due to the unavailability or inadequacy of data and research in this field. As it explained in paragraphs 22 and 72 of its 1986 General Survey on equal remuneration, the Committee recalls that while the adoption of wage scales which are neutral from the point of view of sex of the worker concerned is a prerequisite for application of the Convention, it is not sufficient. In fact, wage discrimination may also arise out of the existence of occupational categories and jobs reserved for women and thus a biased evaluation of jobs traditionally considered as "peculiar to women". Consequently, the fact that women workers are more heavily concentrated in certain jobs and sectors of activity must also be taken into account when a government is endeavouring to assess the application in practice of the principle of equal remuneration for work of equal value in its country. The Committee therefore requests the Government once again to endeavour to collect data, with the cooperation of employers' and workers' organizations, on earnings and salary scales practised in branches of activity in which mostly women are employed (in comparison with salary rates in sectors in which mostly men are employed, in work of equal value). On the same lines, the Committee requests the Government to supply information on the general distribution of men and women at various wage levels to enable it to assess whether there is a concentration of women in the wage groups at the bottom of the scale and in jobs with low levels of responsibility. Finally, the Committee suggests that the Government call on the ILO technical advisory services on statistics in order to facilitate its data collection.

2. In its previous comment, the Committee noted that since 1992 the State no longer has a monopoly on wage fixing. It therefore asked the Government to supply copies of the collective agreements in force which determine wage levels in sectors employing a large number of women and, in particular, of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities. In regard to the obligation of a State which has ratified the Convention to ensure the application of the principle of equal remuneration, the Committee notes that under Article 2, paragraph 1, of the Convention, this obligation applies only in so far as is consistent with the methods in force for setting rates of remuneration. As it emphasized in paragraph 27 of the above-mentioned General Survey, if the State intervenes in the field of minimum wage fixing, it is barred from referring to the principle of free collective bargaining in order to avoid this obligation. Furthermore, still under Article 2 of the Convention, where the Government is excluded from wage fixing because of the right to collective bargaining, it must promote the application of the principle and, by virtue of Article 4 of the Convention, cooperate as appropriate with the employers' and workers' organizations concerned for the purpose of giving effect to the provisions of the Convention.

3. The Committee therefore requests the Government to supply information on the measures taken or contemplated: (a) to ensure application of the principle of equal remuneration in the fields in which it can exercise direct or indirect influence on determining wages; (b) to promote application of the principle of equal remuneration in cases where the Government is excluded from the wage-setting machinery; and (c) to cooperate with the employers' and workers' organizations for the purpose of giving effect to the provisions of the Convention and of national legislation on the subject. Finally, the Committee would like to receive copies of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities which were referred to as being attached to the report, but have not been received.

Direct Request (CEACR) - adopted 1998, published 87th ILC session (1999)

The Committee notes the information supplied by the Government in its report.

1. The Committee notes that the Government's report contains no reply to the question raised by the Committee in its direct request of 1994 concerning the fact that the Preamble to the National Constitution, section 1(2) of the 1992 Labour Code, and the Conditions of Service for the Public Service (section 5 of Decree No. 74-138 of 18 February 1974) do not cover all the criteria expressly mentioned by the Convention as prohibited grounds for discrimination in employment. The Committee therefore asks the Government once again to indicate how the national policy designed to promote equality of opportunity and treatment in respect of employment and occupation with a view to eliminating all distinctions, exclusions or preferences on the grounds referred to in Article 1, paragraph 1(a), of the Convention has been declared. The Government is also asked to describe the general methods by which this policy is being implemented in respect of access to vocational training, access to employment, and terms and conditions of employment, in both the public and private sectors, in accordance with Article 2 of the Convention. The Committee notes furthermore that the Government indicates that the legal basis of the national policy designed to promote equality of opportunity and treatment in respect of employment and occupation is Decree No. 93/571 of 15 July 1993, which specifies the methods for placement of workers. The Committee requests the Government to supply information in its future reports on the concrete measures taken to implement this Decree.

2. The Committee notes that, in its direct request of 1995bis, it asked the Government to communicate information on appeals lodged by persons who are justifiably suspected of, or engaged in, activities prejudicial to the security of the State (Article 4 of the Convention) using the successive appeal procedures recognized in the Labour Code and by Order No. 72/6 of 26 August 1972 providing for the organization of the Supreme Court. In its response, the Government indicates that it is very difficult in legal terms to establish that a worker has been dismissed because of his or her political activities, since employers always contrive to find some professional or economic pretext for the dismissal. As a result of this, appeals by employees who believe they have been wrongfully dismissed because of their political activities are treated as ordinary labour disputes. The Committee also notes that under section 39 of the Labour Code, any dismissal without a valid reason is considered unlawful and may give rise to compensation. The Committee asks the Government to supply information in its future reports on appeals lodged in recent years against wrongful dismissals even where they are treated as ordinary labour disputes.

3. The Committee notes that in answer to its earlier comments concerning Article 2 of the Convention with regard to the national policy designed to promote equality of opportunity and treatment in respect of employment and occupation and the methods used to implement this policy in respect of access to vocational training, the Government indicates that access to vocational training is governed by Act No. 76/12 of 8 July 1976 and Decree No. 79/201 of 28 May 1979 concerning rapid vocational training. The Committee notes that Decree No. 79/201 sets out the conditions for the organization and operation of the Rapid Vocational Training Centres, and the procedures for granting subsidies to these Centres. With reference to paragraph 77 of its 1988 General Survey on equality in employment and occupation, the Committee wishes to draw the Government's attention to the fact that the term "vocational training" used in the Convention should be interpreted broadly to include any training intended to prepare a person for a job, whether a first-time job or not, or for promotion, in any branch of economic activity, including the general, vocational and technical education required for that purpose. The Committee therefore asks the Government to indicate in its future reports its national policy and general methods designed to promote equality of opportunity in respect of access to vocational training in general, including access to general education and in particular higher education.

4. The Committee notes that section 117 of the Labour Code establishes a National Labour Advisory Committee responsible, on the one hand, for studying problems relating to working conditions, employment, vocational guidance and training, job placement, movement of labour, migration, improvements to the material condition of workers, social security, trade unions and, on the other hand, for expressing views and putting forward proposals on legislation and relevant regulations where this is called for by the Code.

The Committee asks the Government to provide detailed information in its next report on the organization and working methods of the National Labour Advisory Committee, the work it has done and the manner in which the views of employers' and workers' organizations are reflected in the national policy concerning the areas covered by the Convention.

5. The Committee notes that, according to the report which the Government submitted to the Human Rights Committee (United Nations document CCPR/C/102/Add.2), the Government has set up a National Committee for Human Rights and Freedoms (CNDHL) by Presidential Decree No. 9P-1459 of 8 November 1990. With regard to the functions attributed to the Committee under article 2 of the Decree of 8 November 1990, namely, to defend and promote human rights and freedoms, the Committee would like to know if this includes the defence and promotion of equal rights in employment and, if this is the case, if the Committee has already taken action in this area. The Committee would also like to receive, in future reports, information on the role of the CNDHL in the promotion of equality of opportunity and treatment in respect of employment and occupation.

6. The Committee notes that the report submitted by the Government to the Human Rights Committee (United Nations document CCPR/C/102/Add.2) draws attention to the concerns and efforts of the Cameroon Government to bring about equality between men and women, in particular by rigorous application of such principles as equal access to the civil service and equal remuneration. Mention is also made in the report of pressure groups set up by women themselves, such as the Association of Women Jurists, the Association for the Advancement of Women and the Association to Combat Violence against Women, and of specialized weekly radio programmes such as "Le droit au féminin". The Committee would like to receive information in future reports on action undertaken by the Government and by these associations to educate and inform the public on anti-discrimination policy.

Direct Request (CEACR) - adopted 1997, published 86th ILC session (1998)

1. As the Government has affirmed many times that implementation of the Convention raises no problems in practice, the Committee asked the Government to supply statistics on jobs in which there is a heavy concentration of women and, particularly, on their earnings compared with those of men engaged in a job of equivalent value in order to assess the nature and extent of any existing wage inequalities. Each time, the Government replied that it would supply the information as soon as it was available. The Committee notes, however, that in its most recent report, the Government no longer mentions this matter, merely reaffirming that in Cameroon wage scales make no distinction between men and women workers. First, the Committee refers the Government to the 1990 general observation in which the Committee noted that the difficulties in applying the Convention encountered by governments appeared to be due to a number of factors, including lack of knowledge of the true situation due to the unavailability or inadequacy of data and research in this field. As it explained in paragraphs 22 and 72 of its 1986 General Survey on equal remuneration, the Committee recalls that while the adoption of wage scales which are neutral from the point of view of sex of the worker concerned is a prerequisite for application of the Convention, it is not sufficient. In fact, wage discrimination may also arise out of the existence of occupational categories and jobs reserved for women and thus a biased evaluation of jobs traditionally considered as "peculiar to women". Consequently, the fact that women workers are more heavily concentrated in certain jobs and sectors of activity must also be taken into account when a government is endeavouring to assess the application in practice of the principle of equal remuneration for work of equal value in its country. The Committee therefore requests the Government once again to endeavour to collect data, with the cooperation of employers' and workers' organizations, on earnings and salary scales practised in branches of activity in which mostly women are employed (in comparison with salary rates in sectors in which mostly men are employed, in work of equal value). On the same lines, the Committee requests the Government to supply information on the general distribution of men and women at various wage levels to enable it to assess whether there is a concentration of women in the wage groups at the bottom of the scale and in jobs with low levels of responsibility. Finally, the Committee suggests that the Government call on the ILO technical advisory services on statistics in order to facilitate its data collection.

2. In its previous comment, the Committee noted that since 1992 the State no longer has a monopoly on wage fixing. It therefore asked the Government to supply copies of the collective agreements in force which determine wage levels in sectors employing a large number of women and, in particular, of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities. In regard to the obligation of a State which has ratified the Convention to ensure the application of the principle of equal remuneration, the Committee notes that under Article 2, paragraph 1, of the Convention, this obligation applies only in so far as is consistent with the methods in force for setting rates of remuneration. As it emphasized in paragraph 27 of the above-mentioned General Survey, if the State intervenes in the field of minimum wage fixing, it is barred from referring to the principle of free collective bargaining in order to avoid this obligation. Furthermore, still under Article 2 of the Convention, where the Government is excluded from wage fixing because of the right to collective bargaining, it must promote the application of the principle and, by virtue of Article 4 of the Convention, cooperate as appropriate with the employers' and workers' organizations concerned for the purpose of giving effect to the provisions of the Convention.

3. The Committee therefore requests the Government to supply information on the measures taken or contemplated: (a) to ensure application of the principle of equal remuneration in the fields in which it can exercise direct or indirect influence on determining wages; (b) to promote application of the principle of equal remuneration in cases where the Government is excluded from the wage-setting machinery; and (c) to cooperate with the employers' and workers' organizations for the purpose of giving effect to the provisions of the Convention and of national legislation on the subject. Finally, the Committee would like to receive copies of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities which were referred to as being attached to the report, but have not been received.

Direct Request (CEACR) - adopted 1997, published 86th ILC session (1998)

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:

1. The Committee notes that in response to its previous comments concerning the employment of persons who are justifiably suspected of, or engaged in, activities prejudicial to the security of the State (Article 4 of the Convention), the Government indicates that there are no legislative measures regulating the employment of such persons but that their activities are punished under penal law. None the less, employees who consider they had been unjustly dismissed following such activities have access to the successive appeal procedures recognized in the Labour Code and by Order No. 72-6 of 26 August 1972, providing for the organization of the Supreme Court. The Committee requests the Government to communicate to it in future reports information on the appeals lodged on this basis and a copy of judgements handed down in this matter.

2. The Committee notes, however, that the Government's report does not contain the information requested in points 1 and 2 of its previous direct request, which read as follows:

It notes that, according to the Preamble to the national Constitution, all human beings, without any distinction as to race, religion, sex, or creed, have inalienable and sacred rights, including the right to work, and that no one may be subjected to harassment because of his extraction, or his religious, philosophical or political opinions or beliefs, subject to respect for the public order. It notes, however, that the other grounds of discrimination expressly mentioned in the Convention -- colour, national extraction and social origin -- are not included in the Constitution. It also notes that the definition of the term "worker" contained in section 1(2) of Act No. 92/007 of 14 August 1992 issuing the Labour Code refers only to "sex and nationality" as grounds on which discrimination is prohibited, and that the other grounds laid down in the Convention are not mentioned in the Labour Code. Furthermore, in the Conditions of Service of the Public Service (section 5 of Decree No. 74-138 of 18 February 1984), discrimination in respect of access to public sector jobs is prohibited only on grounds of sex.

The Committee therefore requests the Government to indicate how the national policy designed to promote equality of opportunity and treatment in respect of employment and occupation with a view to eliminating all distinctions, exclusions or preferences on the grounds referred to in Article 1, paragraph 1(a), of the Convention has been declared, and to describe the general methods by which this policy is being implemented in respect of access to vocational training, access to employment, and terms and conditions of employment, in both the public and private sectors, in accordance with Article 2 of the Convention.

It therefore trusts that the Government will not fail to supply with its next report the detailed information requested for a number of years in its previous direct requests.

Direct Request (CEACR) - adopted 1996, published 85th ILC session (1997)

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:

1. The Committee notes that the Government reiterates its previous statements to the effect that the results of the general census of the population carried out in 1987 are still not in its possession and that it will supply statistics on jobs in which there is a heavy concentration of women, as soon as possible. In view of the fact that, even if they are finally published, the results of the general census of the population carried out seven years ago will be very outdated and should be brought up to date, the Committee once again hopes that the Government will endeavour, in collaboration with the organizations of employers and workers, to compile data on earnings and related information and to analyse it with a view to gaining a more detailed knowledge of the nature and extent of existing inequalities, and to providing a basis for the formulation of measures to eliminate them, as recommended in paragraph 248 of the General Survey of 1986 on equal remuneration. It requests the Government to supply in its next report the wage scales in occupations and sectors in which a large proportion of women are employed, with an indication of the distribution of men and women at the various levels, in order to be able to assess the manner in which the principle set out in the Convention is given effect in practice.

2. The Committee notes that, according to the report, the minimum wage has been fixed since 1992 by a Decree issued after the National Labour Advisory Commission has given its opinion, and that the occupational categories and wages concerned are determined by negotiation in the framework of collective or enterprise agreements. The Committee would be grateful if the Government would supply with its next report copies of the collective agreements in force which determine wage levels in sectors employing a large number of women, with an indication if possible of the percentage of women covered by these collective agreements and the distribution of men and women at the various levels. In particular, it would like to receive copies of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities which were referred to as being attached to the report, but which have not been received.

Direct Request (CEACR) - adopted 1995, published 83rd ILC session (1996)

1. The Committee notes that in response to its previous comments concerning the employment of persons who are justifiably suspected of, or engaged in, activities prejudicial to the security of the State (Article 4 of the Convention), the Government indicates that there are no legislative measures regulating the employment of such persons but that their activities are punished under penal law. None the less, employees who consider they had been unjustly dismissed following such activities have access to the successive appeal procedures recognized in the Labour Code and by Order No. 72-6 of 26 August 1972, providing for the organization of the Supreme Court. The Committee requests the Government to communicate to it in future reports information on the appeals lodged on this basis and a copy of judgements handed down in this matter.

2. The Committee notes, however, that the Government's report does not contain the information requested in points 1 and 2 of its previous direct request, which read as follows:

It notes that, according to the Preamble to the national Constitution, all human beings, without any distinction as to race, religion, sex, or creed, have inalienable and sacred rights, including the right to work, and that no one may be subjected to harassment because of his extraction, or his religious, philosophical or political opinions or beliefs, subject to respect for the public order. It notes, however, that the other grounds of discrimination expressly mentioned in the Convention - colour, national extraction and social origin - are not included in the Constitution. It also notes that the definition of the term "worker" contained in section 1(2) of Act No. 92/007 of 14 August 1992 issuing the Labour Code refers only to "sex and nationality" as grounds on which discrimination is prohibited, and that the other grounds laid down in the Convention are not mentioned in the Labour Code. Furthermore, in the Conditions of Service of the Public Service (section 5 of Decree No. 74-138 of 18 February 1984), discrimination in respect of access to public sector jobs is prohibited only on grounds of sex.

The Committee therefore requests the Government to indicate how the national policy designed to promote equality of opportunity and treatment in respect of employment and occupation with a view to eliminating all distinctions, exclusions or preferences on the grounds referred to in Article 1, paragraph 1(a), of the Convention has been declared, and to describe the general methods by which this policy is being implemented in respect of access to vocational training, access to employment, and terms and conditions of employment, in both the public and private sectors, in accordance with Article 2 of the Convention.

It therefore trusts that the Government will not fail to supply with its next report the detailed information requested for a number of years in its previous direct requests.

Direct Request (CEACR) - adopted 1995, published 82nd ILC session (1995)

Further to its previous direct requests, the Committee notes the information contained in the report.

1. The Committee notes that the Government reiterates its previous statements to the effect that the results of the general census of the population carried out in 1987 are still not in its possession and that it will supply statistics on jobs in which there is a heavy concentration of women, as soon as possible. In view of the fact that, even if they are finally published, the results of the general census of the population carried out seven years ago will be very outdated and should be brought up to date, the Committee once again hopes that the Government will endeavour, in collaboration with the organizations of employers and workers, to compile data on earnings and related information and to analyse it with a view to gaining a more detailed knowledge of the nature and extent of existing inequalities, and to providing a basis for the formulation of measures to eliminate them, as recommended in paragraph 248 of the 1986 General Survey on Equal Remuneration. It requests the Government to supply in its next report the wage scales in occupations and sectors in which a large proportion of women are employed, with an indication of the distribution of men and women at the various levels, in order to be able to assess the manner in which the principle set out in the Convention is given effect in practice.

2. The Committee notes that, according to the report, the minimum wage has been fixed since 1992 by a Decree issued after the National Labour Advisory Commission has given its opinion, and that the occupational categories and wages concerned are determined by negotiation in the framework of collective or enterprise agreements. The Committee would be grateful if the Government would supply with its next report copies of the collective agreements in force which determine wage levels in sectors employing a large number of women, with an indication if possible of the percentage of women covered by these collective agreements and the distribution of men and women at the various levels. In particular, it would like to receive copies of the collective agreements concluded in enterprises undertaking public works and agricultural, forestry and processing activities which were referred to as being attached to the report, but which have not been received.

Direct Request (CEACR) - adopted 1995, published 82nd ILC session (1995)

The Committee notes that the Government's report dated 24 March 1994 is an exact copy of the previous report dated 17 November 1992 and that it was apparently transmitted before receipt of the Committee's 1994 direct request, which read as follows:

1. It notes that, according to the Preamble to the national Constitution, all human beings, without any distinction as to race, religion, sex or creed, have inalienable and sacred rights, including the right to work, and that no one may be subjected to harassment because of his extraction, or his religious, philosophical or political opinions or beliefs, subject to respect for the public order. It notes, however, that the other grounds of discrimination expressly mentioned in the Convention - colour, national extraction and social origin - are not included in the Constitution. It also notes that the definition of the term "worker" contained in section 1(2) of Act No. 92/007 of 14 August 1992 issuing the Labour Code refers only to "sex and nationality" as grounds on which discrimination is prohibited, and that the other grounds laid down in the Convention are not mentioned in the Labour Code. Furthermore, in the Conditions of Service of the Public Service (section 5 of Decree No. 74-138 of 18 February 1974), discrimination in respect of access to public sector jobs is prohibited only on grounds of sex.

The Committee therefore requests the Government to indicate how the national policy designed to promote equality of opportunity and treatment in respect of employment and occupation with a view to eliminating all distinctions, exclusions or preferences on the grounds referred to in Article 1, paragraph 1(a), of the Convention has been declared, and to describe the general methods by which this policy is being implemented in respect of access to vocational training, access to employment, and terms and conditions of employment, in both the public and private sectors, in accordance with Article 2 of the Convention.

2. The Committee notes that the Government's report does not reply to the specific questions in the report form concerning the application of the Articles of the Convention in general, and Article 3 in particular. It requests the Government in its next report to provide the detailed information requested in the report form under Article 3.

3. The Committee notes the information supplied by the Government concerning the lack of any legislative or administrative measures affecting the employment of persons who are justifiably suspected of, or engaged in, activities prejudicial to the security of the State (Article 4 of the Convention). Please indicate whether there are any instances in which an employee, in the public or the private sector, may be dismissed or transferred from a particular job - even if there has been no criminal investigation - because he is suspected of activities prejudicial to the security of the State. If there are such instances, please indicate the procedure to be followed and the available appeal procedures. Please provide copies of the relevant sections of the criminal law punishing the activities of this nature mentioned in the report.

The Committee therefore trusts that the Government will not fail to supply the information requested in the above direct request in its next report.

Direct Request (CEACR) - adopted 1994, published 81st ILC session (1994)

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:

1. It notes in particular that the Government will transmit as soon as possible the statistics requested on jobs in which there is a heavy concentration of women. The Committee hopes that the Government will be able to supply this information in its next report together with indications of the remuneration of women in comparison with that of men in these jobs.

2. The Committee notes that, according to the Government, the principle of equal remuneration is applicable as regards the various bonuses and allowances and notes with interest that in the public service (section 6 of Decree No. 91/324 of 9 July 1991 to establish the conditions for the award and occupation of administrative housing) the housing allowance is paid to each spouse. As regards the private sector, the Committee hopes to receive in the near future the collective agreements concluded in enterprises undertaking public works, construction, agricultural and forestry activities and processing which, according to the report, will be transmitted later.

3. The Committee notes from the texts supplied by the Government that the tables of indices were established on 1 December 1982, and then on 1 November 1983 and 1 July 1983. The Committee requests the Government to supply with future reports wage scales for more recent years and statistics by sex and category.

4. The Committee would be grateful if the Government would supply recent information on labour inspection activities to supervise the application of the principle of equal wages for work of equal value (including the violations reported and the penalties imposed) and on court rulings in this field.

Direct Request (CEACR) - adopted 1994, published 81st ILC session (1994)

The Committee notes the information supplied by the Government in its report.

1. It notes that, according to the Preamble to the National Constitution, all human beings, without any distinction as to race, religion, sex or creed have inalienable and sacred rights, including the right to work and that no one may be subjected to harassment because of his extraction, or his religious, philosophical or political opinions or beliefs, subject to respect for the public order. It notes, however, that the other grounds of discrimination expressly mentioned in the Convention - colour, national extraction and social origin - are not included in the Constitution. It also notes that the definition of the term "worker" contained in section 1(2) of Act No. 92/007 of 14 August 1992 issuing the Labour Code refers only to "sex and nationality" as grounds on which discrimination is prohibited, and that the other grounds laid down in the Convention are not mentioned elsewhere in the Labour Code. Furthermore, in the Conditions of Service of the Public Service (section 5 of Decree No. 74-138 of 18 February 1974), discrimination in respect of access to public sector jobs is prohibited only on grounds of sex.

The Committee therefore asks the Government to indicate how the national policy designed to promote equality of opportunity and treatment in respect of employment and occupation with a view to eliminating all distinctions, exclusions or preferences on the grounds referred to in Article 1, paragraph 1(a), of the Convention has been declared, and to describe the general methods by which this policy is being implemented in respect of access to vocational training, access to employment, and terms and conditions of employment, in both the public and private sectors, in accordance with Article 2 of the Convention.

2. The Committee notes that the Government's report does not reply to the specific questions in the report form concerning the application of the Articles of the Convention in general, and Article 3 in particular. It asks the Government in its next report to provide the detailed information requested in the report form under Article 3.

3. The Committee notes the information supplied by the Government concerning the lack of any legislative or administrative measures affecting the employment of persons who are justifiably suspected of, or engaged in, activities prejudicial to the security of the State (Article 4 of the Convention). Please indicate whether there are any instances in which an employee, in the public or the private sector, may be dismissed or transferred from a particular job - even if there has been no criminal investigation - because he is suspected of activities prejudicial to the security of the State. If there are such instances, please indicate the procedure to be followed and the available appeal procedures. Please provide copies of the relevant sections of the criminal law punishing the activities of this nature mentioned in the report.

Direct Request (CEACR) - adopted 1993, published 80th ILC session (1993)

With reference to its previous direct requests, the Committee notes the Government's report and the attached texts.

1. It notes in particular that the Government will transmit as soon as possible the statistics requested on jobs in which there is a heavy concentration of women. The Committee hopes that the Government will be able to supply this information in its next report together with indications of the remuneration of women in comparison with that of men in these jobs.

2. The Committee notes that, according to the Government, the principle of equal remuneration is applicable as regards the various bonuses and allowances and notes with interest that in the public service (section 6 of Decree No. 91/324 of 9 July 1991 to establish the conditions for the award and occupation of administrative housing) the housing allowance is paid to each spouse. As regards the private sector, the Committee hopes to receive in the near future the collective agreements concluded in enterprises undertaking public works, construction, agricultural and forestry activities and processing which, according to the report, will be transmitted later.

3. The Committee notes from the texts supplied by the Government that the tables of indices were established on 1 December 1982, and then on 1 November 1983 and 1 July 1983. The Committee requests the Government to supply with future reports wage scales for more recent years and statistics by sex and category.

4. The Committee would be grateful if the Government would supply recent information on labour inspection activities to supervise the application of the principle of equal wages for work of equal value (including the violations reported and the penalties imposed) and on court rulings in this field.

Direct Request (CEACR) - adopted 1993, published 80th ILC session (1993)

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:

The Committee has taken note of the Government's first report. It observes that the report does not contain sufficient information to enable the Committee to carry out an appropriate examination of the application of the Convention.

It therefore requests the Government to communicate as soon as possible, for examination by the Committee at its next session, a detailed report based on the report form, concerning the Convention, which was approved by the Governing Body of the ILO, and containing all the particulars requested therein.

Direct Request (CEACR) - adopted 1991, published 78th ILC session (1991)

The Committee has taken note of the Government's first report. It observes that the report does not contain sufficient information to enable the Committee to carry out an appropriate examination of the application of the Convention.

It therefore requests the Government to communicate as soon as possible, for examination by the Committee at its next session, a detailed report based on the report form, concerning the Convention, which was approved by the Governing Body of the ILO, and containing all the particulars requested therein.

Direct Request (CEACR) - adopted 1990, published 77th ILC session (1990)

1. With reference to its previous comments, the Committee notes the Government's statement that the National Joint Board for Collective Agreements and Wages has taken into account work of a different nature but of equal value in the classification of jobs in all sectors, and that when establishing this classification the Board based itself broadly on the ILO International Standard Classification of Occupations. In this connection, the Committee refers to the explanations given in paragraphs 22 and 72 of its 1986 General Survey on Equal Remuneration, in which it indicates that in spite of the difficulties associated with a broader comparison of jobs, the fact that women workers are more heavily concentrated in certain jobs and in certain sectors of activity has to be taken into account so as to avoid or redress a biased evaluation of qualities traditionally considered as "peculiar to women". The Committee requests the Government to supply statistics on jobs in which there is a heavy concentration of women and on their remuneration in comparison with that of men.

2. The Committee notes the collective agreement for commerce and its appendix (the supplementary occupational classification for commerce signed on 3 May 1979), which was supplied with the report. It notes the provisions of Title V concerning wages and those of Title VI concerning bonuses, allowances and various benefits. In view of the fact that, according to the Convention, the term "remuneration" includes the ordinary, basic or minimum wage or salary 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, the Committee requests the Government to indicate whether the principle of equal remuneration as provided for in the Convention is also applicable as regards the above bonuses and allowances. The Committee requests the Government to continue supplying collective agreements that have recently been concluded in branches other than commerce.

3. In its previous comments concerning the public sector, the Committee requested the Government to supply a copy of the Decree establishing for public servants the elements comprising remuneration, as provided in section 42 of Decree No. 74-138 of 18 February 1974, issuing the General Regulations of the Public Service, and a copy of the texts establishing the remuneration scheme and the tables of indices issued under section 44 of the above Regulations. The Committee requests the Government to supply copies of the above texts and tables of indices with its next report.