Equal Remuneration Convention, 1951 (No. 100) - Trinidad and Tobago (Ratification: 1997)

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 submitted by the Joint Trade Union Movement (JTUM) on 30 August 2024, regarding the application of the Convention in the public service, The Committee also takes note of the response provided by the Government of Trinidad and Tobago on 4 November 2024, addressing these issues.

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

Articles 1 to 3. National policy for equality of opportunity and treatment. Migrant workers. In its report, the Government indicates that it has developed a draft Labour Migration Policy (aimed at protecting migrant workers, reducing inequalities, and promoting decent work and economic growth) which is currently before the Cabinet for consideration. It also highlights the signing of a Memorandum of Understanding with the Living Water Community on 31 October 2023 to improve migrant workers’ access to justice in labour disputes, as well as the launch of a tri-lingual Sexual Harassment in the Workplace Helpline in the same year. From January 2021 to December 2023, the Labour Inspectorate Unit received 50 complaints from migrant workers concerning minimum wage and other working conditions, while the Equal Opportunity Commission recorded four complaints related to discrimination on the grounds of origin between January 2020 and August 2024. Additionally, the Conciliation Advisory and Advocacy Division (CAAD) received 53 complaints from migrant workers between 2022 and 2024. The Committee welcomes these efforts. The Committee asks the Government to provide information on: (i) any specific measures taken to protect migrant workers against discrimination in employment and occupation based on the grounds set out in Article 1(1)(a) of the Convention; and (ii) any progress made in the adoption of the Labour Migration Policy, as well as statistical data on the participation of migrant workers in the labour market.

National policy for equality of opportunity and treatment.Sex. The Committee acknowledges the Government’s reaffirmation that the National Policy on Gender and Development (NPGD), though still in its ‘Green Paper’ stage, continues to serve as a guiding framework for promoting workplace rights, expanding employment opportunities, strengthening social protection, fostering social dialogue, implementing labour standards, and encouraging entrepreneurial initiatives. It also notes the Government’s assertion that the NPGD has influenced amendments to several national policies, such as those on sexual harassment (2019), youth (2020–2025), tourism (2021–2030), trade (2019–2023), and Climate Change (2011), as well as informed the implementation of various interventions. However, the Committee notes with regret the absence of specific information detailing the nature of these policy amendments and concrete examples of the intervention undertaken. In this context, the Committee further notes that, in its 2023 concluding observations, the United Nations Committee on Human Rights expressed concern about the continued under-representation of women in high-level decision-making positions across the judiciary, legislature, and executive, as well as the persistence of patriarchal stereotypes and gender-based discrimination (CCPR/C/TTO/CO/5, December 1, 2023, para. 19).

Occupational segregation. The Government reports that the Gender Affairs Division in the Office of the Prime Minister launched two key initiatives: the Youth Tech Initiative in 2023, which promotes equal access to technology education and training for both men and women, and the Survivors Transformation and Empowerment Initiative in March 2024, aimed at developing marketable skills among survivors of domestic violence. The Government also conducted several awareness-raising campaigns, including Women in Technical and Vocational Training, National Training Agency webinars, the Barbershop Initiative, the Women, Peace and Security Initiative, and gender sensitization outreach. These efforts are intended to challenge gender stereotypes, promote women’s leadership, and increase public understanding of gender and development, aligning with the National Policy on Gender and Development. The Committee observes that, in 2022, female enrolment in educational and vocational institutions was 43 per cent higher than male enrolment, with 30,781 females compared to 17,459 males. It also notes the Government statement that there is a noted increase in female interest in traditionally male-dominated fields such as electronics, carpentry, and welding and its efforts to collect gender-disaggregated employment data through the Job Vacancy Census and Survey are welcomed, as these will help shape future gender equity policies. However, the Committee notes the persistent gender gap in labour market participation, as highlighted in the 2021–22 UN Human Development Report (Uncertain times, unsettle lives: shaping our future in a transforming world, pages 291), which shows that female labour force participation stands at 46.7 per cent compared to 68 per cent for men, despite more women completing secondary education. In that regard, the Committee recalls that occupational segregation begins long before individuals enter the labour market, driven by gender norms and stereotypes that influence educational and training choices. These patterns continue to disadvantage women by funnelling them into lower-paid, less secure, and often female-dominated sectors that offer poorer working conditions and social protection (2023 General Survey on Achieving Gender Equality at Work, paras 335–340).

Consequently, the Committee asks the Government to continue its effort to address the structural causes behind the horizontal and vertical gender segregation in the labour market, including the position and status of men and women in employment and society more generally, such as for example, the traditional assumptions concerning gender roles in the labour market. Please provide statistical information on the participation of men and women in education and vocational training, as well as in employment and occupation, if possible disaggregated by occupational categories and sectors.

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

Articles 1 to 4. Gender pay gap. Based on statistics provided by the Government, the Committee notes that men were employed at an average rate of 28 per cent higher than women between 2019 and 2022. It also remarks that research to address these disparities is ongoing and that a Joint Select Committee on Human Rights, Equality and Diversity has been established to examine the impact of gender on work parity, with particular attention to remuneration, working conditions, promotion opportunities, and the provision of a safe and healthy work environment. The Committee recalls that, while overtly discriminatory pay practices have largely been eliminated, the gender pay gap remains a clear manifestation of structural gender inequality. Its persistence underscores the need for more proactive and coordinated efforts by governments, employers, and workers’ organizations to raise awareness, conduct thorough assessments, and ensure the effective implementation of the principle of equal remuneration for men and women for work of equal value. The Committee refers, in this regard, to its comment above on occupational segregation. The Committee asks the Government to provide detailed statistical data on the distribution of men and women across economic sectors and occupations, along with their respective earnings. In addition, it encourages the Government to consider promoting the transparency of pay structures to combat pay gaps between men and women more effectively and promote effective application of the principle of the Convention.

Article 2. National minimum wage. The Committee notes that, from 2018 to 2023, men consistently outnumbered women by an average of 25 per cent in all income groups. Additionally, there is a consistent gender disparity among those earning the national minimum wage of 20.50 Trinidad and Tobago Dollar (TTD). Considering these findings, the Committee emphasizes the importance of ensuring that minimum wage-setting mechanisms do not undervalue jobs predominantly held by women and that the criteria used are free from gender bias.

Article 3. Objective job evaluation. The Committee notes with regret that the results of the public service job evaluation and compensation exercise, expected by June 2022, have yet to be communicated. It nevertheless notes that a point-factor system – considering factors such as knowledge, problem-solving, responsibility, and working conditions – is being used for the evaluation of roles in the Teaching, Police, Fire, and Prison services. Similarly, judicial and legal services are evaluated using the criteria of know-how, problem-solving, accountability, and physical demand. The same point-based system has also been applied to the Civil Service and the Salaries Review Commission (SRC). While the SRC’s job evaluation has been completed and awaits Cabinet approval, the evaluation for the Civil Service was expected to conclude by December 2024. In its observation, the JTMU raised concerns that male-dominated essential services like the police and fire departments enjoy statutory benefits and higher pay despite lower educational requirements, whereas female-dominated sectors such as nursing and midwifery receive lower wages and lack comparable benefits. In this regard, the Committee wishes to emphasize that effective implementation of the Convention requires objective methods to assess and compare the value of different jobs through non-discriminatory criteria. Unconscious gender bias can subtly infiltrate objective job evaluation exercises unintentionally and favour certain qualities more associated with one gender than another (physical strength versus manual dexterity for example). Further, such evaluations must ensure that the scope of job comparisons extends beyond individual enterprises to address systemic inequalities in compensation across sectors, (see 2012 General Survey, paras 695 and 698). In light of the persistent occupational segregation and substantive gender pay gap, the Committee asks the Government: (i) to take measures to ensure that job evaluation systems are designed and implemented in a way that address potential bias; (ii) to clarify how “physical demand” is defined and applied in judicial and legal job evaluation assessments; (iii) to continue providing gender-disaggregated data on minimum wage earners; and (iv) to report on the findings of the job evaluation exercise for the public service completed in June 2022 and the planned job evaluation exercise for the Civil Service scheduled for December 2024.

Convention No. 100 and No. 111 – Application in practice

Awareness-raising. Convention No. 100. The Committee requests the Government to take steps to raise awareness of the concept of “equal remuneration for work of equal value” among workers, employers and their respective organizations as well as enforcement officials and the general public.

Convention No. 111. The Committee recalls that the purpose of the Convention goes beyond protecting against discrimination in employment and occupation on the basis of sex or gender. The Committee thus asks the Government to provide information on anyawareness-raising activities promoting equality of treatment and opportunity in employment and occupation on all the prohibited grounds of the Convention (i.e. race, colour, religion, political opinion, national extraction or social origin).

Enforcement. Convention No. 111. The Committee notes the Government’s efforts to strengthen the Labour Inspectorate Unit through the recruitment of additional inspectors and the digitalization of the labour inspection system, which aims to enhance data collection, including gender-disaggregated data. It also takes note of information provided by the Equal Opportunity Commission (EOC) on employment discrimination complaints based on sex filed between 2020 and mid-2024, during which 68 complaints were recorded – most of them submitted by women. Some of these complaints concerned pay disparities, as well as cases involving denial of promotion, unequal access to training, and pay inequality. However, the Committee notes with concern that the EOC has not published an annual report since 2019, despite the legal requirement under Sections 53 and 54 of the Equal Opportunity Act (2000) (The Act) to submit operational reports within three months of each calendar year’s end. It recalls that, under Section 27(1) of the Act, the EOC is mandated to eliminate discrimination by receiving, investigating, and resolving related complaints. In this context, the Committee stresses the importance of access to information on the outcomes of discrimination cases – including sanctions imposed and remedies granted – as such data is critical to assessing the effectiveness of the enforcement system.

Convention No. 100. The Committee welcomes the role of Labour Inspectors in ensuring compliance with minimum wage and other employment standards for both men and women. However, it notes that these inspections are limited to minimum wage enforcement, with no specific mechanism to monitor pay inequality above the minimum wage threshold.

The Committee asks the Government: (i) to provide detailed information on the number of cases of discrimination in employment and occupation, including cases of unequal remuneration for work of equal value,brought before the EOC and their outcomes, the information on sanctions imposed and remedies granted; (ii) to take steps to prepare the Annual Report of the EOC and provide it with a copy; and (iii) to supply information on the number and nature of any complaints related to discrimination based on marital status under the Civil Service Act or the Pension Regulations, or cases of discrimination against migrants, dealt with by the Labour Inspectorate, EOC, Equal Opportunity Tribunal, Ombudsman, or other competent authorities.

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

Previous comment on Convention No. 100

Previous comment on Convention No. 111

In order to provide a comprehensive view of the issues relating to the application of ratified Conventions on equality under examination this year, the Committee considers it appropriate to examine Conventions Nos 100 (Equal Remuneration) and 111 (Discrimination in Employment and Occupation) together.

The Committee notes the observations submitted by the Joint Trade Union Movement (JTUM) on 30 August 2024, regarding the application of the Convention in the public service. The Committee also takes note of the response provided by the Government on 4 November 2024, addressing these issues.

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

Article 1(1)(a) and 3(b). Minimum Prohibited grounds of discrimination. Legislation. The Committee regrets that, in its report, the Government has failed to provide information on the potential inclusion of “colour” and “political opinion” in the Equal Opportunity Act, 2000. It notes that the Government has defined the term “origin” as geographical origin, ancestral and family background/family origin or parentage. In that regard, it wishes to stress that the ground of “social origin” enshrined in the Convention refers to situations in which an individual’s membership of a class, socio-occupational category or caste determines his or her occupational future, either because he or she is denied access to certain jobs or activities, or is assigned only certain jobs (see 2012 General Survey on Fundamental Conventions, paras 802–804). The definition of “origin” provided by the Government would appear to be covered by the ground of “national extraction” which covers distinctions made on the basis of a person’s place of birth, ancestry or foreign origin. Discrimination based on ‘national extraction’ may be directed against persons who are nationals of the country in question, but who have acquired their citizenship by naturalization or who are descendants of foreign immigrants, or persons belonging to groups of different national extraction living in the same State. Distinctions made between citizens of the same country on the basis of foreign birth or origin is one of the most evident examples (see 2012 General Survey, para. 764). The Committee wishes to emphasize that, where legal provisions are adopted to give effect to the principle of the Convention, they should include at least all the grounds of discrimination specified in Article 1(1)(a) of the Convention. The Committee takes note, in addition, that the Government is proposing to amend the Equal Opportunity Act (2000) to include ‘age’ and ‘sexual orientation’ as additional prohibited grounds of discrimination and to expand the pre-existing grounds of ‘disability’ to include medical conditions. Finally, the Committee notes with concern that the proposed amendments have been before the Attorney-General and Ministry of Legal Affairs for over a decade.

The Committee urges the Government totake the necessary measures to expeditiously conclude the revision of the Equal Opportunity Act 2000 to explicitly include “political opinion”, “colour” and “social origin” in the list of prohibited grounds of discrimination, as required by Article 1(1)(a) of the Convention. The Committee also requests the Government to clarify whether the term “origin” in its national legislation falls within the Convention’s concept of “national extraction”. Please provide information on progress made in this regard. 

Discrimination based on sex. The Committee takes note of the observation submitted by JTUM about sex-based discrimination specifically citing: (1) section 14(2) of the Civil Service Regulations, which requires women officers to report their marriage to the Public Service Commission – a rule that does not apply to men; and (2) section 6 of the Pension Regulations (Chapter 23:52) which gives the option to women workers in the public service, with at least five years of service in a pensionable post, to retire on the grounds of marriage, an option not available to men officials. The JTUM also alludes to a provision which provides that the appointment of a married female officer may be terminated on the ground that her family obligations are affecting the efficient performance of her duties (Regulation 52 of the Police Commission Regulations previously identified by the Committee). The Committee notes with concern that the new Police Service Commission Regulations, omitting Regulation 52, are still awaiting review by the Chief Parliamentary Counsel since the decision to revoke them in January 2019; and that the new Civil Service Act and Regulations (omitting section 14(2)) have been drafted in 2021 and are still under review. With regard to section 6 of the Pension Regulations, the Government states that, the Law Reform (Pensions) Act No. 20 of 1997 provides all officers, including married women, with the option to leave service after two years in a pensionable post without loss of accrued pension benefits (section 6), thus reducing the number of retirements based on marriage. Nonetheless, the Committee wishes to point out that discrimination in employment and occupation against married women often arises from stereotypes viewing them as unreliable employees due to conflicting domestic responsibilities (see 2023 General Survey on Achieving Gender Equality at Work, para. 95).

The Committee urges the Government to expedite the finalization and adoption of the revised Police Commission Regulations and Civil Service Act. Please provide updates on progress and copies of the finalized texts once adopted. The Committee also asks the Government to provide information on the practical implication of section 6 of the Pension Regulation and any measures in place to ensure that this provision does not result in discrimination against married women in employment and occupation.

Sexual harassment. The Government reports that the draft policy position paper on the Employment Standards Bill remains under consideration by the Industrial Relations Advisory Committee (IRAC). Additionally, it states that the draft Sexual Harassment Bill 2022, though developed through extensive consultations, has yet to be adopted. The Committee welcomes the Government’s public awareness initiatives on the National Workplace Policy on Sexual Harassment, including the outreach and training sessions conducted by the Conciliation Advisory and Advocacy Division (CAAD) of the Ministry of Labour, which targeted workers and their representative organizations. It also notes that CAAD, through its helpline, recorded 50 sexual harassment complaints between March 2023 and July 2024, and documented 11 complaints and 5 training requests from 2021–24 through a dedicated email. However, the Committee notes with regret that: (1) that the Government has not provided information on the concrete steps taken to prevent and prohibit sexual harassment in the workplace within the framework of the National Workplace Policy nor on the outcomes of the complaints; and (2) the lack of information on advocacy and awareness-raising efforts targeted specifically at employers and their organizations.

The Committee again asks the Government to report on: (i) any progress made in the adoption of legislation prohibiting all forms of sexual harassment in employment and occupation, including the Employment Standards Bill and the Sexual Harassment Bill; (ii) any specific measures implemented to prevent and prohibit sexual harassment in employment and occupation, in particular in the framework of the National Workplace Policy; and (iii) any complaint or case of sexual harassment dealt with by the competent authorities, including on the results thereof.

Gender-neutral terminology. The Committee previously noted the persistence of the use of sex-specific terminology to describe certain categories of workers (in the Schedule, Parts I–VI, of the Civil Service Regulations) that may reinforce stereotypes regarding whether certain jobs should be carried out by men or women (for example, postman, watchman, foreman, repairman, handyman, ward or home sister, matron, maid, laundress), or whether women may have access to decision-making positions (for example, “chief male nurse”, or the distinction made between “male airport attendant” and “female airport attendant” for airport attendant I and II). The JTUM, in its observation, also highlighted the use of sex-specific terminology in legislation as a barrier to achieving equality between men and women in employment and occupation. In response to the Committee request to amend the legislation to ensure that it contains gender-neutral terminology, the Government explains that section 16(1) of the Interpretation Act, affirms that male pronouns encompass all genders. Nonetheless, the Committee notes with concern the statement of the Government that adopting gender-neutral terminology would require redesignating job titles, obtaining ministerial approval, and issuing variation orders. The Committee wishes to stress that using gender-neutral job descriptions can help create a more inclusive work environment and attract a wider pool of talent, correct gender biases in job valuations and thus reduce the risk of pay discrimination and challenge traditional gender norms.

The Committee once again urges the Government to take the necessary steps to ensure the use of gender-neutral terminology in job titles and classification across all sectors and, in the meantime, to take measures to promote the importance of gender-neutral language to help prevent discrimination and stereotyping, eliminate gender bias, and advance equality between men and women in employment and occupation.

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

Articles 1 and 2. Legislation. The Committee reiterates its long-standing concern that, while the Equal Opportunity Act, 2000 prohibits discrimination in employment, it does not specifically address the concept of equal remuneration for work of equal value. It further notes that, following consultations in August 2020, the Industrial Relations Advisory Committee (IRAC) developed draft Policy Recommendations on Employment Standards, which were reviewed by the Minimum Wages Board in 2022. These recommendations were further updated by the IRAC in June 2024 to reflect post-pandemic changes in the labour market and are expected to be submitted to Cabinet following ministerial approval. The Committee notes with concern the slow pace of progress and emphasizes that limiting legal provisions to equal pay for ‘the same or similar work’ fails to address structural inequalities and may obstruct efforts to close the gender pay gap (see 2012 General Survey, para. 679).

The Committee once again urges the Government to give full legislative expression to the principle of the Convention, including through the adoption of the Employment Standards Bill. Please provide information on any progress made in that regard, as well as on any proactive measures taken to raise awareness of the principle of equal remuneration for work of equal value among workers, employers and their representative organizations and also among law enforcement officials.

Article 2. Collective Bargaining. The Committee notes the role of the CAAD in advising unions and employers on the importance of using gender-neutral terminology and welcomes this proactive approach to promoting non-biased job classifications in collective agreements. The Government indicates that: (1) the regrading and reclassification exercise for daily-rated positions at the Port-of-Spain Corporation is ongoing, focusing on eliminating gender bias in job designations and grading; and (2) following the 2017–19 negotiations between the Personnel Department and the Amalgamated Workers’ Union, it has engaged a consultant to conduct a job-evaluation exercise (JEE) to review these positions comprehensively. The Committee acknowledges the actions taken by the Employers’ Consultative Association (ECA) and its subsidiary, the Employers Solution Centre (ESC), in supporting equitable and gender-neutral collective bargaining practices, mainly through its training initiatives, including the Academy of Industrial Relations, which educates over 100 new and established professionals annually on topics related to equal remuneration, gender-neutral terminology, and the Equal Opportunity Act, 2000. However, the Committee notes the continued use of non-gender-neutral terminology in collective agreements.

The Committee therefore urges the Government to report on the progress made in this area, for example by: (i) providing a list of non-gender-neutral terms that have been replaced with gender-neutral alternatives; or (ii) submitting examples of collective agreements that now use gender-neutral terminology to describe specific categories of workers.

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

Direct Request (CEACR) - adopted 2021, published 110th ILC session (2022)

Articles 1 and 2 of the Convention. Employment policy. The Committee previously noted that, due to resource constraints, the Minister of Labour and Small Enterprise Development (MOLSED), had been unable to continue the development of a Decent Work Policy and Programme of Action, but that the principles of the Decent Work Agenda, including the principle of equal remuneration for work of equal value, were taken into account as part of the current review of labour legislation. The Committee notes the Government’s statement, in its report, that the MOLSED continues its review and reform of existing labour legislation in order to ensure, amongst other things, alignment with the fundamental principle of equal remuneration for men and women for work of equal value. Recalling the importance of implementing fully the principle of equal remuneration for work of equal value, the Committee once again asks the Government to provide information on any developments in this regard, more specifically on any review of labour legislation undertaken with a view to ensuring the implementation of this principle, which lies at the heart of the fundamental right of gender equality.

Article 2(2)(b). National minimum wage. Referring to its previous comments where it requested information on the minimum wage, the Committee notes the adoption of Legal Notice No. 341 of 8 November 2019 which increased the national minimum wage from 15 Trinidadian dollars (TTD) to TTD17.50 per hour. The Committee welcomes this information. The Committee asks the Government to provide updated statistical information on the percentage of women and men who are paid the national minimum wage, as well on any obstacles encountered, in particular in sectors in which women predominate.

Article 3. Objective job evaluation. The Committee previously noted the Government’s indication that several job evaluation exercises had been implemented in the public service since the early 2000s and requested the Government to provide detailed information on the method used in that framework and the results achieved. It notes the Government’s statement that there is no detailed documentation on the methodology used but the public service relies on the Position Classification Method (PCM) of Job Evaluation. The Government adds that such method evaluates the value of the job, and not the person, comparing the job content to existing job descriptions. The evaluation is based on factors such as nature and scope of the job, authority, supervisory responsibility, training or experience required and relative worth of the job; at no time is gender a determining factor for setting wages in the public service. The Government adds that a job evaluation and compensation exercise for the public service is currently ongoing and will be completed in June 2022. Regarding job evaluations in the private sector, the Committee notes the Government’s indication that the Employers’ Consultative Association (ECA) provides services regarding the conduct of job evaluation exercises to employers, through its Employers’ Solution Centre (ESC). The Government adds that, in this context, ECA uses objective and job-specific factors, (mainly based on the point-factor method), never recommending the use of gender-biased factors. The Committee takes note of this information. In light of the persistent occupational segregation and substantive gender pay gap, the Committee however wishes to draw the Government’s attention to the fact that the effective implementation of the principle of the Convention not only requires that levels of wages shall not be determined on the basis of sex, but goes further by requiring some method of measuring and comparing the relative value of different jobs held by men and women, through an examination of the respective tasks involved, undertaken on the basis of entirely objective and non-discriminatory criteria, such as skill, effort, responsibilities and working conditions, in order to avoid the assessment being tainted by gender bias (see General Survey on fundamental Conventions, 2012, paragraph 695). The Committee asks the Government to provide detailed information on the method used for job evaluation exercises in the public sector and the results achieved. In that regard, it asks the Government to provide a copy of the job evaluation exercise for the public service to be completed in June 2022. The Committee also asks the Government to provide information on the measures taken to promote objective job evaluation in the private sector, based on criteria that are free from gender bias, such as qualifications and skills, effort, responsibilities and conditions of work, with a view to ensure that skills considered to be “female” (such as manual dexterity or skills required in the caring professions), are not undervalued or even overlooked, in comparison with traditionally “male” skills (such as heavy lifting).

Observation (CEACR) - adopted 2021, published 110th ILC session (2022)

Articles 1 and 2 of the Convention. Assessing and addressing the gender pay gap. The Committee previously noted the persistence of occupational gender segregation and predominant gender pay gap in favour of men. It requested the Government to provide information on the concrete measures taken and the progress made in that regard. The Committee notes the Government’s indication that the draft National Policy on Gender and Development (NPGD), which contains initiatives aimed at addressing these issues, has not been adopted yet but that, in the meantime, the Cabinet has agreed to use the draft policy as an «official government policy pending its final adoption». The Committee regrets the lack of information provided by the Government on any concrete measures implemented to address occupational gender segregation or gender pay gap, pending the adoption of the NPGD. In that regard, it notes with concern, from the last available statistical information forwarded by the Government, that, in 2018, women employed in the same occupational categories or industrial groups as men systematically received lower remuneration in all of them (except in “other mining and quarrying” group), with average wage differentials between men and women being estimated at 12.75 per cent. It further notes that, in 2018, the gender pay gap between men and women ranged from 8.9 per cent for technicians and associate professionals, up to 34.7 per cent for service and shop sales workers and 35.8 per cent for plant and machine operators and assemblers. The statistics concerning the average monthly income by sex and industry also show a gender pay gap in favour of men (except in transport, storage and communication), ranging from 1.3 per cent in agriculture, up to 24.5 per cent in wholesale and retail trade, restaurants and hotels. The Committee further notes that, according to the 2020 Human Development Report from the United Nations Development Programme (UNDP), female participation in the labour market remains low at 50.1 per cent compared to 70.2 per cent for men, and the income inequality Gini coefficient (that is the measure of the deviation of the distribution of income among individuals or households within a country from a perfectly equal distribution; where a value of 0 represents absolute equality and a value of 1 (or 100 per cent) absolute inequality) was estimated at 0.323 in the 2019 index. It further notes that, as highlighted in 2021, in the context of the Universal Periodic Review (UPR), conducted under the auspice of the United Nations (UN) Human Rights Council, the UN Committee on the Elimination of Discrimination against Women (CEDAW) expressed specific concern at the wide gender wage gap and persistent occupational segregation in the labour market and specifically recommended the Government to reduce the gender wage gap by guaranteeing and enforcing the principle of equal pay for work of equal value in all sectors (A/HRC/WG.6/39/TTO/2, 26 August 2021, paragraphs 35 and 36 and CEDAW/C/TTO/CO/4-7, 25 July 2016, paragraphs 30 and 31). Regarding occupational gender segregation, the Committee refers the Government to its comments under the Discrimination (Employment and Occupation) Convention, 1958 (No. 111). The Committee urges the Government to step up its efforts in order to address the gender pay gap and its structural causes, including persistent occupational gender segregation of the labour market. It asks the Government to provide information on any concrete measures implemented to that end, as well as on any progress made in the adoption of the National Policy on Gender and Development. The Committee also asks the Government to provide detailed statistical data on the distribution of women and men in the various economic sectors and occupations, and their corresponding earnings, both in the private and public sectors.

Articles 1(b) and 2. Equal remuneration for men and women for work of equal value. Legislation. The Committee recalls that the Equal Opportunity Act, 2000, prohibits discrimination in employment but does not contain any specific provision regarding equal remuneration for men and women for work of equal value. Since 2003, the Committee has been requesting the Government to take steps to give full legislative expression to the principle of the Convention. It previously noted that, in 2018, consultations were held on the Industrial Relations Advisory Committee's (IRAC) Policy Recommendations on Employment Standards and a proposed list of definitions, and requested the Government to provide information on any progress made in that regard. The Committee notes the Government’s statement, in its report, that the elaboration of the Employment Standards Bill is still ongoing. The Government indicates that, since 2018, consultations have continued between the IRAC, the Minister of Labour and Small Enterprise Development (MOLSED), and national stakeholders on the draft Policy Recommendations, which suggest the inclusion of a provision providing that “men and women shall be entitled to equal pay for work of equal value”. The Government adds that, in August 2020, a new version of the draft Policy Recommendations was revised by relevant stakeholders through targeted consultations, prior to their submission to the Cabinet. The Committee takes note of this information. It however notes with concern the lack of progress towards a full legislative implementation of the principle contained in the Convention. It recalls, once again, that Article 2(2)(a) of the Convention specifies national laws and regulations as a method of applying the principle of the Convention and that guidance provided by the Equal Remuneration Recommendation, 1951 (No. 90) supports legal enactment for the general application of the principle. It emphasizes that legal provisions that are narrower than the principle laid down in the Convention – in that they do not give expression to the concept of “work of equal value” – hinder progress in eradicating gender-based pay discrimination (see 2012 General Survey on the fundamental Conventions, paragraph 679). In light of the ongoing legislative developments that have been under way for a number of years, the Committee urges the Government to give full legislative expression to the principle of the Convention, including through the adoption of the Employment Standards Bill. It asks the Government to provide information on any progress made in that regard, as well as on any proactive measures taken to raise awareness of the meaning of the principle of equal remuneration for work of equal value among workers, employers and their representative organizations and also among law enforcement officials. The Committee further asks the Government to provide information on the number, nature and outcome of cases of pay inequality between men and women dealt with by the labour inspectors, the Equal Opportunity Commission and Equal Opportunity Tribunal, the courts or any other competent authorities.

Articles 2(2)(c) and 4. Collective agreements and collaboration with the social partners. The Committee previously noted the continued use of non-gender-neutral terminology in collective agreements in order to describe certain categories of workers (such as “greaseman”, “watchman”, “handyman”, “charwoman”, “female scavenger”, etc.) which may reinforce stereotypes regarding whether certain jobs should be carried out by men or women, and thus increasing the likelihood of wage inequality. It noted the Government’s indication that gender-neutral designation of posts would be given consideration in the framework of the regrading and reclassification exercise for daily rated workers of the Port-of-Spain Corporation, and requested the Government to indicate how it was ensured that, in determining wage rates in collective agreements, the principle of equal remuneration for men and women for work of equal value was effectively taken into account by the social partners. The Committee notes the Government’s indication that the regrading and reclassification exercise for daily rated workers of the Port-of-Spain Corporation is still ongoing. Regarding collective agreements, the Government states that the Employers’ Consultative Association (ECA) provides collective bargaining services to all employers during the preparation and conduct of collective bargaining negotiations, in particular to include proposals for the use of gender-neutral language to describe job positions. The Government adds that the ECA has committed to continue exploring the possibility of adding the concept of equal pay for work of equal value to new or already existing interventions of its subsidiary, the Employers’ Solution Centre (ESC), which conducts training and awareness-raising activities for over 2,000 individuals per year. Recalling the important role played by the social partners in giving effect in practice to the principle of the Convention, more particularly in light of the absence of any legislation reflecting the principle of equal remuneration for men and women for work of equal value, the Committee asks the Government to take steps, in collaboration with employers’ and workers’ organizations, to ensure that gender-neutral terminology is used in defining the various jobs and classifications in collective agreements. It asks the Government to provide information on progress made in this regard, as well as to indicate the results of the regrading and reclassification exercise for daily rated workers of the Port-of-Spain Corporation. The Committee also asks the Government to provide information on the actions undertaken to promote the implementation of the principle of the Convention with the cooperation of the social partners, and the results of such initiatives. In this regard, it asks the Government to specify how it shares with the social partners the contours of the principle of equal remuneration for men and women for work of equal value and how the social partners take into account this principle in collective bargaining on wages.

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

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

Articles 1 and 2 of the Convention. Employment policy. In its previous comment, the Committee requested the Government to provide a copy of the Decent Work Policy and Programme of Action once they had been adopted. It notes the Government’s reply that, due to resource constraints, the Ministry of Labour and Small Enterprise Development (MOLSED) has been unable to continue the development of a Decent Work Policy and Programme of Action, but that the principles of the Decent Work Agenda, including the principle of equal remuneration for work of equal value, are being taken into account as part of the MOLSED’s current review of labour legislation. Recalling the importance of implementing fully the principle of equal remuneration for work of equal value, the Committee once again requests the Government to provide information on any developments in this regard, more specifically on any review of labour legislation undertaken with a view to ensuring the implementation of this principle, which lies at the heart of the fundamental right of equal remuneration for men and women for work of equal value and equality.

Article 3. Objective job evaluation. In reply to the Committee’s request to provide information on the measures taken to promote objective job evaluation on the basis of the work to be performed in the public and private sectors, the Government replies that job evaluation exercises have been implemented in the public service (teaching, police, prison, fire, judicial and legal services) since the early 2000s. The job evaluation methodologies utilized involved the use of factors such as “know-how”, “problem-solving” and “accountability”. A job evaluation utilizing a similar quantitative methodology is under way for offices in the public service which are within the purview of the Salaries Review Commission, and the same exercise should be carried out for offices in the civil service during the next fiscal year. Recalling the need for an examination of the respective tasks involved on the basis of entirely objective and non-discriminatory criteria to avoid the assessment being tainted by gender bias, the Committee asks the Government to provide detailed information on the method used for job evaluation exercises and the results achieved. It also asks the Government to provide information on the measures taken to promote objective job evaluation in the private sector.

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

Article 1 of the Convention. Equal remuneration for work of equal value. Legislation. Recalling that the Equal Opportunity Act, 2000, contains no specific provisions regarding equal remuneration for men and women for work of equal value, the Committee has been requesting for many years that the Government take steps to give full legislative expression to the principle of the Convention. It notes the Government’s statement that the Industrial Relations Advisory Committee (IRAC) submitted a policy position paper on the basic terms and conditions of work to the Minister of Labour and Small Enterprise Development in May 2018 (and a revised paper in July 2018) and that national stakeholder consultations on employment standards were held in August and September 2018. These consultations focused on the IRAC’s Policy Recommendations on Employment Standards and a proposed list of definitions. The Government adds that it has established gender focal points in each Ministry in order to address issues such as equal remuneration for men and women for work of equal value. The Committee recalls that Article 2(2)(a) of the Convention specifies national laws and regulations as a method of applying the principle of the Convention and that guidance provided by the Equal Remuneration Recommendation, 1951 (No. 90) supports legal enactment for the general application of the principle. It emphasizes that legal provisions that are narrower than the principle laid down in the Convention – in that they do not give expression to the concept of “work of equal value” – hinder progress in eradicating gender-based pay discrimination (see 2012 General Survey on the fundamental Conventions, paragraph 679). In this regard, it notes with concern the lack of progress towards a full legislative implementation of the principle contained in the Convention. In view of the above, the Committee urges, once again, the Government to take steps to give full legislative expression to the principle of equal remuneration for men and women for work of equal value and to provide information on any progress in this regard.

Articles 1 and 2. Assessing and addressing the gender pay gap. In its previous comment, the Committee, noting the Government’s commitment to address the gender pay gap and occupational gender segregation, requested it to provide information on the concrete steps taken and the progress made in this regard. It notes the Government’s statement that initiatives aimed at addressing these issues are being developed in the National Policy on Gender and Development, without further details about the nature of these initiatives, their timeframe and the results achieved. It notes, from the statistics provided by the Government on the average monthly income by sex and occupational group that, in 2016, the gender pay gap between men and women ranged from 15.5 per cent (for professionals, down from 21.5 per cent in 2012) and 15.6 per cent (for technicians and associate professionals, up from 10 per cent in 2012) to 38.7 per cent (for service and shop sales workers, down from 41.7 per cent in 2012). The statistics concerning the average monthly income by sex and industry also show a gender pay gap in favour of men (except in electricity and water), ranging from 5.2 per cent in the transport, storage and communication industry (down from 8.6 per cent in 2012) to 30.8 per cent in the wholesale and retail trade, restaurants and hotels (down from 34.9 per cent in 2012). While acknowledging that these statistics do not necessarily compare work of equal value, the Committee underlines that they reflect a predominant gender pay gap in favour of men as well as an occupational gender segregation. The Committee asks the Government to provide information on the initiatives developed and the concrete measures taken within the framework of the National Policy on Gender and Development and the results achieved. It also asks the Government to continue to provide detailed statistical data on the earnings of men and women according to occupational group and industry, as well as information on the minimum wage.

Collective agreements. In its previous comment, the Committee asked the Government to indicate how it is ensured that, in determining wage rates in collective agreements, the principle of equal remuneration for men and women for work of equal value is effectively taken into account by the social partners and applied, and the work performed by women is not being undervalued in comparison to that of men who are performing different work. It noted the continued use of non-gender-neutral terminology to describe certain categories of workers (such as greaseman, watchman, handyman, charwoman, female scavenger, etc.) which may serve to intensify sex segregation of occupations. The Committee notes the Government’s reiterated support of the principle in question and its indication that, during the on-going re-grading and reclassification exercise for daily rated workers of the Port-of-Spain Corporation, gender-neutral designation of posts will be given consideration in order to ensure the application of the principle. The Committee asks the Government to indicate the results of the re-grading and reclassification exercise for daily rated workers of the Port-of-Spain Corporation. It also asks the Government to indicate how the principle of equal remuneration for men and women for work of equal value is effectively taken into account by the social partners and applied when determining wage rates in collective agreements, in particular in sectors or occupations where women are heavily concentrated.

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

Direct Request (CEACR) - adopted 2018, published 108th ILC session (2019)

The Committee notes with regret that the Government’s report has not been received. It hopes that the next report will contain full information on the matters raised in its previous comments initially made in 2015.

Repetition

Articles 1 and 2 of the Convention. Employment policy. Recalling the Government’s previous indication that the principle of equal remuneration for work of equal value would be addressed by the Decent Work Policy and Programme of Action, which was being drafted, the Committee once again requests the Government to provide information on any developments in this regard and to provide a copy of the Policy and Programme once they have been adopted.

Article 3. Objective job evaluation. The Committee recalls that the concept of “work of equal value” set out in the Convention requires some method of measuring and comparing the relative value of different jobs through an examination of the respective tasks involved on the basis of entirely objective and non-discriminatory criteria to avoid the assessment being tainted by gender bias. It further recalls that while the Convention does not prescribe any specific method for such an examination, Article 3 presupposes the use of appropriate techniques for objective job evaluation, comparing factors such as skill, effort, responsibilities and working conditions (see General Survey on the fundamental Conventions, 2012, paragraph 695). Noting that once again no information has been provided by the Government on this point, the Committee requests the Government to provide information on the measures taken to promote objective job evaluation on the basis of the work to be performed in the public and private sectors.

Observation (CEACR) - adopted 2018, published 108th ILC session (2019)

The Committee notes with regret that the Government’s report has not been received. It is therefore bound to repeat its previous comments initially made in 2015.

Repetition

Articles 1 and 2 of the Convention. Assessing and addressing the gender pay gap. The Committee notes from the statistics provided by the Government on the average monthly income by sex and occupational group that in 2012 the gender pay gap between men and women ranged from 10 per cent (for technician and associate professionals) to 41.8 per cent (for service and shop sales workers). The statistics concerning the average monthly income by sex and industry also show a gender pay gap in favour of men (except in construction), ranging from 1.7 per cent in the transport, storage and communication industry to 50 per cent in the sugar industry in 2010. The Committee welcomes the increase of the national minimum wage as of January 2011, and recalls that women generally predominate in low-wage employment, and that a uniform national minimum wage system helps to raise the earnings of the lowest paid, which has an influence on the relationship between men and women’s wages and on reducing the gender pay gap (see 2012 General Survey on the fundamental Conventions, paragraphs 682–685). Noting that in its report, the Government commits to addressing the gender pay gap and occupational gender segregation, the Committee requests the Government to provide information on the concrete steps taken and the progress made in this regard. Please continue to provide detailed statistical data on the earnings of men and women according to occupational group and industry, as well as information on the minimum wage.

Equal remuneration for work of equal value. Legislation. The Committee recalls that the Equal Opportunity Act, 2000, contains no specific provisions regarding equal remuneration for men and women for work of equal value. The Government indicates that, in giving effect to the Act, the courts would treat unequal remuneration for men and women for work of equal value as sex-based discrimination. It further indicates that the Equal Opportunity Commission (EOC) acknowledges that the concept of “work of equal value” lies at the heart of the fundamental right to equal remuneration for men and women for work of equal value and the promotion of equality. While noting the Government’s indications, the Committee would like to recall that only prohibiting sex-based wage discrimination is normally not sufficient to implement effectively the principle of the Convention as it does not capture the concept of “work of equal value”. The Committee once again urges the Government to take steps to give full legislative expression to the principle of equal remuneration for men and women for work of equal value and to provide information on any progress in this regard.

Collective agreements. Since 2000, the Committee has been asking the Government to provide information on the progress made in removing sex discriminatory clauses from collective agreements. The Committee notes that the report once again contains no information in this respect. The Committee notes with regret, however, that in the new collective agreement on wages and conditions of service for hourly, daily and weekly rates employees employed in the Port-of-Spain Corporation for 2011–13, sex-specific terminology remains in use to describe a category of workers in the schedule of wage rates which are not gender-neutral (for example, greaseman, batteryman, watchman, handyman, charwoman, female scavenger, labourer (female), labourer (male), etc.). The Committee wishes to recall that, in specifying different occupations and jobs for the purpose of fixing wage rates, gender-neutral terminology should be used to avoid stereotypes as to whether certain jobs should be carried out by a man or a woman (see 2012 General Survey, paragraph 683). The Committee asks the Government to indicate how it is ensured that, in determining wage rates in collective agreements, the principle of equal remuneration for men and women for work of equal value is effectively taken into account by the social partners and applied, and the work performed by women is not being undervalued in comparison to that of men who are performing different work and using different skills but that is overall of equal value. The Committee also asks the Government to provide information on the progress made in removing sex discriminatory clauses from collective agreements, and to take steps, in collaboration with the employers’ and workers’ organizations, to promote the use of gender-neutral terminology in referring to the various jobs and occupations in the collective agreements.

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

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

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

The Committee notes that the Government’s report has not been received. It hopes that the next report will contain full information on the matters raised in its previous comments initially made in 2015.

Repetition

Articles 1 and 2 of the Convention. Employment policy. Recalling the Government’s previous indication that the principle of equal remuneration for work of equal value would be addressed by the Decent Work Policy and Programme of Action, which was being drafted, the Committee once again requests the Government to provide information on any developments in this regard and to provide a copy of the Policy and Programme once they have been adopted.

Article 3. Objective job evaluation. The Committee recalls that the concept of “work of equal value” set out in the Convention requires some method of measuring and comparing the relative value of different jobs through an examination of the respective tasks involved on the basis of entirely objective and non-discriminatory criteria to avoid the assessment being tainted by gender bias. It further recalls that while the Convention does not prescribe any specific method for such an examination, Article 3 presupposes the use of appropriate techniques for objective job evaluation, comparing factors such as skill, effort, responsibilities and working conditions (see General Survey on the fundamental Conventions, 2012, paragraph 695). Noting that once again no information has been provided by the Government on this point, the Committee requests the Government to provide information on the measures taken to promote objective job evaluation on the basis of the work to be performed in the public and private sectors.

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

The Committee notes that the Government’s report has not been received. It is therefore bound to repeat its previous comments initially made in 2015.

Repetition

Articles 1 and 2 of the Convention. Assessing and addressing the gender pay gap. The Committee notes from the statistics provided by the Government on the average monthly income by sex and occupational group that in 2012 the gender pay gap between men and women ranged from 10 per cent (for technician and associate professionals) to 41.8 per cent (for service and shop sales workers). The statistics concerning the average monthly income by sex and industry also show a gender pay gap in favour of men (except in construction), ranging from 1.7 per cent in the transport, storage and communication industry to 50 per cent in the sugar industry in 2010. The Committee welcomes the increase of the national minimum wage as of January 2011, and recalls that women generally predominate in low-wage employment, and that a uniform national minimum wage system helps to raise the earnings of the lowest paid, which has an influence on the relationship between men and women’s wages and on reducing the gender pay gap (see General Survey on the fundamental Conventions, 2012, paragraphs 682–685). Noting that in its report, the Government commits to addressing the gender pay gap and occupational gender segregation, the Committee requests the Government to provide information on the concrete steps taken and the progress made in this regard. Please continue to provide detailed statistical data on the earnings of men and women according to occupational group and industry, as well as information on the minimum wage.

Equal remuneration for work of equal value. Legislation. The Committee recalls that the Equal Opportunity Act, 2000, contains no specific provisions regarding equal remuneration for men and women for work of equal value. The Government indicates that, in giving effect to the Act, the courts would treat unequal remuneration for men and women for work of equal value as sex-based discrimination. It further indicates that the Equal Opportunity Commission (EOC) acknowledges that the concept of “work of equal value” lies at the heart of the fundamental right to equal remuneration for men and women for work of equal value and the promotion of equality. While noting the Government’s indications, the Committee would like to recall that only prohibiting sex-based wage discrimination is normally not sufficient to implement effectively the principle of the Convention as it does not capture the concept of “work of equal value”. The Committee once again urges the Government to take steps to give full legislative expression to the principle of equal remuneration for men and women for work of equal value and to provide information on any progress in this regard.

Collective agreements. Since 2000, the Committee has been asking the Government to provide information on the progress made in removing sex discriminatory clauses from collective agreements. The Committee notes that the report once again contains no information in this respect. The Committee notes with regret, however, that in the new collective agreement on wages and conditions of service for hourly, daily and weekly rates employees employed in the Port-of-Spain Corporation for 2011–13, sex-specific terminology remains in use to describe a category of workers in the schedule of wage rates which are not gender-neutral (for example, greaseman, batteryman, watchman, handyman, charwoman, female scavenger, labourer (female), labourer (male), etc.). The Committee wishes to recall that, in specifying different occupations and jobs for the purpose of fixing wage rates, gender-neutral terminology should be used to avoid stereotypes as to whether certain jobs should be carried out by a man or a woman (see General Survey, 2012, paragraph 683). The Committee asks the Government to indicate how it is ensured that, in determining wage rates in collective agreements, the principle of equal remuneration for men and women for work of equal value is effectively taken into account by the social partners and applied, and the work performed by women is not being undervalued in comparison to that of men who are performing different work and using different skills but that is overall of equal value. The Committee also asks the Government to provide information on the progress made in removing sex discriminatory clauses from collective agreements, and to take steps, in collaboration with the employers’ and workers’ organizations, to promote the use of gender-neutral terminology in referring to the various jobs and occupations in the collective agreements.

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

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

Direct Request (CEACR) - adopted 2015, published 105th ILC session (2016)

Articles 1 and 2 of the Convention. Employment policy. Recalling the Government’s previous indication that the principle of equal remuneration for work of equal value would be addressed by the Decent Work Policy and Programme of Action, which was being drafted, the Committee once again requests the Government to provide information on any developments in this regard and to provide a copy of the Policy and Programme once they have been adopted.

Article 3. Objective job evaluation. The Committee recalls that the concept of “work of equal value” set out in the Convention requires some method of measuring and comparing the relative value of different jobs through an examination of the respective tasks involved on the basis of entirely objective and non-discriminatory criteria to avoid the assessment being tainted by gender bias. It further recalls that while the Convention does not prescribe any specific method for such an examination, Article 3 presupposes the use of appropriate techniques for objective job evaluation, comparing factors such as skill, effort, responsibilities and working conditions (see General Survey on the fundamental Conventions, 2012, paragraph 695). Noting that once again no information has been provided by the Government on this point, the Committee requests the Government to provide information on the measures taken to promote objective job evaluation on the basis of the work to be performed in the public and private sectors.

Observation (CEACR) - adopted 2015, published 105th ILC session (2016)

Articles 1 and 2 of the Convention. Assessing and addressing the gender pay gap. The Committee notes from the statistics provided by the Government on the average monthly income by sex and occupational group that in 2012 the gender pay gap between men and women ranged from 10 per cent (for technician and associate professionals) to 41.8 per cent (for service and shop sales workers). The statistics concerning the average monthly income by sex and industry also show a gender pay gap in favour of men (except in construction), ranging from 1.7 per cent in the transport, storage and communication industry to 50 per cent in the sugar industry in 2010. The Committee welcomes the increase of the national minimum wage as of January 2011, and recalls that women generally predominate in low-wage employment, and that a uniform national minimum wage system helps to raise the earnings of the lowest paid, which has an influence on the relationship between men and women’s wages and on reducing the gender pay gap (see General Survey of the fundamental Conventions, 2012, paragraphs 682–685). Noting that in its report, the Government commits to addressing the gender pay gap and occupational gender segregation, the Committee requests the Government to provide information on the concrete steps taken and the progress made in this regard. Please continue to provide detailed statistical data on the earnings of men and women according to occupational group and industry, as well as information on the minimum wage.

Equal remuneration for work of equal value. Legislation. The Committee recalls that the Equal Opportunity Act, 2000, contains no specific provisions regarding equal remuneration for men and women for work of equal value. The Government indicates that, in giving effect to the Act, the courts would treat unequal remuneration for men and women for work of equal value as sex-based discrimination. It further indicates that the Equal Opportunity Commission (EOC) acknowledges that the concept of “work of equal value” lies at the heart of the fundamental right to equal remuneration for men and women for work of equal value and the promotion of equality. While noting the Government’s indications, the Committee would like to recall that only prohibiting sex-based wage discrimination is normally not sufficient to implement effectively the principle of the Convention as it does not capture the concept of “work of equal value”. The Committee once again urges the Government to take steps to give full legislative expression to the principle of equal remuneration for men and women for work of equal value and to provide information on any progress in this regard.

Collective agreements. Since 2000, the Committee has been asking the Government to provide information on the progress made in removing sex discriminatory clauses from collective agreements. The Committee notes that the report once again contains no information in this respect. The Committee notes with regret, however, that in the new collective agreement on wages and conditions of service for hourly, daily and weekly rates employees employed in the Port-of-Spain Corporation for 2011–13, sex-specific terminology remains in use to describe a category of workers in the schedule of wage rates which are not gender-neutral (for example, greaseman, batteryman, watchman, handyman, charwoman, female scavenger, labourer (female), labourer (male), etc.). The Committee wishes to recall that, in specifying different occupations and jobs for the purpose of fixing wage rates, gender-neutral terminology should be used to avoid stereotypes as to whether certain jobs should be carried out by a man or a woman (see General Survey, 2012, paragraph 683). The Committee asks the Government to indicate how it is ensured that, in determining wage rates in collective agreements, the principle of equal remuneration for men and women for work of equal value is effectively taken into account by the social partners and applied, and the work performed by women is not being undervalued in comparison to that of men who are performing different work and using different skills but that is overall of equal value. The Committee also asks the Government to provide information on the progress made in removing sex discriminatory clauses from collective agreements, and to take steps, in collaboration with the employers’ and workers’ organizations, to promote the use of gender-neutral terminology in referring to the various jobs and occupations in the collective agreements.

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

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

Employment policy. The Committee recalls the Government’s previous indication that the principle of equal remuneration for work of equal value would be incorporated in the Employment Policy. The Committee notes the Government’s indication that the focus has been shifted from the development of the Employment Policy to a Decent Work Policy and Programme of Action, which would address the principle of equal remuneration for work of equal value. The Government also indicates that the ministry is in the process of drafting the Decent Work Policy and Programme of Action, and that the process has commenced with the hosting of consultations with representatives of workers’ and employers’ organizations. The Committee asks the Government to provide information on any further developments in this regard and to provide a copy of the Policy once it has been adopted.

Objective job evaluation. The Committee previously noted the information provided by the Government concerning the ongoing efforts to undertake a job evaluation exercise in the civil service. Noting that no information has been provided by the Government on this point, the Committee again asks the Government to ensure that the principle of equal remuneration for men and women for work of equal value is fully taken into account in this process and to provide information on the measures taken in this regard, as well as on the outcome of the pending job evaluation exercise. Please also provide information on any progress made in promoting objective job evaluation in the private sector, including through carrying out the survey on equal pay for work of equal value to which the Government referred previously.

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

Assessment of the gender pay gap. The Committee recalls that in 2007 women earned 80.3 per cent of men’s monthly income (average and median), and that the gender wage gap was highest in the occupational group of service and sales workers (47 per cent) and legislators, senior officials and managers (39.4 per cent). The Committee notes the Government’s indication that according to the Central Statistical Office’s Continuous Sample Survey of the Population for the year 2009, women dominated the lower income groups, while men dominated the higher income groups; the total number of persons earning less than Trinidad Tobago dollars (TTD) 500 per month is 5,392, two-thirds of whom were women. Within the income brackets of TTD500–999, TTD1,000–1,499 and TTD1,500–1,999, the majority were women, while men fell within the higher income brackets between TTD2,000–2,999 and TTD15,000 or over. The Government also indicates that approximately 21 per cent of men were employed in agriculture, forestry, hunting and fishing, while approximately 23 per cent of women were employed in the wholesale and retail trade, restaurants and the hotel industry. The Committee asks the Government to indicate the measures taken or envisaged to address the persistent gender pay gap, and the occupational segregation of men and women. It also asks the Government to continue to provide detailed statistical information on the earnings of men and women according to occupational group and industry, as well as on an hourly basis, if possible.

Articles 1 and 2 of the Convention. Legislation. Recalling that the Equal Opportunity Act, 2000, contains no specific provisions regarding equal remuneration for men and women for work of equal value, and noting that the Government provides no response to its previous requests in this regard, the Committee urges the Government to take steps to give full legislative expression to the principle of equal remuneration for men and women for work of equal value and to provide information in this regard.

Collective agreements. The Committee previously asked the Government to provide information on the progress made in removing sex discriminatory clauses from collective agreements. Noting that the Government once again has not replied to this request, the Committee urges the Government to provide this information in its next report. It also asks the Government to provide the report of the Joint Working Party on Reclassification regarding all the jobs in the bargaining unit represented by the National Union of Government and Federated Workers, which has still not been received.

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

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

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:

Employment policy. The Committee notes that the Report of Recommendations towards an Employment Policy is still under review. Recalling that the Government previously indicated that the principle of equal remuneration for work of equal value would be incorporated in the Employment Policy, the Committee asks the Government to provide information on any further developments in this regard and to provide a copy of the Policy once it has been adopted.

Objective job evaluation. The Committee notes the information provided by the Government concerning the ongoing efforts to undertake a job evaluation exercise in the civil service. It notes that a consultant is currently reviewing the job evaluation exercise, which was halted in 2006, with a view to guiding the way forward. The Committee asks the Government to ensure that the principle of equal remuneration for men and women for work of equal value is fully taken into account in this process and to continue to provide information on the measures taken in this regard, as well as on the outcome of the pending job evaluation exercise. Please also provide information on any progress made in promoting objective job evaluation in the private sector, including through carrying out the survey on equal pay for work of equal value to which the Government referred previously.

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

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

Assessment of the gender pay gap. The Committee notes from the statistical data provided by the Government that in 2007 women earned 80.3 per cent of men’s monthly income (average and median), which amounts to a gender pay gap of 19.7 per cent. It is concerned that this gap was considerably higher than in 2006, where it was 14.8 per cent (2005 – 15.8 per cent; 2004 – 16.4 per cent). In 2007, the gender wage gap was highest in the occupational group of service and sales workers (47 per cent) and legislators, senior officials and managers (39.4 per cent). The Committee asks the Government to indicate the measures taken or envisaged to address the apparently widening gender pay gap. It also asks the Government to continue to provide detailed statistical information on the earnings of men and women according to occupational group and industry, as well as on an hourly basis, if possible.

Articles 1 and 2 of the Convention. Legislation. The Committee recalls its previous comments concerning the Equal Opportunity Act, 2000, which prohibits discrimination in employment, including in respect of remuneration. However, the Act contains no specific provisions regarding equal remuneration for men and women for work of equal value. Recalling its previous comments on this matter, as well as its 2006 general observation, the Committee asks the Government to provide information on any measures taken to give full legislative expression to the Convention’s principle.

Collective agreements. The Committee previously asked the Government to provide information on the progress made in removing sex discriminatory provisions from collective agreements. Noting that the Government has not yet replied to this request, the Committee asks the Government to provide this information in its next report. It also asks the Government to provide the report of the Joint Working Party on Reclassification regarding all the jobs in the bargaining unit represented by the National Union of Government and Federated Workers, which has still not been received by the ILO.

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

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

Direct Request (CEACR) - adopted 2008, published 98th ILC session (2009)

Employment policy. The Committee notes that the Report of Recommendations towards an Employment Policy is still under review. Recalling that the Government previously indicated that the principle of equal remuneration for work of equal value would be incorporated in the Employment Policy, the Committee asks the Government to provide information on any further developments in this regard and to provide a copy of the Policy once it has been adopted.

Objective job evaluation. The Committee notes the information provided by the Government concerning the ongoing efforts to undertake a job evaluation exercise in the civil service. It notes that a consultant is currently reviewing the job evaluation exercise, which was halted in 2006, with a view to guiding the way forward. The Committee asks the Government to ensure that the principle of equal remuneration for men and women for work of equal value is fully taken into account in this process and to continue to provide information on the measures taken in this regard, as well as on the outcome of the pending job evaluation exercise. Please also provide information on any progress made in promoting objective job evaluation in the private sector, including through carrying out the survey on equal pay for work of equal value to which the Government referred previously.

Observation (CEACR) - adopted 2008, published 98th ILC session (2009)

Assessment of the gender pay gap. The Committee notes from the statistical data provided by the Government that in 2007 women earned 80.3 per cent of men’s monthly income (average and median), which amounts to a gender pay gap of 19.7 per cent. It is concerned that this gap was considerably higher than in 2006, where it was 14.8 per cent (2005 – 15.8 per cent; 2004 – 16.4 per cent). In 2007, the gender wage gap was highest in the occupational group of service and sales workers (47 per cent) and legislators, senior officials and managers (39.4 per cent). The Committee asks the Government to indicate the measures taken or envisaged to address the apparently widening gender pay gap. It also asks the Government to continue to provide detailed statistical information on the earnings of men and women according to occupational group and industry, as well as on an hourly basis, if possible.

Articles 1 and 2 of the Convention. Legislation. The Committee recalls its previous comments concerning the Equal Opportunity Act, 2000, which prohibits discrimination in employment, including in respect of remuneration. However, the Act contains no specific provisions regarding equal remuneration for men and women for work of equal value. Recalling its previous comments on this matter, as well as its 2006  general observation, the Committee asks the Government to provide information on any measures taken to give full legislative expression to the Convention’s principle.

Collective agreements. The Committee previously asked the Government to provide information on the progress made in removing sex discriminatory provisions from collective agreements. Noting that the Government has not yet replied to this request, the Committee asks the Government to provide this information in its next report. It also asks the Government to provide the report of the Joint Working Party on Reclassification regarding all the jobs in the bargaining unit represented by the National Union of Government and Federated Workers, which has still not been received by the ILO.

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. Employment policy. The Committee notes that a report of recommendations towards an Employment Policy has been prepared which is under final review by Cabinet. Recalling that the Government previously indicated that the principle of equal remuneration for work of equal value will be incorporated in the Employment Policy, the Committee asks the Government to keep it informed of any further developments in this regard and to provide a copy of the Policy once it has been adopted.

2. Part-time workers. The Committee notes that the collective agreements containing provisions concerning part-time workers were not attached to the Government’s report. The Committee asks the Government to provide copies of the relevant parts of these collective agreements with its next report.

3. Objective job evaluation. The Committee notes that the job evaluation exercises undertaken in the civil service have not yet been concluded due to problems in completing certain aspects of the preparatory work. The Committee asks the Government to provide information on the specific difficulties faced in this context and to keep the Committee informed of any further developments. Please also provide information on any progress made in promoting objective job evaluation in the private sector, including through carrying out the survey on equal pay for work of equal value to which the Government referred previously.

4. Statistical information. The Committee notes that the statistical information on average earnings by industrial groups and occupational groups, disaggregated by sex, has not been attached to the report, as indicated. The Government is asked to provide detailed statistical information on the earnings of men and women in all job categories within and between the various sectors, showing the evolution of the gender pay gap over time.

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

1. Collective agreements. The Committee recalls its previous comments concerning wage differentials contained in some collective agreements between workers and public sector employers, such as the Port-of-Spain City Corporation, and the San Fernando City Corporation, and regional corporations, which were based on the ground of sex rather than on criteria relating to the work performed. In this regard, the Committee notes the Government’s statement that the job title “female labourer” was being removed. The Committee also notes the Government’s indication that the report of the Joint Working Party on Reclassification and regarding all the jobs in the bargaining unit represented by the National Union of Government and Federated Workers makes reference to ensuring that the new grading structure is free from gender bias. The Committee asks the Government to provide a copy of the report of the Joint Working Party, which was not attached to the Government’s report, and to provide information on the progress made in removing sex discriminatory provisions from collective agreements, and the resulting impact on the gender wage gap of those persons covered by such collective agreements.

2. Promotional measures. The Committee notes with interest the information provided concerning the awareness-raising programmes carried out by the Employers’ Consultative Association which, inter alia, sensitized interested parties on the concept of equal remuneration for work of equal value. The Committee asks the Government to continue to provide information on any awareness-raising and training activities carried out, including initiatives by workers’ and employers’ organizations, to promote a better understanding and application of the Convention’s principle, including through the use of objective job evaluation methods.

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 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. Article 1 of the Convention. Principle of equal remuneration for work of equal value. The Committee takes note of the Government’s reply to its previous request that the principle of equal remuneration for work of equal value will be incorporated in the Employment Policy prepared by the Ministry of Labour and Small and Micro Enterprise Development. Further noting that this Policy is at present in the stage of background research, the Committee asks the Government to keep it informed about any developments in this regard and to provide a copy of the Policy when adopted.

2. Application of the principle to part-time workers. With regard to its previous comments on the application of the principle of the Convention to part-time workers, the Committee notes the Government’s indication that part-time workers are covered by express provisions contained in some collective agreements. Noting, however, that the Government has omitted to enclose copies of the collective agreements referred to in its report and that it does not provide information on the percentage of male and female part-time workers covered by these agreements, the Committee once again asks the Government to provide full information thereon in its next report.

3. Article 3. Objective job evaluation. Further to its observation and with respect to its previous comments on the methodology of job appraisals carried out in the public sector, the Committee notes with interest from the Government’s report that both qualitative and quantitative job evaluation systems are being used. The position classification method, used at present for the civil service, compares duties and responsibilities, the scope and levels of complexity as well as the consequence of errors and contacts of different jobs, and then sorts them into predetermined classes and levels. The guide chart profile, used in teaching, police and fire services and soon also in the prison service, bases the evaluation on the four key factors of knowledge, problem-solving, responsibility and working conditions and their respective point value in order to ensure that gender bias in the classification systems is avoided. Further to this, the Committee notes the statistical information with respect to the new salary scales and number of employees in the teaching, police, fire and prisons service. While appreciating this information, the Committee notes however that the statistical data do not provide any information on the distribution of men and women, according to job category and earning levels, in the different sectors of activity. In order to enable it to assess the application of the Convention in practice and the progress made, the Committee asks the Government to provide these data in its next report. The Committee also asks the Government to provide the results of the job evaluation exercises undertaken in the civil service, which was scheduled to be completed in September 2005. Please also provide information on the impact of these gender- neutral job evaluations on male and female remuneration levels.

4. Job evaluation in the private sector. The Committee notes from the Government’s report that the survey on equal pay for work of equal value in the private sector has not yet been carried out. The Committee encourages the Government to extend to the private sector the efforts already undertaken in the public sector, and to undertake such a survey in order to be able to ensure that at the enterprise level also jobs are objectively appraised on the basis of the work performed. Please provide information on the results of the equal pay survey, once they are available.

5. Part V of the report form. Practical application and statistics. The Committee notes the initiatives taken by the Government to promote gender equality in the labour market. The Committee particularly welcomes the Government’s effort to develop a gender policy which will address the employment situation of men and women, including inequalities in pay, and asks the Government to keep it informed about any developments in this regard. Noting further from the Government’s report that awareness programmes have been conducted by the Employers’ Consultative Association in order to address the wage disparity between male and female legislators, senior officials and managers, the Committee would be grateful if the Government could provide more information on these programmes as well as on their impact on increasing women’s wages. Please also provide information, disaggregated by sex, on the earnings of men and women in all job categories within and between the various sectors, showing an indication of the progress made over the past few years in reducing pay inequalities between men and women. With respect to women’s access to employment, especially in non-traditional areas, the Committee refers the Government to its comments on Convention No 111.

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

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 communication submitted by the Employers’ Consultative Association (ECA) of Trinidad and Tobago, dated 12 August 2005, which has been sent to the Government for its comments thereon.

Article 1 of the Convention. Discrimination on grounds of sex. The Committee had previously pointed out that the wage differentials contained in some collective agreements between workers and public sector employers, such as Port‑of‑Spain City Corporation, San Fernando City Corporation and regional corporations, which were based on the grounds of sex rather than on criteria relating to the work performed, are not in conformity with the Convention’s principle of equal remuneration for work of equal value. The Committee notes ECA’s comment that the Government should implement policies and procedures to eliminate these sex-based wage differentials and to ensure that there is closer adherence to the Convention. In this regard, the Committee notes the information in the Government’s report that it approaches the removal of sex-based differentials in the salary scales in some agreements by promoting objective job appraisal exercises. Noting further the Government’s indication that some collective agreements make express provisions for job evaluation exercises to be carried out jointly between the employer and trade union, the Committee asks the Government to provide information on any job evaluation exercises carried out in the sectors covered by the agreements referred to above and the progress made in removing the sex-based wage differentials contained in them. Please also indicate any other measures taken to ensure that men and women have equal access to jobs covered by the collective agreements and to ensure that other such agreements entered into in the future do not include sex-based wage differentials.

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

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

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

1. Article 1 of the Convention. Principle of equal remuneration for work of equal value. The Committee takes note of the Government’s reply to its previous request that the principle of equal remuneration for work of equal value will be incorporated in the Employment Policy prepared by the Ministry of Labour and Small and Micro Enterprise Development. Further noting that this Policy is at present in the stage of background research, the Committee asks the Government to keep it informed about any developments in this regard and to provide a copy of the Policy when adopted.

2. Application of the principle to part-time workers. With regard to its previous comments on the application of the principle of the Convention to part-time workers, the Committee notes the Government’s indication that part-time workers are covered by express provisions contained in some collective agreements. Noting, however, that the Government has omitted to enclose copies of the collective agreements referred to in its report and that it does not provide information on the percentage of male and female part-time workers covered by these agreements, the Committee once again asks the Government to provide full information thereon in its next report.

3. Article 3. Objective job evaluation. Further to its observation and with respect to its previous comments on the methodology of job appraisals carried out in the public sector, the Committee notes with interest from the Government’s report that both qualitative and quantitative job evaluation systems are being used. The position classification method, used at present for the civil service, compares duties and responsibilities, the scope and levels of complexity as well as the consequence of errors and contacts of different jobs, and then sorts them into predetermined classes and levels. The guide chart profile, used in teaching, police and fire services and soon also in the prison service, bases the evaluation on the four key factors of knowledge, problem-solving, responsibility and working conditions and their respective point value in order to ensure that gender bias in the classification systems is avoided. Further to this, the Committee notes the statistical information with respect to the new salary scales and number of employees in the teaching, police, fire and prisons service. While appreciating this information, the Committee notes however that the statistical data do not provide any information on the distribution of men and women, according to job category and earning levels, in the different sectors of activity. In order to enable it to assess the application of the Convention in practice and the progress made, the Committee asks the Government to provide these data in its next report. The Committee also asks the Government to provide the results of the job evaluation exercises undertaken in the civil service, which was scheduled to be completed in September 2005. Please also provide information on the impact of these gender- neutral job evaluations on male and female remuneration levels.

4. Job evaluation in the private sector. The Committee notes from the Government’s report that the survey on equal pay for work of equal value in the private sector has not yet been carried out. The Committee encourages the Government to extend to the private sector the efforts already undertaken in the public sector, and to undertake such a survey in order to be able to ensure that at the enterprise level also jobs are objectively appraised on the basis of the work performed. Please provide information on the results of the equal pay survey, once they are available.

5. Part V of the report form. Practical application and statistics. The Committee notes the initiatives taken by the Government to promote gender equality in the labour market. The Committee particularly welcomes the Government’s effort to develop a gender policy which will address the employment situation of men and women, including inequalities in pay, and asks the Government to keep it informed about any developments in this regard. Noting further from the Government’s report that awareness programmes have been conducted by the Employers’ Consultative Association in order to address the wage disparity between male and female legislators, senior officials and managers, the Committee would be grateful if the Government could provide more information on these programmes as well as on their impact on increasing women’s wages. Please also provide information, disaggregated by sex, on the earnings of men and women in all job categories within and between the various sectors, showing an indication of the progress made over the past few years in reducing pay inequalities between men and women. With respect to women’s access to employment, especially in non-traditional areas, the Committee refers the Government to its comments on Convention No 111.

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

The Committee notes the information provided by the Government in its report, including the statistical data. It also notes the communication submitted by the Employers’ Consultative Association (ECA) of Trinidad and Tobago, dated 12 August 2005, which has been sent to the Government for its comments thereon.

Article 1 of the Convention. Discrimination on grounds of sex. The Committee had previously pointed out that the wage differentials contained in some collective agreements between workers and public sector employers, such as Port-of-Spain City Corporation, San Fernando City Corporation and regional corporations, which were based on the grounds of sex rather than on criteria relating to the work performed, are not in conformity with the Convention’s principle of equal remuneration for work of equal value. The Committee notes ECA’s comment that the Government should implement policies and procedures to eliminate these sex-based wage differentials and to ensure that there is closer adherence to the Convention. In this regard, the Committee notes the information in the Government’s report that it approaches the removal of sex-based differentials in the salary scales in some agreements by promoting objective job appraisal exercises. Noting further the Government’s indication that some collective agreements make express provisions for job evaluation exercises to be carried out jointly between the employer and trade union, the Committee asks the Government to provide information on any job evaluation exercises carried out in the sectors covered by the agreements referred to above and the progress made in removing the sex-based wage differentials contained in them. Please also indicate any other measures taken to ensure that men and women have equal access to jobs covered by the collective agreements and to ensure that other such agreements entered into in the future do not include sex-based wage differentials.

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

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

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 had previously asked the Government to indicate how the principle of equal remuneration for work of equal value is applied to those groups of workers excluded from the protection of the Equal Opportunity Act (No. 2), 2000, and other legislative provisions. In this regard the Committee notes the Government’s statement that, for part-time workers, the principle of the Convention is applied by means of collective agreements. The Committee asks the Government to provide copies of such agreements in its next report and to indicate the percentage of part-time workers covered by them. The Committee further notes the Government’s indication that it is considering a more comprehensive legislative approach to the application of the Convention. In this connection, the Committee wishes to emphasize the importance of extending the equal pay principle, in legislation, to all groups of workers and all sectors of activity. Additionally, the Committee refers to its previous comment on the absence of a specific provision relating to equal remuneration for work of equal value and expresses its hope that the Government would also consider the inclusion of a provision embodying the principle of the Convention in any legislative amendments contemplated. It therefore asks the Government to provide information on the progress of this initiative.

2. The Committee notes that job evaluation exercises are being undertaken for different sectors of the public service: the appraisal of jobs in the civil service and statutory authorities is expected to be completed in 2005, whereas the evaluation exercise for the teaching and protective services has been completed. The Committee asks the Government to provide further information on the methodology used in these job evaluations, including the criteria employed in job appraisals. Additionally, the Committee asks the Government to supply a copy of the salary scale produced by the evaluation of the teaching and protective services, including statistical data concerning the number of women and men in each grade and post.

3. The Committee notes the Government’s statement that objective job appraisals are increasingly being promoted by means of collective agreements, such as the Memorandum of Agreement between the Chief Personnel Officer and the Trinidad and Tobago United Teachers’ Association attached to the Government’s report. Please continue to provide information on the methodology used in these job evaluations, including the manner in which gender bias is being avoided.

4. With respect to job evaluations in the private sector, the Government states that the Ministry of Labour and small and micro-enterprise development will conduct a survey relating to job evaluations at the enterprise level. The Committee asks the Government to indicate the results of the survey, once they are available.

5. The statistical data in the Government’s report indicate that in 2001, 43 per cent of the female labour force were employed in two occupational categories: clerks and service workers. Women are under-represented in most of the other fields of employment. In 2001 women comprised 40 per cent of the legislators, senior officials and managers, but just 11 per cent of the employees in crafts-related work and 9 per cent of all plant and machine operators. Women’s earnings were approximately 81 per cent of men’s in 2001. The Committee notes, however, that women legislators, senior officials and managers earned just 63 per cent of the income of their male counterparts in 1996, and that this percentage had decreased to 53 per cent in 2001. The Committee asks the Government to provide information on the measures taken to reduce the differential between incomes for men and women, particularly with respect to legislators, senior officials and managers. Also, please indicate the measures taken or contemplated to promote the access of women to all fields of employment, including non-traditional occupations.

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

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 information provided by the Government with respect to the sex-based wage differentials contained in the collective agreements concerning government workers, which were attached to the Government’s previous report. The Government indicates that men and women actually perform different jobs: women perform the duties of weeding, bundling and sweeping whereas men perform the more strenuous duties of loading and lifting, thus accounting for the difference in salary scales between men and women. The Committee notes, however, that the classification of these jobs on the basis of sex, rather than criteria relating to the work performed, runs contrary to the principle of equal remuneration for work of equal value. The Committee hopes the Government will be in a position to provide information in its next report on the measures taken to remove these sex-based differentials contained in the agreements’ salary scales, to ensure that women and men have access to jobs covered by the collective agreements and to ensure that other such agreements entered into in the future do not include sex-based wage differentials.

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

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

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

The Committee notes the information in the Government’s report, including the attached statistical data and collective agreements.

1. The Committee had previously asked the Government to indicate how the principle of equal remuneration for work of equal value is applied to those groups of workers excluded from the protection of the Equal Opportunity Act (No. 2), 2000, and other legislative provisions. In this regard the Committee notes the Government’s statement that, for part-time workers, the principle of the Convention is applied by means of collective agreements. The Committee asks the Government to provide copies of such agreements in its next report and to indicate the percentage of part-time workers covered by them. The Committee further notes the Government’s indication that it is considering a more comprehensive legislative approach to the application of the Convention. In this connection, the Committee wishes to emphasize the importance of extending the equal pay principle, in legislation, to all groups of workers and all sectors of activity. Additionally, the Committee refers to its previous comment on the absence of a specific provision relating to equal remuneration for work of equal value and expresses its hope that the Government would also consider the inclusion of a provision embodying the principle of the Convention in any legislative amendments contemplated. It therefore asks the Government to provide information on the progress of this initiative.

2. The Committee notes that job evaluation exercises are being undertaken for different sectors of the public service: the appraisal of jobs in the civil service and statutory authorities is expected to be completed in 2005, whereas the evaluation exercise for the teaching and protective services has been completed. The Committee asks the Government to provide further information on the methodology used in these job evaluations, including the criteria employed in job appraisals. Additionally, the Committee asks the Government to supply a copy of the salary scale produced by the evaluation of the teaching and protective services, including statistical data concerning the number of women and men in each grade and post.

3. The Committee notes the Government’s statement that objective job appraisals are increasingly being promoted by means of collective agreements, such as the Memorandum of Agreement between the Chief Personnel Officer and the Trinidad and Tobago United Teachers’ Association attached to the Government’s report. Please continue to provide information on the methodology used in these job evaluations, including the manner in which gender bias is being avoided.

4. With respect to job evaluations in the private sector, the Government states that the Ministry of Labour and small and micro-enterprise development will conduct a survey relating to job evaluations at the enterprise level. The Committee asks the Government to indicate the results of the survey, once they are available.

5. The statistical data in the Government’s report indicate that in 2001, 43 per cent of the female labour force were employed in two occupational categories: clerks and service workers. Women are under-represented in most of the other fields of employment. In 2001 women comprised 40 per cent of the legislators, senior officials and managers, but just 11 per cent of the employees in crafts-related work and 9 per cent of all plant and machine operators. Women’s earnings were approximately 81 per cent of men’s in 2001. The Committee notes, however, that women legislators, senior officials and managers earned just 63 per cent of the income of their male counterparts in 1996, and that this percentage had decreased to 53 per cent in 2001. The Committee asks the Government to provide information on the measures taken to reduce the differential between incomes for men and women, particularly with respect to legislators, senior officials and managers. Also, please indicate the measures taken or contemplated to promote the access of women to all fields of employment, including non-traditional occupations.

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

The Committee notes the information provided by the Government with respect to the sex-based wage differentials contained in the collective agreements concerning government workers, which were attached to the Government’s previous report. The Government indicates that men and women actually perform different jobs: women perform the duties of weeding, bundling and sweeping whereas men perform the more strenuous duties of loading and lifting, thus accounting for the difference in salary scales between men and women. The Committee notes, however, that the classification of these jobs on the basis of sex, rather than criteria relating to the work performed, runs contrary to the principle of equal remuneration for work of equal value. The Committee hopes the Government will be in a position to provide information in its next report on the measures taken to remove these sex-based differentials contained in the agreements’ salary scales, to ensure that women and men have access to jobs covered by the collective agreements and to ensure that other such agreements entered into in the future do not include sex-based wage differentials.

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

The Committee notes the information in the Government’s first report, and the accompanying documentation, including collective agreements.

1.  The Committee notes with interest the recent adoption of the Equal Opportunity (No. 2) Act, 2000, which expressly prohibits discrimination in employment and promotes equality of opportunity. While noting that this prohibition appears to be sufficiently broad to cover the elements of remuneration set out in the Convention, in the absence of a specific provision relating to equal pay for work of equal value, the Committee asks the Government to indicate the manner in which the principle of equal remuneration for men and women for work of equal value is to be applied in practice.

2.  The Committee notes that the new Act applies to all workers in the public and the private sectors. It notes further that certain sectors of activity and groups of workers are excluded from the application of the Act including, among others, sports, clubs, voluntary bodies, non-profit organizations and religious bodies (Part V, Non-application of the Act) and domestic workers (article 13(1)). In this context, the Committee also draws the attention of the Government to part-time workers, who, although covered by the new Act, are excluded from the application of other legislative provisions. The Committee asks the Government to provide information indicating the manner in which these workers will be protected under the Convention.

3.  The Committee notes that the Government emphasizes the value of collective agreements as important tools to ensure the application of the Convention. It also notes the copies of the three agreements included with the Government’s report as examples of collective agreements entered into between the workers and the public sector where they are employed, such as Port-of-Spain City Corporation, San Fernando City Corporation and regional corporations, and the lists of occupations detailed in these agreements and corresponding wages. However, the Committee notes with concern that these agreements contain differences in the salary scales for labourer (male) and labourer (female), with no other indication of the ground for this wage differential other than gender. Noting that this wage differential is not in conformity with the Convention, the Committee asks the Government to provide information in its next report on the measures taken to remove this difference between men and women in the collective agreements and to ensure that other such agreements entered into in the future do not include sex-based wage differentials.

4.  The Committee notes the salary scales included with the Government’s report, but notes that there is no statistical data indicating the number of men and women, their grades or the posts they hold. In this respect, the Committee notes the Government’s statement to the United Nations Committee on Civil and Political Rights that there are a large number of women in clerical posts. It also notes from the same report that the Government is in the process of reviewing its job appraisal system (UN document No. CCPR/C/TTO/99/3 of February 2000). The Committee draws the attention of the Government to its comments regarding the importance of objective job evaluations as contained in paragraphs 138-145 of the 1986 General Survey on equal remuneration which states that:

… [T]he notion of paying men and women in accordance with the value of their work necessarily implies the adoption of some technique to measure and compare objectively the relative value of the jobs performed. Such a technique is moreover essential in determining whether jobs involving different work may none the less have the same value for the purposes of remuneration … Job evaluation, which provides a way of systematically rewarding jobs for their content, without regard to the personal characteristics of a worker, has come to be considered in an increasing number of countries as the most feasible technique of extending equal remuneration to men and women (General Survey, paragraph 138).

It asks the Government to provide further information on any measures taken or envisaged to ensure objective job evaluations in both the public and private sectors.

5.  Noting that no statistical information has been provided which would permit the Committee to make an assessment of the application of the Convention in practice, the Committee would be grateful if the Government would provide statistical data disaggregated by sex on the number of women and men employed, their job classifications and remuneration levels in accordance with the general observation of 1998.

6.  Please provide information on labour inspection activities or court decisions relevant to the application of this Convention.

7.  Please provide information on the manner in which the social partners are promoting the application of the Convention.