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Trade union action in closing the gender pay gap around the world.

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  Equal pay for work of equal value is at the core of the trade union call for a New Social Contract . This entails the creation of quality jobs, including in the care economy, respect for fundamental labour rights , adequate wages , universal social protection , and greater equality and inclusion. Equal pay for equal work is more likely to be achieved within inclusive and egalitarian labour markets . Trade unions and adequate gender-inclusive policies and regulations are central to both the development of inclusive labour markets and to the pursuit of gender pay equality . This section presents some examples of how trade unions around the world have campaigned to tackle gender pay gaps through social dialogue towards the adoption of conducive legislation, workplace policies and collective agreements, as well as through promoting campaigns and other tools and initiatives. CHILE   - In 2022, an agreement between the Government of Chile, the Central Organization of Chilean Workers
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Closing the Gender Pay Gap: A Closer Look at Equal Pay.

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The global effort to promote gender equality, empower women and girls, and combat gender discrimination is at the cornerstone of the Agenda 2030 and, more specifically, Sustainable Development Goal (SDG) 5. SDG 5 underscores that gender-based discrimination hinders progress towards a more just and equitable world . A crucial aspect of this ongoing endeavour lies in securing equal compensation for work of equal value, irrespective of gender. Furthermore, SDG 8 which focuses on Decent Work and Economic Growth sets forth ambitious targets to be achieved by 2030, including full and productive employment for all women and men, as well as equal pay for work of equal value . Every year the global community observes International Equal Pay Day on September 18 , signifying the importance of this objective and the lengthy journey ahead of us.
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What can be done to help close the gender pay gap?

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  There are several policies that have been shown to have a positive effect in reducing the gender wage gap, especially when effectively combined. Firstly, establishing and enforcing equal pay and anti-discrimination legislation has been recognised as essential in order to establish a legal framework for ensuring equal pay for work of equal value, as well as to provide legal recourse to victims of pay discrimination. International labour standards in the area of equal pay and non-discrimination, namely ILO Convention 100 on equal remuneration forwork of equal value and ILO Convention 111 onDiscrimination (Employment and Occupation) provide important frameworks for governments in this respect. Still, the ILO Committee of Experts has acknowledged that while many countries have ratified ILO C100, a smaller number of countries have actually passed implementing laws or applied the principle of ‘equal pay for work of equal value’ in law and in practice.  Some governments have also implem
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Why do we need equal pay?

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 Equal pay for work of equal value is an internationally recognised fundamental right, rooted in the ILO Convention 100(1951) on Equal Remuneration , which focuses on gender discrimination in employment and sets out that signatories must promote and ensure equal remuneration for men and women workers for work of equal value.  The key role of equal pay in fostering gender equality, dignity, fairness, respect and recognition for the work of women , has been prioritised by the UN 2030 Agenda on Sustainable Development. SDG 8 on inclusive growth, full employment and decentwork enshrines equal pay among its targets, underscoring that an equitable and inclusive world of work is a precondition to genderequality and societal progress overall ( SDG 5 ) Measuring progress in closing gender pay gaps is essential to address pay discrimination wherever it happens and to foster the implementation of the SDGs. Unfortunately, the lack of comparable disaggregated data by gender, race, disability
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What drives the gender pay gap?

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  The gender pay gap is a product of numerous and interconnected factors, including: → Occupational segregation (vertical and horizontal): women are overrepresented in sectors and jobs that pay less and are underrepresented in management positions. Such segregation has numerous causes, including gender stereotypes in education and in the labour market, as well as imbalances in caring and household responsibilities between women and men that may lead women to seek occupational niches where hours are shorter or more flexible. While progress towards achieving gender equality in education has been made, major discrepancies still exist, especially when it comes to access to digital skills training. Women’s access to higher education and training in STEM (Science, technology, engineering and mathematics) fields and the development of their digital skills remains problematic. Of the estimated 2.7bn people currently unconnected, the majority are women and girls.   The digital gender gap con
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The gender pay gap: key data and facts at a global level

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 Economic growth has failed to be sufficiently translated into improvements in the living and working conditions of people globally . Over the past decades, the share of wages as a percentage of Gross Domestic Product (GDP), i.e., the labour income share, has substantially declined in most advanced and emerging market economies, as wages have stagnated compared to productivity increases. Inequalities between women and men in the labour market continue to persist, leading to greater exposure to economic vulnerability for women. Women continue to be underrepresented in employment and overrepresented in part-time work , low-paid jobs and sectors, as well as precarious and informal work . Moreover, women tend to disproportionately take part in unpaid work and care activities . However, such activities tend not to be included in GDP accounting, The gender pay gap: key data and facts at a global level leading to a failure to recognise and value women’s contributions to the economy, and br
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Trade union action to promote equal pay for work of equal value.

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ITUC Policy Brief : Trade union action to promote equal pay for work of equal value. - CONTENT - THE GENDER PAY GAP: KEY DATA AND FACTS AT A GLOBAL LEVEL.  WHAT DRIVES THE GENDER PAY GAP?   WHY DO WE NEED EQUAL PAY?   WHAT CAN BE DONE TO HELP CLOSE THE GENDER PAY GAP?  TRADE UNION ACTION IN CLOSING THE GENDER PAY GAP AROUND THE WORLD. RECOMMENDATIONS. The urgency and commitment to close the gender wage gap has never been more important and it is at the core of the trade union call for a New Social Contract. As the 4th ITUCWorld Women’s Conference OutcomeDocument states, trade unions are calling for:  1. The creation of 575 million new decent jobs by 2030 , including in the care economy and other strategic sectors that benefit people and the planet, as well as the formalisation of one billion informal workers , the majority of whom are women.  2. Equal pay and anti-discrimination legislation, with effective implementation and access to remedy , in line with international labour sta
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