Solicitud directa (CEACR) - Adopción: 2011, Publicación: 101ª reunión CIT (2012)

Convenio sobre igualdad de remuneración, 1951 (núm. 100) - Uruguay (Ratificación : 1989)

Wage gap and legislation. The Committee notes the Government’s indication that average total remuneration for men is 22 per cent higher than for women. The Committee also notes that the Government adds in its report on the application of the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), that the gender wage gap in hourly rates in 2009 was 11.3 per cent, compared with 9.6 per cent in 2008. The gap is more pronounced in higher management posts, with a 46 per cent gap with respect to executives in public administration and enterprises. Observing the widening of the wage gap between 2008 and 2009 and taking into account that the legislation does not contain any definition of the term “remuneration” or refer to the principle of “equal remuneration for work of equal value”, the Committee asks the Government to take the necessary measures in law and in practice to apply the principle of the Convention in both the public and private sectors, particularly in relation to higher management posts. The Committee asks the Government to send information on the impact of these measures.

Methods of objective job evaluation. In its previous comments the Committee asked the Government to develop mechanisms for the objective evaluation of jobs under the National Equal Opportunity and Rights Plan, which would allow different jobs to be compared in the public sector, and to promote such evaluation in the private sector, in order to reduce the gender wage gap. The Government indicates that the gender variable has been incorporated into the register of state employment and the Human Resources Management System (SGH) of the central administration, which is a source of gender-based information on pay for public officials aimed at conducting studies to promote evidence-based equality policies. In addition, the “Job descriptions handbook” for the central state administration was drawn up. The Government adds that in one of the state bodies which apply the “Quality management with gender equality programme” (PGCE), a review of executive, technical and management careers is being undertaken in order to define equitable criteria for pay in accordance with the competencies of officials. The Committee asks the Government to supply information on the results of the studies undertaken on pay for public officials, disaggregated by sex. The Committee also asks the Government to indicate the manner in which the “Job descriptions handbook” for the central state administration is applied and its impact on reducing the gender wage gap in the public sector. The Committee also asks the Government to supply information on the steps taken to promote an objective appraisal of jobs with gender mainstreaming in the private sector.

Wage boards and collective bargaining. In its previous comments the Committee noted the Government’s statement that the Tripartite Commission on Equality of Opportunity and Treatment in Employment (CTIOTE) decided to recommend the inclusion of an equality clause in the next round of the wage boards (tripartite sectoral bodies which fix the minimum wage for each occupational category). Under the terms of this clause, the parties agree to promote the Convention and also the inclusion of clauses aimed at implementing the principle of equal remuneration for work of equal value in any future agreements. The Committee notes the Government’s indication that as a result of these measures, the number of collective agreements including this type of clause has trebled. The Government also indicates that, further to CTIOTE recommendations, awareness-raising and training days have been held on gender issues for officials who represent the Executive Authority within the wage boards. The Committee asks the Government to send information on the impact on rates of pay of agreements that include equality clauses signed in the context of the wage boards or collective bargaining. The Committee also asks the Government to indicate the criteria used to determine such rates of pay and also the measures taken to ensure that these criteria do not contain any gender bias that results in jobs performed by women being undervalued.

Participation of women in the wage boards. The Committee asks the Government to supply information on the representation of women within the wage boards and on any steps taken by the Government and the social partners to increase such representation.