Gender Equality at Work Happen: from Commitments to Facts
Making gender equality at work happen: From commitments to facts
Deborah Greenfield Deputy Director-General for Policy International Labour Organization
1 Bridging challenges and commitments
The challenges Current commitments Stubbornly high gender pay SDG 8.5: achieving equal pay for gaps/unequal pay work of equal value by 2030. EPIC Gender gaps in paid employment Reducing the gender gap in and in unpaid care work participation by 25% by 2025 Gender-based violence and (G20) harassment in the world of work New international labour Unequal distribution of men and standards on violence and women across sectors and harassment in the world of work occupations, and in the digital (ILC June 2019)? economy
2 Age , participation and the gender pay gap in selected G7 countries latest years CanadaCanada FranceFrance ItalyItaly 20 100 30 100 16 100 14 80 80 15 20 80 12 10 60 60 10 60 10 8 40 6 40 0 40 5 4 20 <=19 20-29 30-39 40-49 50-59 >=60 20
2 (%) Participation
Participation (%) (%) Participation -10 20
Participation (%) (%) Participation Gender pay gap (%) gap pay Gender Gender pay gap (%) gap pay Gender 0 United States 0
0 0 (%) gap pay Gender <=19 20-29 30-39 40-49 50-59 >=60 -20 0 <=19 20-29 30-39 40-49 50-59 >=60 20 100 Gender pay gap Men's participation Women's participation Gender pay gap Men's participation Women's participation Gender pay gap Men's participation Women's participation Global (80% wage employees worldwide) UnitedUnited Kingdom Kingdom UnitedUnited States States Global (80% wage employees) 80 15 25 100 35 100 20 100 90 20 80 30 80 60 80 15 70 25 10 15 60 20 60 60 10 50 40 15 40 40 10 40 30 10 5 5
20 20 5 20 (%) Participation 20 Gender pay gap (%) gap pay Gender
5 (%) Participation
Participation (%) (%) Participation 10
Participation (%) (%) Participation Gender pay gap (%) gap pay Gender
Gender pay gap (%) gap pay Gender 0 0 0 0 0 0 Gender pay gap (%) gap pay Gender <=19 20-29 30-39 40-49 50-59 >=60 <=19 20-29 30-39 40-49 50-59 >=60 0 <=19 20-29 30-39 40-49 50-59 >=60 0 Gender Pay Gap Particion, men Participation, women Gender pay gap Men's participation Women's participation Gender pay gap Men's participation Women's participation <=19 20-29 30-39 40-49 50-59 >=60 Gender pay gap Men's participation Women's participation Source: ILO, 2018. Global Wage Report: What lies behind gender pay gaps? 3 Hourly wage in enterprises with similar productivity profiles but different degrees of feminization of their workforce (average for EUROPE)
Source: ILO, 2018. Global Wage Report: What lies behind gender pay gaps? 4 Addressing the causes behind the gender pay gap: The Equal Pay International Coalition (EPIC)
• Universal ratification of ILO Convention No. 100 and better implementation • Equal opportunities for quality and relevant education and long-life learning • Proactive equal pay legislation, wage transparency and better law enforcement • Valuing fairly women’s work in highly feminized occupations and industries • More equitable sharing of family duties between women and men • Gender-responsive company policies on flexible working-time arrangements • Better-quality wage data 5 Women bear the brunt of unpaid care work in G7 countries (Share of total unpaid care work, by sex, latest year)
Source: ILO, 2018. Care work and care jobs for the future of decent work 6 Mothers of children under 6 years of age suffer the highest ‘employment penalty’ in G7 countries
Source: ILO, 2018. Care work and care jobs for the future of decent work 7 Facilitating labour market participation through investments in the care sector Total care and related in 2015 and 2030 employment status quo and high road scenarios
Good working conditions are a premise for the delivery of quality care!! Source: ILO, 2018. Care work and care jobs for the future of decent work 8 Combating violence and harassment in the world of work – Fill the regulatory gaps!
• Regulatory gaps in national legislation – Lack of coherence and coordination – Coverage gaps. «Workplace» is often defined too narrowly. etc
• Regulatory gaps in ILO instruments (ILS) – No ILS defines violence and harassment nor provides a scope for it. – No ILS provides for an integrated approach bringing prevention, protection and compensation and rehabilitation all together.
Key Source: ILO. Report V(1) Ending violence and harassment against women and men in the world of work 9 A transformative and measurable agenda for gender equality for a brighter future of work for women
Combating violence and Closing Gender harassment at Pay Gaps plus work ambitious benchmark in G7 Social
Facilitating labour market participation through investment in care
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