Abstract
Significant gender disparities in pay are amongst the most resilient features of labour markets everywhere in the world. Even though the gender pay gap has narrowed in some places, women, on average, continue to work for a lower pay than men. This trend continues despite striking advances in women’s educational attainments and work experience. The gender pay gap has many causes and sex discrimination in remuneration is one of them. The Equal Remuneration Convention, 1951,(No.100), one of the eight core international labour standards, seeks to address discrimination in remuneration by ensuring that women and men receive equal remuneration not just for the same or similar work, but also for work of equal value. This principle is fundamental to the achievement of gender equality, as a large proportion of women do different jobs than men. Assessing the value, and corresponding requirements, of different jobs on the basis of common and objective criteria also contributes to more transparent and efficient systems for pay determination, while improving recruitment and selection procedures.
