Closing the gender pay gap: A review of the issues, policy mechanisms and international evidence
The principle of equal remuneration for men and women for work of equal value, as set out in the Equal
Remuneration Convention, 1951 (No. 100), needs to be implemented if gender equality and decent
work for all is to be achieved. However, while the principle of equal pay for work of equal value has
been widely endorsed, key problem is that the policy mechanisms needed to achieve this objective are not well understood and in fact are both multifaceted and vary according to the institutional context.
This paper aspires to review key issues, policy mechanisms and international evidence with respect to
closing the gender pay gap. The core focus of this report is on wage setting institutions and their
impact on inclusive and gender equitable labour markets.
The key message from this report is that gender pay equity needs to be pursued through a policy
package that promotes an inclusive and transparent labour market alongside specific measures to
address gender pay equity. Strengthening and extending employment standards, through higher
minimum wages, more equal rights for non-standard workers and more extensive and inclusive
collective bargaining need to be combined with effective gender specific measures to address the
undervaluation of women’s work and extend duties on employers to actively promote gender equality.