by Paula Määttä

VII. Ghana

C. Measures for determining and promoting pay equality

1. Permitted grounds for wage differentials

Section 69 of the Labour Regulations of 1969 allows a difference in payment between sexes if the difference between the rates of pay is based on length of service or seniority or any factor other than sex.

2. Instruments used to promote equality

Job evaluation

There is a movement in Ghana towards a broader application of job evaluation techniques, but generally they are rarely used. Job evaluation is not enforced by legislation. There are several obstacles to the use of job evaluation. One of these is the cost and the technical expertise required in this area. Another obstacle is that available information on wages and salaries is deficient. There are no meaningful data which permit identification of wage differentials from one organization o another and from one category to another. Accurate knowledge of the existing jobs and wage structures is a necessary starting point for any job evaluation and the implementation of the principle of equal pay for work of equal value. (ILO 1986, 110; ILO 1985, 25-36.)

3. Scope of comparison

According to the "equal pay for equal work" provisions, a comparison of work can be done between the female and male employers performing identical or substantially identical jobs for the same employer. This provision contemplates a more narrow comparison between jobs than that required by the Convention. The comparison between jobs of equal value is not required to be performed by law.