What is 18 September Equal Pay Day?

18 September is recognized as International Equal Pay Day. It highlights the fact that, on average, women earn so much less than men that it’s as if they stop being paid for the rest of the year. This is due to the gender pay gap, which refers to the difference in earnings between women and men. The reason this day is marked in September is because, by this point in the year, men have already earned what women will take until the end of the year to earn. In other words, women would need to work almost three extra months to make the same amount as their male colleagues in a full year.

The day aims to raise awareness about the global issue of unequal pay between men and women for work of equal value. It does not only highlight the persistent gender pay gap, which refers to the average difference in earnings between men and women, but also emphasizes the need to actively reduce this gap. The gender pay gap is a complex issue influenced by a variety of factors, including discriminatory practices, unequal access to opportunities, and gender-based occupational segregation.

By marking this day, stakeholders, including governments, employers, workers, and international organizations, are urged to take concrete actions to ensure that women are paid the same as men when performing work of equal value. This includes developing and implementing policies and practices that promote pay transparency, challenge gender stereotypes, and improve access to higher-paying jobs and leadership positions for women. The ultimate goal is not only to raise awareness but to catalyse action that leads to a more equitable and inclusive workforce, where equal pay for equal work is the standard.

The key emphasis of this day is on achieving equal pay for equal work, which is not only a matter of fairness but also a driver of economic growth and social justice. Equal pay for work of equal value principle is also recognized as one of the priority areas of the United Nations Sustainable Development Goals (UNSDGs) to be achieved by the year 2030.

Equal Remuneration Convention No. 100 (C100)

The ILO Equal Remuneration Convention No. 100 (C100) reaffirms the fundamental principle that every worker, whether male or female, has the right to "equal remuneration for work of equal value without discrimination based on gender." The convention aims to eliminate this specific form of discrimination.

Turkey, which ratified the convention in 1966, has taken concrete steps to implement the principle of wage equality between male and female workers for work of equal value. These steps include applying the principle to all workers through national legislation, any recognized wage determination system, collective agreements, or a combination of these methods.

C100 addresses two types of wage inequality:

1. "Equal pay for equal work": Ensuring that men and women performing the same or similar jobs receive the same wages and benefits.

2. "Equal pay for work of equal value": Ensuring that men and women receive equal wages and benefits, in cash or kind, for the same, similar, or different jobs that are shown to be of equal value, based on objective, gender-neutral criteria.

The concept of "work of equal value" is crucial in combating gender-based occupational segregation/discrimination in the labour market. This approach focuses not only on cases where women earn less than men for the same work but also addresses wage disparities arising from women being assigned to lower-paid "women's jobs."

The convention includes a range of measures that ratifying states must adopt to promote and ensure the application of the principle of "equal pay for work of equal value between men and women." As explicitly stated in Article 1 of the Equal Remuneration Convention (1951), the term "equal remuneration for work of equal value" refers to wage rates established without discrimination based on gender. Article 3 emphasizes the need for objective evaluation of jobs to ensure wage equality. Objective job evaluation methods must be based on factors such as skills and qualifications, working conditions, effort, and responsibility, free from gender-based biases. Countries that ratify the convention must improve and implement national legislation, wage determination systems, and contribute to including relevant provisions in collective agreements to prevent gender pay gap in the workplaces.

EPIC (Equal Pay International Coalition) is jointly managed by the ILO, UN Women, and OECD. EPIC operates at the global, regional, and national levels to support governments, employers, workers and their organizations, the private sector, civil society, and academia in taking concrete steps to eliminate the gender wage gap and ensure equal pay. EPIC also assists in improving legislation, building capacity, and strengthening monitoring and enforcement mechanisms. Aligned with the United Nations (UN) 2030 Agenda, EPIC aims for the universal ratification of the ILO Equal Remuneration Convention of 1951 (No. 100) and expects visible efforts and results from governments and the private sector in the implementation of equal pay initiatives.

What is the Global Situation Regarding Pay Inequality?

Globally, the gender pay gap remains a widespread and persistent problem, influenced largely by gender inequality in the labour market. The unequal division of labour starts within the household and extends into the labour market, where women often face barriers to accessing the same opportunities as men. This results in significant inequalities in employment participation rates, unemployment levels, and access to decision-making positions.

For example, data shows that women, regardless of their educational achievements, are often overrepresented in lower-paying jobs or sectors, while men dominate higher-paying industries and leadership roles. In all countries and across all sectors, women on average still earn less than men. This persistent pay inequality is not only a violation of fundamental human rights but also a major economic concern, as reducing the gender pay gap can contribute to economic development by fully utilizing the potential of the female workforce.

Globally, women on average, are paid about 20 per cent less than men, according to ILO. The ILO estimates that at the current rate of progress, it will take 257 years to fully close the global gender pay gap. This long timeframe is largely due to systemic factors such as unequal access to opportunities, persistent gender discrimination, and occupational segregation, where women are often concentrated in lower-paying jobs.

Despite various methods of measuring the gender pay gap, the global picture is clear: women earn less than men, even when performing jobs of equal value. The ILO and initiatives like the Equal Pay International Coalition (EPIC) work towards closing this gap through advocacy, policy guidance, and international cooperation.

What does the ILO recommend?

To reduce the pay gap, the ILO recommends the following steps through social dialogue with workers, employers, and governments:

• Combatting informality
• Addressing gender-based discrimination in the workplace, including women’s access to decision-making positions
• Expanding the application of minimum wage policies
• Broadening the coverage of collective bargaining agreements
• Promoting work-life balance policies and practices, including the balanced distribution of household and caregiving responsibilities
• Adopting pay transparency measures

Following this roadmap will contribute to increasing women's access to decent jobs and, as a result, help reduce the gender pay gap.