WHAT IS ITUC DOING TO REDUCE THE GENDER PAY GAP?

The gender pay (and pensions) gap is a key focus of the ITUC’s work with affiliates through its Count Us In programme and in the ITUC’s regional and international advocacy work (see for example the trade union statement to the G7 Innovation and Employment Ministerial).

The gender pay gap is an integral part of the ITUC’s work on the care economy and was a main point of discussion at the ITUC women’s organising assembly/world women’s conference of 2017.

ITUC is currently preparing a policy brief on the gender pay and pensions gap for use by affiliates.

IN WHAT WAY IS EPIC RELEVANT TO SWITZERLAND?ITUC

The persistent gender pay gap, in industrialised and developing economies alike, is perhaps one of the most tangible expressions of discrimination and inequality in the labour market. Where women workers experience discrimination based on intersecting personal characteristics such as race, migrant status and/or disability, the gender pay gap is invariably wider. Closing the gender pay and pensions gap is of critical importance for the trade union moment. It is a matter of social and economic justice for millions of working women and their families. It is a matter of decent work and wage justice for all workers. Collective bargaining has been shown to have a positive influence on closing the gender pay gap. Notwithstanding, it has been predicted that at current rates of progress the gender pay will not be closed before 2069.

The ambitious goal of EPIC to close the gender pay gap by 2030, through multi-stakeholder engagement, sharing of information and good practices, focused, actionable and measurable commitments, is therefore extremely relevant to the ITUC and our key priorities.