Reducing the gender pay gap is a highly valued public policy objective for the Peruvian Government, fully aligned with the non-discrimination mandate established in our Political Constitution, with ILO Convention No. 100 on Equal Remuneration (ratified by Peru on 1 February 1960), and with the United Nations Sustainable Development Goals by 2030.
What is Peru doing to reduce the gender pay gap?
In line with this, Law No. 30709, a law prohibiting wage discrimination between men and women, established the obligation for employers to determine category and function tables and remuneration through processes that ensure equality and non-discrimination between men and women. For its part, the Regulations of the aforementioned Law, approved by Supreme Decree No. 002-2018-TR, specified that this obligation must be fulfilled through the evaluation and grouping of jobs in tables of categories and functions, applying objective criteria, based on the tasks involved, the necessary skills and job profiles.
With this in mind, the Ministry of Labour and Employment Promotion has made available to employers a set of tools to enable them to comply with Law No. 30709 and its Regulations, among which stand out: (i) the Guide containing reference guidelines for companies to prepare the table of categories and functions and the minimum content of wage policy (Ministerial Resolution No. 243-2018-TR); and, (ii) the Methodological Guide for the objective assessment, without gender discrimination, of jobs and preparation of tables of categories and functions (Ministerial Resolution No. 145-2019-TR).
In addition, in March 2019 the “Tripartite Working Group to help promote and strengthen women’s participation and the exercise of their rights in the social and labour sphere” was created, which constitutes a space for tripartite dialogue bringing together representatives of business associations, trade unions and the State.
In what way can EPIC be relevant to Peru?
It is important that the Peruvian State be part of the EPIC, insofar as it will contribute to better compliance with the international obligations assumed, in relation to the reduction of wage gaps, as is the case of the Equal Remuneration Convention, 1951 (No. 100) and the fulfillment of Goal 8.5 of the Sustainable Development Goals.
It is also crucial for the EWM in particular to have knowledge and best practices that will lead to the fulfillment of the above commitments, through partnerships, joint initiatives and knowledge sharing within the framework of the Equal Pay International Coalition.