PAY EQUITY, EQUAL OPPORTUNITIES AND EQUAL TREATMENT IN THE WORLD OF WORK

The Turin Centre has also developed face-to-face and distance training programmes that explain step-by-step the various methodological components of the ILO's objective and gender-neutral job evaluation process and explain the criteria to be met in order to avoid discriminatory practices, with the aim of providing an experienced evaluation tool in line with the ILO Equal Remuneration Convention, 1951 (No. 100, 1951), mentioned above. This set of activities continues the application of globally validated tools in the framework of the International Pay Equity Coalition (EPIC), the only international multi-stakeholder alliance working to close the gender pay gap at global, regional and national levels where the ILO participates jointly with UN Women and the OECD, to assist governments, employers, workers and their organizations to make concrete and coordinated progress towards this goal. Within the aforementioned framework, member countries that have ratified Convention No. 100 must bring their national legislative framework into line with ILO international standards. In this sense, there are real national case studies where it is possible to analyse how, once Convention No. 100 has been ratified, the basic equal pay legislation currently in force has been adapted, introducing into national legislation the concept of "work of equal value" and regulating the employer's obligation to keep a wage register of its workforce and the right of workers to have access to it, through the legal representation of workers in the company. OBJECTIVES This proposal aims to strengthen the capacity of the social partners to propose adaptations and/or applications of specific national legislation on the principle of equal pay for work of equal value, in accordance with the contents of the ILO Equal Remuneration Convention, 1951 (No. 100). The objective of the training programme is to provide the necessary tools to know and know how to apply an objective job evaluation methodology (with a gender perspective) for the elimination of wage gaps, based on the aforementioned principle of equal pay for work of equal value. CONTENT The activity covered five learning modules: Module 1: Gender stereotypes, feminised positions and the pay gap - how are they related? Module 2: How do we plan and budget for an objective job evaluation process in a framework of social dialogue? Module 3. How do we adapt the available job evaluation tools to our organisation? Module 4: How do we collect information from workers and their supervisors? Module 5: Comparing salaries between feminised and masculinised positions of similar value The activity combined asynchronous and synchronous learning sessions in a complementary way. That is, the course was composed of four (4) live webinars (teach-in) of 2 hours each, a series of self-guided e-learning modules and e-campus assignments facilitated by online tutors. ACHIEVEMENT The certificate of achievement is awarded upon completion of a significant part of the academy requirements: (i) participation in the webinars; (ii) completion of the self-guided e-learning modules; (iii) interaction with fellow learners and the online tutor; (iv) viewing of multimedia content; (v) submission of written assignments and weekly posts in the course forum. The estimated time for the completion of the activity was 60 hours including the final assignment. NUMBER OF HOURS: 60