Closing the gender pay gap: A review of the issues, policy mechanisms and international evidence
Closing the gender pay gap: A review of the issues, policy mechanisms and international evidence
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缩小性别工资差距：对问题、政策机制和国际证据的审查
DOI：
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发表时间：
2016
期刊：
影响因子：
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通讯作者：
A. Koukiadaki
中科院分区：
文献类型：
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作者：
J. Rubery;A. Koukiadaki
缩小两性薪酬差距是许多国际政策文件中的一个愿望。要实现两性平等和人人有体面工作，就必须执行1951年《同酬公约》（第100号）规定的男女同值工作同等报酬原则。然而，虽然同工同酬原则得到广泛认可，并被纳入2030年可持续发展议程的目标8，但一个关键问题是，实现这一目标所需的政策机制尚未得到充分理解，事实上，这是多方面的，并因体制环境而异。
当然需要具体的两性平等政策，但只有将其纳入促进平等和包容性劳动力市场的总体政策环境中，这些政策才可能有效。例如，工资结构更加不平等、薪酬确定更加个性化和较高级别工作的工作时间更加多变的趋势可能会扩大性别薪酬差距，在一定程度上抵消妇女教育程度提高和更持续参与就业带来的更有利的影响。
虽然性别工资差距难以衡量，但国际劳工组织估计，如果目前的趋势占上风，性别工资差距将需要70多年才能完全消除（ILO 2016）。本文件旨在审查缩小两性薪酬差距方面的关键问题、政策机制和国际证据。此外，由于男女工资差距与国家的经济发展无关，因此需要研究如何实现经济增长的公平分配（ILO 2016）。
Closing the gender pay gap is an aspiration found in many international policy documents. The principle of equal remuneration for men and women for work of equal value, as set out in the Equal Remuneration Convention, 1951 (No. 100), needs to be implemented if gender equality and decent work for all is to be achieved. However, while the principle of equal pay for work of equal value has been widely endorsed, and is included under Goal 8 in the 2030 Sustainable Development Agenda, a key problem is that the policy mechanisms needed to achieve this objective are not well understood and in fact are both multifaceted and vary according to the institutional context.
Specific gender equality policies are certainly required, but these are only likely to be effective if embedded within a general policy environment which is promoting equal and inclusive labour markets. For example, trends towards greater inequality in wage structures, more individualised pay determination and more variable working hours in higher level jobs are likely to be increasing the gender pay gap, offsetting to some extent the more beneficial effects of women’s rising educational attainment and more continuous participation in employment.
While the gender pay gap is difficult to measure, the ILO estimates that if the current trends prevail, it will take more than 70 years before the gender wage gap is closed completely (ILO 2016). This paper aspires to review key issues, policy mechanisms and international evidence with respect to closing the gender pay gap. Furthermore, as the gender wage gap is unrelated to a country’s economic development, research is needed to understand how an equitable distribution of economic growth can be achieved (ILO 2016).