Psi Report Template - DOC

							Why do a Pay Equity Survey?

PSI has started a campaign for pay equity at international level. Pay
equity is about ending discrimination in pay and employment conditions for
women. Most people are familiar with the term equal pay but pay equity is
less well understood.

In most countries in the public sector, equal pay has been achieved. A man
and a woman earn the same amount if they are doing identical jobs.
However, no country in the world has achieved pay equity. Your employer,
or another trade unionist might tell you it is not a problem in your
workplace, but it is simply not true! Not even advanced industrialised
countries have achieved pay equity. In Norway, with one of the highest
per capita incomes in the world, the gap between what men and women
earn is 12%. In many other countries it can be up to 50%. The pay gap
refers to the difference in average pay between all working men and all
working women.

Of course, you might reply, it is evident that women earn less than men
over their lifetime. Women are the secondary earners. Women often have
less education and training and cannot access paid work outside the home
so easily because of domestic responsibilities. Women generally work in
areas where pay is low. Women have fewer possibilities for promotion.

But why should women earn less? Is this fair? Is this just? The ILO
Convention 100 and other human rights instruments state that equal pay
for equal value is a fundamental human right.

Pay equity is about improving women’s income. It is a major issue for all
women trade unionists and particularly so for women in public sector jobs.
These are often some of the jobs which are the most undervalued.
Women in the public sector face huge issues related to pay. They can
range from access to quality employment, problems of not getting paid at
all because of under-funding of the public sector as a whole, to issues of
low pay because the jobs women do are generally under-valued, and finally
issues related to discriminatory measures in relation to benefits and
allowances. Pay equity is about women’s poverty around the world. It is an
issue, which unites us all.

There are various kinds of discrimination both within a workplace and
across workplaces. Work, which is generally performed by women, is often



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paid less and valued less than work performed by men. For example, why
should a nurse who looks after people be paid less than a mechanic who
looks after cars? Comparable worth refers to looking at how different
jobs with the same levels of demand, skill, effort and responsibility
should be paid equally. In some countries, women have received
substantial wage rises as a result of decisions taken in court that their
jobs are equivalent to others, which are paid much more.

In many countries, statistics about the gender wage gap do not exist.
That is why PSI is asking affiliates’ women’s committees to conduct
workplace surveys as a method of getting a picture of the extent of the
problem.

We hope to use these surveys to help your union and others take up pay
equity issues on behalf of their women members. When you have
completed the surveys, compile a report to identify the main pay equity
issues for your union to consider during the next collective bargaining
negotiations.

For more information about the PSI Pay Equity Campaign, and to obtain
your copy of the PSI training modules and resource package, consult the
PSI website: www.world-psi.org

Thank you for taking part in the pay equity campaign!




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PSI Workplace Survey on Pay Equity

Section 1: General Information

  1. Contact details: (Optional)

  Name -------------------------------------------------
  Address -----------------------------------------------
  ------------------------------------------------------
  ------------------------------------------------------
  E-mail ------------------------------------------------
  Telephone ---------------------------------------------
  Job---------------------------------------------------
  Position in Union ----------------------------------------

  2. What age are you?
     Under 20    □            40-49            □
     20-29       □            50 or over       □
     30-39       □
  3. Where do you work?

  Name of workplace --------------------------------------
  ------------------------------------------------------
  ------------------------------------------------------
  ------------------------------------------------------
  Name of employer---------------------------------------


  Briefly describe function of the workplace

  ------------------------------------------------------

  4. Name of your union

  ------------------------------------------------------
    Total membership of union at national level



     Total male membership of union at national level




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     Total female membership of union at national level


Section 2 Information about the workforce

  5. How many people are there at your workplace?

     Total workforce



     Male workforce



     Female workforce


Of which:

     How many people work on permanent contracts?


     Male permanent workers


     Female permanent workers


     How many people work on temporary contracts?


     Male temporary contracts


     Female temporary contracts



     How many people are casual/day workers?


     Male casual workers



     Female casual workers




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Section 3 -General Pay and Working Conditions

5. What is the poverty subsistence level in your country?



6. Is the national minimum wage higher or lower than the poverty
   subsistence level?

   Higher    □
   Lower    □
7. What is the minimum salary in the public sector?



8. What is the lowest salary in your workplace?



9. How many women and how many men are paid the lowest salary?

      Women



      Men



10. In your opinion, what are the main issues for women workers in
your workplace?

List three issues in order of priority:

1.------------------------------------------------------
2.------------------------------------------------------
3.------------------------------------------------------

Section 4: Grading and job classification system

11. Is there a collective agreement at the workplace?

Yes   □            No   □
What grades does it cover? Grades       □   to Grades   □


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If you do not have access to your collective agreement, can you
explain why not?

--------------------------------------------------------

12. Is there a job classification system at the workplace?
Do you have access to a copy of it?


Yes   □   No   □
If your answer is no, can you explain why you do not have access to a
copy of the job classification system?

--------------------------------------------------------

Do you know the name of the job classification system in use at your
workplace?

--------------------------------------------------------

13. Can you list how many men and how many women are on each
grade? Please annex.

If you do not have a list, discuss it with your colleagues and make an
estimate.

Section 5: The gender wage gap

14.List the kinds of jobs where there is a high concentration of men

--------------------------------------------------------
--------------------------------------------------------
--------------------------------------------------------

15. List the kinds of jobs where there is a high concentration of
women

--------------------------------------------------------
--------------------------------------------------------
--------------------------------------------------------

16. Do the jobs where there is a high concentration of women get
paid more or less than the jobs where there is a high concentration
of men?



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About the same    □
More              □            Less        □
Much more         □            Much less   □

17. Give your reasons why you think the jobs mainly performed by
women are not paid the same as the jobs mainly performed by men.

--------------------------------------------------------
--------------------------------------------------------
--------------------------------------------------------

18. If you have access to information about the income of workers at
your workplace, you can calculate the gender wage gap in the
following way:

  (1) Add up all the wages of women workers every week or month
      (whichever is easiest to calculate) and divide by the number of
      women workers –that is the average women’s wage at your
      workplace.

       Average women’s wage:



  (2) Add up all the wages of male workers by week or by month as
      above and divide by the number of male workers - that is the
      average male wage at the workplace.

       Average male wage



  (3) Divide the average women’s wage by the average male wage and
      multiply by 100 - that is the percentage gender wage gap.

       Gender wage gap



If you do not have information, discuss with your colleagues and try
and make an estimate of the amounts

Section 6 Access to training and promotion and additional payments




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19. Do you think women have the same access to promotion and
training as men?

   List your reasons:

   1. ---------------------------------------------------------------------------
   2. ---------------------------------------------------------------------------
   3. ---------------------------------------------------------------------------

20. Are promotions only /mainly (delete as applicable) granted on the
grounds of seniority?

21. Are jobs mainly done by men receiving higher allowances or
additional payments?

If so, please specify which jobs:

--------------------------------------------------------
--------------------------------------------------------

22. Are there allowances and entitlements which male workers receive
which are not applicable to women?

If so, please specify which allowances:

--------------------------------------------------------
--------------------------------------------------------

23.Are there allowances only available for those working in jobs
   mainly performed by men?

If so, please specify which allowances:

--------------------------------------------------------
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Please add any other comments and thank you for filling in the
survey!

Please return to:-------------------------------------------
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