Introduction

The gender pay gap is a multifaceted economic and social challenge reflecting unequal remuneration between men and women. Despite global advancements, women continue to face wage disparities driven by systemic undervaluation of female-dominated sectors and occupational segregation.

Main Answer

Structural Causes of the Gender Pay Gap

• Occupational Segregation: Horizontal segregation concentrates women in lower-paying service or care sectors, while vertical segregation limits women in leadership roles.
• Unpaid Care Work: Disproportionate domestic responsibilities force women into part-time or flexible jobs, impacting career progression and earnings.
• Subjective Pay-Setting: Lack of objective criteria during recruitment and salary negotiations permits unconscious bias and discrimination.

Role of International Standards and Job Evaluation Tools

International frameworks, such as the ILO Equal Remuneration Convention, 1951 (No. 100), establish the normative foundation for equal pay. Recent digital diagnostic tools developed by the ILO—utilizing objective criteria like skills, qualifications, responsibilities, effort, and working conditions—enable enterprises to calculate functional job values objectively. These tools eliminate subjectivity and prepare companies for emerging pay-transparency regulations.

Indian Legal and Policy Framework

In India, the pursuit of wage equality is anchored constitutionally in Article 39(d) of the DPSP and statutory enactments like the Equal Remuneration Act, 1976 and the Code on Wages, 2019. These laws prohibit gender-based discrimination in wage fixation and recruitment for same or similar work.

Way Forward

Bridging the pay gap requires scaling user-friendly evaluation tools for SMEs, enforcing pay transparency mandates, promoting formalization of female labour, and dismantling societal stereotypes regarding work value.

Examples / Data points: Examples include the ILO's recent digital gender-neutral job evaluation tools introduced in Moldova, the EU Pay Transparency Directive, and India's statutory frameworks under the Code on Wages, 2019.

Conclusion

Achieving true wage parity requires moving beyond subjective remuneration practices towards institutionalized gender-neutral job evaluations, enhanced pay transparency, and robust enforcement of statutory labour standards.

Suggested flow: Definition and magnitude of the gender pay gap. → Structural causes (occupational segregation, unpaid care work, subjective biases). → Role of ILO Convention No. 100 and gender-neutral job evaluation tools. → Constitutional and statutory provisions in India (Article 39(d), Equal Remuneration Act, Code on Wages).

Answer-writing tip: Start by defining the gender pay gap and its persistence. Use dimensions such as vertical and horizontal segregation. Highlight ILO Convention No. 100 and objective criteria (skills, effort, responsibility). Bring in Indian constitutional and statutory provisions. Conclude with a forward-looking view on pay transparency.