A/HRC/34/29 Remuneration Convention, 1951 (No. 100). This entails equal remuneration for the performance of similar jobs and of jobs that are “completely different but nonetheless of equal value when assessed by objective criteria”.40 In this regard, treaty-monitoring bodies have often drawn the attention of States parties to the fact that provisions on equal pay for equal work fall short of the requirement of the principle of equal pay for work of equal value.41 67. Studies show that discrimination in remuneration accounts for a large part of the gender pay gap. Women are overwhelmingly paid less for the same work, but also, the wages in sectors that predominantly employ women are lower than in other sectors. Indeed, wages tend to diminish when more women enter a particular occupation, which demonstrates the devaluation of work that is performed by women. 42 This systemic discrimination in remuneration is one of the reasons why women’s educational achievements have not generated commensurate economic returns. 68. The Committee on Economic, Social and Cultural Rights recommends that States set time-bound targets for achieving gender equality in remuneration. 43 Measures to be taken in this regard include adopting legislation that guarantees the right to equal remuneration for work of equal value, and mandating labour inspectorates to investigate claims of unequal remuneration. Moreover, States should promote objective appraisals of jobs on the basis of the work to be performed and require employers to progressively decrease the differentials between rates of remuneration for men and rates of remuneration for women for work of equal value.44 The Committee on Economic, Social and Cultural Rights clarifies that “the extent to which equality is being achieved requires an ongoing objective evaluation of whether the work is of equal value and whether the remuneration received is equal.” 45 Discriminatory practices, such as the payment of larger wage bonuses to men, based on social norms of men as breadwinners, should also be abandoned. 46 Some States have enacted laws providing for mandatory gender equality plans and mandatory reporting by employers, for example on the transparency of salary policies and mechanisms for reporting instances of discrimination. 69. Evaluation of jobs across industries and professions should be conducted by States, with a view to narrowing gender pay gaps. In its general recommendation No. 13 (1989) on equal remuneration for work of equal value, the Committee on the Elimination of Discrimination against Women recommends that States consider adopting “job evaluation systems based on gender-neutral criteria” to assess the value of jobs across organizations, professions and industries. The Committee on Economic, Social and Cultural Rights has further developed this concept, stating that such criteria should include “skills, responsibilities and effort required by the worker, as well as working conditions”. 47 In practice, States should provide support to social partners so that collective bargaining in sectors where women are predominant could lead to re-evaluation of wages in those 40 41 42 43 44 45 46 47 14 See Committee on Economic, Social and Cultural Rights general comment No. 23 (2016) on the right to just and favourable conditions of work, para. 11. See, for example, E/C.12/JAM/CO/3-4, para. 14; E/C.12/NZL/CO/3, para. 14; and CEDAW/C/CPV/CO/7-8, para. 26. Asaf Levanon and others, “Occupational feminization and pay: assessing causal dynamics using 1950-2000 U.S. census data”, Social Forces, vol. 88, No. 2 (December 2009), pp. 865-892. See Committee on Economic, Social and Cultural Rights general comment No. 23 (2016), para. 15. ILO, Equal Remuneration Recommendation, 1951 (No. 90), arts. 4 and 5. See Committee on Economic, Social and Cultural Rights general comment No. 23 (2016), para. 12. See, for example, CEDAW/C/BLR/CO/7, para. 32. See Committee on Economic, Social and Cultural Rights general comment No. 23 (2016), para. 12.