18 September is recognized as International Equal Pay Day. Background International Equal Pay Day highlights the fact that, on average, women earn so much less than men that it’s as if they stop being paid for the rest of the year. This is due to the gender pay gap, which refers to the difference in earnings between women and men. The reason this day is marked in September is because, by this point in the year, men have already earned what women will take until the end of the year to earn. In other words, women would need to work almost three extra months to make the same amount as their male colleagues in a full year. The day aims to raise awareness about the global issue of unequal pay between men and women for work of equal value. It does not only highlight the persistent gender pay gap, which refers to the average difference in earnings between men and women, but also emphasizes the need to actively reduce this gap. The gender pay gap is a complex issue influenced by a variety of factors, including discriminatory practices, unequal access to opportunities, and gender-based occupational segregation. Facts on unequal pay for women Women employees globally earn about 78 cents for every dollar earned by men. Less than half of working-age women were employed in 2024, compared to 70% of men. Women spend more than 2.5 times as many hours as men on unpaid care work. Women with children face an even wider gender pay gap, a persistent “motherhood penalty.” Lower lifetime earnings by women directly translate into reduced pensions and social protection coverage. Why does the gender pay gap persist? Ingrained inequalities cause the gender pay gap. Women, especially migrant women, are overrepresented in the informal sector, leading to low-paying, unsafe working conditions without social benefits. Women also perform three more hours of daily care work than men, including household tasks and caring for children and the elderly. The motherhood penalty exacerbates pay inequity, with working mothers facing lower wages, particularly as the number of children they have increased. Gender stereotypes, discriminatory hiring practices, and promotion decisions also contribute to pay inequalities. Equal Remuneration Convention No. 100 (C100) The International Labour Organization (ILO) Equal Remuneration Convention No. 100 (C100) reaffirms the fundamental principle that every worker, whether male or female, has the right to "equal remuneration for work of equal value without discrimination based on gender." The convention aims to eliminate this specific form of discrimination. Achieving equal pay is an important milestone for human rights and gender equality. It takes the effort of the entire world community and more work remains to be done. At a time when labour markets appear to be weakening, there are widening inequalities, and mounting challenges to multilateralism, our collaborative message must be even more powerful: equal pay for work of equal value is a fundamental matter of labour and human rights, social justice, and economic resilience, and a strategic priority for building competitive and sustainable enterprises. Countries must reinforce equal pay for work of equal value as a shared goal that benefits workers, businesses and society at large. Achieving equal pay for work of equal value and position pay equity is a human right and social development imperative. Source : United Nations