Fair pay, flexible work on G20 agenda

POLITICAL NEWS - Being young and female is the worst thing that can happen to you in the labour market.

This is according to the World Bank’s opening address on the final day of the G20 Labour and Employment Minister’s Meeting (Lemm) held at Fancourt on 30 and 31 July.

The last day of discussions centred around gender equality in the workforce, highlighting the progress made, the barriers that remain and possible solutions to narrow the gaps going forward, and it ended in adoption of the Fancourt Declaration, aimed at ensuring decent work and decent lives for women.

While significant strides have been made towards gender equality in the workforce, women remain under-represented and earn less money for equal work of equal value as men. Women are also held back by caregiving responsibilities and exclusion from certain key managerial jobs.

Flexible work hours to accommodate care responsibilities, encouragement of men taking parental leave and sharing care duties, investment in child care facilities at work and better maternity leave benefits are just some of the interventions implemented by member states.

Reducing gender gaps in work and wages

Almost all G20 countries have narrowed the labour force participation gap between men and women since 2012.

Australia is the only member state to have achieved the Brisbane Goal of reducing the gender gap in labour force participation by 25%.

About half are on track to meet the original 25% reduction goal by 2025, with more aiming to reach it by 2030.

In line with this progress and national circumstances, the G20 members adopted the Brisbane-eThekwini Goal, extending the target to reduce the gender gap in labour force participation by 25% by 2030, using 2012 levels as a baseline.

The ministers also recognised that participation alone is not enough. Women remain under-represented in leadership and employment quality gaps persist. In addition, rapid technological, demographic and economic transitions make addressing these gaps more urgent and complex.

Recalling the 2024 Rio de Janeiro Declaration, the G20 acknowledged that the gender pay gap continues to hinder women’s economic inclusion, lifetime earnings and retirement security, and limits overall economic growth. The ministers reaffirmed their commitment to achieving equal pay for work of equal value, and pledged to progressively reduce the unadjusted wage gap between men and women by 15% by 2035, using 2022 levels. A five-year review will consider raising this target to 35%.

The Dutch and Norwegian representatives during the B20’s participation at the G20 Lemm in George. Photo: Supplied/G20

Pay transparency to parental leave

In support of Sustainable Development Goals 5 and 8, the G20 members committed to strengthen those policies that address the wide-ranging barriers women face, such as discriminatory norms.

These include promoting women’s access to quality jobs, leadership roles, social protection and active labour market policies. Further steps include supporting equal pay, promoting work-life balance, increasing care services (for children and older persons), encouraging parental leave sharing and expanding access to education, lifelong learning, apprenticeships and entrepreneurship.

Some countries have introduced pay transparency directives that compel companies to report on and explain pay gaps. In France, job postings must now list salary proposals and cannot ask about previous pay.

The Minister in the Presidency for Planning, Monitoring and Evaluation, Maropene Ramokgopa, virtually opens the G20 4th Development Working Group Meeting. Photo: Supplied/G20

Equal pay, safe workplaces and inclusive growth

The G20 countries will also work to reduce educational and occupational segregation that confines women to low-paid, labour-intensive or informal sectors.

The aim is to ensure equal participation across all sectors and levels, including leadership and Stem (science, technology, engineering and mathematics) careers, while respecting women’s freedom to choose their paths. Investing in quality care sectors, which are often dominated by underpaid women, is vital for inclusive growth and broader workforce participation. The ministers reiterated their support for the International Labour Organisation's (ILO) 5R Framework to support domestic workers and the Resolution on Decent Work and the Care Economy.

The declaration reaffirmed commitment to eliminate violence and harassment in the workplace, including gender-based violence, and to uphold ILO Convention No. 190 and Recommendation No. 206. Ensuring workplaces free from violence is essential to dignity, safety and equality.

The B20’s participation at the G20 Lemm in George. Photo: Supplied/G20

Data-driven push for workplace equality

To support accountability and evidence-based policymaking, the G20 will improve disaggregated data collection, monitoring and reporting.

The annual Women at Work Report, prepared by the ILO and Organisation for Economic Co-operation and Development (OECD), will continue to track progress on participation, pay, career progression, sectoral representation and care work.

Finally, countries were encouraged to join the Equal Pay International Coalition (Epic) to fast-track efforts towards equal pay for work of equal value, viewed as a critical foundation for workplace equality.

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