The challenge

In 2011, the ILO has estimated that at the current rate of progress it would take until 2086 to close the gender pay gap. However, it cannot be assumed that even the current rate of progress will be maintained: the gender pay gap could remain stagnant or even get wider without appropriate policy action. In fact, without the right policy action, progress could halt altogether, or even go into reverse.

Joining forces

The process leading to the formulation of the SDGs has fostered an understanding that strategic multi-stakeholder coalitions are required for their successful implementation. Target 8.5 is bold and ambitious and requires an equally bold and ambitious partnership to meet it. The Coalition is a recognition that no single actor can solve this challenge alone and that efforts can be accelerated through leveraging expertise across a diverse range of stakeholders.

Led by the ILO, UN WOMEN and the OECD, the Coalition will be an inclusive initiative comprising governments, international employers’ and workers’ organizations, regional organizations, relevant UN agencies, development partners, the private sector, civil society organizations and academia. The Coalition will also include a platform of champions who will contribute to a broad awareness raising and visible political advocacy campaign.

Members of the Coalition will work together at the global, regional and national levels to support governments, employers, workers, and other stakeholders, to make equal pay between women and men for work of equal value a reality, and reduce the gender pay gap. This will be supported through advocacy, knowledge sharing, capacity building, technical advisory services, data analysis and monitoring.

Vision

Gender equality in the world of work.

Mission

To achieve equal pay between women and men for work of equal value by 2030.

Goals

• Increased awareness and greater engagement of the ILO and UN constituents and other key stakeholders at the global, regional and national levels
• Universal ratification of ILO Equal Remuneration Convention, 1951 (No. 100)
• Improved national legislation and strengthened enforcement mechanisms and access to remedies in line with international best practice
• Strengthened national capacity to formulate and implement policies and practical measures to close the gender pay gap
• Systems established or strengthened to monitor progress in closing the gender pay gap at the global, regional and national levels.