WBF Gender Equity Task Force Gender elements to be considered in living wage initiatives Gender Pay Gap – wage related factors : Differences in male and female wages for the same job/ role/ hours Differences in average wage for women and men and why these differences may / do occur, for example: a. Role / task allocation and difference in payment levels: Women’s limited access to higher paid roles, promotion and pay rises (linked to access to training)

Gender elements to be considered in living wage initiatives Company pay grading schemes/ wage-setting criteria - gender bias in relation to how pay levels are set for different roles, what tasks or skills are ‘prioritised’ in wage setting, different remuneration systems for the pack- house and field (e.g.related to individual or collective productivity) Access to overtime and overtime payments and ability to undertake overtime (e.g., if sufficient notice given to arrange childcare) Job stability including access to permanent vs temporary contracts, and any impacts on guaranteed benefits such as social insurance contributions and severance pay.

Gender elements to be considered in living wage initiatives Gender Pay Gap – factors that impact on average wage continued… Maternity/ reproductive role Access to maternity pay/ benefits and impact on average income, including lack of productivity, bonus and other cash payments during maternity leave Impact of women relocated to lower paid roles during later stages of pregnancy and when breastfeeding Role / wage level on return to work (and future access to training and promotion) Reduced hours and absenteeism due to lack of childcare provision (and disproportionate impact of lack of childcare provision on women vs men).

Gender elements to be considered in living wage initiatives 3. Analysing differences in women’s take-home pay a. Tax, welfare and social security regimes, particularly related to working temporary, variable and part-time hours Gender ‘Living Wage’ Gap (Factors that effect non-wage benefits) 4. Non-wage benefits and services provided by the company (and / or the State ) for example accommodation, health care, childcare, education and training, workplace canteen, shop etc. a. Difference in access to services b. Difference in perceived ‘value’ of services c. Access for women (company and worker) in decision making on what these services are and whether appropriate/reflect their priorities

Recommendations towards reducing the Gender Pay Gap 1. Mainstream gender equity in all wage-related initiatives, at local, national and international level. 2. Incorporation of Gender Pay Gap research and analysis in all living wage and wage improvement methodologies / strategies / activities 3. Support both producers and trade unions to ensure women are empowered to take a lead role in all negotiations / collective bargaining / decision making on wages. 4. Accompanying initiatives at local level to improve women’s access to training, promotion, role diversification, overtime, job stability, childcare, full maternity benefits, appropriate breastfeeding arrangements etc.