Introduction

The gender pay gap is one of the most persistent issue in the gender equality. The unequal compensation between men and women for the equal work creates the inequality. Even after decades of struggle and development , women across the world continue to on less than their mail counterparts. Being paid unequal wages creates a barrier in the advancement of women in leadership roles. The constitution of India under Article 39 provides for equal pay for equal work.

What is the meaning of the Equal pay for equal work ?

Equal paper equal work is a fundamental principle that ensure individual receive the same remuneration for performing the same or similar kind of work regardless of the agenda caste or other discriminatory factor. It means that employees performing work which requires similar skills ,effort, responsibility or working conditions should be compensated equally.

Legal provisions that supports Equal Pay

The legal principal equal pay for equal work is a recognized concept in the Constitution of India. It is not explicitly a fundamental right but a constitutional goal . It is provided under part IV directive principles of states policy under Article 39 (d) which state that “ there is equal pay for equal work for both men and women “.

This doctrine cannot be put in a water tight compartment but it should be read with Article 14, 15, and 16 of the constitution of India then it will hold a great constitutional significance.

The workmen’s compensation Act ,1923 was enacted to provide financial support to the dependents of a disease or injured worker if the injury or death was caused due to employer’s negligence.

The minimum wages act 1948 was introduced to ensure fare wages for laborers in certain sectors protecting them from exploitation and enabling them to maintain a decent standard of living.

The equal remuneration act 1976 a.m. to eliminate gender based pay discrimination by ensuring equal pay for equal work. An essential feature of this act is that if the wages were already high before its enactment employees could not reduce them to comply with the law i.e, the highest existing wage had to be paid.

The code on wages 2019 replace the Equals Remuneration act and expanded the principle of equal gender extending it to the LGBTQIA ++ community . It also remote section 16 of the Equal Remuneration Act which previously allowed the government to differentiate wages based on gender.But the code did not define the phrase “work of equal value” leaving it to the interpretation of the court.

India’s condition of pay gap and leadership disparity

In India the women in average earn 28% less than men . In the leadership disparities the women make up only 5% of the CEOs and 18% of senior leadership positions in India.This disparity not only the reflection of different career choices but also deep rooted systemic biases that limit women’s access to leadership roles.

International stand on equal pay for equal work

Globally , women on only 77% for every dollar earned by men for work of equal value , leading to significant lifetime income disparities and higher poverty rates among women . To address this issue , UN Women launched the # StopTheRobbery campaign to raise awareness and promote equal pay. The campaign highlights the urgency of closing the gender pay gap to ensure economic justice and equality for women worldwide.International instruments like Universal Deceleration of Human Rights and Convention by the labour organisation uphold the principle of equal remuneration for equal work. Despite these legal framework , challenges persist especially in the private sector , where wages disparities based on gender continues to exist.

Reasons behind the disparity

Women are often underrepresented in high-paying fields such as technology and finance and in lower paying jobs like teaching and caregiving.Women are less likely to be promoted to senior position , limiting their earnings potential . The glass ceiling effect prevents them from reaching top leadership roles.Maternity leave , caregiving responsibilities and societal expectations often force women to take career breaks , impacting their salary progression.Studies show that women are less likely to negotiate salaries which contributes to pay disparities over time.

Challenges and Recommendations

Despite legal provisions wage disparities still persist , particularly concerning gender. To address this challenges these suggestions can come handy.

Awareness and social transformation : promoting societal awareness to eliminate gender based wage gaps.Policy reforms : Implementing transformative equal pay policies and encouraging collective bargaining agreements.

Addressing Wage hierarchies- Eliminating wage hierarchies rooted in gender or other discriminatory factors to achieve “ wage justice”.Explicitly including martial status and pregnancy as protected categories in anti discrimination laws to prevent indirect discrimination against Women.

Judiciary’s take on equal pay for equal work Case – Randhir Singh v. Union of India

Held – Equal pay for equal work is not an abstract doctrine but one of the substance and directive principles have to be read into the fundamental rights as a matter of interpretation.

Case – State of Punjab and others v. Jagjit Singh and ors.

Held – it was held that an employee engaged for the same work cannot be paid less than another who performs the same duties and responsibilities and certainly not in a welfare state .

Case – Union of India v. Indian Navy Civilian Design Officers Association and Anr

Held- It was held by the Supreme court that the equation of posts and determination of pay scales is the primary function of the executive and not of the judiciary.

Case – State of Madhya Pradesh v. Pramod Bhartiya and others

Held- the Supreme court held that the equal pay for equal work is implicit in the doctrine of equality enshrined in Article 14 because Article 39 (d) did not cease to be a part of Article 14.

The Road Ahead

Achieving pay parity in leadership requires strong legal framework, corporate accountability and cultural shifts to challenge gender biases. While progress has been made , eliminating the leadership pay gap is essential for achieving true workplace equity.Conclusion The gender pay gap is not merely a disparity in earning but a reflection of deep rooted systemic inequalities that hinder leadership equality. It is a persistent barrier that prevents women from attaining and thriving in top leadership roles , reinforcing outdated stereotypes and limiting economic progress. Though legislative measure corporate policies and societal awareness have made strides in addressing this issue , significant challenges remain in ensuring equal pay and opportunities.

Bridging this gap requires a collective effort from government , organisation and individual. Empowering the women theory mentorship , leadership training and equitable hiring practices will pave the way for a more just and inclusive workforce.True leadership and representative can only be achieved when women are not just present in boardroom and executive roles but are also compensated fairly and equitable for their contribution . By adopting equal pay for equal work the gender equality in the leadership can be achieved.

** The views and opinions expressed in this blog are solely those of the author.**