Now that you have learned about wage discrimination, it is time to think about how you can advocate for change in your setting. Consider the following questions:

• What wage gaps are identified in your sex-disaggregated analyses, if any?
• Are there pre-existing equal opportunity and nondiscrimination policies that apply to your institution and its remuneration practices?
• Does your national Constitution or labor law have an equal remuneration clause, based on the International Labour Organization Convention on Equal Remuneration?
• Does your country endorse equal remuneration policies? If so, to what extent is it implemented and enforced?
• Could more be done in your context to develop, finance, or implement a policy at the national, regional, or local level?
• Which interventions could be implemented at the local level (e.g., within a regional directorate or health facility management team) to counter pregnancy and family responsibilities discrimination for health workers?

These nine steps will help guide you to develop your own Advocacy Strategy.

 

You can also continue learning about the other types of gender discrimination by clicking on the other photos above, or here: pregnancy and family responsibilities discrimination, occupational segreagation, and sexual harassment.