dominated jobs rather than pay inequities between identical jobs held by men and women. Many representatives emphasized that women still dominated in low-paid, low-skilled jobs with flatter career paths and fewer possibilities for interoccupational mobility. 4. Many representatives pointed to the general undervaluation of women’s labour, skills and occupations as the main cause of inequality, which should be addressed by Governments, employers, trade unions and society. Several representatives stressed the role of trade unions in promoting equality in pay through lobbying for effective equal-value legislation and the submission of relevant cases to labour tribunals. According to many representatives, the pattern of unequal remuneration had its roots in the gender division of labour in the household, in the labour market and in the community where men and women traditionally performed different tasks, differently valued by the society. A few representatives stressed the fact that there was a direct link between women’s paid labour and unpaid work at home, which served as further justification for the low pay in traditional female occupations. Several representatives emphasized that inequalities in remuneration were still poorly researched and not well documented statistically and that it was difficult to elaborate efficient methods for implementing the principle of equal remuneration. 5. Many representatives agreed that legislative provisions in the area of equal pay for work of equal value were necessary but not sufficient. Comprehensive policies, including monitoring mechanisms, dissemination of information and statistical data on existing disparities in earnings between men and women, and the implementation of job evaluation methodologies were indispensable. Several representatives stressed that the re-evaluation of jobs irrespective of sex had had a positive impact on reducing the wage gap in their countries. A few representatives noted that pay equity should be addressed not only in legislation but also in collective agreements. One representative underlined the fact that a combination of legal redress and independent conciliation arrangements provided a suitable mix for the enforcement of the right to equal pay for work of equal value. A few representatives noted that while the concept of equal pay for work of equal value was already well-known, the concept "work of comparable worth" was less known and required further analysis. One representative stressed the importance of the concept that pay equity depended less on administrated wage structures and more on equal employment opportunities and positive action programmes enforced by equality legislation. 6. With regard to equal pay for work of equal value, many representatives underlined the importance of targeting the informal sector as the area of growing female employment. The importance of introducing legislation on equal pay for equal work in the informal sector and the policy of pay equity were emphasized by several representatives. Several representatives stressed the urgent need for comprehensive analyses of the situation of female employees in the informal sector. 7. Many representatives emphasized the important role of equality in education and training for closing the wage gap between men and women. The need for integrated and broad training programmes enabling women to enter the occupations traditionally dominated by men, and changing the attitudes of both men and women in that regard was emphasized. Several representatives stated that the organization of training and retraining should provide for reconciliation of family and work responsibilities. A few representatives stressed the importance of providing child-care facilities. -71-