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Following is a question by the Hon Wong Sing-chi and a written reply by the Secretary for Labour and Welfare, Mr Matthew Cheung Kin-chung, in the Legislative Council today (June 23):
Question:
The 2009 Report on Annual Earnings and Hours Survey provides essential inputs for setting the initial rate of the statutory minimum wage of Hong Kong. The information contained in the Report has revealed that the median hourly wage of female employees was significantly lower than that of male employees. According to the tables on "Hourly Wage Level and Distribution Analysed by Sex and Age Group" and "Hourly Wage Level and Distribution Analysed by Sex and Educational Attainment" in the Report, the hourly wage levels of female employees in most of the groups analysed were also lower than those of their male counterparts in the corresponding groups. In this connection, will the Government inform this Council:
(a) whether the authorities know, and if they will look into, the reasons for such pay differences; if so, of the details; if not, the reasons for that;
(b) whether the Government has any specific plan and measure in place to promote equal pay for equal work for both sexes and reduce the hourly wage gap between male and female employees; if it has, of the details; if not, the reasons for that; and
(c) whether it will ensure that the membership of the Minimum Wage Commission to be set up reflects the gender ratio of the Hong Kong population so that there will be adequate representation of the labour force of both sexes on the Commission, and that they will be equally and reasonably protected further under the minimum wage legislation; if it will, of the details; if not, the reasons for that?
Reply:
President,
(a) In general, the median hourly wage of female employees is lower than that of their male counterparts. While this difference could be attributed to a whole host of factors, one of the key reasons is the difference in educational attainment between female and male employees. Specifically, compared to their female counterparts, a higher proportion of male employees have completed education at Secondary 6 and above. As a result, a higher proportion of male employees work as managers, administrators and professionals who have higher wages than other occupational groups.
(b) Under the Sex Discrimination Ordinance, it is unlawful to discriminate against an employee, on the ground of sex, in the terms and conditions of employment. The Government will continue to ensure the observance of the principles of equal pay for equal work between men and women in the workplace.
As mentioned in the reply to part (a) above, one of the key reasons for the gap in hourly wage is the difference in educational attainment between female and male employees. The Government has been investing substantially in education to allow both male and female residents equal access to higher levels of education. For example, in the 2009/10 academic year, of the 74,146 students studying in University Grants Committee-funded programmes at sub-degree level and above, 53.9% are female. We believe that this is the fundamental measure to narrow the wage gap between female and male employees.
Furthermore, with the implementation of statutory minimum wage, it is envisaged that some female employees at the elementary levels will have their wages enhanced.
(c) Consistent with the established policy, as in the case for other advisory and statutory bodies (ASBs), appointments to the statutory Minimum Wage Commission to be set up upon the enactment of the Minimum Wage Bill would primarily be based on merits taking into account a candidate's ability, expertise, experience, integrity and commitment to public service vis-ˆj-vis the functions and nature of business of the ASB concerned, with due regard to gender balance. In our future appointments to the Commission, the Government will continue to identify women who are willing and able to contribute to the work of the Commission. When making appointments, the Government will consider the gender balance, operational needs of the Commission and availability of suitable candidates.
Ends/Wednesday, June 23, 2010
Issued at HKT 12:15
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