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30 June, 2025On 25–26 June, IndustriALL Global Union held a training workshop in Kathmandu, Nepal, for its South Asian affiliates, focused on the pay equity modules launched earlier this year. More than 20 unionists participated in the event, which aimed to strengthen the capacity of unions’ wage bargaining teams and the women’s committee members to address issues related to pay equity and the value of work.
The workshop began with a reaffirmation of IndustriALL NO EXCUSE policy on gender-based violence, misogyny and sexism. Participants engaged in interactive sessions, including a power walk activity, to explore intersectional power dynamics. The training focused on advancing equal pay for work of equal value, tackling gender pay gaps and promoting inclusive collective bargaining practices.
Key modules covered during the workshop included:
- Pay transparency and gender pay gap reporting: How to calculate a gender pay gap? What to report on? What can unions do to promote gender pay gap reporting
- Gender neutral job evaluation: How are skills, held by women, undervalued or overlooked? How to compare the value of two different jobs? How to avoid gender biases in the establishment of jobs evaluation and classification?
- Campaigning for living wages: How to campaign and bargain for living wages and ending women’s low pay?
During the workshop, participants analyzed how workplace power structures affect women and gender diverse groups, contributing to pay inequity. Definitions and concepts such as pay equity, equal pay for equal work and equal pay for work of equal value and the gender pay gap were explored through group activities and discussion. Presentations on national legislation regarding equal pay in South Asia helped participants understand their legal frameworks and gaps. Hands-on activities highlighted how traditional job assessments undervalue women’s roles and the need to promote fairer and bias-free evaluation systems. Participants learned about how pay transparency can expose as well as address gender pay gap.
Strategies for campaigning for better wages, especially in female-dominated sectors, were also discussed. Participants developed action plans for advancing pay equity in their sectors, including conducting gender pay gap audits in workplaces where women are predominant and reporting on it, promoting women’s inclusion in decision-making processes and negotiations and ensuring equity-focused collective bargaining in their workplaces.
Armelle Seby, IndustriALL gender director, said:
“The training aimed at equipping our unions with tools and strategies to advocate for pay equity in their unions and workplaces and to push for real change at the bargaining table. It is part of IndustriALL’s commitment to advance gender equality and promote inclusion in workplaces and among affiliates.”
IndustriALL South Asia regional secretary, Ashutosh Bhattacharya, said:
“Pay equity is not just a women’s issue, it is a trade union priority. Our strategy aims to strengthen unions’ understanding of the gender-based wage gap and equip them with practical tools to advocate effectively for pay equity in the workplace. We must take action by empowering our affiliates’ concrete strategies, we ensure they are prepared to drive real and lasting change at the bargaining table.”