UPR Sexual Rights Database

UN Compilation:
Para 6) CEDAW welcomed the incorporation of the principles of equality and non-discrimination into article 98 of the Constitution in 2014.

National Report:
Para 19) The gap between women’s and men’s pay has been reduced over the last decade, and is smaller than in most other countries. Gender differences in employment status (fulltime/part-time), industry/sector, education, work experience, and skills and expertise are important reasons for the pay gap. Pay discrimination on the basis of gender is prohibited by law. Anyone who suspects discrimination against them on the basis of gender can require information about the pay of the person they are comparing themselves with. Employers have a duty to promote gender equality, including equal pay, and to report on their gender equality work. The social partners are responsible for wage negotiations. The Council for Working Life and Pension Policy has set up a working group to look at issues relating to equal pay.

Stakeholder Summary:
Para 14) NIM referred to information indicating that average pay of women was 88 percent of men, which was reportedly due to gender-segregated market and an impact of family life on women.

National Report:
Para 80) On Norway's initiative, Denmark, Finland, Norway and Sweden have carried out a joint Nordic police action against persons who share pictures and video clips of child sexual abuse via the internet. Police in Norway "patrol" the internet, to monitor and investigate such criminal activity. A simple-to-use notification system has been introduced on websites frequented by minors, permitting youngsters to report to the police any material or behaviour (such as "grooming") they encounter that may be unlawful. The National Criminal Investigation Service operates a tip line where information about child sexual abuse or pictures showing such abuse can be reported.

National Report:
Para 15) Norway has a high degree of gender equality and ranks second place out of the 149 countries evaluated in the World Economic Forum’s Global Gender Gap Report. The employment rate is nearly as high for women as for men. There are good parental benefits, extensive flexible working arrangements, a statutory right to leave to look after sick children, and an entitlement to work part-time in connection with care of children under 12. Parents also have a statutory right to daycare for young children with a price cap, and to daycare for young schoolchildren outside school hours.
Para 16) The proportion of women in part-time employment has fallen from 40% in 2013 to 36% today. In the public sector, 56% of managers are women. Women account for the majority of those leaving universities with degrees, including doctorates. The Government consists of ten women and twelve men; the Prime Minister, Foreign Minister and Finance Minister are all women. The President of the Storting is a woman.
Para 17) Despite the progress, Norway still needs to do more. The gender balance in education and the labour market is uneven. More women with minority backgrounds need to enter the labour market, and more women need the opportunity to work full-time. More women leaders are needed in the business sector. Domestic violence, the use of force and negative social control must be combated. The #Metoo campaign has shown that sexual harassment is far too common. All government ministries have a responsibility for promoting equality within their area.
Para 18) The Government has appointed a committee to analyse gender equality issues in relation to children and young people, including gender-typical education and career choices and gender stereotypes. Another government-appointed committee has examined gender disparities in schools. The Government will draw up a strategy for a more gender-balanced education system and job market. A proposal for a low-threshold system for reporting sexual harassment has been circulated for comment.

UN Compilation:
Para 47) The ILO Committee of Experts on the Application of Conventions and Recommendations noted that the parental leave period, which was reserved for mothers and fathers only, had been reduced from 14 weeks to 10 weeks for each parent, and at the same time the remaining period that was to be shared between parents had been increased by 8 weeks, so that the total benefit remained the same. The Committee noted concerns that, as a result of the reduction in the paternity leave period from 14 to 10 weeks, fathers were taking less leave and mothers were becoming more housebound.
Para 51) [CEDAW] welcomed the introduction by most political parties of voluntary gender quotas into their nomination processes, resulting in a constant increase in the representation of women in the parliament and an increase in women candidates for local elections in 2015. It welcomed the requirement in the Local Government Act of a minimum of 40 per cent representation of women and men in appointed positions in municipalities and municipal companies. It also welcomed the fact that Norway had almost reached gender equality at the ambassadorial level. The Committee noted with concern, however, the underrepresentation of women from ethnic and minority backgrounds in political life in general.

Stakeholder Summary:
Para 14) NIM referred to information indicating that average pay of women was 88 percent of men, which was reportedly due to gender-segregated market and an impact of family life on women.