Femei in Parlament

POLITICAL postsInternatIonal Womens Day

8 MARCH 2013

equalIty anD DIversIty unItDIrectorate-General for personnel

WOMEN IN THEeuropean parlIament

2unless otherwise stated throughout the brochure:

women men

Sources used for data European Parliament and its bodies: www.europarl.eu, as of 05/11/2012 Photos: European Parliament

An initiative by:

Equality and Diversity UnitDG Personnel

european parliament, president Building37B avenue J.f. Kennedy, l-1855 luxembourgtel: +352 4300 24397

Email: [email protected]: http://www.epintranet.ep.parl.union.eu/intranet/ ep/lang/en/content/administrative_life/personnel

Disclaimer: the opinions expressed in this publication do not necessarily reflect the official position of the European Parliament.

DG ITEC, EDIT Directorate | Designed by CLIENTS AND PROJECTS OFFICE, Intranet Services Unit | Printed by Printing Unit

Women in the E U R O P E A N PA R L I A M E N T International Womens Day 8 March 2013

4

Last year, the European Union made substantial progress towards gender equality with the adoption of three major reports by the European Parliament: Women in political decision-making quality and equality (March 2012), Equality between men and women in the European Union (March 2012) and Equal pay for male and female workers for equal work or work of equal value (May 2012).

The proposal for a directive on improving the gender balance among non-executive directors of companies listed on the stock exchange and related measures submitted by the Commission last November is a major step towards breaking through the glass ceiling which is still barring able women from top positions in the principal European companies. This proposal, which seeks to increase to 40% their currently inadequate level of representation, will give competent and qualified women access to posts which are at present scarcely within their reach and help reduce the continuing and unacceptable gender imbalances on company boards throughout the European Union. The European Parliament has also thrown its weight wholeheartedly behind the appointment of a woman to the ECB Executive Board, the six members of which have, since 2011, all been men.

Numerous efforts are still necessary to achieve gender balance within the European institutions and the Member States and overcome numerous obstacles based on traditional stereotypes, not to mention the general conditions of employment for women in terms of arrangements for maternity leave, the difficulties of reconciling family or private life with professional life, career breaks and the lack of child-care facilities, to name but a

few. Furthermore, women have been particularly hard hit by the economic crisis, being particularly exposed to the danger of poverty now threatening almost 25% of women.

Women are frequently the victims of cultural discrimination, which flies in the face of any notion of meritocracy. Despite the fact that women make up 60% of graduates and hold better degrees than their male counterparts, they continue to suffer discrimination in terms of appointment to senior posts and remuneration. As a result, a woman earns on average 17% less than a man for the same work.

As indicated by Parliament, a firm commitment by all political parties at European, national and regional level is essential for the adoption of measures in favour of full political and electoral participation by women. It is also necessary to introduce genuine parity regarding the internal decision-making processes of political parties, the nomination of candidates for elected office and electoral lists. The European institutions must set the example regarding parity and equality. If 50% of the most senior posts in the European Parliament were filled by men and 50% by women, this would be a great achievement.

Women must be the main initiators in ensuring the success of the European integration process, the consolidation of its democratic foundations and optimum levels of equality, equity and social justice.

Foreword by Roberta Angelillivice-president of the european parliament

P o l i t i c a l P o s t sEquality and Diversity Unit DG Personnel

5

You were President of the European Parliament from 1999 until 2002, the second and, to date, the last woman to hold this office. How did you feel about this on assuming the post and what do you consider to have been your achievements in terms of gender equality?

The election was open to all candidates, constituting a break with the standard practice of alternating between the two main political groups. I did not expect to win in the first round, still less by a substantial margin, against Mrio Soares with his carnation revolution credentials. Although it was a secret ballot, I concluded that I owed my victory in large part to the womens vote. As soon as the votes had been counted, women from all political groups and all nationalities were asking for a group photograph which would put over a message transcending any differences between us. I have kept the photograph as a strong and significant reminder of that day.

As to achievements, legislative proposals are not initiated by the President, whose scope for action lies elsewhere. It was with another woman, the late Loyola de Palacio, then Vice-President in the Commission led by Romano Prodi, that I was able to work together in patiently restoring confidence between Parliament and the Commission, which had been destroyed at every level by the shock waves emanating from the forced resignation of the team headed by Jacques Santer. And it was to another woman, Catherine Lalumire, Vice-President of Parliament, whose political views were different to my own, that I gave responsibility for relations with Parliament staff, which proved to be excellent.

The European Union now has a massive corpus of legislation and policies in the field of gender equality. Which of them, in your opinion, should be singled out for particular support and what are the priority areas of action?

Union law, which has actually reversed the burden of proof regarding discrimination, is well established. While more undeniably remains to be done, it must be realised that increasing positive discrimination may actually be to the detriment of women. In my opinion, the essential task facing us today is to bring about a change in mentalities, habits and stereotypes. Like liberty, equality is rarely conceded. It has to be won.

It has always been my personal conviction that, over and above its legislative role, the European Parliament needs to convey clear messages to the entire world regarding our shared European values and that it is the role of its President to represent and uphold the values shared by the majority of the Assembly. Thus, having met Commander Massoud in April 2001 who had come to warn the West of forthcoming events in Afghanistan, I also wished to meet the three Afghan women whose photograph, taken in Strasbourg and showing them imprisoned beneath their burqas, sent a universal message of defiance and hope around the world.

The European Parliament is seeking to be a model employer in terms of gender equality. What do you consider to be the keys to success in achieving this within our administration?

In everyday life, a hierarchical relationship should never exclude respect and consideration for each individual, male or female, whatever their level of seniority and whatever their post. That is the basic philosophy behind the principle of solidarity on which this magnificent institution, the European Parliament, is based, making it possible to achieve balanced social progress.

Three questions for Nicole Fontaine former president of the european parliament (1999-2002)

342 6883,4% 16,6%

489 26564,9% 35,1%

0%

10%

20%

30%

40%

50%

1952 1958 1964 1975 1979 1984 1989 1994 1999 2004 2009 05/12/2012

1,3% 3,5% 3,5% 4,9%

16,6%

17,7%

19,3% 25,9%

30,3%

30,2%

31,1%

35,1%


6

The proportion of women (35,1%), in the seventh parliamentary term, is higher than before. Greater representation of women in the European Parliament increases the level of democratic representation of EU citizens and helps Parliament to achieve gender mainstreaming more effectively, whether in the context of EU-related legislation and policies as a whole or within its own internal structures and bodies, including its Secretariat.

The increased percentage of women elected to the European Parliament has been accompanied by a number of developments between the sixth and

seventh terms regarding the number of women in decision-making posts. The number of female Vice-Presidents has fallen from five to three out of a total of 14 (six women were Vice-Presidents during the first half of the parliamentary term). Six women chaired a parliamentary committee or sub-committee during the sixth term, increasing to ten during the first half of the seventh term (out of a total of 24) and now numbering nine out of 23. The number of women leading a political group has fallen from three Co-Chairs to one Chair and one Co-Chair.

Members

MEPs 2012MEPs 1979

Members of the European Parliament 1952-2012

05

10

15

20

25

30

35

40

45

50

55

60


7

more female than male MEPs while for Estonia and Slovenia the numbers are exactly equal.

With 35.1% of MEPs being women in the seventh term, the representation of women in the European Parliament is almost twice the world average in national parliaments, which is currently 20% exactly.

1 National parliament data based on the number of women elected to the lower Chamber.

Source : www.ipu.org on 30/10/2012.

Representation of women in the EP and national parliaments by Member State1

More than half the worlds population is made up of women. Their participation and their contribution to the political process are significant and necessary, not to say a fundamental right.

Following the 2009 elections, the percentage of women in the European Parliament has once more increased: In the Member States, the percentage of women in the European Parliament is now higher than in their respective national parliaments, with the exception of Belgium, Poland, the Czech Republic, Luxembourg and Malta (which has no female MEPs). Finland has

% women in the european parliament

% women in national parliaments

finl

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fran

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slov

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man

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ania

Belg

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gary

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pola

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czec

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mal

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11321,4% 78,6%

3240% 60%


8

The Bureau is made up of the President of the European Parliament, 14 Vice-Presidents and five Quaestors, with observer status. It is elected by the Assembly for a renewable period of two-and-a-

half years. The Bureau guides Parliaments internal functioning, including budget estimates, and all administrative, organisational and staff matters.

The Bureau

Three female Vice-Presidents

Two Quaestors

Anni PODIMATA Roberta ANGELILLI Isabelle DURANT

(el s&D) (It epp) (Be Greens/ale)

Astrid LULLING

(lu epp)

Lidia Joanna GERINGER DE OEDENBERG

(pl s&D)

3240% 60%


9

The High-Level Group (HLG) was established by the Bureau in 2004 as a follow-up to the EP resolution of 13 March 2003 on gender mainstreaming in the European Parliament. It is responsible for promoting and implementing gender mainstreaming within Parliaments activities, structures and bodies. In November 2007, in keeping with the overall scope of equality and diversity policy, the Bureau altered the name of this working group to the High-Level Group on Gender Equality and Diversity.

The HLG acts as a horizontal, overarching body and cooperates closely with other European bodies, in particular the Conferences of Committee and Delegation Chairs and the Committee on Womens Rights and Gender Equality. During the previous parliamentary term, the HLG achieved many important goals: the establishment of networks of MEPs and EP staff in committees and interparliamentary delegations in order to implement gender mainstreaming, the adoption of guidelines on the use of gender-neutral language in parliamentary documents and for the purpose of communication and information, as well as the promotion of gender budgeting. As for the employment and inclusion of persons with disabil-ities, the HLG stressed the need to implement the concept of reasonable accommodation. Equally the group underlined the importance of good communication, both internal and external, for raising awareness, for example by means of a fully accessible Internet website.

The groups terms of reference for the seventh parliamentary term include implementation of the action plan for the promotion of gender equality and diversity in the EP Secretariat (2009-2013) ensuring that the necessary administrative structures are in place to achieve gender mainstreaming in the context of Parliaments activities (proced

ures and policies). It is also seeking to encourage a better work-life balance, as well as promoting communication initiatives, for example exchanges of views with the Bureaus ad hoc working group.

The HLG, chaired by Roberta Angelilli, Vice-President in charge of gender equality and diversity, is currently composed of: Michael Cashman, Chair of the Conference of

Delegation Chairs Lidia Joanna Geringer de Oedenberg, Quaestor Mikael Gustafsson, Chair of the Committee on

Womens Rights and Gender Equality Oldich Vlask, Vice-President of the European

Parliament.

In 2012 the High-Level Group met three times to discuss gender equality at every level of the establishment plan, in particular at intermediate level, targeting the identification of new initiatives with a view to encouraging women to apply for Head of Unit post. The questions of employment and the integration of people with disabilities were also considered. The group urged that measures be taken to raise awareness of gender equality issues and issues relating to the integration of people with disabilities. For example, it organised, in cooperation with the Committee on Women's Rights and Gender Equality, a meeting with the national parliaments entitled Gender equality: what is being done by the EU parliaments preceded by a press conference.

High-Level Group on Gender Equality and Diversity

(It epp)

ChairRoberta ANGELILLI

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7 2 22,2%77,8%

14 960,9% 39,1%

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36,1

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27,1

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26,3

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%

22,6

%

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11

There are 20 parliamentary committees, two sub-committees and one special committee in the seventh EP parliamentary term. Through drawing up reports on legislative proposals and own-initiative reports, the committees prepare the work of Parliament's plenary sittings. The committee Chairs coordinate the work of the committees in the Conference of Committee Chairs. Of the 23 committees, nine are currently chaired by a woman.

Conference of Committee Chairs Nine committees chaired by a woman

Women in parliamentary committees

Parliamentary committees

Eva JOLY Sharon BOWLES Pervenche BERES Amalia SARTORI

(fr Greens/ale)Development (Deve)

(uK alDe)economic and monetary

affairs (econ)

(fr s&D)employment and social

affairs (empl)

(It epp)Industry, research and

energy (Itre)

(pl epp)regional Development

(reGI)

(De epp)culture and education

(cult)

(It epp)petitions (petI)

(De Greens/ale)Human rights

sub-committee (DroI)

(It alDe)special committee on

organised crime (crIm)

Danuta Maria HBNER Doris PACK Erminia MAZZONI Barbara LOCHBIHLER Sonia ALFANO

* committee chaired by a woman

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The Committee on Womens Rights and Gender Equality (FEMM) is responsible for monitoring and legislating on issues related to equality and womens rights.

It originated from an ad hoc committee on womens rights and equal opportunities created by the European Parliament in 1979, at a time at which womens rights and equality were becoming increasingly important on the international stage, that being the year the United Nations adopted the Convention on the Elimination of All Forms of Discrimination against Women. In 1984 it became a permanent committee and since then has been the political body in the EP principally responsible for advancing gender equality and womens rights.

The remit of the Committee, which is chaired by Mikael Gustafsson, includes: the definition, promotion and protection of womens rights in the Union and related measures; the promotion of womens rights in third countries, equal opportunities policy, including gender equality with regard to employment opportunities and working conditions; the removal of all forms of gender-based discrimination, the implementation and further development of gender mainstreaming in all policy sectors; the follow-up and implementation of international agreements

and conventions involving the rights of women and information policy on issues relating to women.

The Committees work programme for 2013 focuses on gender equality in various contexts, such as the situation of women with disabilities, the integration of the Roma community, migrant women without papers, prostitution, health issues and sexual and reproductive rights. The Committee will also look further into the gender dimension of violence drawing up an own-initiative legislative report on measures to combat violence to women with the aim of invoking European legislation.

The European Parliament and the Committee on Womens Rights and Gender Equality will organise a special event to mark International Womens Day in 2013, gathering together European and national parliamentarians on 7 March 2013, the theme being Womens response to the crisis, concerning which the Committee will also draw up a report.

http://www.europarl.europa.eu/committees/en/FEMM&language=EN/home.html

Committee on Womens Rights and Gender Equality

ChairMikael GUSTAFSSON

(se Gue/nGl)

33 880,5% 19,5%

0%

10%

20%

30%

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13

Delegations maintain and develop Parliaments international contacts. Their activities are intended to maintain and enhance contacts with parliaments of the EUs traditional partners and contribute to promoting in third countries the values on which the EU is founded. There are currently 37 delegations and four multilateral assemblies. In the seventh parliamentary term, eight of the 37 delegation chairs are women but there are currently no women chairing any of the multilateral assemblies.

Conference of Delegation Chairs 8 of the delegation chairs are women (01/02/2013)

Women in parliamentary delegations

Parliamentary delegations

Hlne FLAUTRE Emer COSTELLO Monica Luisa MACOVEI Angelika NIEBLER

(fr Greens/ale) turkey (D-tr)

(Ie s&D)palestinian legislative council (Dplc)

(ro epp)moldova (D-mD)

(De epp)arab peninsula (Darp)

Tarja CRONBERG Emine BOZKURT Jean LAMBERT Mara BIZZOTTO

(fI Greens/ale)Iran (D-Ir)

(nl s&D)central america (Dcam)

(uK Greens/ale)south asia (Dsas)

(It efD)australia and new Zealand (DanZ)

* Delegation chaired by a woman

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14

1975 Directive 75/117/eec on equal pay Provides that gender-based discrimination in respect of all aspects of pay should be elimi-nated (repealed by recast Directive 2006/54/EC).

1976 Directive 76/207/eec on equal treatment Provides that there should be no direct or indirect gender discrimination, for example by reference to marital or family status regarding access to employment, training, and promotion or regarding working conditions and dismissal (repealed by recast Directive 2006/54/EC).

1978 Directive 79/7/eec on social security Requires gender equality in statutory sche-mes for protection against sickness, invalidity, old age, accidents at work and occupational diseases and unemployment.

1986 Directive 86/378/eec on occupational social security Designed to implement gender equality in occupa-tional social security schemes. Amended in 1996.

1992 Directive 92/85/eec on pregnant workers Requires minimum measures to improve safety and health at work for pregnant women and women who have recently given birth or are breastfeeding, including statutory right to ma-ternity leave of at least 14 weeks.

1996 Directive 96/34/ec on parental leave Provides for all parents of children up to a given age defined by Member States to be given at least three months parental leave and for indivi-duals to take time off when a dependent is ill or injured (repealed by Directive 2010/18/EU).

1997 Directive 97/80/ec on the burden of proof in cases of discrimination based on sex Requires changes in Member States judicial systems so that the burden of proof is sha-red more fairly in cases where workers have made complaints of sex discrimination against their employers (repealed by recast Directive 2006/54/EC).

2002 Directive 2002/73/ec on equal treatment in employment Amends the 1976 directive on equal treatment adding definitions of indirect discrimination, harassment and sexual harassment and requi-ring Member States to set up equality bodies to promote, analyse, monitor and support equal treatment between women and men (repealed by recast Directive 2006/54/EC).

2004 Directive 2004/113/ec on goods and services Extends gender equality legislation outside the employment field for the first time.

2006 Directive 2006/54/ec (recast) on equal treat-ment in employment and occupation In order to enhance the transparency, clarity and coherence of the law, this directive puts the existing provisions on equal pay, occupational schemes and the burden of proof into a single text.

2010 Directive 2010/18/eu on parental leave (repealing Directive 96/34/ec) Entitles men and women to a minimum of four months parental leave. Seeks to improve the balance between work, family life and private life for parents engaged in a professional activity and gender equality regarding em-ployment market opportunities and working conditions.

2010 Directive 2010/41/eu on equal treatment between men and women engaged in an activity in a self-employed capacity Applies the principle of gender equality to self-employed workers. Brings greater recogni-tion to work carried out by spouses and sets out new provisions regarding measures to combat discrimination and concerning business crea-tion, social benefits and maternity.

EU directives on gender equality

WOMEN IN THEEUROPEAN PARLIAMENT

AdMINIsTrATIvE POsTsINTERNATIONAL WOMENs DAy

8 MARCH 2013

EqUALITy AND DIvERsITy UNITDIREcTORATE-GENERAL fOR PERsONNEL

2Unless otherwise stated throughout the brochure:

women men

sources used for data European Parliament administration: Streamline, as of 5/11/2012 Photos: European Parliament

An initiative by:

Equality and Diversity UnitDG Personnel

European Parliament, President Building37B avenue J.f. Kennedy, L-1855 LuxembourgTel: +352 4300 24397

Email: [email protected]: http://www.epintranet.ep.parl.union.eu/intranet/ ep/lang/en/content/administrative_life/personnel

Disclaimer: the opinions expressed in this publication do not necessarily reflect the official position of the European Parliament.

DG ITEC, EDIT Directorate | Designed by CLIENTS AND PROJECTS OFFICE, Intranet Services Unit | Printed by Printing Unit

Wo m e n i n t h e E U R O P E A N PA R L I A M E N T

4

International Womens Day 8 March 2013

Equality is one of the main policy objectives of the Secretariat and in particular the Directorate-General for Personnel (DG PERS). Relevant Bureau reports, together with the statement of principles on the promotion of equality and diversity1 and the 2009-2013 action plan for the promotion of gender equality and diversity2 provide a legal reference framework consolidated by the Lisbon Treaty and the Charter of Fundamental Rights.

The Secretary-General is particularly anxious to ensure balanced gender representation regarding all posts on the organisation chart. DG PERS is responsible for the successful implementation of this policy, focusing on gender balance at every level and internal gender mainstreaming with regard to policy and procedures. In this connection, particular efforts are being made with regard to middle-management posts, in which the disparity between men and women remains widest.

In 2007, DG PERS initiated a pilot project for the training and motivation of women with the potential to become Heads of Unit. 120 women have since participated in four follow-up programmes. The fact that 36 of the 50 women subsequently appointed as Head of Unit took part in the scheme is a tribute to its success.

However, the percentage of women in middle-management posts (26%) remains below target (40%). In order to identify the reasons for the dearth of women applicants and remedy the imbalance, the High-Level Group on Gender Equality and Diversity accordingly asked the administration to forward a questionnaire to women eligible for posts as Head of Unit and not occupying managerial posts. DG PERS is

on the other hand pleased to note that gender-balance objectives have been achieved at senior level and even exceeded with regard to Director-General posts and that this has indeed been the case for a number of years.

Furthermore, guidelines for the use of gender-neutral language for communication both inside and outside Parliament have been adopted and implemented and equality and diversity training is available to all staff members. This is being accompanied by awareness and information initiatives, including the Equality and Diversity Award scheme, seminars and round tables and the showing of films between 2009 and 2011 concerned with gender equality issues in particular. Exchanges of good practice are also possible thanks to inter-institutional collaboration.

Finally, let us not forget that priority is also being given to issues such as work-life balance, dignity at the workplace and respect for the individual as reflected by anti-harassment policy (Article 12a of the Staff Regulations), for example.

I must stress that it is only through the commitment of all those concerned in the Secretariat that gender equality can be implemented successfully right across the board.

DG Personnel will persevere in its efforts to encourage and coordinate such activity.

1 Adopted by the Bureau on 13 November 2006.2 Adopted by the Bureau on 9 March 2009.

Foreword by Yves QuitinDirector-General of Personnel

Gender equality in the EP Secretariat as implemented by the Directorate-General for Personnel

A d m i n i s t r At i v e p o s t s

5

Equality and Diversity Unit DG Personnel

Being the first woman to fill such a prestigious post is both an honour and a challenge and I am well aware of the great responsibilities involved. Since 2010, in my dual capacity as Deputy Secretary-General and Director-General of the Presidency, I have been able to assess and compare internal and inter-institutional gender equality initiatives, measures to achieve work-life balance and developments regarding management methods and innovation. Regular meetings with my counterparts from other European institutions, as well as with senior national parliamentary officials and their staff have given me the opportunity to present EP initiatives in this field, compare our own experiences with those of other administrations and establish a network of women in top management posts.

Within the Presidency DG, which is in a special position, being at the service of both MEPs and staff, I have sought to encourage knowledge sharing and exchanges of good practice. In May 2011, I carried out a job satisfaction survey within the DG in order to learn more about staff expectations and identify our strengths and weaknesses. Replies were received from 84% of staff members. Four workshops and eight working groups were subsequently set up and specific measures taken in the light of their recommendations. Gender equality issues were discussed in all the working groups right across the board.

I consider gender balance to be of great importance for management purposes and am particularly concerned by the fact that only 26% of Head of Unit posts are currently filled by women. This also reflects the situation within the Presidency DG. Despite efforts made since I took up my post, five women having been appointed as Heads of Unit, the total percentage is still only 21.8%. In order to overcome cultural and administrative obstacles preventing easier access for women to these posts, I have tried to encourage their participation in all professional training programmes, especially those intended for young up-and-coming staff members and new managers.

I wouldnt go so far as to say that being a woman has given me a different perspective on an issue to which I have always been sensitive. However, it has undoubtedly helped me to introduce some female values in what is still a very male-oriented organisation. I have encouraged my Directors to ensure gender balance at interviews conducted by selection panels, especially in connection with security internalisation, so as to facilitate the entry of women into what is still basically a masculine domain.

The need to raise awareness of gender equality and diversity issues has also been the occasion for more festive events, such as that organised by the Presidency to mark Womens Day on 8 March 2012. A similar approach to the event will be adopted in 2013, focusing on equal opportunities for all men and women!

Statement by Francesca R. Ratti Deputy secretary-GeneralDirector-General of the Presidency

In addition to being the first woman to occupy a post as Deputy Secretary-General, you are also Director-General of the Presidency. To what extent does your position at the head of Parliaments administrative hierarchy enable you to implement gender equality within the institution? Does the fact that you are a woman give you a different perspective?


6


With four women Directors-General, including the Deputy Secretary-General, one-third of senior posts in the European Parliament are now occupied by women, exceeding the Bureaus 20% objective. The Women in the European Parliament editing team asked to meet them in order to obtain their views on the importance and impact of gender equality within the Secretariat.

Within your Directorate-General, what measures do you take to implement gender equality policy in Parliament? Does your position as a woman in the post of Director-General give you a different perspective?

Juana Lahousse-Jurez, Director-General of Communication

The Staff Regulations are extremely helpful in this respect. The more progressive they are and they are indeed progressive the easier they

make it to administer an organisation effectively while fulfilling the aspirations of each. While I would by no means rule out individual gender equality initiatives, in general I prefer to adopt an integrated approach, three examples being: measures to encourage women to apply for management posts, putting women in charge of horizontal working groups and introducing part-time arrangements to enable women to achieve a work-life balance. My approach to gender equality is undoubtedly influenced not only by the Staff Regulations but by my own career within the institution and the fact that I am a woman. Concern for gender equality implies the existence of inequality, something which, I am sure you will agree, is reflected by our male-dominated Secretariat. This was what prompted me to set up womens networks and become something of a Resistance-style frontier operative (passeur).

Janet Pitt, Director-General of Translation

I believe in encouraging ambition in both men and women and I am delighted that some of the women I encouraged and sup-

ported during their specific training programmes have since been appointed to management posts. More generally, gender equality requires an open and inclusive working environment making a work-life balance possible. Around one-third of the women employed in DG TRAD took advantage of such initiatives in 2012 and men are increasingly beginning to follow suit. Gender equality can never be achieved until a man choosing to work part-time or take parental leave ceases to be a source of astonishment. In my opinion, it is necessary to accept and indeed emphasise the differences between men and women and see how they can complement each other rather than cause friction. The whole point of gender balance is that both sexes have their strong (as well as their weak) points and possibly diverging points of view, which could, in judicious combination, be conducive to a much happier working environment.

Olga Cosmidou, Director-General of Interpretation and Conferences

In DG INTE the principle of gender equality is respected in full, to the extent that there is even a predominance of women in

administrative posts and among the interpreters. Almost half the management posts are filled by women with one Director and six Heads of Unit. We also have seven female linguistic Heads of Unit. The only remaining male bastion is the Conference Technicians Unit. In fact, it would, in certain cases, be fair to speak of a reverse gender equality issue within our DG, a situation which has arisen naturally from the fact that we have always employed a large number of female interpreters, something which has affected the working environment accordingly. Since there is a serious shortage of interpreters in general, they are recruited by competition independently of gender. In conclusion, I should like to point out that in 2011 our DG received the best practices award in the field of equality for an interpreter exchange scheme with the Commission, making it possible for young parents to avoid travelling to Strasbourg without the need to take annual leave or work part time.

A question to Juana Lahousse-Jurez, Director-General of communication, Janet Pitt, Director-General of Translation, and Olga Cosmidou, Director-General of Interpretation and conferences


7


European Parliament Secretariat

Organisation chart

Directors-General and Directors

secretary-GeneralLegal ServiceJurisconsult

dG PrEsPresidency

Deputy Secretary-General

dG IPOLInternal Policies

dG EXPOExternal Policies

dG COMMCommunication

dG INLOInfrastructure and

Logistics

dG PErsPersonnel

dG TrAdTranslation

dG INTEInterpretation and

Conferences

dG FINsFinance

dG ITECInnovation and

Technological Support

Head of secretary-Generals cabinet

* Washington office: male Director Key

Women

Men

*

32 1568,1% 31,9%

179 6374% 26%

8433,3% 66,7%

0 10 20 30 40

70,4%

76,2%

68,2%

66,7%

29,6%

23,8%

31,8%

33,3%

0% 20% 40% 60% 80% 100%

76,7%

72,4%

66,7%

80,5%

82,4%

92,3%

59,4%

54,8%

100%

81,8%

55,6%

72,7%

23,3%

27,6%

33,3%

19,5%

17,6%

7,7%

40,6%

45,2%

0%

18,2%

44,4%

27,3%

0% 20% 40% 60% 80% 100%

47

79

63,6% 36,6%

56,3% 43,8%

46 60% 40%

36 66,7% 33,3%

17 87,5% 12,5%

2012

2011

2010

2009

2008


9


Senior management appointments Directors-General and Directors(01/01/2012 to 31/12/2012)

Heads of Unit by gender and DG (15/01/2013)

Selection of Heads of Unit - 2012

DG PREs

DG IPOL

DG EXPO

DG cOMM

DG PERs

DG INLO

DG TRAD

DG INTE

DG fINs

DG ITEc

Legal service

Total

Applicants

Applicants interviewed

shortlisted applicants

Appointed

0 10 20 30 40

21573039

11341202

10231837

58,5% 41,5%

51,5% 48,5%

64,2% 35,8%

60%

55%

50%

45%

40%1957 1967 1977 1987 1997 2007 2012

6

19

85

156

156

48

92

92

67

133

113

166

60% 40%

79,2% 20,8%

74,6% 25,4%

61,9% 38,1%

50,2% 49,8%

57,1% 42,9%

53,8% 46,2%

55,4% 44,6%

48,6% 51,4%

37% 63%

38,7% 61,3%

40,1% 59,9%

4

5

29

96

155

36

79

74

71

226

179

248

21

31

58

111

176

174

114

83

158

28

69

42% 58%

63,3% 36,7%

50% 50%

35,8% 64,2%

37,7% 62,3%

43,1% 56,9%

35,5% 64,5%

40,9% 59,1%

37,1% 62,9%

11,9% 88,1%

24,8% 75,2%

29

18

58

199

291

230

207

120

268

208

209


10


EP Secretariat, political groups secretariats and accredited parliamentary assistants: statistical data

EP Secretariat staff

EP Secretariat staff

AD staff AST staff

AD16

AD15

AD14

AD13

AD12

AD11

AD10

AD9

AD8

AD7

AD6

AD5

AsT11

AsT10

AsT9

AsT8

AsT7

AsT6

AsT5

AsT4

AsT3

AsT2

AsT1

Total

AD

AsT

0 10 20 30 40

308

181

127

442

134

308

58,9% 41,1%

42,5% 57,5%

70,8% 29,2%

48 45 46 46 43 45 49 46 47

0 10 20 30 40

50,4%

58,3%

51,5%

44,9% 35,8%

31,3%

64,2%

68,7%

46,2%

48,5%

53,8%

51,5%

4343% 57%

730 96043,2% 56,8%


11


Percentage of staff promoted among those eligible by gender and function group

Secretaries-general of political groups

Accredited parliamentary assistants

Promotions (m/f) by gender and function group

Staff of political groups

Average age

TOTAL

Tota

l

Tota

l

Tota

l

AD AsT

Example: in 2012, 58,3% of women eligible for promotion in the AD function groups were promoted.

Example: in 2012, 68,7% of assistants promoted were women (total m+f being always equal to 100), 64,2% of AST staff on 05/11/2012 being women.

Total

AD

AsT

ADADTotal

Total

Promoted

Promoted

AsTAsT

171 485 5677715%

40,3%

7,5%

30,9%

248 1052

11,5%

34,6%

0 10 20 30 40

7

13

6

17,1%

46,2% 53,8%

92,9%

0 10 20 30 40

115 31,3% 68,8%

24100%

0 10 20 30 40

34

46

17 33,3% 66,7%

10 17,9% 82,1%

136 424 49 125 22 120 36 78 29 101

6,3%

14%

4,3%

10,4%

2,2%

6,5%3,2%

6,5%

2,8%

5,5%

0 10 20 30 40

125

120

49

22

28,2% 71,8%

15,5% 84,5%

0 10 20 30 40

7836 31,6% 68,4%

10129 22,3% 77,7%

171

142 8 61 45 194 192 1693122436

57,3%

41,4%

18,1%8,9%

18,3%

12,5%

16,1%18,4%

5,8%3,2%


12


Work-life balance: statistical data (November 2011-October 2012)

Staff working part-time Staff working part-time

For example, 57,3% of the options made by men (compared to 41,4% of women) part-timers were to work 50%. If a person working part-time changed his/her time option during 2012, he or she is counted in all the categories opted for.

(out of all staff and split by function group) (split by working time option)

AD AsT Total 50% 60% 75% 80% 90%

Staff on full-time parental leave Staff on half-time parental leave

(split by function group) (split by function group)

AD AD

AsT AsT

Staff on parental leave Staff on full-time parental leave

Staff on half-time parental leave

(out of all staff ) (out of all staff, split by function group) (out of all staff, split by function group)

AD ADAsT AsT

Staff on full-time family leave Staff on half-time family leave

(split by function group) (split by function group)

AD AD

AsT AsT

Staff on leave on personal grounds

(split by function group)

In total, 25% of staff worked part-time in 2012 (including those on part-time parental leave), 10,8% took parental leave, 1,3% took family leave and 2,1% took leave on personal grounds.

AD

AsT


13


The EP administration has a number of gender equality bodies and structures, some of which have been redefined and consolidated in recent years. Although they fulfil different tasks, close collaboration between them is essential to achieve progress and concrete results in terms of equality.

Equality and Diversity Unit (EDU)Alberto Rossetti, Head of Unit

The Equality and Diversity Unit reports to the Director-General of Personnel and is responsible for devising, implementing and monitoring equality and diversity policies within Parliament's Secretariat. In particular, it plays a key role in the following tasks:

Gender equality structures

Following up and implementing equality and diversity policy as formulated by Parliament's Bureau, notably the implementation of the action plan for the promotion of gender equality and diversity in the European Parliament Secretariat (2009-2013).

Assuring that Parliament's human resources policies reflect the principles of equal opportunities and respect for diversity; encouraging gender mainstreaming in all aspects of human resources policy.

Promoting, coordinating and evaluating the code of good practices for persons with disabilities; devising and coordinating projects encouraging the full participation and inclusion of persons with disabilities.

The Equality and Diversity Unit provides support and assistance to the Vice-President responsible for gender equality and diversity, who chairs the High-Level Group. It also provides advice and assistance to the AIPN, COPEC and other internal bodies on questions related to the advancement of equality and diversity in the EP Secretariat. The unit is responsible for collaboration between the group of Equality and Diversity Coordinators in the Directorates-General and encourages the exchanges of information and good practices with its inter-institutional partners.

Equality and Diversity coordinators

How is the principle of gender equality at work implemented specifically in your Directorate-General?Chantal Wiazmitinoff, Equality and Diversity Coordinator in DG TRAD, replied as follows:

Drawing up studies and reports; collecting and analysing data from a gender perspective; preventing and eliminating all discrimination in accordance with Article 1(d) of the Staff Regulations.

Fostering the creation of an open and inclusive work environment; devising and coordinating projects that facilitate work-life balance; participating in the development and implementation of policies designed to ensure dignity at work, with a view to eliminating all forms of harassment at the workplace.

Organising awareness-raising events and training activities; providing assistance to staff regarding questions linked to equality and diversity.

ever-increasing percentage of staff is able to take advantage of arrangements designed to improve work-life balance, that is to say 41% of AD staff (33% of women and 8% of men) and 28% of AST (27% of women and 1% of men). Translation was also the first DG to authorise teleworking arrangements under

The Translation DG committed itself very early on to gender equality as part of the gender mainstreaming project, particularly by measures designed to raise staff awareness at every level and ensuring that both men and women sat on selection boards. It has also helped to develop gender-neutral language. An


14


committee on Equal Opportunities and Diversity (cOPEc)

COPEC was set up in 1987 as a joint body made up of a Chair, four members appointed by the AIPN and four members by the Staff Committee. Its general tasks are to recommend and monitor gender equality initiatives within the EP Secretariat. It has observers on a number of committees dealing with matters relating to human resources and on the advisory committee on the appointment of senior officials. It is regularly consulted by the administration on staff policy rules and implementing measures stemming from the Staff Regulations and delivers opinions on these matters. Its principal objectives are set out in its 2011-2014 programme of action (http://www.europarl.ep.ec/services/copec/programme_EN.htm).

COPEC, as a joint body, occupies a particular position within the administration: how is advantage taken of this to achieve progress in respect of gender equality within Parliament's Secretariat?

Jutta Schulze-Hollmen, COPEC Chair, answered as follows:

The staff committee

The Staff Committee represents the interests of staff in its dealing with Parliament. It maintains ongoing contact between Parliament and its staff and contributes to the smooth running of Parliament's administration.

How does the Staff Committee, which acts as the interface between the administration and its staff, take on board gender equality issues, and is it seeking to raise awareness of them among staff? Maria Paola Sabbatucci, Chair of the Staff Committee, answered as follows:

ensuring that the DG set itself realistic objectives. For example, COPEC can provide informal advice to members of staff who consider that they have suffered discrimination under Article 1(d) of the Staff Regulations and is an essential interface for generating new ideas and assessing their implementation.

of the school day making things difficult for those needing to pick up children. As to raising awareness, the Committee has, for example, carried out a survey into satisfaction with working conditions with answers from 1800 staff members. Their answers provided material for a systematic analysis of gender-related issues and the conclusions provided a basis for new initiatives. The Committee was also behind the recommendation for the creation of a post for an independent mediator in Parliament.

COPEC's observer status makes it privy to the relevant information. In the light of this, for example, it drew attention to de facto discrimination against part-time staff regarding access to EP child-care services. It also recommended the more effective implementation of gender equality measures by

Staff Committee representation is an example of gender equality. It is composed of 14 women and 15 men, and is chaired by a woman. All appointments to advisory committees and other bodies and to competition selection boards reflect this level of parity. It is particularly attentive to gender issues, issuing recommendations regarding proposed rules and assessing the impact thereof in terms of gender equality. For example, it rejected the proposed flexitime arrangements partly because the compulsory time slot coincided with the end

Finally, the DG has achieved parity at the most senior levels with a woman in the post of Director-General and Director of Resources in addition to the two Director posts filled by men.

certain conditions for 20% of its staff (translators). It encourages career advancement for those women who have the ability to become Heads of Unit by means of special training programmes, including the key specialists pilot project. 13 Heads of Unit out of 34 are now women.

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