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Women in the European Parliament

Political posts

International Women’s Day

8 March 2014

Equality and Diversity UnitDirectorate-General for Personnel

Women in the E U R O P E A N PA R L I A M E N T

2 International Women’s Day – 8 March 2014

Unless otherwise stated throughout the brochure:

women men

Sources used for data

u European Parliament and its bodies: www.europarl.eu, as of 5 January 2014

u Photos: European Parliament

Initiative by:

Equality and Diversity UnitDG Personnel

European Parliament, President Building,37B avenue J.F. Kennedy, L-1855 LuxembourgTel.: +352 4300 24397

E-mail: [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. 17

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http://www.epintranet.ep.parl.union.eu/intranet/ep/lang/en/content/administrative_life/personnel

http://www.epintranet.ep.parl.union.eu/intranet/ep/lang/en/content/administrative_life/personnel

P O L I T I C A L P O S T S

3Equality and Diversity Unit – Directorate-General for Personnel

CONTENTS

4 Foreword by Roberta Angelilli, Vice-President of the European Parliament

5 MEPs

6 Representation of women in the European Parliament and national parliaments by Member State

7 The Bureau

8 High-Level Group on Gender Equality and Diversity

9 Political groups

10 Parliamentary committees

11 Committee on Women’s Rights and Gender Equality

12 Parliamentary delegations

13 EU directives on gender equality



Foreword by Roberta Angelilli, Vice-President of the European Parliament

Over the past year the European Union has done a great deal to promote gender equality. One milestone from the point of

view of breaking through the ‘glass ceiling’, which is still preventing talented women from rising to the top in Europe’s leading companies, has undoubtedly been Parliament’s resolute advocacy of the Commission legislative proposal aimed at improving the gender balance on European company boards. This is an important measure in that it will enable knowledgeable, capable women to attain positions which at present are scarcely within their reach and will help reduce the continuing unacceptable gender imbalances at board level in the EU as a whole.

Parliament also threw its weight wholeheartedly behind the goal of appointing a woman to the six-member ECB Executive Board, since 2011 an all-male body: I can therefore only rejoice at the recent appointment of Sabine Lautenschläger.

There is still much work to do to achieve gender balance within the European institutions and in Member States. There are numerous barriers created by traditional stereotypes and women’s general working conditions, and these have yet to be broken down: witness the problems of work-life balance, career breaks, and the lack of childcare facilities, to name but a few. It is also worth pointing out that women have been hit particularly hard by the economic crisis and are more vulnerable to poverty (a danger now threatening over 25% of the female population).

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 are continuing to be discriminated against both in terms of appointment to senior posts and in terms of pay: the gender pay gap, that is to say, the average difference between men’s and women’s hourly earnings in the EU, still stands at 16,2%. To put it another way, women in Europe work 59 days for nothing.

As Parliament has stressed, a firm commitment by all political parties at European, national, and regional level is essential in order to pave the way for measures encouraging women to involve themselves and participate fully in politics and elections. It is also necessary to bring about genuine parity regarding internal party decision-making, the nomination of candidates for elective office, and election lists.

The figures on women in the European Parliament still speak volumes: women make up nearly 36% of MEPs; there are three women Vice-Presidents out of a total of fourteen; two of the five Quaestors are women; among the group chairs and co-chairs, there are two women (compared with nine men); and out of the twenty-two committee chairs, eight are women.

The European institutions must set the example where parity and equality are concerned. If 50% of the highest offices were held by men and 50% by women, this would be a great achievement.

From that point of view, the next parliamentary term must be considered an ideal opportunity.

1,3

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3,5

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3,5

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4,9

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16,6

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17,7

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19,3

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30,3

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30,2

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31,1

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35,1

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35,8

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20%

30%

40%

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05/01/2014201220092004199919941989198419791975196419581952

68342 274491

16,6 %

83,4 %35,8 %

64,2 %



MEPs

The proportion of women MEPs at the end of the seventh parliamentary term stands at 35,8%, which is higher than it was in 2013 (35,1%).

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 fourteen (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 twenty-four) and now numbering eight out of twenty-two. The number of women leading a political group has fallen from three Co-Chairs to one Chair and one Co-Chair.

MEPs 2014MEPs 1979

Members of the European Parliament 1952 – 2014

0 %

5 %

10 %

15 %

20 %

25 %

30 %

35 %

40 %

45 %

50 %

55 %

60 %



Representation of women in the European Parliament and national parliaments by Member State1

% women in the European Parliament

% women in national parliaments

Finl

and

Slov

enia

Croa

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Esto

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Mal

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Den

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The

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Fran

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Swed

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Irela

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Port

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Ger

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y

Spai

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Bulg

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Slov

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Hun

gary

Lith

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Latv

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Rom

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Cypr

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Belg

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Gre

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Aust

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1 National parliament data based on the number of women elected to the lower Chamber. Source: www.ipu.org, 1 November 2013

More than half the world’s 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 increased once more. 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, Austria, Italy, Poland, the Czech Republic and Luxembourg. Finland has more female than male MEPs, while for Croatia, Estonia, Malta and Slovenia the numbers are exactly equal.

With 35,8% 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 21,8%.

http://www.ipu.org

21,4 % 78,6 %3 11

40 % 60 %2 3



The Bureau is made up of the President of the European Parliament, fourteen 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 Parliament’s internal operations, including budget estimates, and all administrative, organisational and staff matters.

The Bureau

Three female Vice-Presidents

Two female Quaestors

Anni PODIMATA

(EL - S&D)

Roberta ANGELILLI

(IT - PPE)

Isabelle DURANT

(BE – Greens/EFA)

Astrid LULLING

(LU - PPE)

Lidia Joanna GERINGER DE OEDENBERG

(PL - S&D)

40 % 60 %

2 3



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

The HLG acts a horizontal, overarching body and cooperates closely with other European bodies, in particular the Conferences of Committee and Delegation Chairs and the Committee on Women’s 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 disabilities, the HLG stressed the need to implement the concept of ‘reasonable accommodation’. Equally the group emphasised the importance of good communication, both internal and external, for raising awareness, for example by means of a fully accessible website.

One of the tasks on the HLG’s mandate for the seventh parliamentary term was to implement the action plan for the promotion of gender equality and diversity in Parliament’s Secretariat (2009-2013). It is the HLG’s job to ensure that the necessary administrative structures are in place to achieve gender mainstreaming in the context of Parliament’s activities (procedures and

High-Level Group on Gender Equality and Diversity

ChairRoberta ANGELILLI

(IT - PPE)

policies). It also seeks to strike a better work-life balance and to ensure that issues relating to the fight against homophobia and transphobia are taken into consideration, as well as promoting communication initiatives, in particular by means of exchanges of views with the Bureau’s ad hoc working group.

The HLG, chaired by Roberta Angelilli, the Vice-President responsible for gender equality and diversity, is currently composed of:

u Michael Cashman, Chair of the Conference of Delegation Chairs

u Lidia Joanna Geringer de Oedenberg, Quaestor

u Mikael Gustafsson, Chair of the Committee on Women’s Rights and Gender Equality

u Oldřich Vlasák, Vice-President of the European Parliament.

In 2013 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 posts. The issues of employment and the integration of people with disabilities were also examined in detail. The group called for measures be taken to raise awareness of gender equality issues, issues relating to the integration of people with disabilities, and LGBT issues.

22,2 %77,8 %

27



Chairs and Co-Chairs of political groups

Gender distribution in the political groups

In the European Parliament, Members sit in groups based on political affiliation, not on nationality. There are currently seven political groups in Parliament led by a Chair (or two Co-Chairs). The Confederal Group of the European United Left – Nordic Green Left is

led by a woman, Gabriele Zimmer, and the Group of the Greens/European Free Alliance is co-chaired by Rebecca Harms. Members who do not belong to a political group have a secretariat and are classified as ‘non-attached’.

Political groups

Rebecca HARMS (DE – Greens/EFA)

Gabriele ZIMMER (DE – GUE/NGL)

EPP Group of the European People’s Party (Christian Democrats)

S&D Group of the Progressive Alliance of Socialists and Democrats in the European Parliament

ALDE Group of the Alliance of Liberals and Democrats for Europe

Greens/EFA Group of the Greens/European Free Alliance

ECR European Conservatives and Reformists Group

GUE/NGL Confederal Group of the European United Left – Nordic Green Left

EFD Europe of Freedom and Democracy Group

NI Non-attached Members

0 %

10 %

20 %

30 %

40 %

50 %

60 %

70 %

80 %

90 %

100 %

NIEFDGUE/NGLECRVerts/ALEADLES&DPPE EPP S&D ALDE Greens/EFA ECR GUE/NGL EFD NI

http://www.eppgroup.eu/home

http://www.socialistsanddemocrats.eu/

http://www.alde.eu/

http://www.greens-efa.eu/

http://www.ecrgroup.eu/

http://www.guengl.eu

http://www.efdgroup.eu/

814

36,4 %

63,6 %

0%

10 20 30 40 50 60 70 80 90

At this point in the seventh parliamentary term, there are twenty parliamentary committees and two sub-committees in the European Parliament. By 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 twenty-two committees, eight are currently chaired by a woman.

Conference of Committee Chairs – eight committees chaired by a woman

Parliamentary committees

Eva JOLY

(FR – Greens/EFA) Development (DEVE)

Sharon BOWLES

(UK – ALDE)Economic and Monetary

Affairs (ECON)

Pervenche BERÈS

(FR – S&D) Employment and Social

Affairs (EMPL)

Amalia SARTORI

(IT – EPP)Industry, Research and

Energy (ITRE)

Danuta Maria HÜBNER

(PL – EPP)Regional Development

(REGI)

Doris PACK

(DE – EPP) Culture and Education

(CULT)

Erminia MAZZONI

(IT – EPP)Petitions (PETI)

Barbara LOCHBIHLER

(DE – Greens/EFA) Subcommittee on Human

Rights (DROI)

Women in parliamentary committees

85,7 %

54,0 %

51,7 %

48,6 %

48,4 %

47,1 %

41,5 %

38,7 %

35,0 %

34,9 %

30,0 %

29,5 %

28,6 %

28,0 %

28,0 %

27,9 %

26,7 %

25,8 %

25,8 %

22,9 %

22,6 %

16,0 %* Committee chaired

by a woman

FEMM

EMPL*

LIBE

ENVI

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PETI*

IMCO

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ITRE*

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ChairMikael GUSTAFSSON

(SV – GUE/NGL)

Committee on Women’s Rights and Gender Equality

The Committee on Women’s Rights and Gender Equality (FEMM) is responsible for monitoring and legislating on issues related to equality

and women’s rights.

It originated from an ad hoc committee on women’s rights and equal opportunities created by the European Parliament in 1979, at a time at which women’s 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 women’s rights.

The remit of the Committee, which is chaired by Mikael Gustafsson, includes: the definition, promotion and protection of women’s rights in the Union and related measures; the promotion of women’s 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 Committee’s work programme for January - April 2014 focuses on further strengthening of gender equality and promotion of women’s

rights. The Committee is going to adopt a draft legislative initiative report on combating violence against women which requests the Commission to submit, by the end of 2014, a proposal for a regulation establishing measures to promote and support the action of Member States in the field of prevention of gender-based violence. Following the tradition to celebrate International Women’s Day as a special annual event in the form of the Interparliamentary Committee meeting, the 2014 year’s theme “Preventing violence against women – a challenge for all” is closely linked to a legislative own-initiative report. On this occasion MEPs and representatives of national parliaments will discuss experiences and legislation at national level as well as strategic action and ideas to combat violence against women at European level.

The Committee will also work on such issues as: assessing the measures taken in the EU and its Member States to promote equality between men and women; sexual exploitation and prostitution and its impact on gender equality; work-life balance; the role of women in peace processes. Committee delegations will visit Italy ahead of the country’s Presidency in the second half of 2014 and New York to attend the 58th session of the UN Committee on the Status of Women (CSW). The priority theme for the CSW will be “Challenges and achievements in the implementation of the Millennium Development Goals for women and girls”.

http://www.europarl.europa.eu/committees/en/FEMM/home.html

0%

10 20 30 40 50

832

20 %

80 %

Conference of Delegation Chairs – eight delegations chaired by a woman

Women in parliamentary delegations

57,2 %52,0 %50,0 %50,0 %50,0 %47,1 %46,4 %46,4 %44,4 %42,9 %41,7 %41,2 %40,0 %40,0 %38,9 %38,5 %37,3 %35,7 %34,6 %34,0 %33,3 %32,0 %31,6 %29,4 %28,6 %28,6 %28,6 %28,1 %27,8 %26,3 %25,0 %23,8 %23,3 %23,1 %21,1 %21,1 %20,0 %18,2 %16,7 %13,3 %

* Delegation chaired by a woman

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D-UADSAS*

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DMEDDPAPDASE

DMERD-IR*D-MXD-CAD-ZADEPADSCA

DANZ*DKORD-CNDSEED-MK

DARP*DCASD-RUD-AFD-BY

DCAR



Delegations maintain and develop Parliament’s international contacts. Their activities are intended to maintain and enhance contacts with parliaments of the EU’s traditional partners and help promote, in non-EU countries, the values on which the EU is founded. There are currently 36 delegations and four multilateral assemblies. In the seventh parliamentary term, eight of the 36 delegation chairs are women but there are currently no women chairing any of the multilateral assemblies.

Parliamentary delegations

Hélène FLAUTRE

(FR – Greens/EFA) Turkey (D-TR)

Emer COSTELLO

(IRL – S&D)Palestinian Legislative

Council (DPLC)

Monica Luisa MACOVEI

(RO – EPP)Moldova (D-MD)

Angelika NIEBLER

(DE – EPP)Arab Peninsula (DARP)

Tarja CRONBERG

(FI – Greens/EFA)Iran (D-IR)

Emine BOZKURT

(NL – S&D)Central America (DCAM)

Jean LAMBERT

(UK – Greens/EFA)South Asia (DSAS)

Mara BIZZOTTO

(IT – EFD)Australia and New Zealand

(DANZ)



EU directives on gender equality

1975 Directive 75/117/EEC on equal pay

Provides that gender-based discrimination in respect of all aspects of pay should be eliminated (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 schemes 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 occupational 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 maternity 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 individuals to take time off when a dependant 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 shared 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 requiring 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 treatment 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 employment 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 recognition to work carried out by spouses and sets out new provisions regarding measures to combat discrimination and concerning business creation, social benefits and maternity.

Administrative posts

International Women’s Day

8 March 2014

Equality and Diversity UnitDirectorate-General for Personnel

Women in the European Parliament


International Women’s Day – 8 March 20142

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Unless otherwise stated:

women men

Sources used for data:

u European Parliament Secretariat: Streamline, as at 5 January 2014

u Photos: European Parliament

Initiative by:

Equality and Diversity UnitDG Personnel

European Parliament, President Building,37B avenue J.F. Kennedy, L-1855 LuxembourgTel.: +352 4300 24397

E-mail: [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.

mailto:[email protected]

http://www.epintranet.ep.parl.union.eu/intranet/ep/lang/en/content/administrative_life/personnel/

http://www.epintranet.ep.parl.union.eu/intranet/ep/lang/en/content/administrative_life/personnel/

A D M I N I S T R AT I V E P O S T S

Equality and Diversity Unit – Directorate-General for Personnel 3

CONTENTS

4 A word from the Secretary-General

4 A word from the Deputy Secretary-General

5 Foreword by Yves Quitin, Director-General of Personnel

6 EP Secretariat – Establishment plan – Directors-General and Directors

7 Management posts held by women: statistics

9 EP Secretariat, political group secretariats and accredited parliamentary assistants: statistics

11 Work-life balance: statistics

13 Gender equality structures



The publication of this booklet by DG Personnel’s Equality and Diversity Unit is an

opportunity for us to take stock as we mark International Women’s Day.

Gender equality is a cross-cutting policy that must be a tangible feature of all Parliament’s projects and policies. The rules governing the administrative operation of the European institutions allow for affirmative action to be taken with a view to ensuring that women are fairly represented at all levels of management. Parliament’s Secretariat has been working towards that goal, for example by means of a specific training programme developed in 2007 for women who could potentially become heads of unit. It has been a resounding success: 39 of those women – more than one third of participants – have become heads of unit. The programme is now being extended as part of the new Talent Management scheme, which also focuses on identifying and developing talent.

Work-life balance is also a key issue when it comes to gender equality. Parliament’s Secretariat ensures that the provisions in the Staff Regulations that relate to work-life balance are applied in full. It is also vital that staff are made aware of their options and are kept up to date in order for further progress to be made on this issue.

So, although not all the targets have yet been met, a number of positive results have been achieved, both in middle management (with a three-point increase in the proportion of women) and in senior management (in respect of which the Bureau’s targets for women were surpassed for directors-general and very nearly reached for directors in 2013).

In 2014 Parliament’s Secretariat will be continuing its efforts to achieve full gender equality right across the board.

Klaus WELLE

On the occasion of the International Women’s Day, it is a pleasure to contribute

this year again, to this awareness brochure aimed at promoting support, knowledge, understanding, and recognition of gender equality in the European Parliament. As Deputy Secretary-General, I believe that we should all be proud to work for this democratic Institution which has always championed the cause of women’s rights and equality.

At political level, the European Parliament has constantly defended the need to take action at EU level on gender issues, in the light of what is already being done at Member States level. Parliament has always placed gender equality issues high on its own, and the EU agenda, identifying gaps, elaborating strategies and further actions, and anticipating the benefits and the European added value of a common approach. In fact, nobody knows the potential European added value of measures like “Equal pay for equal work”, which is enshrined in the EU Treaties since 1957. A recent study by the Directorate for Impact Assessment actually estimates that the lack of a common action on this fundamental principle amounts to 13 billion EUR per year.

Despite all these inactions, our Institution is continuously making significant progress on statutory reforms and formal recognition of gender equality. As an illustration, in 2013, almost 30% of middle management is composed of

women; furthermore, 9 out of 24 heads of unit appointed last year were women which represent an encouraging result, in contrast to the usual trend where women do not even apply for such positions.

However, the support and commitment for gender equality is not just a consequence of adopting legislation or setting up targets. It must also be part of a “culture change” which is of paramount importance to overcome the existing gaps. Despite commitment from our political authorities, management and numerous gender equality initiatives in place, women are still underrepresented at the top or still occupying more “female-dominated” positions.

To achieve true and lasting change, we certainly need to create an “ecosystem” of measures and sustain it over time. In addition, we must also work hard to transform mindsets and culture, to support both women’s and men’s ambitions, to build awareness of the specific barriers that women face on their way to the top, and to implement a “gender-neutral performance model”, fostering the development of a culture that welcomes diverse leadership styles.

Allow me to end this year’s contribution by quoting Mark Twain: “They did not know it was impossible, so they did it”.

Let’s imagine how much can be done by women who are perfectly aware of their possibilities!

Francesca R. RATTI

A word from the Secretary-General

A word from the Deputy Secretary-General



Foreword by Yves Quitin, DIRECTOR-GENERAL OF PERSONNEL

Gender equality policy within Parliament’s Secretariat as implemented by the Directorate-General for Personnel

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 recently completed 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.

DG PERS is responsible for the successful implementation of this policy, taking special care to ensure that there is gender balance at every level and internal gender mainstreaming with regard to policy and procedures. In this connection, specific action has been taken, in particular with regard to middle-management posts, in which the disparity between men and women remains widest.

In 2007, DG PERS initiated an affirmative action pilot project for the training and motivation of women with the potential to become heads of unit. Some 120 women have since participated in four follow-up programmes. The fact that 39 of the 55 women subsequently appointed as heads of unit took part in the scheme is a tribute to its success. The Talent Management scheme set up by DG PERS now goes one step further, offering a full set of training courses designed for women and men who show excellent potential with the aim of equipping them with the tools they need to take up management posts.

However, the percentage of women in middle-management posts (29,2%) remains below target (40%). At the behest of the High-Level Group on Gender Equality and Diversity, Parliament’s Secretariat sent a questionnaire to women eligible to become heads of unit and not occupying managerial

1 Adopted by the Bureau on 13 November 2006.

2 Adopted by the Bureau on 9 March 2009.

posts, with the aim of firstly establishing why so few women were applying for management posts and secondly remedying the imbalance. 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. This has indeed been the case for a number of years.

Furthermore, guidelines for the use of gender-neutral language have been adopted, and equality and diversity training is available to all staff members. Events designed to raise awareness and provide information have been organised, such as the Equality and Diversity Award, which in 2014 will be awarded on International Women’s Day. The event now has a completely new format, with the spotlight this year being on gender equality. It will be awarded, I am sure, to a thoroughly deserving member of staff, unit or Directorate-General that has shown courage and commitment in promoting gender equality. DG PERS, and the Equality and Diversity Unit in particular, also puts on seminars and round-table discussions to help staff learn and gather information. Exchanges of good practice are also possible thanks to interinstitutional collaboration.

Last but not least, priority is also being given to issues such as work-life balance, dignity in the workplace and respect for the individual as reflected by anti-harassment policy (Article 12a of the Staff Regulations).

I would emphasise that it is only through the commitment of everyone in Parliament’s Secretariat that gender equality policy can be implemented successfully right across the board. DG Personnel will persevere in its efforts to provide encouragement and coordination when it comes to gender equality.



European Parliament SecretariatEstablishment plan

Secretary-GeneralLegal ServiceJurisconsult

DG PRESPresidency

Deputy Secretary-General

DG COMMCommunication

DG EXPOExternal Policies

DG INLOInfrastructure and

Logistics

DG PERSPersonnel

DG IPOLInternal Policies

DG TRADTranslation

DG INTEInterpretation and

Conferences

DG FINSFinance

DG ITECInnovation and

Technological Support

DG SAFESecurity

Head of Secretary-General’s Cabinet

* Washington office: male director

** acting

Key

Women

Men

*

Directors-General and Directors

**

**

**

**

** **

DG EPRSParliamentary Research

Services

** **

1529 731771529 73177

0 10 20 30 40

4 930,8 % 69,2 %

34,1 % 29,2 %

30,8 %20 %

34,1 %35 %

29,2 %40 %

65,9 % 70,8 %



Management posts held by women: statistics

Directors-General

Deputy Secretary-GeneralDG Presidency (DG PRES)DG Security (SAFE) acting

Director-General

DG Communication(DG COMM)

DG Translation(DG TRAD)

DG Interpretation and Conferences

(DG INTE)

Heads of UnitDirectors

Directors

Directors-General

Heads of Unit

Women, as at 5 January 20142009 Objectives – as defined by the Bureau in 2006 (Kaufmann report)

Francesca R. RATTI Juana LAHOUSSE-JUÁREZ Janet PITT Olga COSMIDOU

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

2008

2009

2010

2011

2012

2013 100 %

63,6 %

56,2 %

87,5 %

60 %

66,7 %

3

4

0

7 36,4 %

79 43,8 %

17 12,5 %

46 40 %

36 33,3 %

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

76,2 %80 %62,5 %54,5 %76,9 %76,5 %82,4 %60,6 %53,1 %100 %86,7 %83,3 %44,4 %70,8 %

23,8 %20 %

37,5 %45,5 %23,1 %23,5 %17,6 %39,4 %46,9 %

0 %13,3 %16,7 %55,6 %29,2 %

71,9 %

66,4 %

60,0 %

62,5 %

28,1 %

33,6 %

40,0 %

37,5 %



Senior management appointments – Directors-General and Directors(from 1 January 2013 to 31 December 2013)

Heads of unit by gender and DG (5 January 2014)

Selection of heads of unit – 2013

DG PRES

DG IPOL

DG EXPO

DG EPRS

DG COMM

DG PERS

DG INLO

DG TRAD

DG INTE

DG FINS

DG ITEC

DG SAFE

Legal Service

Total

Applicants

Applicants interviewed

Shortlisted applicants

Appointed

AST1

AST2

AST3

AST4

AST5

AST6

AST7

AST8

AST9

AST10

AST11

AD5

AD6

AD7

AD8

AD9

AD10

AD11

AD12

AD13

AD14

AD15

AD16 44,4 %18,2 %29,1 %43,1 %46,9 %45,5 %40,9 %44,7 %61,6 %61,4 %57,8 %62,9 %

42,9 %45,5 %53,8 %65,7 %62,5 %60,7 %61,8 %68,5 %70,2 %79,7 %77,5 %

444316269665293173259100232

2425114259227219181187308102196

35 %

40 %

45 %

50 %

55 %

60 %

201320122011200719971987197719671957

55,6 %81,8 %70,9 %56,9 %53,1 %54,5 %59,1 %55,3 %38,4 %38,6 %42,2 %37,1 %

57,1 %54,5 %46,2 %34,3 %37,5 %39,3 %38,2 %31,5 %29,8 %20,3 %22,5 %

518

105214

787975

115108163

73137

323098

135136142112

86131

2657

309941 %

125748,2 %

184234,8 %

2156 59 %

1171 51,8 %

985 65,2 %



EP Secretariat, political group secretariats and accredited parliamentary assistants: statistics

EP Secretariat staff

EP Secretariat staff (1957 – 2013)

AD staff AST staff

Total

AD

AST

0 10 20 30 40

48 45 46 46 43 45 49 46 47

48,4 %

60,3 %

42,9 %

53,6 %

45,5 %

48,2 %

54,5 %

51,8 %

31,0 %

34,8 %

69,0 %

65,2 %

0 10 20 30 40

60,1 %

44,3 %

70,6 %57 % 43 %

476

140

3363

39,9 %

55,7 %

29,4 %

316

176

1404

994746

57,1 %42,9 %



Percentage of staff promoted among those eligible by gender and function group – 2013

Secretaries-general of political groups

Accredited parliamentary assistants

Promotions (m/f) by gender and function group – 2013

Staff of political groups

Average age by gender

Average age (total)

Tota

l

Tota

l

Tota

l

Average age (AD) Average age (AST)

Example: in 2013, 60,3% of women ADs eligible for promotion were promoted.

Example: in 2013, 69% of assistants promoted were women (the total m+f always being equal to 100), with women accounting for 65,2% of AST staff on 5 January 2014.

Total

AD

AST

ADADTotal

Total

Promoted

PromotedASTAST

ASTAD ASTAD

AST

AD

AST

AD 129

135

91

103

43

32

47

35

171 266525 114161695

14,6 %

41,8 %

9,6 %

33,4 %

12,3 %

36,8 %

172 491 5 69 35 189 25 192 29 200

64,7 %

43 %

1,9 %

6 %13,2 %

16,6 %

9,4 %

16,8 %

10,9 %

17,5 %

25 %

19,2 %

34,1 %

25,4 %

75 %

80,8 %

65,9 %

74,6 %

157 43 32 47 35458 129 135 91 103

7,3 %

3,7 % 3,2 % 4 % 3,6 %

15,1 %

10,3 %

7,3 % 7,2 %5,6 %



Staff working part-time Staff working part-time

For example, half-time working accounted for 64,7% of the arrangements chosen by men working part-time, as against 43% for women working part-time. Members of staff who changed their working time arrangements during 2013 are counted in each category of working time for which they opted.

(as a proportion of all staff, broken down by function group) (broken down by working time option)AD 50 % 60 % 75 % 80 % 90 %AST Total

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

(broken down by function group) (broken down by function group)

Staff on parental leave Staff on full-time parental leave

Staff on half-time parental leave

(as a proportion of all staff) (as a proportion of all staff, broken down by function group)

(as a proportion of all staff, broken down by function group)

Work-life balance: statistics(January-December 2013)

AST

AD 36

11

23

7

39 %

38,9 %

61 %

61,1%

AST

AD

AST

AD 10

16

16

25

7

2

10

1

41,2 %

11,1 %

38,5 %

3,8 %

58,8 %

88,9 %

61,5 %

96,2 %



Staff on leave on personal grounds

(broken down by function group)

In total, 26,8% of staff worked part-time in 2013 (including those on part-time parental leave), 11,7% took parental leave, 1,7% took family leave and 1,5% took leave on personal grounds.

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

(broken down by function group) (broken down by function group)



There are a number of bodies and structures within Parliament’s Secretariat that deal with gender equality. Although they have different tasks, it is vital that they work closely together in order to take Parliament forward as an equal opportunities employer and to achieve tangible results.

Equality and Diversity Unit (EDU)Alberto ROSSETTIHead of Unit

The Equality and Diversity Unit reports to the Director-General for Personnel and is responsible for devising, implementing and monitoring equality and diversity policy within Parliament’s Secretariat. It plays a key role in the following tasks:

u following up and implementing equality and diversity policy as formulated by Parliament’s Bureau;

u ensuring 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;

u promoting, coordinating and evaluating the Code of Good Practice for the Employment of Persons with Disabilities; devising and coordinating projects encouraging the full participation and inclusion of people with disabilities;

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

u fostering the creation of an open and inclusive working environment; devising and coordinating projects that make it possible to achieve a good work-life balance; participating in the development and implementation of policies designed to ensure dignity at work, with a view to preventing and eliminating all forms of harassment in the workplace;

u organising awareness-raising events and training activities; providing assistance to staff on equality and diversity issues.

The EDU supports and assists the Vice-President responsible for equality and diversity, who chairs the High-Level Group, and also advises and assists the Appointing Authority (AIPN), the Committee on Equal Opportunities and Diversity (COPEC) and other internal bodies on issues relating to the advancement of equality and diversity within Parliament’s Secretariat. It also coordinates the group of Equality and Diversity Coordinators from the various Directorates-General and encourages the exchange of information and good practices with its partners in other institutions.

Gender equality structures



Equality and Diversity Coordinators

Each director-general appoints two Equality and Diversity Coordinators whose task it is to help implement the EP Secretariat’s equality and diversity policy within their respective directorates-general. The coordinators provide expert advice to management and to other colleagues on equality and diversity issues, and undertake to prevent and tackle all forms of discrimination by establishing dialogue and raising awareness with a view to promoting an open, inclusive working environment.

The coordinators work closely with the EDU. The Equality and Diversity Coordination Group (made up of the coordinators and the EDU) may draw up documents, notes and proposals, for the attention of the Secretary-General and Directors-General, on important issues and matters of general interest falling within its areas of responsibility. The EDU coordinates the group and acts as its secretariat.

Committee on Equal Opportunities and Diversity (COPEC) Jutta SCHULZE-HOLLMENCOPEC Chair

COPEC was set up in 1987 as a joint body. It has a Chair, four members appointed by the Appointing Authority (AIPN) and four members appointed by the Staff Committee. Its general tasks are to recommend and monitor gender equality initiatives and initiatives relating to diversity within Parliament’s Secretariat. It has observers on a number of committees that deal with matters relating to human resources and on the advisory committee on the appointment of senior officials. COPEC 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 Action Programme (http://www.europarl.ep.ec/services/copec/programme_EN.htm).

The Staff Committee Stefano GUCCIONEChair of the Staff Committee

The Staff Committee represents the interests of staff vis-à-vis Parliament’s Secretariat, in particular as regards career issues, working conditions, salaries and social security, disciplinary issues and appeals. It maintains continuous contact between Parliament and its staff and contributes to the smooth running of Parliament’s departments. It sends representatives to internal advisory committees, and to interinstitutional committees and bodies that require staff representation. The Staff Committee is also represented in Parliament’s profession-specific delegations.

The Staff Committee elections in November 2013 brought the proportion of women in the staff committee very close to full gender parity (rising from 44,8% to 48,3%).

1415

48,3 %51,7 %

http://www.europarl.ep.ec/services/copec/programme_EN.htm

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