WOMEN IN THE

EUROPEAN PARLIAMENT

POLITICAL posts International Women’s Day 8 MARCH 2013 Equality and Diversity Unit Directorate-General for Personnel

Unless 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 Unit DG Personnel European Parliament, President Building 37B avenue J.F. Kennedy, L-1855 Luxembourg Tel: +352 4300 24397 Email: [email protected] Intranet: 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. 2

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

International Women’s Day – 8 March 2013

Foreword by Roberta Angelilli

Vice-President of the European Parliament 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

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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.

Political posts

Equality and Diversity Unit – DG Personnel

Three questions for Nicole Fontaine former President of the European Parliament (1999-2002) 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 Mário Soares with his ‘carnation revolution’ credentials. Although it was a secret ballot, I concluded that I owed my victory in large part to the women’s 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 Lalumière, 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.

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

International Women’s Day – 8 March 2013

Members 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 subcommittee 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.

3,5%

3,5%

10%

1,3%

31,1%

30,2%

30,3%

19,3%

17,7%

20%

4,9%

30%

16,6%

40%

25,9%

50%

35,1%

Members of the European Parliament 1952-2012

0% 1952 1958 1964 1975 1979 1984 1989 1994 1999 2004 2009 05/12/2012

MEPs 1979

83,4%

342

6

MEPs 2012

16,6%

64,9%

68

489

35,1%

265

Political posts

Equality and Diversity Unit – DG Personnel

Representation of women in the EP and national parliaments by Member State1 60 % women in the European Parliament

55

% women in national parliaments

50 45 40 35 30 25 20 15 10 5

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 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

Malta

Luxembourg

Czech Republic

Poland

Italy

Lithuania

United Kingdom

Austria

Greece

Cyprus

Latvia

Bulgaria

Hungary

Belgium

Romania

Germany

Slovakia

Spain

Portugal

Ireland

Sweden

France

Denmark

Netherlands

Estonia

Slovenia

Finland

0

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.

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

International Women’s Day – 8 March 2013

The Bureau 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-

Three female Vice-Presidents

21,4%

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

3

11

Roberta ANGELILLI

Anni PODIMATA

(EL – S&D)

Isabelle DURANT

(IT – EPP)

(BE – Greens/ALE)

Two Quaestors 40%

Astrid LULLING

(LU – EPP)

8

2

3

60%

Lidia Joanna GERINGER DE OEDENBERG

(PL – S&D)

78,6%

Political posts

Equality and Diversity Unit – DG Personnel

High-Level Group on Gender Equality and Diversity 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 Parliament’s 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 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 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.

2

3

40%

60%

Chair Roberta ANGELILLI (IT – EPP)

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 Bureau’s 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 Women’s Rights and Gender Equality • Oldřich Vlasák, 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 The group’s terms of reference for the seventh taken to raise awareness of gender equality issues parliamentary term include implementation of the and issues relating to the integration of people with action plan for the promotion of gender equality disabilities. For example, it organised, in cooperation and diversity in the EP Secretariat (2009-2013) with the Committee on Women's Rights and Gender ensuring that the necessary administrative structures Equality, a meeting with the national parliaments are in place to achieve gender mainstreaming entitled ‘Gender equality: what is being done by the in the context of Parliament’s activities (proced­ EU parliaments’ preceded by a press conference.

9

7

77,8%

100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0%

2

22,2%

Political posts

Equality and Diversity Unit – DG Personnel

Parliamentary committees There are 20 parliamentary committees, two subcommittees 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.

39,1%

60,9%

14

9

Conference of Committee Chairs – Nine committees chaired by a woman

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)

Danuta Maria HÜBNER

Doris PACK

Erminia MAZZONI

Barbara LOCHBIHLER

(PL – EPP) Regional Development (REGI)

(DE – EPP) Culture and Education (CULT)

(IT – EPP) Petitions (PETI)

Sonia ALFANO

(DE – Greens/ALE) Human Rights Sub-Committee (DROI)

(IT – ALDE) Special Committee on Organised Crime (CRIM)

Women in parliamentary committees 90% * Committee chaired by a woman

80% 70% 60% 50% 40%

50%

47,8%

45,7%

42,2%

41,9%

41,5%

38,7%

36,1%

34,9%

30%

29,5%

28%

28%

28%

27,1%

26,7%

26,3%

25,8%

23,4%

22,6%

21%

8,3%

ENVI

PETI*

CRIM*

CULT*

IMCO

DROI*

ITRE*

BUDG

DEVE*

AGRI

REGI*

PECH

JURI

ECON*

CONT

AFET

INTA

TRAN

SEDE

EMPL*

AFCO

0%

LIBE

10%

85,7%

20%

FEMM

30%

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

International Women’s Day – 8 March 2013

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.

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

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 Committee’s work Mikael GUSTAFSSON programme for 2013 (SE – GUE/NGL) 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 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

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Chair

The European Parliament and the Committee on Women’s Rights and Gender Equality will organise a special event to mark International Women’s Day in 2013, gathering together European and national parliamentarians on 7 March 2013, the theme being ‘Women’s 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

Political posts

Equality and Diversity Unit – DG Personnel

Parliamentary delegations 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 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.

19,5%

80,5%

33

8

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

Hélène FLAUTRE (FR – Greens/ALE) Turkey (D-TR)

Emer COSTELLO

Angelika NIEBLER

Monica Luisa MACOVEI

(IE – S&D) (RO – EPP) Palestinian Legislative Council (DPLC) Moldova (D-MD)

Tarja CRONBERG

Emine BOZKURT

Jean LAMBERT

(FI – Greens/ALE) Iran (D-IR)

(NL – S&D) Central America (DCAM)

(UK – Greens/ALE) South Asia (DSAS)

(DE – EPP) Arab peninsula (DARP)

Mara BIZZOTTO (IT – EFD) Australia and New Zealand (DANZ)

Women in parliamentary delegations * Delegation chaired by a woman

50% 40% 30%

13,3%

15,4%

16,7%

17,7%

18,8%

19,4%

21,1%

21,4%

22,2%

23,1%

23,5%

25%

23,5%

25,6%

27,3%

27,8%

27,8%

28,6%

32,7%

33,3%

33,3%

35,7%

36,8%

37,2%

40%

37,7%

40%

40%

40%

41,2%

43,8%

44,4%

45,5%

46,4%

50%

47,1%

50%

52%

53,3%

53,3%

0%

D-IL D-HR DCAM* D-TR* D-IQ DAND DSAS* D-IN DPLC* DMAG D-UA DEEA D-CL D-JP DNAT DLAT D-US DACP DMER D-MD* DMAS DPAP DMED D-MW DSCA D-IR* DASE D-CN DEPA D-CA D-ZA D-MK DARP* DSEE DCAS D-RU DANZ* DKOR D-BY D-AF DCAR

10%

54,5%

20%

13

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

International Women’s Day – 8 March 2013

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 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 shared more fairly in cases where workers have made complaints of sex discrimination against their employers (repealed by recast Directive 2006/54/EC).

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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.

WOMEN IN THE

EUROPEAN PARLIAMENT Administrative posts International Women’s Day 8 MARCH 2013 Equality and Diversity Unit Directorate-General for Personnel

Unless 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 Unit DG Personnel

European Parliament, President Building 37B avenue J.F. Kennedy, L-1855 Luxembourg Tel: +352 4300 24397 Email: [email protected] Intranet: 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. 2

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

International Women’s Day – 8 March 2013

Foreword by Yves Quitin Director-General of Personnel

Gender equality in the EP Secretariat as implemented by the Directorate-General for Personnel Equality is one of the main policy objectives of the Secretariat and in particular the DirectorateGeneral 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 middlemanagement 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 middlemanagement 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

4

on the other hand pleased to note that genderbalance objectives have been achieved at senior level and even exceeded with regard to DirectorGeneral posts and that this has indeed been the case for a number of years. Furthermore, guidelines for the use of genderneutral 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 interinstitutional 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.

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

Equality and Diversity Unit – DG Personnel

Statement by Francesca R. Ratti Deputy Secretary-General Director-General of the Presidency

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

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 interinstitutional 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 wouldn’t 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 Women’s 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!

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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

International Women’s Day – 8 March 2013

A question to Juana Lahousse-Juárez, Director-General of Communication, Janet Pitt, Director-General of Translation, and Olga Cosmidou, Director-General of Interpretation and Conferences 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 Bureau’s 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-Juárez, 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 women’s 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-

6

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 worklife 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 d m i n i s t r at i v e p o s t s

Equality and Diversity Unit – DG Personnel

European Parliament Secretariat Organisation chart Directors-General and Directors

Secretary-General

Legal Service

Head of SecretaryGeneral’s Cabinet

Jurisconsult

DG PRES Presidency

Deputy Secretary-General

*

DG IPOL

DG EXPO

DG COMM

Internal Policies

External Policies

Communication

DG PERS Personnel

DG INTE Interpretation and Conferences

* Washington office: male Director

DG INLO

Infrastructure and Logistics

DG FINS Finance

DG TRAD Translation

DG ITEC

Innovation and Technological Support

Key Women Men

7

4

33,3%

68,1%

32

8

31,9%

74%

15

179

66,7%

26%

63

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

Equality and Diversity Unit – DG Personnel

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

7

63,6%

2011

9

2010

7

2009

6

2008

6

56,3%

36,6%

4

43,8%

7 87,5% 12,5% 1

60%

40%

66,7%

0%

20%

40%

4 33,3%

60%

80%

3 100%

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

76,7%

23,3%

DG IPOL

72,4%

27,6%

DG EXPO

66,7%

33,3%

DG COMM

80,5%

19,5%

DG PERS

82,4%

17,6%

DG INLO

92,3%

DG TRAD

59,4%

40,6%

DG INTE

54,8%

45,2%

DG FINS

100%

0%

DG ITEC

81,8%

18,2%

Legal Service

55,6%

44,4%

Total

72,7%

27,3%

0%

7,7%

20%

40%

60%

80%

100%

Selection of Heads of Unit - 2012 Applicants

70,4%

29,6%

Applicants interviewed

76,2%

23,8%

Shortlisted applicants

68,2%

31,8%

Appointed

66,7%

33,3%

0

10

20

30

40 9

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

International Women’s Day – 8 March 2013

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

3039

AD

1202

AST

1837

58,5%

51,5%

EP Secretariat staff

10

1134

48,5%

64,2%

0

2157

41,5%

20

1023

35,8%

30

40

60% 55% 50% 45% 40% 1957

1967

1977

AD staff

1987

1997

AST11

21

19

79,2% 20,8% 5

AST10

31

AD14

85

74,6% 25,4% 29

AST9

58

AD13

156

96

AST8

111

AD12

156

155

AST7

176

AD11

48

36

AST6

174

AD10

92

79

AST5

114

AD9

92

74

AST4

83

AD8

67

71

AST3

158

AD7

133

37%

226

AST2

28 11,9%

AD6

113

38,7% 61,3%

179

AST1

AD5

166

40,1% 59,9%

248

6

AD15

10

2012

AST staff 4

AD16

2007

60%

40%

61,9% 38,1% 50,2% 49,8% 57,1% 42,9% 53,8% 46,2% 55,4% 44,6% 48,6% 51,4% 63%

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% 88,1%

69 24,8% 75,2%

29 18 58 199 291 230 207 120 268 208 209

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

Equality and Diversity Unit – DG Personnel

48

45

46

46

43

TOTAL

45

44,9%

AST

51,5% 0Example:10in 2012, 20 30 40 58,3% of women eligible for promotion in the AD function groups were promoted.

Secretaries-general of political groups

3

47

Promotions (m/f) by gender and function group

AD

58,3%

43%

46 AST

50,4%

AST

49

AD

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

AD

Total

Total

Total

Average age

48,5%

51,5%

Total

46,2%

53,8%

Promoted

35,8%

64,2%

Total

31,3%

68,7%

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.

Staff of political groups

4

57%

Total

442

AD

134

AST

308 0

58,9% 42,5%

41,1%

57,5%

308 181

70,8% 29,2% 127 10

20

30

40

Accredited parliamentary assistants

43,2%

730

56,8%

960 11

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

International Women’s Day – 8 March 2013

Work-life balance: statistical data (November 2011-October 2012) Staff working part-time

Staff working part-time 41,4%

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.

34,6%

18,4%

30,9%

40,3% 7,5%

171 485

567

77

AD

171 3,2%

248 1052

AST

142

Total

436

50%

8

5,8%

18,1%

61

45

60%

194

75%

(split by working time option)

Staff on full-time parental leave

Staff on half-time parental leave

AST

28,2%

49

71,8%

22 15,5% 84,5% 0(split by function 10group)

20

Staff on parental leave

125

AD

36

120

AST

29

30

31,6% 22,3%

12,5% 169 31

192

90%

78

77,7%

Staff on full-time parental leave

14%

22

68,4%

101

0(split by function 10 group)

40

8,9%

80%

(out of all staff and split by function group)

AD

16,1%

57,3%

11,5%

15%

18,3%

20

30

40

Staff on half-time parental leave

10,4%

6,5%

5,5%

6,5% 6,3%

3,2%

4,3%

2,8%

2,2%

136 424

49

125

22

AD (out of all staff )

6

AST

1 7,1%

46,2%

AST

53,8%

20

AST

33,3%

30

66,7%

AD

13

AST

40

12

34

10 17,9% 82,1% 0(split by function 10 group)

46 20

29

AD

7

Staff on leave on personal grounds 17

78

101 AST

(out of all staff, split by function group)

Staff on half-time family leave

92,9%

0(split by function 10group)

AD

36

(out of all staff, split by function group)

Staff on full-time family leave AD

120

30

40

5

31,3%

68,8%

11

100% 0(split by function 10 group)

20

24 30

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.

40

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

Equality and Diversity Unit – DG Personnel

Gender equality structures 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: • F ollowing 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.

• D rawing 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.

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: 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

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 13

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

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.

International Women’s Day – 8 March 2013

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.

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: 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

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.

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: 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 14

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.