Political posts
WOMEN IN THE EUROPEAN PARLIAMENT
EN
International Women’s Day 8 March 2019 WOMEN IN THE EUROPEAN PARLIAMENT
Unless otherwise stated:
women men
Data sources: uu European Parliament and its bodies: www.europarl.eu as of 4 January 2019, unless otherwise stated. uu Photographs: European Parliament DG ITEC, EDIT Directorate | An initiative of the Equality and Diversity Unit - DG Personnel Editorial committee chairs: Alberto Rossetti (Head of the Equality and Diversity Unit) Unit : Printing Print Petra Metzmeier-Weiss |
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Disclaimer: the opinions expressed in this publication do not necessarily reflect the official position of the European Parliament. L012453 EN
International Women’s Day – 8 March 2019 2 POLITICAL POSTS
TABLE OF CONTENTS A word from the President 4 High Level Group on Gender Equality and Diversity, chaired by Vice-President Dimitrios Papadimoulis 6 Members 7 Representation of women in the The European Parliament has made significant strides in achieving gender equality over the course of this mandate. European Parliament and in national To this end, we recently carefully reviewed procedures for reporting psychological and sexual harassment, introducing a parliaments, by Member State rigorous code of conduct that all MEPs must sign and abide by. Our institution draws strength from the fact that more women 8 The Bureau are elected to serve in it than in the vast majority of national assemblies across the EU and we are fully committed to ensuring Political Groups basic dignity in the workplace, free from any form of harassment 9 or discrimination. I am proud that the Simone Veil Award for Equality and Diversity 10 Committees has been renamed in honour of the first woman elected to the presidency of the European Parliament. A special ceremony 11 Interview with the Chair of recognised an initiative that increases the prominence of women in public discourse, helping to deliver visible diversity the Committee on Women’s within our institution. Rights and Gender Equality International Women’s Day is unquestionably an important celebration of the pursuit of equality, even if there is always room for further progress. We must therefore continue to 12 Delegations show commitment to ensure that women have access to the same rights and opportunities in all areas of life across the European Union. At the upcoming European elections, I sincerely hope that our efforts will pave the way towards a further increase in the number of women elected to parliament. The European Parliament must lead the way in delivering concrete results that deliver full recognition of women’s rights. The messages and signals that this house send out enjoy global resonance. It is therefore imperative that we continue to emphasise the importance of gender equality as a core value and reflection of the kind of society that we want to live in.
Antonio Tajani
Equality and Diversity Unit – Directorate-General for Personnel 3 WOMEN IN THE EUROPEAN PARLIAMENT
HIGH LEVEL GROUP ON GENDER EQUALITY AND DIVERSITY
DIMITRIOS PAPADIMOULIS Chair (GUE/NGL – EL)
The High-Level Group on Gender Equality and Diversity (HLG) was established by the Bureau in 2004. It was created primarily to encourage and implement gender mainstreaming within Parliament’s activities, structures and bodies, and to promote the values of equality and non-discrimination in Parliament’s administration.
As Vice-President responsible for gender equality and diversity, I chair the HLG and have overseen its mandate of promoting equality, non-discrimination, and diversity in the Secretariat for the legislative term 2014-2019. Such a mandate is important in order to ensure that the Secretariat reflects as closely as possible the European society our House represents.
The HLG is a horizontal body that closely cooperates with other parliamentary bodies, in particular the Committee on Women’s Rights and Gender Equality (FEMM Committee) and the Conference of Committee and Conference of Delegation Chairs. Its priorities with respect to gender for 2014-2019 have revolved around promoting full equality between men and women in all aspects of working life, fostering a safe, inclusive, and discrimination-free working environment, and ensuring that appropriate administrative structures are in place for mainstreaming gender into Parliament’s activities.
Currently, the HLG’s members comprise:
Evelyne GEBHARDT Lívia JÁRÓKA Heidi HAUTALA Catherine BEARDER (S&D – DE) (EPP – HU) (Greens/EFA – FI) (ALDE – UK)
Furthermore, the permanently invited members are:
Cecilia WIKSTRÖM Rebecca HARMS Vilija BLINKEVIČIŪTĖ Angelika MLINAR (ALDE – SV) (Greens/EFA – DE) (S&D – LT) (ALDE – AT) As we approach the end of the eighth legislative term, we need to reflect on what we have achieved since 2014 and identify areas where there is still progress to be made. Our actions have largely followed structures outlined in two Bureau documents that we have drawn up and implemented. Firstly, the Action Plan for the promotion of gender equality and diversity in the European Parliament’s Secretariat 2014-2019, adopted by the Bureau in 2015, has a specific line of action dedicated to gender that I am pleased to say we have successfully implemented. Measures focussing on gender balance, equal distribution of work responsibilities, and gender-neutral language have all produced pleasing results and are contributing to making Parliament a
International Women’s Day – 8 March 2019 4 POLITICAL POSTS
better workplace for all. In particular, I would like to highlight the positive actions for women that have been set up in recruitment, which respond to an important point of the Action Plan and create a more egalitarian organisational culture.
As the statistics in this brochure show, the domain of women in management has seen some success in recent years. Achieving better representation for women has been facilitated by the 2017 Papadimoulis report on ‘Gender Equality in the European Parliament Secretariat - state of play and the way forward 2017-2019’1 and the step-by-step actions in its accompanying roadmap. This roadmap, a development of the Action Plan and drawn up to implement the report’s recommendations, also tackles the question of gathering statistics and its importance in achieving gender balance. By ensuring that statistical data on gender equality is gathered and published twice yearly, the roadmap’s concrete framework has allowed us to monitor progress and better understand the bigger picture in achieving equality as we move closer to our targets for gender balance. I am confident that our work over the course of 2014-2019 gives us a strong grounding to move forward now and build on the measures already implemented in order to ensure full equality.
I believe that significant progress has been made regarding the visibility of women. It was a particular highlight to have been able to personally award Ms María Andrés Marín, Head of the EP Liaison Office in Madrid (DG COMM), the inaugural Simone Veil Award for Equality and Diversity for her initiative to increase the visibility of women in debates and committees, which helps to better reflect the make-up of Europe.
One of the HLG’s priorities for 2018, which will continue to have great importance in years to come, has been the assurance of a safe and inclusive working environment for all staff. Eradicating all kinds of harassment within the European Parliament is essential to this aim; it is with this in mind that we have reviewed the current procedure for reporting harassment. In particular, the Rules of Procedure will see a ‘Code of Appropriate Conduct in the Workplace for Members of the European Parliament’ added, and any member who does not sign a declaration of compliance will not be able to assume position as an office- holder for Parliament. In addition, the 2017-2019 roadmap on ‘Preventive and early support measures to deal with conflict and harassment between Members and APAs, Trainees or other staff’ recommends training for MEPs and staff, and establishes a task force of independent, external experts to examine the situation of sexual harassment in the European Parliament and the functioning of its two harassment committees. Furthermore, on the 28th November 2018, the HLG held a hearing with experts alongside the Advisory Committee on Harassment on combatting harassment in the workplace and its psychological impact.
In addition, the HLG has striven to promote gender equality in all aspects of the European Parliament, including the implementation of gender-neutral language in its publications and providing language-specific guidance on gender-neutral language in each of the Community’s languages.
Looking to 2019, our next tasks are to follow up on the proportion of women in all management positions within the Secretariat. As set out in the Papadimoulis report, we aim towards women occupying 40% of Head of Unit, 35% of Director and 30% of Director General positions, with a minimum requirement of 30% of women in these roles2. In addition to targeted actions, I am also proud to outline the HLG’s commitment to identifying cross cutting measures, which aim to eliminate discrimination based upon disabilities, sexual orientation, gender identity and race. All of these characteristics significantly intersect with equality of women and promote a safe, inclusive workplace that benefits the general wellbeing of all staff within the European Parliament’s Secretariat.
Significant progress has been made to ensure that the European Parliament’s Secretariat is an egalitarian and safe workplace that is free from discrimination, but we are aware of the work that is yet to be done. International Women’s Day reminds us that gender equality is not a finished project, that we must not become complacent, and that our women colleagues deserve our continued efforts. I am proud to celebrate this day and look forward to the progress that lies ahead. 11.1% 88.9%
1 8
1 ‘Gender Equality in the European Parliament Secretariat - state of play and the way forward’, report to the Bureau by Dimitrios Papadimoulis, Vice-President with responsibility for gender equality (PE 595.277:BUR). 2 See page 7 of the Administrative Posts section to see the current gender composition of Heads of Unit and Directors within each DG.
Equality and Diversity Unit – Directorate-General for Personnel 5 WOMEN IN THE EUROPEAN PARLIAMENT
MEMBERS At 36.4%, the percentage of women MEPs has risen slightly since the 2014 elections, when it was 35.8%. 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-wide legislation and policies or within its own internal structures and bodies, including its Secretariat. There have also been changes regarding the number of women in decision-making posts in the eighth parliamentary term, compared with the seventh. The number of female Vice-Presidents has risen from three in the previous parliamentary term to the present five, out of a total of 14. Eight women chaired a committee or subcommittee during the seventh term; there are now 11 out of 23.
Women Members of the European Parliament 1952-2019
50%50%
40%40% 35.8% 36.4% 31.1% 30.3% 30%30% 30.2% 25.9%
20% 19.3%
20% 17.7 % 16.6%
10%10% 4.9% 3.5% 3.5% 1.3% 0%0% 1952 19581958 1964 1975 1979 1984 19891989 19941994 1999 2004 2009 20142014 2019
MEPs
1979 2010 2019
83.4% 65.1% 63.6%
16.6% 34.9% 36.4%
342 68 479 257 478 273
International Women’s Day – 8 March 2019 6 POLITICAL POSTS
REPRESENTATION OF WOMEN IN THE EUROPEAN PARLIAMENT AND IN NATIONAL PARLIAMENTS, BY MEMBER STATE1
80%
75%
70% % women in the European Parliament
65% % women in national parliaments
60%
55%
50%
45%
40%
35%
30%
25%
20%
15%
10%
5% Italy Malta Spain Latvia France Ireland Cyprus Austria Poland Greece Croatia Estonia Finland Bulgaria Slovakia Sweden Belgium Slovenia Portugal Hungary Romania Germany Denmark Lithuania Netherlands Luxembourg Czech Republic Czech United KingdomUnited
Women make up more than half of the global population. Their participation and their contribution to the political process are both significant and necessary, not to mention a fundamental right.
Finland, Ireland and Croatia have more female MEPs than male MEPs, and Malta has equal numbers of female and male MEPs. The percentage of women in the European Parliament is now higher than that in most Member States’ national parliaments, with the exceptions of Sweden, Belgium, Denmark, Portugal, Poland, Lithuania, Bulgaria, Estonia and Cyprus.
With the proportion of women MEPs at 36.4%, the European Parliament has a level of female representation 8.3 points above the average for European Union member states’ national parliaments (28.1%) and 12.4 points above the world average for national parliaments (24.0%2).
1 National parliament data based on the number of women elected to the Lower House as of 01/11/2018. Source: www.ipu.org on 09/01/2019 2 Data based on the number of women elected to the Lower House as of 01/11/18. Source: http://archive.ipu.org/wmn-e/world.htm on 09/01/2019
Equality and Diversity Unit – Directorate-General for Personnel 7 WOMEN IN THE EUROPEAN PARLIAMENT
THE BUREAU The Bureau is made up of the President of Parliament, the 14 Vice-Presidents and the five Quaestors, who have observer status. It is elected by Parliament to serve for two-and-a-half years and may be re-elected. The Bureau guides Parliament’s internal operations, including budget estimates, and all administrative, organisational and personnel matters.
5 women Vice-Presidents
64.3% 9 5 35.7%
Mairead McGUINNESS Sylvie GUILLAUME Evelyne GEBHARDT Lívia JÁRÓKA Heidi HAUTALA (EPP - IE) (S&D - FR) (S&D - DE) (EPP - HU) (Greens/EFA- FI)
2 women Quaestors
60.0% 3 2 40.0%
Elisabeth MORIN-CHARTIER Catherine BEARDER (EPP - FR) (ALDE - UK)
International Women’s Day – 8 March 2019 8 POLITICAL POSTS
POLITICAL GROUPS In the European Parliament, Members form groups on the basis of political affiliation rather than nationality. There are currently eight political groups in Parliament, and these are led by a chair (or two co-chairs). The Confederal Group of the European United Left – Nordic Green Left is chaired by Ms Gabriele Zimmer; the Group of the Greens/European Free Alliance is co-chaired by Ms Ska Keller. Members who do not belong to a political group have a secretariat and are classed as ‘Non-attached’.
Political group chairs and co-chairs
83.3% 10 2 16.7%
Ska KELLER Gabriele ZIMMER (Greens/EFA – DE) (GUE/NGL – DE)
Gender breakdown in the political groups
100% 71.1% 56.1% 75.7% 54.4% 48.1% 59.6% 60.5% 70.6% 82.6% 90%
80%
70%
60%
50%
40%
30%
20%
10% 28.9% 43.9% 24.3% 45.6% 51.9% 40.4% 39.5% 29.4% 17.4% 0% EPP S&D ECR ALDE GUE/NGL Greens/EFA EFDD ENF NI
2
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
ECR European Conservatives and Reformists
ALDE Group of the Alliance of Liberals and Democrats for Europe
GUE/NGL Confederal Group of the European United Left – Nordic Green Left
Greens/EFA Group of the Greens/European Free Alliance
2 EFDD Europe of Freedom and Direct Democracy Group
ENF Europe of Nations and Freedom Group
NI Non-attached Members
Equality and Diversity Unit – Directorate-General for Personnel 9 WOMEN IN THE EUROPEAN PARLIAMENT
COMMITTEES There are 20 standing committees, two subcommittees and one special committee operating in January 2019. By drawing up reports on legislative proposals and adopting own-initiative reports, the committees prepare the business of Parliament’s plenary 52.2% sittings. The committee chairs coordinate committee proceedings in the Conference of Committee Chairs. Eleven of the 23 committees are currently chaired by a woman. 47.8% Furthermore, the Conference of Committee Chairs (CCC), which is the political body in the European Parliament that coordinates the work of the committees and ensures the smooth cooperation between them, is chaired by a Member of the Group of the Alliance of Liberals and Democrats for Europe: Ms Cecilia Wikström. 12 11
Conference of Committee Chairs – 11 women committee chairs
Cecilia WIKSTRÖM Linda McAVAN Ingeborg GRÄSSLE Adina-Ioana VĂLEAN Anneleen VAN BOSSUYT (ALDE – SV) (S&D – UK) (EPP – DE) (EPP – RO) (ECR – BE) Petitions (PETI) Development (DEVE) Budgetary Control (CONT) Environment, Public Health and Internal Market and Consumer CCC Food Safety (ENVI) Protection (IMCO)
Karima DELLI Iskra MIHAYLOVA Petra KAMMEREVERT Danuta Maria HÜBNER Vilija BLINKEVIČIŪTĖ Anna Elżbieta FOTYGA (Greens/EFA - FR) (ALDE – BG) (S&D – DE) (EPP – PL) (S&D – LT) (ECR – PL) Transport and Tourism (TRAN) Regional Development (REGI) Culture and Education (CULT) Constitutional Affairs (AFCO) Women’s Rights and Gender Subcommittee on Security and Equality (FEMM) Defence (SEDE) Women in parliamentary committees
100% 90% 80%
70% * Committee chaired by a woman 60% 50% 40% 30% 20% 10% 81.1% 55.6% 50.0% 47.3% 44.9% 44.9% 44.4% 44.0% 43.9% 42.9% 41.9% 40.0% 34.9% 30.3% 30.0% 28.3% 26.8% 26.7% 26.7% 24.0% 23.3% 19.2% 16.7% 0% LIBE ITRE JURI INTA AGRI AFET TAX3 DROI PETI* PECH EMPL REGI* ENVI* ECON BUDG CULT* SEDE* DEVE* TRAN* IMCO* AFCO* CONT* FEMM*
International Women’s Day – 8 March 2019 10 POLITICAL POSTS
COMMITTEE ON WOMEN’S RIGHTS AND GENDER EQUALITY
INTERVIEW WITH VILIJA BLINKEVIČIŪTĖ Chair (S&D - LT)
Could you please tell us about the work of the FEMM Committee?
The Committee on Women’s Rights and Gender Equality (FEMM) is responsible for defining, promoting and protecting women’s rights in the EU. The Committee also promotes women’s rights in third countries and is responsible for equal opportunities policy. FEMM’s remit includes the removal of all forms of discrimination based on sex, 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 women.
In order to achieve its objectives, the FEMM Committee uses policy tools, such as the adoption of legislative and non-legislative reports or opinions. Additionally, FEMM uses communication tools and organises events, including hearings or workshops, such as the celebration of the International Women’s Day.
What are the main achievements of the FEMM Committee during this parliamentary term?
Firstly, FEMM Committee adopted a number of important documents regarding different aspects of women’s rights, women’s empowerment or gender equality. The Committee looked into issues of gender equality in employment and occupation, media and digital sectors or EU trade agreements. FEMM also took an in-depth look into barriers to women’s careers in science and academia, hurdles to European female entrepreneurship, the situation of women refugees and asylum seekers in the EU, women domestic workers and carers in the EU, work-life balance, pension gap, human trafficking and health issues.
In line with the Istanbul Convention, our priority this year was preventing and combating violence against women and domestic violence. The Committee welcomes the signing of the EU accession to the Convention and sees it as its strategic aim to campaign for the adoption and ratification of the Convention by all Member States and the EU.
FEMM Committee has organized more than 40 hearings, 7 workshops and 3 other public meetings on range of topics such as violence against women, female poverty, gender-specific measures in anti-trafficking actions, women’s role in preventing radicalization in the world, gender budgeting, EU strategy against women’s cancers, the situation and rights of women with disabilities, child marriages and women on boards.
On International Women’s Day, the Committee organises an annual Inter-parliamentary committee meeting with the participation of Members of National parliaments on topical issues. This year’s theme is “Women’s Power in Politics”.
What does the FEMM Committee want to achieve in the future?
There have been significant advances in the empowerment of women; however the fight for gender equality remains. The FEMM Committee will continue to fight these inequalities, with specific regard to the pay gap, women’s economic independence, female poverty, women’s underrepresentation in politics, sexual and reproductive health rights, trafficking and violence against women and girls. Our Committee’s goal is to bring gender mainstreaming into all EU policies. The FEMM committee must be vigilant to the developing backlash against women’s rights and remain vocal in order to strengthen gender equality. http://www.europarl.europa.eu/committees/en/femm/home.html
Equality and Diversity Unit – Directorate-General for Personnel 11 WOMEN IN THE EUROPEAN PARLIAMENT
DELEGATIONS Delegations maintain and develop Parliament’s international contacts. Their activities are intended to maintain and enhance contacts with parliaments of the 72.7% EU’s traditional partners and, as regards non-EU countries, to help to promote the values on which the EU is founded. There are currently 39 delegations and five multilateral assemblies. In January 2019, ten out of the 39 delegation chairs are women, and two out of the five multilateral assemblies have women 27.3% presidents. Furthermore, the Conference of Delegation Chairs (CDC), which is the political body in the European Parliament that coordinates the work of the House's 44 standing delegations, is chaired by a Member of the Group of the 32 12 Progressive Alliance of Socialists and Democrats: Ms Inés Ayala Sender.
Conference of Delegation Chairs – 12 delegations chaired by a woman
Inés AYALA SENDER Monica MACOVEI Constanze KREHL Teresa JIMÉNEZ- Michèle ALLIOT-MARIE Sofia SAKORAFA (S&D – ES) Maghreb and Arab (ECR – RO) (S&D – DE) BECERRIL BARRIO (EPP – FR) (GUE/NGL – EL) Maghreb Union (DMAG); CDC Albania (D-AL) Chile (D-CL) (EPP – ES) Mexico (D-MX) Arab Peninsula (DARP) Central America (DCAM)
Iveta GRIGULE-PĒTERSE Rebecca HARMS Marisa MATIAS Ulrike MÜLLER Eva KAILI Jean LAMBERT (ALDE – LV) Kazakhstan, Kyrgyzstan, (Greens/EFA – DE) (GUE/NGL – PT) (ALDE - DE) (S&D – EL) (Greens/EFA – UK) Uzbekistan, Tajikistan, Turkmenistan Euronest (DEPA) Mashreq (DMAS) Australia and New Zealand NATO Parliamentary South Asia (DSAS) and Mongolia (DCAS) (DANZ) Assembly (DNAT)
Women in parliamentary delegations 7070%
60% 60 * Delegation chaired by a woman 5050% 4040% 3030% 2020% 1010% 6.7% 0.0% 00% 60.0% 57.1% 53.8% 50.0% 50.0% 50.0% 50.0% 47.8% 47.1% 46.7% 46.7% 46.2% 45.8% 44.9% 44.0% 42.1% 41.7% 40.0% 38.9% 37.9% 37.8% 37.8% 35.7% 33.3% 33.3% 33.3% 33.3% 32.2% 31.6% 30.0% 29.0% 28.6% 28.0% 27.8% 26.7% 25.0% 22.2% 21.4% 18.8% 16.7% 16.7% 12.5% D-IL D-IR D-JP D-IN D-IQ D-TR D-RS D-BY D-BR D-AF DSEE D-US DLAT D-ZA DPAL D-RU D-CA D-UA DPAP DASE DEEA D-CN D-ME D-MK DSCA DACP DCAR DKOR D-AL* D-CL* D-MD DMER DEPA* DAND DMED DSAS* DARP* DNAT* DCAS* D-MX* DANZ* DMAS* DCAM* DMAG*
International Women’s Day – 8 March 2019 12 Administrative posts
WOMEN IN THE EUROPEAN PARLIAMENT
EN
International Women’s Day 8 March 2019 WOMEN IN THE EUROPEAN PARLIAMENT
Unless otherwise stated:
women men
Data sources: uu European Parliament Secretariat: Streamline as from 4 January 2019, unless otherwise stated. uu Photographs: European Parliament
An initiative of the Equality and Diversity Unit - DG Personnel Editorial committee chairs: Alberto Rossetti (Head of the Equality and Diversity Unit) Petra Metzmeier-Weiss
European Parliament, KAD building 2, rue Alcide De Gasperi, L-1615 Luxembourg Tel: +352 4300 24397 email: [email protected] Intranet: https://epintranet.in.ep.europa.eu/home/browse-as/human-resources/equality-diversity/gender-equality.html
Disclaimer: the opinions expressed in this publication do not necessarily reflect the official position of the European Parliament.
International Women’s Day – 8 March 2019 2 ADMINISTRATIVE POSTS
TABLE OF CONTENTS A word from the Secretary-General 4 Interviews with Kristian Knudsen (Director-General for Personnel), It is a pleasure to contribute to this Erika Landi (Director for HR Support brochure on International Women’s Day to highlight some of and Social Services, DG PERS) the progress we have made on gender equality during the eighth parliamentary term. At the start of this parliamentary term, we identified the need to 5 Interviews with Leena Maria enhance the visibility of women. With this in mind, the Action plan Linnus (Director-General of DG for the promotion of gender equality and diversity in the European Parliament’s Secretariat (2014-2019)1 set out several objectives to INLO) and Agnieszka Walter-Drop promote equality and a more inclusive working environment. Vice-President Papadimoulis’ report of January 2017 on gender (Director-General of DG LINC) equality in Parliament’s administration2 highlighted the need to increase the representation of women in middle and senior 6 European Parliament Secretariat management. The report’s accompanying Roadmap took a systematic approach detailing how to achieve this by 2019. - Establishment Plan In response, last year I reformed the process for the appointment of Heads of Unit, so that shortlists must now include at least one 6 Management posts held candidate from the underrepresented gender; in cases where two or more candidates are of equal merit, a candidate from the by women: statistics underrepresented gender is now preferred. Thanks to this initiative, in the course of 2018 I appointed 11 women (i.e. 55% of the total 8 EP Secretariat, political groups' appointments) to a Head of Unit post. Alongside all our other actions, this initiative has led to an increase secretariats, and accredited in the number of women in middle management positions from 29.2% in 2014 to 38% at the beginning of 2019. These results are parliamentary assistants: statistics an incentive to try even harder and attain our objectives in full. With this in mind, I would like to acknowledge the Simone Veil 10 Work-life balance: statistics Equality and Diversity Award. This award, bestowed twice per legislature, highlights the outstanding work of staff members in Gender equality structures the field of equality and diversity. The theme for the 2018 award 12 was inclusion and it was encouraging to see a scheme rewarded for the increased visibility of women. This scheme called for the avoidance of all-male panels and encouraged women to participate in conferences, with emphasis on the inclusion of young women and women with disabilities. The European Parliament Secretariat’s commitment to full equality remains strong, and is a tangible feature at the forefront of our work. I look forward to seeing how our workplace will grow, as we enhance the participation of our female colleagues in everyday Parliamentary life.
Klaus Welle
1 ‘Action plan for the promotion of gender equality and diversity in the European Parliament’s Secretariat for the period 2014-2019’ (PE 553.210/BUR) 2 ‘Gender Equality in the European Parliament Secretariat - state of play and the way forward’, report to the Bureau by Dimitrios Papadimoulis, Vice-President with responsibility for gender equality (PE 595.277/BUR)
Equality and Diversity Unit – Directorate-General for Personnel 3 WOMEN IN THE EUROPEAN PARLIAMENT
INTERVIEW WITH KRISTIAN KNUDSEN Director-General for Personnel
How does DG PERS approach gender equality in the Secretariat?
Equality and diversity are core values of the European Union. Offering equal opportunities to all staff members is the basis of all HR policy in the European Parliament. We take our mandate to promote, strengthen and support the inclusion and development of each and every staff member within the Secretariat very seriously.
The eighth parliamentary term has seen us make further progress in improving equality and diversity at all levels of our workplace. We have almost reached the target of 40% female heads of unit in the Secretariat. In the framework of the Bureau’s Action Plan 2014-2019 and Vice-President Papadimoulis’ 2017 report on gender equality, we have successfully developed and implemented a range of actions to increase equality in our workplace.
As we head into the 2019 elections and towards the ninth term, we will further build on the progress made. There is still much to do, in particular in relation to the representation of women in management. It is key to build up a pool of female and male candidates for management posts at all levels, inter alia through our training programmes. We have to further promote a work culture where staff members, independently of their gender, feel comfortable to use the wide range of flexible work measures we have. Our workforce is all the stronger when all staff are able to participate fully. I am looking forward to continuing DG PERS’ efforts to provide coordination and policy direction in relation to gender equality in the Secretariat.
INTERVIEW WITH ERIKA LANDI Director for HR Support and Social Services, DG PERS
What have been the specific achievements to improve gender equality in the Secretariat this parliamentary term, and what are your objectives for the future?
While representation of women in the Secretariat is one pillar of gender equality, the other one is sustaining a culture in which all can work to their best. Flexibility and inclusion are two sides of the same coin; a workplace that supports its colleagues with flexible work policies also strengthens its own organisational performance.
Following the action plan and its detailed implementation measures, more women are applying, shortlisted and ultimately appointed, to Head of Unit positions. This is a very valuable achievement for our Institution!
Meanwhile, the occasional teleworking scheme launched in 2017 shows a better gender balance in terms of take up than part time work. I expect this trend to continue as teleworking may even better respond to colleagues’ needs for flexibility. We will continue to develop these policies and ensure that they are used by all genders. We will also focus on awareness raising for all staff and managers about flexible working policies in order to help the culture develop when it comes to acceptance of such policies and to ultimately foster full inclusion.
I strive to ensure that these measures become an accepted part of our working culture, which will in turn eliminate any bias due to reduced presence when it comes to career possibilities, merit points, and assignments.
Finally, Directorate C is responsible for the follow-up and implementation of the ‘Gender Equality in the European Parliament Secretariat Roadmap 2017 to 2019’ that counts women in management, work-life balance and working time facilities among its core objectives.
International Women’s Day – 8 March 2019 4 ADMINISTRATIVE POSTS
INTERVIEWS WITH LEENA MARIA LINNUS and AGNIESZKA WALTER-DROP As a woman leader of the Institution, how do you promote gender equality and an inclusive working environment in your DG?
What is your take on leading change towards these goals in the wider context of the EP?
LEENA MARIA LINNUS Director-General for Infrastructure and Logistics
Often in equality seminars and panels, I get questions if DG INLO is the least gender equal in Parliament. After all, our main field of activities is traditionally very masculine. The answer is simple: until very recently, DG INLO was one of the worst. In 2011, only 8% of AD officials and 7% of middle management in the DG were female. This has now changed to 28% and 30% respectively, a very conscious change. The equality policy promoted by our Bureau, the Secretary-General and DG INLO’s senior management has shown tangible results.
But the process starts much earlier. Every manager is thus responsible for promoting gender equality and inclusivity by providing equal division of work and access to opportunities for all. It is not, however, merely a management responsibility; we all have a duty to maintain a respectful and inclusive working environment. Use of language, remarks towards the other gender, including/ excluding colleagues in professional circles - this kind of social power belongs to us all.
Promoting gender equality bears similarities in professional and private life. 50 years ago, family organisation was very different across Europe. Now, with certain cultural differences and varied speed, all European countries depend on the intellectual and professional potential of both women and men. Women are leaning in professionally and men are much more active in the daily running of family life than before. We in management should treat colleagues’ private lives equally too.
AGNIESZKA WALTER-DROP Director-General for Logistics and Interpretation for Conferences
DG LINC cares about having a balanced and fair working environment for all staff members and is already at the forefront of supporting gender equality in the EP administration, with a higher proportion of women managers than the EP average, but also performing more strongly in indicators such as the proportion of women in the AD function group. This allows our people and the institution to thrive.
We put together gender-diverse teams, have created our own mediation service, and support burden sharing between women and men while granting flexible working arrangements. I also believe managers should lead by example using these arrangements, which will encourage more women to take up managerial responsibilities, so as to ensure balanced career progression policy in the EP.
Fostering an inclusive working environment isn’t a matter of numbers or mechanisms, however. It’s about attitudes and individual choices. A successful manager supports staff to capitalise on their skills and experience, and to achieve their professional ambitions.
Since 2018 we have been building our new identity as DG LINC and implementing our new mission together, making sure that the ideas of our staff and grass-root projects do not go unnoticed. We are making the most of this transition to draw on our staff talents, skills and potential.
I am proud to say, then, that we aim to bring about change and inspire others through careful attention to the needs of individuals, regardless of gender. Good, inspirational leadership is participatory and gender-balanced, something which both men and women should champion.
Equality and Diversity Unit – Directorate-General for Personnel 5 WOMEN IN THE EUROPEAN PARLIAMENT
EUROPEAN PARLIAMENT SECRETARIAT ESTABLISHMENT PLAN (as of 16 January 2019)
Directors-General and Directors
Legal Service Directorate for relations with political groups Jurisconsult Secretary-General
DG PRES DG IPOL DG EXPO * DG EPRS Parliamentary Presidency Internal Policies External Policies Research Services
* * * DG COMM DG PERS DG INLO DG TRAD Communication Personnel Infrastructure and Logistics Translation
* DG LINC DG FINS DG ITEC DG SAFE Logistics and Interpretation Innovation and Security and for Conferences Finance Technological Support Protection
* * * Acting Key women men
MANAGEMENT POSTS HELD BY WOMEN : STATISTICS* Deputy Secretary-General and Directors-General **
9 81.8% 18.2% 2
Directors Heads of Unit
31 66.0% 34.0% 16 168 62.0% 38.0% 103
18.2% Directors-General 30.0%
Situation as of 4 January 2019 34.0% Directors 35.0% Overall targets for 2019 *** 30.0% Minimum targets by DG for 2019 *** 38.0% Heads of Unit 40.0% 30.0%
* Acting not included ** DG posts of DG EXPO and DG ITEC are vacant. *** As set by the Bureau in 2017 (Papadimoulis Report)
International Women’s Day – 8 March 2019 6 ADMINISTRATIVE POSTS
Directors by gender and DG
Secretary-General 100.0% DG PRES 25.0% 75.0% DG IPOL 40.0% 60.0% DG EXPO 100.0% DG EPRS 100.0% DG COMM 80.0% 20.0% DG PERS 50.0% 50.0% DG INLO 75.0% 25.0% DG TRAD 33.3% 66.7% DG LINC 50.0% 50.0% DG FINS 100.0% DG ITEC 100.0% DG SAFE 100.0% Legal Service 33.3% 66.7% Total 66.0% 34.0%
Heads of Unit by gender and DG
Secretary-General 83.3% 16.7% DG PRES 47.4% 52.6% DG IPOL 71.4% 28.6% DG EXPO 61.1% 38.9% DG EPRS 37.5% 62.5% DG COMM 57.8% 42.2% DG PERS 62.5% 37.5% DG INLO 70.6% 29.4% DG TRAD 57.1% 42.9% DG LINC 57.7% 42.3% DG FINS 66.7% 33.3% DG ITEC 84.6% 15.4% DG SAFE 83.3% 16.7% Legal Service 60.0% 40.0% Total 62.0% 38.0%
Selection of Heads of Unit - 2018
Applicants 53.5% 46.5%
Applicants interviewed 52.1% 47.9%
Shortlisted applicants 45.0% 55.0%
Appointed 45.0% 55.0%
Equality and Diversity Unit – Directorate-General for Personnel 7 WOMEN IN THE EUROPEAN PARLIAMENT
EP SECRETARIAT, POLITICAL GROUPS’ SECRETARIATS, AND ACCREDITED PARLIAMENTARY ASSISTANTS: STATISTICS
EP Secretariat staff
Total 2094 40.7% 59.3% 3057
AD 1192 47.4% 52.6% 1322
AST 869 35.1% 64.9% 1610
AST/SC 33 20.9% 79.1% 125
AD staff AST staff
AD16 4 100.0% 0 AST11 33 58.9% 41.1% 23 AD15 19 63.3% 36.7% 11 AST10 39 60.0% 40.0% 26 AD14 89 71.2% 28.8% 36 AST9 146 36.5% 63.5% 254 AD13 125 55.3% 44.7% 101 AST8 109 36.1% 63.9% 193 AD12 162 52.9% 47.1% 144 AST7 92 33.6% 66.4% 182 AD11 90 59.2% 40.8% 62 AST6 101 35.2% 64.8% 186 AD10 115 47.7% 52.3% 126 AST5 130 28.3% 71.7% 329 AD9 203 39.1% 60.9% 316 AST4 86 30.0% 70.0% 201 AD8 119 40.1% 59.9% 178 AD7 121 43.1% 56.9% 160 AST3 86 41.1% 58.9% 123 AD6 64 47.1% 52.9% 72 AST2 5 27.8% 72.2% 13 AD5 81 41.1% 58.9% 116 AST1 42 34.4% 65.6% 80
AST/SC staff
AST/SC2 12 21.8% 78.2% 43 AST/SC1 21 20.4% 79.6% 82
Average age by gender Total Total Total Total
49 47 48 48 46 47 50 49 50 40 41 41 Total AD AST AST/SC
International Women’s Day – 8 March 2019 8 ADMINISTRATIVE POSTS
Promotions by gender and Percentage of staff promoted amongst those function group (2018) eligible, by gender and function group (2018)
55.8% 58.0% 68.1% 68.6% 88.9% 80.0% AD Total AST Total AST/SC Total AD Promoted AST Promoted AST/SC Promoted
44.2% 42.0% 31.9% 31.4% 11.1% 20.0% 49.7% 54.5% 42.7% 43.7% 66.7% 33.3% AD AST AST/SC AD AST AST/SC
Example: In 2018, 80.0% of AST/SCs promoted were women (the total m+f Example: In 2018, 54.5% of women ADs eligible for promotion always being equal to 100), with women accounting for 88.9% of AST/SC were promoted. staff eligible for promotion in 2018. Contract staff by gender Secretaries-General and function group of political groups
41.1% 63.4% 63.0% 84.7% 23.2% 643 161 148 116 218 62.5%
923 93 87 21 722 37.5%
58.9% 36.6% 37.0% 15.3% 76.8% o Total FG IV FG III FG II FG I 5 3
Political group staff Contract staff in the (officials and temporary staff) political groups
58.7% 47.3% 67.2% 58.2% 52.5% 52.0% 86.2% 30.0% 476 164 312 170 52 65 50 3 335 183 152 122 47 60 8 7 41.3% 52.7% 32.8% 41.8% 47.5% 48.0% 13.8% 70.0% o o Total AD AST Total FG IV FG III FG II FG I
Accredited parliamentary assistants
48.3% 51.7%
959 1027
Equality and Diversity Unit – Directorate-General for Personnel 9 WOMEN IN THE EUROPEAN PARLIAMENT
WORK-LIFE BALANCE: STATISTICS (January-December 2018)
Staff working part-time* (as a proportion of all staff, broken down by function group) 54.2%
64.2% 49.2%
28.1% 23.1% 17.3% 43.4% 18.7% 21.2% 31.7% 32 46 285 782 166 808 7 40 490 1676 AD management ** AD AST AST/SC Total
Staff working part-time, by working time option***
Working time Working time
95% 95%
6.0% 90% 90% 14.6% 3.5% 80% 80% 62.0% 12.2% 43.3%
75% 75% 7.8% 17.3%
60% 60% 13.7% 17.8% 50% 50% 1.0% 0.8%
Staff working part-time, by age group****
Total number: 404 Total number: 1201
37.1% 55 and over 32.7% 55 and over
45-54 41.3% 45-54 35.1%
24.8% 36-44 36-44 22.4%
3% 35 and under 3.6% 35 and under
* 'Staff’ means officials and temporary staff (political groups not included). ** Directors-General, Directors, Heads of Unit *** Members of staff who changed their working time arrangements in the course of 2018 are counted in each category of working time for which they opted. **** Members of staff whose age group changed while they were working part-time are counted in both groups.
International Women’s Day – 8 March 2019 10 ADMINISTRATIVE POSTS
Staff on full-time parental leave Staff on half-time parental leave
AD 66 27.4% 72.6% 175 AD 103 37.3% 62.7% 173 AST 38 22.5% 77.5% 131 AST 62 31.8% 68.2% 133 AST/SC 0 100.0% 14 AST/SC 4 22.2% 77.8% 14 (broken down by function group) (broken down by function group)
Staff on full-time family leave Staff on half-time family leave
AD 6 42.9% 57.1% 8 AD 8 50.0% 50.0% 8 AST 2 10.0% 90.0% 18 AST 1 3.3% 96.7% 29 AST/SC 0 100.0% 1 AST/SC 0 100.0% 2 (broken down by function group) (broken down by function group)
Staff on leave on personal grounds
AD 10 41.7% 58.3% 14 AST 6 37.5% 62.5% 10 AST/SC 1 16.7% 83.3% 5 (broken down by function group)
Staff on occasional teleworking (as a proportion of all staff broken down by function group)
34.0%
37.7% 31.4% 25.8% 55.7% 29.4% 30.3% 21.3% 12.1% 15.1% 56 59 298 459 190 516 4 19 548 1053 AD management AD AST AST/SC TOTAL
Duration of approved occasional teleworking requests (broken down by function group)
0.5 day 2 days
4134 1 day 2.5 days 3610 1.5 days 3 days 1723 1557 273 572 496 310 186 213 189 23 37 2 8 59 28 157 12 125 3 8 1 1 AD n e management AD AST AST/SC
Equality and Diversity Unit – Directorate-General for Personnel 11 WOMEN IN THE EUROPEAN PARLIAMENT
GENDER EQUALITY STRUCTURES There are a number of bodies and structures within Parliament’s administration 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 ROSSETTI, Head of Unit The EDU is part of Directorate C in DG PERS. Its roles include:
uu Implementing equality and diversity policy formulated by Parliament’s Bureau;
uu Devising projects to promote the participation and inclusion of people with disabilities;
uu Drawing up reports, analysing data from a gender perspective, and preventing discrimination in accordance with Article 1d of the Staff Regulations;
uu Encouraging a safe and inclusive working environment, devising projects that promote a good work-life balance, and implementing policies designed to ensure dignity at work, aiming to eliminate workplace harassment;
uu Organising awareness-raising events and training, and giving assistance on equality and diversity issues.
The EDU provides support to the chair of the High Level Group (HLG) on gender equality and diversity. It also advises and assists the Appointing Authority (AIPN), the Committee on Equal Opportunities and Diversity (COPEC) and other internal bodies within Parliament’s Secretariat.
Equality and Diversity Coordinators The Equality and Diversity Coordination Group (made up of the coordinators and the EDU) may draw up documents, notes and proposals for the Secretary-General and Directors-General on issues and matters of interest falling within its remit. The EDU coordinates the group and acts as its secretariat.
The heads of the resources unit/service of each DG are members ex officio of the Group. Furthermore, the Group liaises with the Human Resources Inter-DG Steering Group in order to pool resources.
Committee on Equal Opportunities and Diversity (COPEC) Chiara MALASOMMA, Chair
COPEC’s eight members and Chair are proposed by the Director-General for Personnel and the Staff Committee, and are subsequently appointed by the Appointing Authority. In 2018, its composition respected a complete gender balance.
COPEC aim to promote a tolerant and inclusive working environment, through participation in awareness raising events and other activities. COPEC proposes actions to ensure non-discrimination, issues opinions on rules stemming from the Staff Regulations, and monitors the proper implementation of measures taken, in particular by sending observers to sit on various advisory committees.
Staff Committee Dieter WILS, Chair
Parliament has made progress regarding the proportion of working women. Our conversation should however not be limited to numbers/grade. Let us also push for a cultural change! A respectful approach to working women requires a constant and educational effort. We need to reach the stage where gender is irrelevant.
I have great faith in the younger generations, but all of us must be vigilant to ensure that there is no regression on mentalities or acquired rights. Our institution should be a leader in this field and reflect fundamental European values.
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