The Committee on Women's\nRights and Gender Equality adopted the own-initiative report by\nRodi KRATSA-TSAGAROPOULOU (EPP, EL) on\nwomen and business leadership. Members welcome the\nCommission's intention to propose European legislation in 2012\nif companies do not manage to achieve through voluntary measures\nthe targets of 30% women on company boards by 2015 and 40% by\n2020.
\nNoting the clear progress\non women's representation in Norway since the adoption in 2003 of\nlegislation requiring a minimum of 40% of both women and men on\nboards of listed companies with a workforce of more than 500 and\nmaking provision for effective sanctions for non-compliance,\nMembers call on the Member States to respect the threshold of 30%\nof women in decision-making bodies by 2015 and stress the need to\nfully respect equality of treatment and opportunities between men\nand women in the work context.
\nWelcoming the initiatives\nof Member States (France, the Netherlands and Spain) in setting\nthresholds, which companies have to achieve, for women's\nrepresentation on management bodies, Members note that\ndemonstrating political will is the only way of speeding up\nthe process of getting binding measures adopted to help ensure the\nbalanced representation women and men in corporate management\nbodies.
\nMembers insist that\nrecruitment to positions in corporate management bodies must be\nbased on the competence required in the form of skills,\nqualifications and experience and that the principles of\ntransparency, objectiveness, inclusiveness, effectiveness,\nnon-discrimination and gender equality must be observed in\ncorporate recruitment policies. They stress that public\nenterprises listed on stock exchanges should set an example in\nimplementing balanced representation of women and men on their\nboards and in management positions at all levels. They take the\nview that consideration should be given to introducing effective\nrules to prevent people from holding multiple positions on boards\nof directors, both in order to free up posts for women.
\nMembers also call on the\nMember States and the Commission to implement new policies to\nenable more women to become involved in managing\ncompanies:
\nintroducing specific\nmeasures and arrangements for the provision of high-quality and\naffordable services, for example childcare and other dependent\npersons;
\nThe issue of\nsalaries: once again, Members return\nto the issue of disparities in salaries within companies, and most\nparticularly, the differences in salaries of women in management\npositions and those received by their male counterparts. In this\ncontext, the Member States and the Commission are urged to take\nmeasures to tackle the lingering pay inequality connected with\ntraditional stereotypes.
\nThey also encourage\ncompanies to adopt and implement corporate governance codes as a\nmeans of promoting gender equality on company boards, utilising\npeer pressure to influence organisations from within and\nimplementing the 'comply or explain' rule, obliging companies to\nclarify why there is not at least one woman on the\nboard.
\nWork-life\nbalance: Members also call on the\nMember States and the Commission to set up initiatives designed to\naddress the fairer sharing of family care responsibilities not only\nwithin the family, but also between the family and society.\nMeasures should be taken to:
\nLastly, the Commission is\ncalled upon to:
\nThe European Parliament\nadopted by 534 votes to 109, with 29 abstentions, a resolution on\nwomen and business\nleadership.
\nTowards\nbinding legislation: Parliament welcomes the Commission's intention to propose European\nlegislation in 2012 if companies do not manage to achieve\nthrough voluntary measures the targets of 30% women on company\nboards by 2015 and 40% by 2020.
\nNoting the clear progress\non women's representation in Norway since the adoption in 2003 of\nlegislation requiring a minimum of 40% of both women and men on\nboards of listed companies with a workforce of more than 500 and\nmaking provision for effective sanctions for non-compliance,\nParliament calls on the Member States to respect the threshold of\n30% of women in decision-making bodies by 2015 and stress the need\nto fully respect equality of treatment and opportunities between\nmen and women in the work context.
\nWelcoming the initiatives\nof Member States (France, the Netherlands and Spain) in setting\nthresholds, which companies have to achieve, for women's\nrepresentation on management bodies, Members note that\ndemonstrating political will is the only way of speeding up\nthe process of getting binding measures adopted to help ensure the\nbalanced representation women and men in corporate management\nbodies.
\nSkill-based\nrecruitment: Parliament insists that\nrecruitment to positions in corporate management bodies must be\nbased on the competence required in the form of skills,\nqualifications and experience and that the principles of\ntransparency, objectiveness, inclusiveness, effectiveness,\nnon-discrimination and gender equality must be observed in\ncorporate recruitment policies. It stresses that public\nenterprises listed on stock exchanges should set an example in\nimplementing balanced representation of women and men on their\nboards and in management positions at all levels. Members take the\nview that consideration should be given to introducing effective\nrules to prevent people from holding multiple positions on boards\nof directors, both in order to free up posts for women.
\nParliament also calls on\nthe Member States and the Commission to implement new policies to\nenable more women to become involved in managing\ncompanies:
\nThe issue of\nsalaries: once again, Parliament\nreturns to the issue of disparities in salaries within companies,\nand most particularly, the differences in salaries of women in\nmanagement positions and those received by their male counterparts.\nIn this context, the Member States and the Commission are urged to\ntake measures to tackle the lingering pay inequality connected\nwith traditional stereotypes.
\nThey also encourage\ncompanies to adopt and implement corporate governance codes as a\nmeans of promoting gender equality on company boards, utilising\npeer pressure to influence organisations from within and\nimplementing the 'comply or explain' rule, obliging companies to\nclarify why there is not at least one woman on the\nboard.
\nWork-life\nbalance: Parliament also calls on the\nMember States and the Commission to set up initiatives designed to\naddress the fairer sharing of family care responsibilities not only\nwithin the family, but also between the family and society.\nMeasures should be taken to:
\nLastly, the Commission is\ncalled upon to:
\nThe Committee on Women's\nRights and Gender Equality adopted the own-initiative report by\nRodi KRATSA-TSAGAROPOULOU (EPP, EL) on\nwomen and business leadership. Members welcome the\nCommission's intention to propose European legislation in 2012\nif companies do not manage to achieve through voluntary measures\nthe targets of 30% women on company boards by 2015 and 40% by\n2020.
\nNoting the clear progress\non women's representation in Norway since the adoption in 2003 of\nlegislation requiring a minimum of 40% of both women and men on\nboards of listed companies with a workforce of more than 500 and\nmaking provision for effective sanctions for non-compliance,\nMembers call on the Member States to respect the threshold of 30%\nof women in decision-making bodies by 2015 and stress the need to\nfully respect equality of treatment and opportunities between men\nand women in the work context.
\nWelcoming the initiatives\nof Member States (France, the Netherlands and Spain) in setting\nthresholds, which companies have to achieve, for women's\nrepresentation on management bodies, Members note that\ndemonstrating political will is the only way of speeding up\nthe process of getting binding measures adopted to help ensure the\nbalanced representation women and men in corporate management\nbodies.
\nMembers insist that\nrecruitment to positions in corporate management bodies must be\nbased on the competence required in the form of skills,\nqualifications and experience and that the principles of\ntransparency, objectiveness, inclusiveness, effectiveness,\nnon-discrimination and gender equality must be observed in\ncorporate recruitment policies. They stress that public\nenterprises listed on stock exchanges should set an example in\nimplementing balanced representation of women and men on their\nboards and in management positions at all levels. They take the\nview that consideration should be given to introducing effective\nrules to prevent people from holding multiple positions on boards\nof directors, both in order to free up posts for women.
\nMembers also call on the\nMember States and the Commission to implement new policies to\nenable more women to become involved in managing\ncompanies:
\nintroducing specific\nmeasures and arrangements for the provision of high-quality and\naffordable services, for example childcare and other dependent\npersons;
\nThe issue of\nsalaries: once again, Members return\nto the issue of disparities in salaries within companies, and most\nparticularly, the differences in salaries of women in management\npositions and those received by their male counterparts. In this\ncontext, the Member States and the Commission are urged to take\nmeasures to tackle the lingering pay inequality connected with\ntraditional stereotypes.
\nThey also encourage\ncompanies to adopt and implement corporate governance codes as a\nmeans of promoting gender equality on company boards, utilising\npeer pressure to influence organisations from within and\nimplementing the 'comply or explain' rule, obliging companies to\nclarify why there is not at least one woman on the\nboard.
\nWork-life\nbalance: Members also call on the\nMember States and the Commission to set up initiatives designed to\naddress the fairer sharing of family care responsibilities not only\nwithin the family, but also between the family and society.\nMeasures should be taken to:
\nLastly, the Commission is\ncalled upon to:
\nThe European Parliament\nadopted by 534 votes to 109, with 29 abstentions, a resolution on\nwomen and business\nleadership.
\nTowards\nbinding legislation: Parliament welcomes the Commission's intention to propose European\nlegislation in 2012 if companies do not manage to achieve\nthrough voluntary measures the targets of 30% women on company\nboards by 2015 and 40% by 2020.
\nNoting the clear progress\non women's representation in Norway since the adoption in 2003 of\nlegislation requiring a minimum of 40% of both women and men on\nboards of listed companies with a workforce of more than 500 and\nmaking provision for effective sanctions for non-compliance,\nParliament calls on the Member States to respect the threshold of\n30% of women in decision-making bodies by 2015 and stress the need\nto fully respect equality of treatment and opportunities between\nmen and women in the work context.
\nWelcoming the initiatives\nof Member States (France, the Netherlands and Spain) in setting\nthresholds, which companies have to achieve, for women's\nrepresentation on management bodies, Members note that\ndemonstrating political will is the only way of speeding up\nthe process of getting binding measures adopted to help ensure the\nbalanced representation women and men in corporate management\nbodies.
\nSkill-based\nrecruitment: Parliament insists that\nrecruitment to positions in corporate management bodies must be\nbased on the competence required in the form of skills,\nqualifications and experience and that the principles of\ntransparency, objectiveness, inclusiveness, effectiveness,\nnon-discrimination and gender equality must be observed in\ncorporate recruitment policies. It stresses that public\nenterprises listed on stock exchanges should set an example in\nimplementing balanced representation of women and men on their\nboards and in management positions at all levels. Members take the\nview that consideration should be given to introducing effective\nrules to prevent people from holding multiple positions on boards\nof directors, both in order to free up posts for women.
\nParliament also calls on\nthe Member States and the Commission to implement new policies to\nenable more women to become involved in managing\ncompanies:
\nThe issue of\nsalaries: once again, Parliament\nreturns to the issue of disparities in salaries within companies,\nand most particularly, the differences in salaries of women in\nmanagement positions and those received by their male counterparts.\nIn this context, the Member States and the Commission are urged to\ntake measures to tackle the lingering pay inequality connected\nwith traditional stereotypes.
\nThey also encourage\ncompanies to adopt and implement corporate governance codes as a\nmeans of promoting gender equality on company boards, utilising\npeer pressure to influence organisations from within and\nimplementing the 'comply or explain' rule, obliging companies to\nclarify why there is not at least one woman on the\nboard.
\nWork-life\nbalance: Parliament also calls on the\nMember States and the Commission to set up initiatives designed to\naddress the fairer sharing of family care responsibilities not only\nwithin the family, but also between the family and society.\nMeasures should be taken to:
\nLastly, the Commission is\ncalled upon to:
\n