Local view for "http://purl.org/linkedpolitics/eu/plenary/1999-12-14-Speech-2-140"
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"en.19991214.7.2-140"2
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". – The Commission agrees with the honourable Member that women are still under-represented at the higher levels of management in the Commission as well, indeed, as in other institutions. However I have to say with the very greatest respect to the honourable Lady that it is not accurate to say that women are excluded from those posts, nor is it accurate to attribute chauvinist motives to the Commission.
Since 1988, the Commission has adopted three action programmes with the aim of promoting positive actions and equal opportunities for women within its services. Special attention has been attached to increasing the proportion of women in management and in middle-management posts. In 1996 an evaluation of the impact of the two positive action programmes on achieving equal opportunities in the Commission revealed that there had been significant changes in the situation of female staff in Category A and in management posts, particularly as a result of the annual targets adopted by the Commission.
While women accounted for 11.5% of Category A staff in 1992, they represented 19.3% of staff in that category in September of this year. Women occupied approximately 2% of A2, that is to say director, posts in 1992. That rose to 11% by September of this year. The third action programme for equal opportunities for women and men at the Commission, 1997-2000, should consolidate what has already been achieved and go further along the same lines.
Whilst noting these advances I emphasise very strongly that the Commission is not complacent. On 29 September, the new Commission expressed its commitment to taking further positive action to ensure that a higher number of women obtain posts in senior management positions. Specific proposals will consequently be made in the course of the forthcoming reform strategy. Meanwhile the honourable Member will be interested to know that last Wednesday the Commission adopted a policy proposal which I put forward on merit, equal opportunities and geographical balance. That policy includes positive action to be taken to improve the career prospects of women civil servants. The college resolved that when there are male and female candidates for senior posts the woman candidate will be given preference. In addition, the Commission will strive to double the proportion of senior posts taken by women by the end of this mandate.
In short, progress is being made. My colleagues and I would like it to be faster and broader. We are working on that. We hope that other institutions – maybe including this one – will take a similar course, especially so far as senior management positions are concerned."@en1
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