Local view for "http://purl.org/linkedpolitics/eu/plenary/2011-07-05-Speech-2-817-000"
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"en.20110705.43.2-817-000"2
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"Mr President, Commissioner, ladies and gentlemen, as everyone knows, being a woman is already an undertaking in itself, because it means having to manage and reconcile family, professional and social life, in a context that still does not adequately recognise the high level of education (as Commissioner Reding mentioned earlier), professionalism and expectations of women.
I appreciate that in this report Mrs Kratsa-Tsagaropoulou has worked extremely hard to collect numerous proposals and objectives that, as a shadow rapporteur and member of the Group of the Progressive Alliance of Socialists and Democrats in the European Parliament, I advanced together with several of my colleagues. In the European Union women are under-represented, as they are in management positions in companies, currently making up only 12% of the membership of boards of directors of listed companies.
Against this background we are happy to have heard the serious commitment of Commissioner Reding, and we call on the European Commission to propose legislation including mandatory quotas by 2012, to increase percentages to 30% by 2015 and to 40% by 2020, if the steps taken by companies and the Member States are found to be inadequate. In this regard it is an encouraging sign that six countries, including Italy in the last few days, have approved legislation along these lines with a bipartisan vote.
I would like to clarify that these quotas are not just numerical, but also aim to achieve better performance in the corporate system, by sharing the management not just of large enterprises, but also of small and medium-sized enterprises. This is why we are proposing the use of several instruments under corporate social responsibility, including family-friendly services, flexi-time working arrangements, and management training for women.
It is also important to recognise the link between the presence of competences and women’s roles in corporate governance with a different approach to process management, optimal use of human resources, anti-discrimination rules and sustainable productivity which they often guarantee.
I would like to raise another point also in response to what Mr Bauer rightly said earlier, and that is that we have not merely just included female quotas, but we have also included an important mechanism, which was our own proposal, and that is that the joint presence of men and women is linked to greater transparency in appointments, in the selection of men and women, so that this is a benefit for everyone, not just for women."@en1
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