A new diversity and inclusion charter and fresh measures to increase the share of women in its management-level staff to at least 40% by 1 November 2019: these are the two main pillars of the new Commission policy on human resources, which was adopted on Wednesday 19 July.
The aim is to create a better working environment for all: women, people living with a disability, members of the LGBTI (lesbian, gay, bisexual, transgender and intersex) community and all the staff, a press release explains. Specific measures will be implemented to get the best out of the talents of all members of Commission staff.
The Budget Commissioner, Günther H. Oettinger, who is determined to distance himself from his misplaced comments on women and the Chinese and as he pledged to do before his change of portfolio, was behind this communication on diversity and inclusion (see EUROPE 11702, 11697). “We want our staff to be valued and accepted, irrespective of their age, gender, sexual orientation or disabilities”, he commented. Oettinger was not present in the press room to present the communication.
This was done by Frans Timmermans, the First Vice-President of the Commission. He stressed the need to redouble efforts to achieve the target of at least 40% of management positions held by women by the end of the mandate of the current Commission. He said that women represent 55% of total staff numbers, but just 34% of management. We must therefore refine the objectives for each of the Commission's services, Timmermans said. He concluded by saying that the Commission wanted a balance between genders in order to make the most of the talents of its staff.
The Commission has adopted a raft of “energetic” measures to increase the presence of women among its senior staff to at least 40% by 1 November 2019. As of 1 July 2017, female representation stood at 33% at senior hierarchical levels and 36% at intermediate level. Individual targets have therefore been assigned to all of the Commission's services regarding the first appointment to a head of unit position. Services not achieving these targets will be asked to give first consideration to women applicants suitable for the position before making an appointment. As of 1 July 2017, female representation stood at 33% at senior level, 36% at intermediate level or nearly 36% at management level.
A better working environment. The diversity and inclusion strategy is based around four major target groups: women, the disabled, members of the LGBTI community and older staff members. It sets out cross-cutting and specific measures to respond to the concerns of each of these groups: - for women, specific management programmes and support for existing and new women's networks; - for persons living with a disability, their involvement in the planning of access and mobility equipment within the Commission's buildings; - for members of the LGBTI community, awareness-raising activities and training aimed at executive staff and other staff members to remove any subconscious prejudice; - for older staff members, monitoring aiming to establish whether they are discriminated against when applying for a new position.
The communication on diversity contains recommendations on other subjects: preventing discrimination and bullying, promoting inclusion, possibilities to expose discriminatory or hostile practices, flexible working and teleworking.
The strategy provides for the launch of a communication, monitoring and improving exercise for the proposed measures. The first report on diversity and inclusion will be published in spring 2018. (Original version in French by Lionel Changeur)