Statistics on female employment

La demande est réussie.

Rebecca Sims-Robinson

Dear Joint Research Centre (JRC),

Under the right of access to documents in the EU treaties, as developed in Regulation 1049/2001, I am requesting documents which contain the following information:

1. The percentage of women employed in non-elected leadership positions within the commission.

2. The percentage of women employed in non-elected leadership positions within the German public sector.

3. The percentage of women employed in non-elected leadership positions within the Italian public sector.

Yours faithfully,

Rebecca Sims-Robinson

Centre commun de recherche

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Dear Ms Sims-Robinson,
 
Thank you for your message.
You request for information will be forwarded to the competent DG.
 
Kind regards,
 
JRC Access to Documents Team 
European Commission
DG JRC – resources Directorate
Legal Advice Unit (B06)
 

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Centre commun de recherche

2 Attachments

N° d'enregistrement sortant :
Ares(2013)3562714
 
N° d'enregistrement entrant :
Ares(2013)3275432
 
Dear Ms Sims-Robinson,
 
I refer to your e-mail sent to SG ACCES DOCUMENTS in which you request the
percentage of female public leaders within the Commission. I am pleased to
provide you with the requested information together with some background
information
 
The Strategy on Equal Opportunities for women and men at the European
Commission 2010- 2014
On 17 December 2010     SEC(2010)1554/3, the European Commission adopted
its Strategy on Equal Opportunities for the period to 2014. Its overall
ambition is to draw strength from our talents and to create a working
environment where staff can do their best and be the most productive.

* The strategy purports at (1) Attracting, developing and retaining a
balanced and engaged workforce. Further to a far-reaching Commission's
forward-planning exercise, ambitious yet realistic gender
representation targets at Commission level were adopted. By 2014,

* At least 25% of officials at senior management level will be women
with a corresponding objective set at 30% of all replacements of
retirements to be filled by women.

* At least 30% of officials at middle management level will be women
with a corresponding objective set at 50% of all replacements of
retirements to be filled by women. These targets are declined by DG to
better account for their varying baseline and business situations, and
ensure greater accountability.
* At least 43% of non-management ADs will be women with a corresponding
objective set at 50% of all replacements of retirements to be filled
by women.

* (2) Promoting a more flexible and results-oriented working environment
where all talents are valued, respected, supported and recognised.
This will be done through a greater diffusion of flexible work
patterns. It will also imply reinforcing equal opportunities
competencies among our management staff and providing them with more
hand-on guidance and support.

* (3) Securing leadership and accountability: Support from top
management will be crucial to ensure that the practice at DG level is
consistent with the Commission's commitments. Equal opportunities must
be systematically integrated into DGs human resources management and
embedded in their strategic and business planning and operations. The
case for equal opportunities should be made and communicated to
management and staff alike. DGs and services will be held to account
on their achievements by end 2012 and end 2014/beginning 2015 against
a common performance framework. Regular monitoring of the gender
representation targets at DG level will be done in addition by DG HR.
Last but not least, DGs at the forefront will be valorised through the
award of labels for a 3-year period.

Commission's EO Performance

* Overall, the Commission is heading towards meeting its gender
representation targets. As far as management positions are concerned,
these targets were even exceeded in 2013, and this quite significantly
for senior management positions. At present, almost one third of our
Directors are women.

Gender representation rate for senior managers, middle managers and AD
non-managers (01/09/2013) against Commission 2014 gender targets
 

Gender representation rate 2014 targets
on 1 October 2013
Senior managers (Director-General,
Deputy Director-General, Director 27,5% 25,0%
and Principal Adviser)
Middle managers (Head of Unit, 29,9% 30,0%
Adviser)
AD non-managers 42,9% 43%
 

 

* The trend of female representation in management positions and
category AD non-managers continues to increase as shown below.

I understand you are in contact with other services regarding the other
request to obtain the percentage of non-elected female public leaders in
the following countries: Germany, Italy.
 
I trust you will find the information useful
 
Flaminia BUSSACCHINI
Head of Unit "Equal Opportunities and Working Conditions"
 
European Commission
DG Human Resources and Security
Unit B5 "Equal Opportunities and Working Conditions"

SC 11 2/50
B-1049 Brussels/Belgium
+32 2 296 94 88
[1][email address]

 
 
 

References

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