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### 4 as regards engines for use in propulsion of locomotives , during the transition period between stage iii a and stage iii b an oem may seek permission for his engine suppliers to place on the market a maximum of 12 engines for use in propulsion of locomotives under the flexibility scheme . ### 4 as regards engines for use in propulsion of locomotives , during the transition period between stage iii a and stage iii b an oem may seek permission for his engine suppliers to place on the market a maximum of 20 engines for use in propulsion of freight and shunting of locomotives under the flexibility scheme , of which the total number shall be designed to be capable of operating on the uk rail network . |
### during the transition from stage iii a to stage iii b , the percentage of the number of engines used for application other than propulsion of railcars and locomotives placed on the market under the flexibility scheme , should be increased from 20% to 50% of the equipment manufacturer ' s annual sales of equipment with engines in that category . the maximum number of engines that may be placed on the market under the flexibility scheme should be adapted accordingly . ### during the transition from stage iii a to stage iii b , the percentage of the number of engines used for application other than propulsion of railcars and locomotives placed on the market under the flexibility scheme , should be increased from 20% to 40% of the equipment manufacturer ' s annual sales of equipment with engines in that category . the maximum number of engines that may be placed on the market under the flexibility scheme should be adapted accordingly . |
### in the early warnings , the competent authorities and the commission shall communicate any relevant information in their possession that may be useful for assessing the risk or incident . ### in the early warnings , the competent authorities and the commission shall communicate any relevant information in their possession that may be useful for assessing the risk or incident . information deemed classified or confidential by the concerned public administration or market operator respectively and the identity of the latter shall only be provided to the degree necessary to assess the risk or incident . |
### ‘ incident’ means any circumstance or event having an actual adverse effect on security ; ### ‘ incident’ means any reasonably identifiable circumstance or event having an actual adverse effect on security ; |
### where the risk or incident subject to an early warning is of a suspected criminal nature , the competent authorities or the commission shall inform the european cybercrime centre within europol . ### where the risk or incident subject to an early warning is of a suspected serious criminal nature , the competent authorities or the commission shall inform the european cybercrime centre within europol where appropriate . |
### where the risk or incident subject to an early warning is of a suspected criminal nature , the competent authorities or the commission shall inform the european cybercrime centre within europol . ### where the risk or incident subject to an early warning is of a suspected serious criminal nature , the competent authorities or the commission shall inform the european cybercrime centre within europol where appropriate . |
### competent authorities should pay due attention to preserving informal and trusted channels of information - sharing between market operators and between the public and the private sectors . publicity of incidents reported to the competent authorities should duly balance the interest of the public in being informed about threats with possible reputational and commercial damages for the public administrations and market operators reporting incidents . in the implementation of the notification obligations , competent authorities should pay particular attention to the need to maintain information about product vulnerabilities strictly confidential prior to the release of appropriate security fixes . ### competent authorities should pay due attention to preserving informal and trusted channels of information - sharing between market operators and between the public and the private sectors . previously unknown vulnerabilities or incidents reported to competent authorities should be notified to the manufacturers and service providers of affected ict products and services . publicity of incidents reported to the competent authorities should duly balance the interest of the public in being informed about threats with possible reputational and commercial damages for the public administrations and market operators reporting incidents . in the implementation of the notification obligations , competent authorities should pay particular attention to the need to maintain information about product vulnerabilities strictly confidential prior to the release of appropriate security fixes . |
### operator of critical infrastructure that are essential for the maintenance of vital economic and societal activities in the fields of energy , transport , banking , stock exchanges and health , a non exhaustive list of which is set out in annex ii . ### operator of infrastructure that are essential for the maintenance of vital economic and societal activities in the fields of energy , transport , banking , financial market infrastructures and health , and the disruption or destruction of which would have a significant negative impact in a member state as a result of the failure to maintain those functions , a non exhaustive list of which is set out in annex ii . |
### the competent authority may inform the public , or require the public administrations and market operators to do so , where it determines that disclosure of the incident is in the public interest . once a year , the competent authority shall submit a summary report to the cooperation network on the notifications received and the action taken in accordance with this paragraph . ### the competent authority , after consultation with the concerned public administration or market operator , may inform the public , or require the public administrations and market operators to do so , where it determines that disclosure of the incident is in the public interest and where the latter outweighs any conflicting interests of the public administration or market operator concerned . once a year , the competent authority shall submit a summary report to the cooperation network on the notifications received and the action taken in accordance with this paragraph . |
### the current lack of transparency of the selection procedures and qualification criteria for board positions in most member states represents a significant barrier to more gender diversity among board members and negatively affects both the board candidates ' careers and freedom of movement , as well as investor decisions . such lack of transparency prevents potential candidates for board positions from applying to boards where their qualifications would be most required and from challenging gender - biased appointment decisions , thus restricting their freedom of movement within the internal market . on the other hand , investors have different investment strategies that require information linked also to the expertise and competence of the board members . more transparency in the qualification criteria and the selection procedure for board members enables investors to better assess the company ' s business strategy and to take informed decisions . ### the current lack of transparency of the selection procedures , qualification criteria and recruitment for board positions in most member states represents a significant barrier to more gender diversity among board members and negatively affects both the board candidates ' careers as well as investor decisions . such lack of transparency prevents potential candidates for board positions from applying to boards where their qualifications would be most required and from challenging gender - biased appointment decisions . on the other hand , investors have different investment strategies that require information linked also to the expertise and competence of the board members . more transparency in the qualification criteria and the selection procedure for board members enables investors to better assess the company ' s business strategy and to take informed decisions . |
### the current lack of transparency of the selection procedures and qualification criteria for board positions in most member states represents a significant barrier to more gender diversity among board members and negatively affects both the board candidates ' careers and freedom of movement , as well as investor decisions . such lack of transparency prevents potential candidates for board positions from applying to boards where their qualifications would be most required and from challenging gender - biased appointment decisions , thus restricting their freedom of movement within the internal market . on the other hand , investors have different investment strategies that require information linked also to the expertise and competence of the board members . more transparency in the qualification criteria and the selection procedure for board members enables investors to better assess the company ' s business strategy and to take informed decisions . ### the current lack of transparency of the selection procedures , qualification criteria and recruitment for board positions in most member states represents a significant barrier to more gender diversity among board members and negatively affects both the board candidates ' careers as well as investor decisions . such lack of transparency prevents potential candidates for board positions from applying to boards where their qualifications would be most required and from challenging gender - biased appointment decisions . on the other hand , investors have different investment strategies that require information linked also to the expertise and competence of the board members . more transparency in the qualification criteria and the selection procedure for board members enables investors to better assess the company ' s business strategy and to take informed decisions . |
### the current lack of transparency of the selection procedures and qualification criteria for board positions in most member states represents a significant barrier to more gender diversity among board members and negatively affects both the board candidates ' careers and freedom of movement , as well as investor decisions . such lack of transparency prevents potential candidates for board positions from applying to boards where their qualifications would be most required and from challenging gender - biased appointment decisions , thus restricting their freedom of movement within the internal market . on the other hand , investors have different investment strategies that require information linked also to the expertise and competence of the board members . more transparency in the qualification criteria and the selection procedure for board members enables investors to better assess the company ' s business strategy and to take informed decisions . ### the current lack of transparency of the selection procedures , qualification criteria and recruitment for board positions in most member states represents a significant barrier to more gender diversity among board members and negatively affects both the board candidates ' careers as well as investor decisions . such lack of transparency prevents potential candidates for board positions from applying to boards where their qualifications would be most required and from challenging gender - biased appointment decisions . on the other hand , investors have different investment strategies that require information linked also to the expertise and competence of the board members . more transparency in the qualification criteria and the selection procedure for board members enables investors to better assess the company ' s business strategy and to take informed decisions . |
### the current lack of transparency of the selection procedures and qualification criteria for board positions in most member states represents a significant barrier to more gender diversity among board members and negatively affects both the board candidates ' careers and freedom of movement , as well as investor decisions . such lack of transparency prevents potential candidates for board positions from applying to boards where their qualifications would be most required and from challenging gender - biased appointment decisions , thus restricting their freedom of movement within the internal market . on the other hand , investors have different investment strategies that require information linked also to the expertise and competence of the board members . more transparency in the qualification criteria and the selection procedure for board members enables investors to better assess the company ' s business strategy and to take informed decisions . ### the current lack of transparency of the selection procedures and qualification criteria for board positions in most member states represents a significant barrier to more gender diversity among board members and negatively affects both the board candidates ' careers and investor decisions . such lack of transparency prevents potential candidates for board positions from applying to boards where their qualifications would be most required and from challenging gender - biased appointment decisions . on the other hand , investors have different investment strategies that require information linked also to the expertise and competence of the board members . more transparency in the qualification criteria and the selection procedure for board members enables investors to better assess the company ' s business strategy and to take informed decisions . |
### the current lack of transparency of the selection procedures and qualification criteria for board positions in most member states represents a significant barrier to more gender diversity among board members and negatively affects both the board candidates ' careers and freedom of movement , as well as investor decisions . such lack of transparency prevents potential candidates for board positions from applying to boards where their qualifications would be most required and from challenging gender - biased appointment decisions , thus restricting their freedom of movement within the internal market . on the other hand , investors have different investment strategies that require information linked also to the expertise and competence of the board members . more transparency in the qualification criteria and the selection procedure for board members enables investors to better assess the company ' s business strategy and to take informed decisions . ### the current lack of transparency of the selection procedures and qualification criteria for board positions in most member states represents a significant barrier to more gender diversity among board members and negatively affects both the board candidates ' careers and investor decisions . such lack of transparency prevents potential candidates for board positions from applying to boards where their qualifications would be most required and from challenging gender - biased appointment decisions . on the other hand , investors have different investment strategies that require information linked also to the expertise and competence of the board members . more transparency in the qualification criteria and the selection procedure for board members enables investors to better assess the company ' s business strategy and to take informed decisions . |
### the methods of recruiting and appointing directors differ from one member state to another and from one company to another . they may involve the pre - selection of candidates to be presented to the shareholders ' assembly , for example by a nomination committee , the direct appointment of directors by individual shareholders or a vote in the shareholders ' assembly on individual candidates or lists of candidates . the requirements concerning the selection of candidates should be met at the appropriate stage of the selection process in accordance with national law and the articles of association of the listed companies concerned . in this respect , this directive only establishes a minimum harmonisation of selection procedures , making it possible to apply the conditions provided for by the case - law of the court of justice with a view to attaining the objective of a more balanced gender representation in the boards of listed companies . ### the methods of recruiting , selecting and appointing directors differ from one member state to another and from one company to another . they may involve the pre - selection of candidates to be presented to the shareholders ' assembly , for example by a nomination committee , the direct appointment of directors by individual shareholders or a vote in the shareholders ' assembly on individual candidates or lists of candidates . this directive respects the diversity of selection procedures which should be based on transparency and merit , while insisting that the aim of increasing the under - represented sex ' s participation on boards is attained . the requirements concerning the selection of candidates should be met at the appropriate stage of the selection process in accordance with national law and the articles of association of the listed companies concerned . in this respect , this directive allows for diversity of selection procedures , with a view to attaining the objective of a more balanced gender representation in the boards of listed companies . the provision of this directive does not unduly interfere with day - to - day management , since companies maintain the freedom to select candidates on the basis of qualifications or other objective relevant considerations . |
### the scattered and divergent regulation or the absence of regulation at national level as regards the gender balance on boards of listed companies does not only lead to discrepancies in the number of women among non - executive directors and different rates of improvement across member states , but also poses barriers to the internal market by imposing divergent corporate governance requirements on european listed companies . those differences in legal and self - regulatory requirements for the composition of corporate boards can lead to practical complications for listed companies operating across borders , notably when establishing subsidiaries or in mergers and acquisitions , as well as for candidates for board positions . ### the scattered and divergent regulation or the absence of regulation at national level as regards the gender balance on boards of listed companies leads to discrepancies in the number of women among non - executive directors and different rates of improvement across member states . |
### the scattered and divergent regulation or the absence of regulation at national level as regards the gender balance on boards of listed companies does not only lead to discrepancies in the number of women among non - executive directors and different rates of improvement across member states , but also poses barriers to the internal market by imposing divergent corporate governance requirements on european listed companies . those differences in legal and self - regulatory requirements for the composition of corporate boards can lead to practical complications for listed companies operating across borders , notably when establishing subsidiaries or in mergers and acquisitions , as well as for candidates for board positions . ### the scattered and divergent regulation or the absence of regulation at national level as regards the gender balance on boards of listed companies leads to discrepancies in the number of women among non - executive directors and different rates of improvement across member states . |
### the scattered and divergent regulation or the absence of regulation at national level as regards the gender balance on boards of listed companies does not only lead to discrepancies in the number of women among non - executive directors and different rates of improvement across member states , but also poses barriers to the internal market by imposing divergent corporate governance requirements on european listed companies . those differences in legal and self - regulatory requirements for the composition of corporate boards can lead to practical complications for listed companies operating across borders , notably when establishing subsidiaries or in mergers and acquisitions , as well as for candidates for board positions . ### the scattered and divergent regulation or the absence of regulation at national level as regards the gender balance on boards of listed companies leads to discrepancies in the number of women among non - executive directors and different rates of improvement across member states . |
### the scattered and divergent regulation or the absence of regulation at national level as regards the gender balance on boards of listed companies does not only lead to discrepancies in the number of women among non - executive directors and different rates of improvement across member states , but also poses barriers to the internal market by imposing divergent corporate governance requirements on european listed companies . those differences in legal and self - regulatory requirements for the composition of corporate boards can lead to practical complications for listed companies operating across borders , notably when establishing subsidiaries or in mergers and acquisitions , as well as for candidates for board positions . ### the scattered and divergent regulation or the absence of regulation at national level as regards the gender balance on boards of listed companies leads to discrepancies in the number of women among non - executive directors and different rates of improvement across member states . |
### despite the existing union legislation aimed at preventing and combating sex discrimination , the council recommendations aimed specifically at increasing the presence of women in economic decision - making and union - level actions encouraging self - regulation , women continue to be strongly outnumbered by men in the highest decision - making bodies of companies throughout the union . in the private sector and especially in listed companies this gender imbalance is particularly significant and acute . the commission ' s key indicator of gender representation on corporate boards shows that the proportion of women involved in top - level business decision - making remains very low . in january 2012 , women occupied on average just 13 . 7 per cent of board seats in the largest publicly listed companies in member states . among non - executive directors only 15 per cent were women . ### despite the existing union legislation aimed at preventing and combating sex discrimination , the council recommendations aimed specifically at increasing the presence of women in economic decision - making and union - level actions encouraging self - regulation , women continue to be strongly under - represented in the highest decision - making bodies of companies throughout the union . in the private sector and especially in listed companies this gender imbalance is particularly significant and acute , while certain eu institutions and agencies , such as the european central bank , also display a deeply problematic gender imbalance . the commission ' s key indicator of gender representation on corporate boards shows that the proportion of women involved in top - level business decision - making remains very low . in january 2012 , women occupied on average just 13 . 7 per cent of board seats in the largest publicly listed companies in member states . among non - executive directors only 15 per cent were women . |
### member states shall require listed companies to provide information to the competent national authorities , once a year as from [ two years after adoption ] , about the gender representation on their boards , distinguishing between non - executive and executive directors and about the measures taken in view of the objectives laid down in article 4 and in paragraph 1 of this article , and to publish that information in an appropriate and accessible manner on their website . ### member states shall require listed companies to provide information to the competent national authorities , once a year as from [ two years after adoption ] , about the following : the gender representation on their boards , distinguishing between non - executive and executive directors , b ) presentation and analysis of the specific measures taken in view of the objectives laid down in article 4 and in paragraph 1 and 1a of this article , c ) the specific measures planned for the following year , d ) the progress with regard to the objectives laid down in article 4 and paragraph 1 of this article . listed companies shall publish that information in an appropriate and accessible manner on their website and in their annual report . |
### member states shall require listed companies to provide information to the competent national authorities , once a year as from [ two years after adoption ] , about the gender representation on their boards , distinguishing between non - executive and executive directors and about the measures taken in view of the objectives laid down in article 4 and in paragraph 1 of this article , and to publish that information in an appropriate and accessible manner on their website . ### member states shall require listed companies to report on their gender balance statistics and on measures taken in accordance with article 5 to the competent national authorities , once a year as from [ two years after adoption ] , and to publish that information in an appropriate and accessible manner on their website . |
### member states shall require listed companies to provide information to the competent national authorities , once a year as from [ two years after adoption ] , about the gender representation on their boards , distinguishing between non - executive and executive directors and about the measures taken in view of the objectives laid down in article 4 and in paragraph 1 of this article , and to publish that information in an appropriate and accessible manner on their website . ### member states shall require listed companies to report on their gender balance statistics and on measures taken in accordance with article 5 to the competent national authorities , once a year as from [ two years after adoption ] , and to publish that information in an appropriate and accessible manner on their website . |
### member states should provide for effective , proportionate and dissuasive sanctions for breaches of this directive , which could include , inter alia , administrative fines and nullity or annulment declared by a judicial body of the appointment or of the election of non - executive directors made contrary to the national provisions adopted pursuant to article 4 . ### member states should provide for effective , proportionate and dissuasive administrative sanctions for breaches of this directive . sanctions shall be applied in the case of listed companies that do not comply with the procedures for setting targets and developing a gender policy as laid down in article 4 or with the disclosure requirements as defined in article 5 of this directive . however , the case of companies ' failure to reach their individually set targets should not qualify as a breach of this directive and should not trigger a sanctioning regime . |
### member states should provide for effective , proportionate and dissuasive sanctions for breaches of this directive , which could include , inter alia , administrative fines and nullity or annulment declared by a judicial body of the appointment or of the election of non - executive directors made contrary to the national provisions adopted pursuant to article 4 . ### member states should provide for effective , proportionate and dissuasive administrative sanctions for breaches of this directive . sanctions shall be applied in the case of listed companies that do not comply with the procedures for setting targets and developing a gender policy as laid down in article 4 or with the disclosure requirements as defined in article 5 of this directive . however , the case of companies ' failure to reach their individually set targets should not qualify as a breach of this directive and should not trigger a sanctioning regime . |
### while this directive does not aim to harmonise national laws on the selection procedures and qualification criteria for board positions in detail , the introduction of certain minimum standards as regards the requirement for listed companies without balanced gender representation to take appointment decisions for non - executive directors on the basis of an objective comparative assessment of the qualifications of candidates in terms of suitability , competence and professional performance is necessary in order to attain gender balance among non - executives directors . only an eu - level measure can effectively help to ensure a competitive level - playing field throughout the union and avoid practical complications in business life . ### this directive does not aim to harmonise national laws on the recruitment , selection and appointment procedures and qualification criteria for board positions in detail , but requires the listed companies and large public undertakings without balanced gender representation to adjust their vacancy announcement , recruitment , selection and appointment procedures which has been shown to be necessary in order to attain gender balance among directors . an eu - level measure is the main tool to effectively ensure a competitive level - playing field throughout the union and avoid practical complications in business life . |
### the current lack of transparency of the selection procedures and qualification criteria for board positions in most member states represents a significant barrier to more gender diversity among board members and negatively affects both the board candidates ' careers and freedom of movement , as well as investor decisions . such lack of transparency prevents potential candidates for board positions from applying to boards where their qualifications would be most required and from challenging gender - biased appointment decisions , thus restricting their freedom of movement within the internal market . on the other hand , investors have different investment strategies that require information linked also to the expertise and competence of the board members . more transparency in the qualification criteria and the selection procedure for board members enables investors to better assess the company ' s business strategy and to take informed decisions . ### the current lack of transparency of the selection procedures and qualification criteria for board positions in most member states represents a significant barrier to more gender diversity among board members and negatively affects the board candidates ' careers . similarly , the absence of rules providing for effective board rotation also affects their freedom of movement , as well as investor decisions . such lack of transparency prevents potential candidates for board positions from applying to boards where their qualifications would be most required and from challenging gender - biased appointment decisions , thus restricting their freedom of movement within the internal market . on the other hand , investors have different investment strategies that require information linked also to the expertise and competence of the board members . more transparency in the qualification criteria and the selection procedure for board members enables investors to better assess the company ' s business strategy and to take informed decisions . |
### member states shall require listed companies to provide information to the competent national authorities , once a year as from [ two years after adoption ] , about the gender representation on their boards , distinguishing between non - executive and executive directors and about the measures taken in view of the objectives laid down in article 4 and in paragraph 1 of this article , and to publish that information in an appropriate and accessible manner on their website . ### member states shall require listed companies to provide information to the competent national authorities , once a year as from [ two years after adoption ] , about the following : the gender representation on their boards , distinguishing between non - executive and executive directors , b ) presentation and analysis of the specific measures taken in view of the objectives laid down in article 4 and in paragraph 1 and 1a of this article , c ) the specific measures planned for the following year , d ) the progress with regard to the objectives laid down in article 4 and paragraph 1 of this article . listed companies shall publish that information in an appropriate and accessible manner on their website and in their annual report . |
### member states shall require listed companies to provide information to the competent national authorities , once a year as from [ two years after adoption ] , about the gender representation on their boards , distinguishing between non - executive and executive directors and about the measures taken in view of the objectives laid down in article 4 and in paragraph 1 of this article , and to publish that information in an appropriate and accessible manner on their website . ### member states shall require listed companies to provide information to the competent national authorities , once a year as from [ two years after adoption ] , about the following : the gender representation on their boards , distinguishing between non - executive and executive directors , b ) presentation and analysis of the specific measures taken in view of the objectives laid down in article 4 and in paragraph 1 and 1a of this article , c ) the specific measures planned for the following year , d ) the progress with regard to the objectives laid down in article 4 and paragraph 1 of this article . listed companies shall publish that information in an appropriate and accessible manner on their website and in their annual report . |
### member states may introduce or maintain provisions which are more favourable than those laid down in this directive to ensure a more balanced representation of men and women in respect of companies incorporated in their national territory , provided those provisions do not create unjustified discrimination , nor hinder the proper functioning of the internal market . ### member states are encouraged to introduce or maintain provisions which are more favourable than those laid down in this directive with a view to achieve the aim of article 23 of the charter of fundamental rights of the european union and to ensure a more balanced representation of men and women in respect of companies incorporated in their national territory , provided those provisions are geared towards the aim of this directive and do not go beyond what is necessary to achieve this aim or do not create unjustified discrimination . |
### the efficient use of human capital is the most important determinant of an economy ' s competitiveness and is key to addressing the eu ' s demographic challenges , to competing successfully in a globalised economy and to ensuring a comparative advantage vis - à - vis third countries . the pool of highly trained and qualified women is constantly growing as evidenced by the fact that 60 per cent of university graduates are female . a continued failure to draw on this pool in appointments to economic decision - making positions would amount to a failure to fully exploit skilled human capital . ### the efficient use of human capital is the most important determinant of an economy ' s competitiveness and is key to addressing the eu ' s demographic challenges , to competing successfully in a globalised economy and to ensuring balanced economic and social development along more competitive and human lines vis - à - vis third countries . the pool of highly trained and qualified women is constantly growing as evidenced by the fact that 60 per cent of university graduates are female . failure to recognise this in appointments to economic decision - making positions would amount to a failure to fully exploit skilled human skills , knowledge and capital and detract from the competitiveness of eu production methods . |
### the scattered and divergent regulation or the absence of regulation at national level as regards the gender balance on boards of listed companies does not only lead to discrepancies in the number of women among non - executive directors and different rates of improvement across member states , but also poses barriers to the internal market by imposing divergent corporate governance requirements on european listed companies . those differences in legal and self - regulatory requirements for the composition of corporate boards can lead to practical complications for listed companies operating across borders , notably when establishing subsidiaries or in mergers and acquisitions , as well as for candidates for board positions . ### the scattered and divergent regulation or the absence of regulation at national level as regards the gender balance on boards of listed companies leads to discrepancies in the number of women among non - executive directors and different rates of improvement across member states . |
### the scattered and divergent regulation or the absence of regulation at national level as regards the gender balance on boards of listed companies does not only lead to discrepancies in the number of women among non - executive directors and different rates of improvement across member states , but also poses barriers to the internal market by imposing divergent corporate governance requirements on european listed companies . those differences in legal and self - regulatory requirements for the composition of corporate boards can lead to practical complications for listed companies operating across borders , notably when establishing subsidiaries or in mergers and acquisitions , as well as for candidates for board positions . ### the scattered and divergent regulation or the absence of regulation at national level as regards the gender balance on boards of listed companies leads to discrepancies in the number of women among non - executive directors and different rates of improvement across member states . |
### the scattered and divergent regulation or the absence of regulation at national level as regards the gender balance on boards of listed companies does not only lead to discrepancies in the number of women among non - executive directors and different rates of improvement across member states , but also poses barriers to the internal market by imposing divergent corporate governance requirements on european listed companies . those differences in legal and self - regulatory requirements for the composition of corporate boards can lead to practical complications for listed companies operating across borders , notably when establishing subsidiaries or in mergers and acquisitions , as well as for candidates for board positions . ### the scattered and divergent regulation or the absence of regulation at national level as regards the gender balance on boards of listed companies leads to discrepancies in the number of women among non - executive directors and different rates of improvement across member states . |
### member states shall ensure that listed companies are obliged to disclose , on the request of an unsuccessful candidate , the qualification criteria upon which the selection was based , the objective comparative assessment of those criteria and , where relevant , the considerations tilting the balance in favour of a candidate of the other sex . ### member states shall ensure that listed companies are obliged to disclose , on the request of an unsuccessful candidate , the qualification criteria upon which the selection was based . |
### member states shall ensure that listed companies are obliged to disclose , on the request of an unsuccessful candidate , the qualification criteria upon which the selection was based , the objective comparative assessment of those criteria and , where relevant , the considerations tilting the balance in favour of a candidate of the other sex . ### member states shall ensure that listed companies are obliged to disclose , on the request of an unsuccessful candidate , the qualification criteria upon which the selection was based . |
### member states shall ensure that listed companies are obliged to disclose , on the request of an unsuccessful candidate , the qualification criteria upon which the selection was based , the objective comparative assessment of those criteria and , where relevant , the considerations tilting the balance in favour of a candidate of the other sex . ### member states shall ensure that listed companies are obliged to disclose , on the request of an unsuccessful candidate , the qualification criteria upon which the selection was based . |
### despite the existing union legislation aimed at preventing and combating sex discrimination , the council recommendations aimed specifically at increasing the presence of women in economic decision - making and union - level actions encouraging self - regulation , women continue to be strongly outnumbered by men in the highest decision - making bodies of companies throughout the union . in the private sector and especially in listed companies this gender imbalance is particularly significant and acute . the commission ' s key indicator of gender representation on corporate boards shows that the proportion of women involved in top - level business decision - making remains very low . in january 2012 , women occupied on average just 13 . 7 per cent of board seats in the largest publicly listed companies in member states . among non - executive directors only 15 per cent were women . ### despite the existing union legislation aimed at preventing and combating sex discrimination , the council recommendations aimed specifically at increasing the presence of women in economic decision - making and union - level actions encouraging self - regulation , women continue to be strongly outnumbered by men in the highest decision - making bodies of companies throughout the union . the same is also true of some eu institutions and agencies , such as the european central bank , which should be setting an example by representing all citizens . it will be recalled that , during the appointment of a new member of the ecb executive board in late 2012 , the heads of state and government refused to take into account the gender equality perspective , in contravention of article 2 of the treaty , despite the negative opinion of the european parliament . also in the private sector gender imbalance in decision making bodies is significant and acute . the commission ' s key indicator of gender representation on corporate boards shows that the proportion of women involved in top - level business decision - making remains very low . in january 2012 , women occupied on average just 13 . 7 per cent of board seats in the largest publicly listed companies in member states . among non - executive directors only 15 per cent were women . however , the provisions of this directive do not unduly interfere with day - to - day management , since companies maintain the freedom to select candidates on the basis of quality or other relevant objective considerations . |
### in accordance with the principle of proportionality , the objective to be met by listed companies should be limited in time and remain in force only until sustainable progress has been achieved in the gender composition of boards . for that reason , the commission should regularly review the application of this directive and report to the european parliament and the council . the directive is due to expire on 31 december 2028 . the commission should assess , in its review , if there is a need to extend the duration of the directive beyond that period . ### in accordance with the principle of proportionality , the objective to be met by listed companies should be limited in time and remain in force only until sustainable progress has been achieved in the gender composition of boards . for that reason , the commission should regularly review the application of this directive and report to the european parliament and the council . the directive is due to expire on 31 december 2028 . the commission should assess , in its review , if there is a need to extend the duration of the directive beyond that period . member states should cooperate with social partners and civil society in order to efficiently inform them on the directive ' s signification , transposition and implementation . |
### the sanctions must be effective , proportionate and dissuasive and may include the following measures : ### the sanctions must be effective , proportionate and dissuasive and shall include at least the following : |
### the europe 2020 strategy for smart , sustainable and inclusive growth ascertained that increased female labour force participation is a precondition for boosting growth and for tackling demographic challenges in europe . the strategy set a headline target of reaching an employment rate of 75 per cent for women and men aged 20 - 64 by 2020 , which can only be reached if there is a clear commitment to gender equality and a reinforced effort to tackle all barriers to women ' s participation in the labour market . the current economic crisis has magnified europe ' s ever - growing need to rely on knowledge , competence and innovation and to make full use of the pool of available talent . enhancing female participation in economic decision - making , on company boards in particular , is expected to have a positive spill - over effect on female employment in the companies concerned and throughout the whole economy . ### the europe 2020 strategy for smart , sustainable and inclusive growth ascertained that increased female labour force participation is a precondition for boosting growth and for tackling demographic challenges in europe . the strategy set a headline target of reaching an employment rate of 75 per cent for women and men aged 20 - 64 by 2020 , which can only be reached if there is a clear commitment to gender equality and a reinforced effort to tackle all barriers to women ' s participation in the labour market . the current economic crisis has magnified europe ' s ever - growing need to rely on knowledge , competence and innovation and to make full use of the pool of available talent . enhancing female participation in economic decision - making , on company boards and at all management levels throughout the company , is expected to have a positive spill - over effect on female employment in the companies concerned and throughout the whole economy . |
### member states should provide for effective , proportionate and dissuasive sanctions for breaches of this directive , which could include , inter alia , administrative fines and nullity or annulment declared by a judicial body of the appointment or of the election of non - executive directors made contrary to the national provisions adopted pursuant to article 4 . ### member states should provide for effective , proportionate and dissuasive administrative sanctions for breaches of this directive . sanctions shall be applied in the case of listed companies that do not comply with the procedures for setting targets and developing a gender policy as laid down in article 4 or with the disclosure requirements as defined in article 5 of this directive . however , the case of companies ' failure to reach their individually set targets should not qualify as a breach of this directive and should not trigger a sanctioning regime . |
### member states should provide for effective , proportionate and dissuasive sanctions for breaches of this directive , which could include , inter alia , administrative fines and nullity or annulment declared by a judicial body of the appointment or of the election of non - executive directors made contrary to the national provisions adopted pursuant to article 4 . ### member states should provide for effective , proportionate and dissuasive administrative sanctions for breaches of this directive . sanctions shall be applied in the case of listed companies that do not comply with the procedures for setting targets and developing a gender policy as laid down in article 4 or with the disclosure requirements as defined in article 5 of this directive . however , the case of companies ' failure to reach their individually set targets should not qualify as a breach of this directive and should not trigger a sanctioning regime . |
### at company level , it is widely acknowledged that the presence of women on boards improves corporate governance , because team performance and the quality of decision - making are enhanced due to a more diverse and collective mind - set incorporating a wider range of perspectives and therefore reaching more balanced decisions . numerous studies have also shown that there is a positive relationship between gender diversity at top management level and a company ' s financial performance and profitability . enhancing female representation on the boards of publicly listed companies in the union can therefore have a positive impact on the performance of companies concerned . ### at company level , it is widely acknowledged that the presence of women on boards improves corporate governance , because team performance is enhanced and the quality of decision making is improved due to the fact that it incorporates a more balanced perspective . numerous studies have also shown that there is a positive relationship between gender diversity at top management level and a company ' s financial performance and profitability . enhancing female representation on the boards of publicly listed companies in the union should therefore have a positive impact on the performance of companies concerned . |
### member states should require listed companies to provide information on the gender composition of their boards as well as information on how they managed to meet the objectives laid down in this directive , on a yearly basis to the competent national authorities in order to enable them to assess the progress of each listed company towards gender balance among directors . such information should be published and , where the company in question has not met the objective , it should include a description of the measures that it has taken so far and intends to take in the future in order to meet the objective . ### member states should require listed companies to provide information on the gender composition of their boards as well as on the measures taken to meet the objectives laid down in this directive , on a yearly basis to the competent national authorities in order to enable them to assess the progress of each listed company towards gender balance among directors . such information should be published in the annual report and on the company ' s website and , where the company in question has not met the individually set targets , it should include a description of the measures that it has taken so far and intends to take in the future in order to meet those targets . |
### member states should require listed companies to provide information on the gender composition of their boards as well as information on how they managed to meet the objectives laid down in this directive , on a yearly basis to the competent national authorities in order to enable them to assess the progress of each listed company towards gender balance among directors . such information should be published and , where the company in question has not met the objective , it should include a description of the measures that it has taken so far and intends to take in the future in order to meet the objective . ### member states should require listed companies to provide information on the gender composition of their boards as well as on the measures taken to meet the objectives laid down in this directive , on a yearly basis to the competent national authorities in order to enable them to assess the progress of each listed company towards gender balance among directors . such information should be published in the annual report and on the company ' s website and , where the company in question has not met the individually set targets , it should include a description of the measures that it has taken so far and intends to take in the future in order to meet those targets . |
### at company level , it is widely acknowledged that the presence of women on boards improves corporate governance , because team performance and the quality of decision - making are enhanced due to a more diverse and collective mind - set incorporating a wider range of perspectives and therefore reaching more balanced decisions . numerous studies have also shown that there is a positive relationship between gender diversity at top management level and a company ' s financial performance and profitability . enhancing female representation on the boards of publicly listed companies in the union can therefore have a positive impact on the performance of companies concerned . ### at company level , it is widely acknowledged that the presence of women on boards improves corporate governance , because team performance is enhanced and the quality of decision making is improved due to the fact that it incorporates a more balanced perspective . numerous studies have also shown that there is a positive relationship between gender diversity at top management level and a company ' s financial performance and profitability . enhancing female representation on the boards of publicly listed companies in the union should therefore have a positive impact on the performance of companies concerned . |
### where a listed company does not meet the objectives laid down in article 4 or its own individual commitments taken pursuant to paragraph 1 of this article , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the objectives or commitments and a description of the measures which the company has adopted or intends to adopt in order to meet the objectives or commitments . ### where a listed company does not reach its own individual target figures as set in accordance with article 4 , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the target figures and a description of the measures which the company has adopted or intends to adopt in order to meet the target figures . |
### where a listed company does not meet the objectives laid down in article 4 or its own individual commitments taken pursuant to paragraph 1 of this article , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the objectives or commitments and a description of the measures which the company has adopted or intends to adopt in order to meet the objectives or commitments . ### where a listed company does not reach its own individual target figures as set in accordance with article 4 , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the target figures and a description of the measures which the company has adopted or intends to adopt in order to meet the target figures . |
### where a listed company does not meet the objectives laid down in article 4 or its own individual commitments taken pursuant to paragraph 1 of this article , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the objectives or commitments and a description of the measures which the company has adopted or intends to adopt in order to meet the objectives or commitments . ### where a listed company does not reach its own individual target figures as set in accordance with article 4 , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the target figures and a description of the measures which the company has adopted or intends to adopt in order to meet the target figures . |
### where a listed company does not meet the objectives laid down in article 4 or its own individual commitments taken pursuant to paragraph 1 of this article , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the objectives or commitments and a description of the measures which the company has adopted or intends to adopt in order to meet the objectives or commitments . ### where a listed company does not reach its own individual target figures as set in accordance with article 4 , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the target figures and a description of the measures which the company has adopted or intends to adopt in order to meet the target figures . |
### where a listed company does not meet the objectives laid down in article 4 or its own individual commitments taken pursuant to paragraph 1 of this article , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the objectives or commitments and a description of the measures which the company has adopted or intends to adopt in order to meet the objectives or commitments . ### where a listed company does not reach its own individual target figures as set in accordance with article 4 , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the target figures and a description of the measures which the company has adopted or intends to adopt in order to meet the target figures . |
### where a listed company does not meet the objectives laid down in article 4 or its own individual commitments taken pursuant to paragraph 1 of this article , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the objectives or commitments and a description of the measures which the company has adopted or intends to adopt in order to meet the objectives or commitments . ### where a listed company does not reach its own individual target figures as set in accordance with article 4 , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the target figures and a description of the measures which the company has adopted or intends to adopt in order to meet the target figures . |
### where a listed company does not meet the objectives laid down in article 4 or its own individual commitments taken pursuant to paragraph 1 of this article , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the objectives or commitments and a description of the measures which the company has adopted or intends to adopt in order to meet the objectives or commitments . ### where a listed company does not reach its own individual target figures as set in accordance with article 4 , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the target figures and a description of the measures which the company has adopted or intends to adopt in order to meet the target figures . |
### where a listed company does not meet the objectives laid down in article 4 or its own individual commitments taken pursuant to paragraph 1 of this article , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the objectives or commitments and a description of the measures which the company has adopted or intends to adopt in order to meet the objectives or commitments . ### where a listed company does not reach its own individual target figures as set in accordance with article 4 , the information referred to in paragraph 2 of this article shall include the reasons for not reaching the target figures and a description of the measures which the company has adopted or intends to adopt in order to meet the target figures . |
### since listed companies should aim to increase the proportion of the under - represented sex in all decision - making positions , member states may provide that the objective laid down in this directive should be considered to be met where listed companies can show that members of the under - represented sex hold at least one third of all director positions , irrespective of whether they are executive or non - executive . ### since listed companies should aim to increase the proportion of the under - represented sex in all decision - making positions , member states may provide that the objective laid down in this directive should be considered to be met where listed companies can show that members of the under - represented sex hold at least 40 per cent of all director positions , irrespective of whether they are executive or non - executive . |
### since listed companies should aim to increase the proportion of the under - represented sex in all decision - making positions , member states may provide that the objective laid down in this directive should be considered to be met where listed companies can show that members of the under - represented sex hold at least one third of all director positions , irrespective of whether they are executive or non - executive . ### since listed companies should aim to increase the proportion of the under - represented sex in all decision - making positions , member states may provide that the objective laid down in this directive should be considered to be met where listed companies can show that members of the under - represented sex hold at least 40 per cent of all director positions , irrespective of whether they are executive or non - executive . |
### while this directive does not aim to harmonise national laws on the selection procedures and qualification criteria for board positions in detail , the introduction of certain minimum standards as regards the requirement for listed companies without balanced gender representation to take appointment decisions for non - executive directors on the basis of an objective comparative assessment of the qualifications of candidates in terms of suitability , competence and professional performance is necessary in order to attain gender balance among non - executives directors . only an eu - level measure can effectively help to ensure a competitive level - playing field throughout the union and avoid practical complications in business life . ### the introduction of requirements for companies to set individual targets and to develop gender policies in order to improve the gender balance among executive and non - executive directors and at all levels of management is necessary to ensure that companies take action on this important matter . the target figures should be ambitious and realistic for the individual company whilst taking into account company - specific and branch - specific characteristics . |
### while this directive does not aim to harmonise national laws on the selection procedures and qualification criteria for board positions in detail , the introduction of certain minimum standards as regards the requirement for listed companies without balanced gender representation to take appointment decisions for non - executive directors on the basis of an objective comparative assessment of the qualifications of candidates in terms of suitability , competence and professional performance is necessary in order to attain gender balance among non - executives directors . only an eu - level measure can effectively help to ensure a competitive level - playing field throughout the union and avoid practical complications in business life . ### the introduction of requirements for companies to set individual targets and to develop gender policies in order to improve the gender balance among executive and non - executive directors and at all levels of management is necessary to ensure that companies take action on this important matter . the target figures should be ambitious and realistic for the individual company whilst taking into account company - specific and branch - specific characteristics . |
### while this directive does not aim to harmonise national laws on the selection procedures and qualification criteria for board positions in detail , the introduction of certain minimum standards as regards the requirement for listed companies without balanced gender representation to take appointment decisions for non - executive directors on the basis of an objective comparative assessment of the qualifications of candidates in terms of suitability , competence and professional performance is necessary in order to attain gender balance among non - executives directors . only an eu - level measure can effectively help to ensure a competitive level - playing field throughout the union and avoid practical complications in business life . ### the introduction of requirements for companies to set individual targets and to develop gender policies in order to improve the gender balance among executive and non - executive directors and at all levels of management is necessary to ensure that companies take action on this important matter . the target figures should be ambitious and realistic for the individual company whilst taking into account company - specific and branch - specific characteristics . |
### while this directive does not aim to harmonise national laws on the selection procedures and qualification criteria for board positions in detail , the introduction of certain minimum standards as regards the requirement for listed companies without balanced gender representation to take appointment decisions for non - executive directors on the basis of an objective comparative assessment of the qualifications of candidates in terms of suitability , competence and professional performance is necessary in order to attain gender balance among non - executives directors . only an eu - level measure can effectively help to ensure a competitive level - playing field throughout the union and avoid practical complications in business life . ### the introduction of requirements for companies to set individual targets and to develop gender policies in order to improve the gender balance among executive and non - executive directors and at all levels of management is necessary to ensure that companies take action on this important matter . the target figures should be ambitious and realistic for the individual company whilst taking into account company - specific and branch - specific characteristics . |
### the methods of recruiting and appointing directors differ from one member state to another and from one company to another . they may involve the pre - selection of candidates to be presented to the shareholders ' assembly , for example by a nomination committee , the direct appointment of directors by individual shareholders or a vote in the shareholders ' assembly on individual candidates or lists of candidates . the requirements concerning the selection of candidates should be met at the appropriate stage of the selection process in accordance with national law and the articles of association of the listed companies concerned . in this respect , this directive only establishes a minimum harmonisation of selection procedures , making it possible to apply the conditions provided for by the case - law of the court of justice with a view to attaining the objective of a more balanced gender representation in the boards of listed companies . ### the methods of recruiting , selecting and appointing directors differ from one member state to another and from one company to another . they may involve the pre - selection of candidates to be presented to the shareholders ' assembly , for example by a nomination committee , the direct appointment of directors by individual shareholders or a vote in the shareholders ' assembly on individual candidates or lists of candidates . this directive respects the diversity of selection procedures which should be based on transparency and merit , while insisting that the aim of increasing the under - represented sex ' s participation on boards is attained . the requirements concerning the selection of candidates should be met at the appropriate stage of the selection process in accordance with national law and the articles of association of the listed companies concerned . in this respect , this directive allows for diversity of selection procedures , with a view to attaining the objective of a more balanced gender representation in the boards of listed companies . the provision of this directive does not unduly interfere with day - to - day management , since companies maintain the freedom to select candidates on the basis of qualifications or other objective relevant considerations . |
### member states shall require listed companies to provide information to the competent national authorities , once a year as from [ two years after adoption ] , about the gender representation on their boards , distinguishing between non - executive and executive directors and about the measures taken in view of the objectives laid down in article 4 and in paragraph 1 of this article , and to publish that information in an appropriate and accessible manner on their website . ### member states shall require listed companies to provide information to the competent national authorities , once a year as from [ two years after adoption ] , about the following : the gender representation on their boards , distinguishing between non - executive and executive directors , b ) presentation and analysis of the specific measures taken in view of the objectives laid down in article 4 and in paragraph 1 and 1a of this article , c ) the specific measures planned for the following year , d ) the progress with regard to the objectives laid down in article 4 and paragraph 1 of this article . listed companies shall publish that information in an appropriate and accessible manner on their website and in their annual report . |
### the efficient use of human capital is the most important determinant of an economy ' s competitiveness and is key to addressing the eu ' s demographic challenges , to competing successfully in a globalised economy and to ensuring a comparative advantage vis - à - vis third countries . the pool of highly trained and qualified women is constantly growing as evidenced by the fact that 60 per cent of university graduates are female . a continued failure to draw on this pool in appointments to economic decision - making positions would amount to a failure to fully exploit skilled human capital . ### the efficient use of human capital is the most important determinant of an economy ' s competitiveness and is key to addressing the eu ' s demographic challenges , to competing successfully in a globalised economy and to ensuring balanced economic and social development along more competitive and human lines vis - à - vis third countries . the pool of highly trained and qualified women is constantly growing as evidenced by the fact that 60 per cent of university graduates are female . failure to recognise this in appointments to economic decision - making positions would amount to a failure to fully exploit skilled human skills , knowledge and capital and detract from the competitiveness of eu production methods . |
### companies listed on stock exchanges enjoy a particular economic importance , visibility and impact on the market as a whole . the measures provided for in this directive should therefore apply to listed companies , which are defined as companies incorporated in a member state whose securities are admitted to trading on a regulated market within the meaning of article 4 of directive 2004 / 39 / ec of the european parliament and of the council of 21 april 2004 on markets in financial instruments , in one or more member states . these companies set standards for the economy in its entirety and their practices can be expected to be followed by other types of companies . the public nature of listed companies justifies that they be regulated to a greater extent in the public interest . ### companies listed on stock exchanges enjoy a particular economic importance , visibility and impact on the market as a whole . the measures provided for in this directive should therefore apply to listed companies , which are defined as companies incorporated in a member state whose securities are admitted to trading on a regulated market within the meaning of article 4 of directive 2004 / 39 / ec of the european parliament and of the council of 21 april 2004 on markets in financial instruments , in one or more member states . the measures described must also apply to major companies , i . e . those selling or invoicing to a value of over eur 1bn per annum and subsidiaries thereof invoicing over eur 100m and with at least five members on their board . these companies set standards for the economy in its entirety and their practices can be expected to be followed by other types of companies . the public nature of listed companies justifies that they be regulated to a greater extent in the public interest . |
### the proportion of women on company boards is progressing very slowly , with an average annual increase of just 0 . 6 percentage points during the past years . the rate of improvement has differed in individual member states and has led to highly divergent results . much more significant progress was noted in the member states where binding measures have been introduced . growing discrepancies between member states are likely to increase given the very different approaches pursued by individual member states to increase the representation of females on boards that are being pursued by individual member states . ### the proportion of women on company boards is progressing very slowly , with an average annual increase of just 0 . 6 percentage points during the past years . the rate of improvement has differed in individual member states and has led to highly divergent results . much more significant progress was noted in the member states where binding measures have been introduced . however , a number of countries have reached similarly good results through voluntary mechanisms , backed up by solid welfare systems , beneficial to women ' s participation in the workforce . growing discrepancies between member states are likely to increase given the very different approaches pursued by individual member states to increase the representation of females on boards that are being pursued by individual member states . |
### existing evidence also shows that labour market equality can improve economic growth substantially . enhancing female presence in the boardrooms of listed companies in the union not only affects the women appointed to boards , but also contributes to attracting female talent to the company and ensuring a greater presence of women at all levels of management and in the workforce . therefore , a higher share of women on company boards has a positive impact on closing both the gender employment gap and the gender pay gap . making full use of the existing female talent pool would constitute a marked improvement in terms of return on education for both individuals and the public sector . female under - representation in the board rooms of publicly listed companies in the eu is a missed opportunity in terms of achieving long - term sustainable growth for member states ' economies at large . ### existing evidence also shows that labour market equality can improve economic growth substantially . enhancing female presence in the boardrooms of listed companies in the union not only affects the women appointed to boards , but also contributes to attracting female talent to the company and ensuring a greater presence of women at all levels of management and in the workforce . therefore , a higher share of women on company boards should have a positive impact on closing both the gender employment gap and the gender pay gap . making full use of the existing female talent pool would constitute a marked improvement in terms of return on education for both individuals and the public sector . female under - representation in the board rooms of publicly listed companies in the eu is a missed opportunity in terms of achieving long - term sustainable growth for member states ' economies at large . |
### this directive should not apply to micro , small and medium - sized enterprises , as defined by commission recommendation 2003 / 361 / ec of 6 may 2003 concerning the definition of micro , small and medium - sized enterprises , even if they are listed companies . ### this directive should not apply to micro , small and medium - sized enterprises , as defined by commission recommendation 2003 / 361 / ec of 6 may 2003 concerning the definition of micro , small and medium - sized enterprises , even if they are listed companies , however member states should put in place policies to support and incentivise smes to significantly improve the gender balance at all levels of management and on company boards . |
### in order to attain the objective laid down in paragraph 1 , member states shall ensure that , in the selection of non - executive directors , priority shall be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . ### in order for listed companies to improve their gender balance , priority may be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . |
### in order to attain the objective laid down in paragraph 1 , member states shall ensure that , in the selection of non - executive directors , priority shall be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . ### in order for listed companies to improve their gender balance , priority may be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . |
### in order to attain the objective laid down in paragraph 1 , member states shall ensure that , in the selection of non - executive directors , priority shall be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . ### in order for listed companies to improve their gender balance , priority may be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . |
### in order to attain the objective laid down in paragraph 1 , member states shall ensure that , in the selection of non - executive directors , priority shall be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . ### in order for listed companies to improve their gender balance , priority may be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . |
### in order to attain the objective laid down in paragraph 1 , member states shall ensure that , in the selection of non - executive directors , priority shall be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . ### in order for listed companies to improve their gender balance , priority may be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . |
### in order to attain the objective laid down in paragraph 1 , member states shall ensure that , in the selection of non - executive directors , priority shall be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . ### in order for listed companies to improve their gender balance , priority may be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . |
### the proportion of women on company boards is progressing very slowly , with an average annual increase of just 0 . 6 percentage points during the past years . the rate of improvement has differed in individual member states and has led to highly divergent results . much more significant progress was noted in the member states where binding measures have been introduced . growing discrepancies between member states are likely to increase given the very different approaches pursued by individual member states to increase the representation of females on boards that are being pursued by individual member states . ### the proportion of women on company boards is progressing very slowly , with an average annual increase of just 0 . 6 percentage points during the past years . the rate of improvement has differed in individual member states and has led to highly divergent results . much more significant progress was noted in member states such as france , which set 2017 as its target for fulfilment of the objectives contained in the directive , meeting in less than two years the 20% target set for 2014 , or countries such as norway , which met the 40% target in three years . in both cases these results were achieve through binding measures . growing discrepancies between member states are likely to increase given the very different approaches pursued by individual member states to increase the representation of females on boards that are being pursued by individual member states . |
### the sanctions must be effective , proportionate and dissuasive and may include the following measures : ### sanctions shall be imposed on companies for infringing the procedure of setting target figures , of drawing up a gender policy and of disclosing the relevant information in accordance with articles 4 and 5 of this directive . the sanctions must be effective , proportionate and dissuasive and may include the following measures : |
### the sanctions must be effective , proportionate and dissuasive and may include the following measures : ### sanctions shall be imposed on companies for infringing the procedure of setting target figures , of drawing up a gender policy and of disclosing the relevant information in accordance with articles 4 and 5 of this directive . the sanctions must be effective , proportionate and dissuasive and may include the following measures : |
### in line with that case - law , member states should ensure that the selection of the best qualified candidates for non - executive directors is based on a comparative analysis of the qualifications of each candidate on the basis of pre - established , clear , neutrally formulated and unambiguous criteria . examples of types of selection criteria that companies could apply include professional experience in managerial and / or supervisory tasks , knowledge in specific relevant areas such as finance , controlling or human resources management , leadership and communication skills and networking abilities . priority should be given to the candidate of the under - represented sex if that candidate is equally qualified as the candidate of the other sex in terms of suitability , competence and professional performance , and if an objective assessment taking account of all criteria specific to the individual candidates does not tilt the balance in favour of a candidate of the other sex . ### in line with that case - law , listed companies should be encouraged to base the selection of the best qualified candidates for non - executive directors on a comparative analysis of the qualifications of each candidate on the basis of pre - established , clear , neutrally formulated and unambiguous criteria . examples of types of selection criteria that companies could apply include professional experience in managerial and / or supervisory tasks , knowledge in specific relevant areas such as finance , controlling or human resources management , leadership and communication skills and networking abilities . priority may be given to the candidate of the under - represented sex if that candidate is at least equally qualified . member states should ensure that companies that do not comply with the directive ' s key objectives disclose additional information on their recruitment , selection and appointment policies , and in particular explain measures they will implement to improve their gender balance in this regard . |
### in line with that case - law , member states should ensure that the selection of the best qualified candidates for non - executive directors is based on a comparative analysis of the qualifications of each candidate on the basis of pre - established , clear , neutrally formulated and unambiguous criteria . examples of types of selection criteria that companies could apply include professional experience in managerial and / or supervisory tasks , knowledge in specific relevant areas such as finance , controlling or human resources management , leadership and communication skills and networking abilities . priority should be given to the candidate of the under - represented sex if that candidate is equally qualified as the candidate of the other sex in terms of suitability , competence and professional performance , and if an objective assessment taking account of all criteria specific to the individual candidates does not tilt the balance in favour of a candidate of the other sex . ### in line with that case - law , listed companies should be encouraged to base the selection of the best qualified candidates for non - executive directors on a comparative analysis of the qualifications of each candidate on the basis of pre - established , clear , neutrally formulated and unambiguous criteria . examples of types of selection criteria that companies could apply include professional experience in managerial and / or supervisory tasks , knowledge in specific relevant areas such as finance , controlling or human resources management , leadership and communication skills and networking abilities . priority may be given to the candidate of the under - represented sex if that candidate is at least equally qualified . member states should ensure that companies that do not comply with the directive ' s key objectives disclose additional information on their recruitment , selection and appointment policies , and in particular explain measures they will implement to improve their gender balance in this regard . |
### in line with that case - law , member states should ensure that the selection of the best qualified candidates for non - executive directors is based on a comparative analysis of the qualifications of each candidate on the basis of pre - established , clear , neutrally formulated and unambiguous criteria . examples of types of selection criteria that companies could apply include professional experience in managerial and / or supervisory tasks , knowledge in specific relevant areas such as finance , controlling or human resources management , leadership and communication skills and networking abilities . priority should be given to the candidate of the under - represented sex if that candidate is equally qualified as the candidate of the other sex in terms of suitability , competence and professional performance , and if an objective assessment taking account of all criteria specific to the individual candidates does not tilt the balance in favour of a candidate of the other sex . ### in line with that case - law , listed companies should be encouraged to base the selection of the best qualified candidates for non - executive directors on a comparative analysis of the qualifications of each candidate on the basis of pre - established , clear , neutrally formulated and unambiguous criteria . examples of types of selection criteria that companies could apply include professional experience in managerial and / or supervisory tasks , knowledge in specific relevant areas such as finance , controlling or human resources management , leadership and communication skills and networking abilities . priority may be given to the candidate of the under - represented sex if that candidate is at least equally qualified . member states should ensure that companies that do not comply with the directive ' s key objectives disclose additional information on their recruitment , selection and appointment policies , and in particular explain measures they will implement to improve their gender balance in this regard . |
### at company level , it is widely acknowledged that the presence of women on boards improves corporate governance , because team performance and the quality of decision - making are enhanced due to a more diverse and collective mind - set incorporating a wider range of perspectives and therefore reaching more balanced decisions . numerous studies have also shown that there is a positive relationship between gender diversity at top management level and a company ' s financial performance and profitability . enhancing female representation on the boards of publicly listed companies in the union can therefore have a positive impact on the performance of companies concerned . ### at company level , it is widely acknowledged that the presence of women on boards improves corporate governance , because team performance is enhanced and the quality of decision making is improved due to the fact that it incorporates a more balanced perspective . numerous studies have also shown that there is a positive relationship between gender diversity at top management level and a company ' s financial performance and profitability . enhancing female representation on the boards of publicly listed companies in the union should therefore have a positive impact on the performance of companies concerned . |
### since listed companies should aim to increase the proportion of the under - represented sex in all decision - making positions , member states may provide that the objective laid down in this directive should be considered to be met where listed companies can show that members of the under - represented sex hold at least one third of all director positions , irrespective of whether they are executive or non - executive . ### since listed companies should aim to increase the proportion of the under - represented sex in all decision - making positions , member states may provide that the objective laid down in this directive should be considered to be met where listed companies can show that members of the under - represented sex hold at least one third of all director positions , irrespective of whether they are executive or non - executive . such companies shall , however , continue to set out in their annual reports and on their websites the gender balance among executive and non - executive directors , and their policies in this area , in accordance with article 5 , 5 and 5 of this directive . |
### in line with that case - law , member states should ensure that the selection of the best qualified candidates for non - executive directors is based on a comparative analysis of the qualifications of each candidate on the basis of pre - established , clear , neutrally formulated and unambiguous criteria . examples of types of selection criteria that companies could apply include professional experience in managerial and / or supervisory tasks , knowledge in specific relevant areas such as finance , controlling or human resources management , leadership and communication skills and networking abilities . priority should be given to the candidate of the under - represented sex if that candidate is equally qualified as the candidate of the other sex in terms of suitability , competence and professional performance , and if an objective assessment taking account of all criteria specific to the individual candidates does not tilt the balance in favour of a candidate of the other sex . ### in line with that case - law , listed companies should be encouraged to base the selection of the best qualified candidates for non - executive directors on a comparative analysis of the qualifications of each candidate on the basis of pre - established , clear , neutrally formulated and unambiguous criteria . examples of types of selection criteria that companies could apply include professional experience in managerial and / or supervisory tasks , knowledge in specific relevant areas such as finance , controlling or human resources management , leadership and communication skills and networking abilities . priority may be given to the candidate of the under - represented sex if that candidate is at least equally qualified . member states should ensure that companies that do not comply with the directive ' s key objectives disclose additional information on their recruitment , selection and appointment policies , and in particular explain measures they will implement to improve their gender balance in this regard . |
### in line with that case - law , member states should ensure that the selection of the best qualified candidates for non - executive directors is based on a comparative analysis of the qualifications of each candidate on the basis of pre - established , clear , neutrally formulated and unambiguous criteria . examples of types of selection criteria that companies could apply include professional experience in managerial and / or supervisory tasks , knowledge in specific relevant areas such as finance , controlling or human resources management , leadership and communication skills and networking abilities . priority should be given to the candidate of the under - represented sex if that candidate is equally qualified as the candidate of the other sex in terms of suitability , competence and professional performance , and if an objective assessment taking account of all criteria specific to the individual candidates does not tilt the balance in favour of a candidate of the other sex . ### in line with that case - law , listed companies should be encouraged to base the selection of the best qualified candidates for non - executive directors on a comparative analysis of the qualifications of each candidate on the basis of pre - established , clear , neutrally formulated and unambiguous criteria . examples of types of selection criteria that companies could apply include professional experience in managerial and / or supervisory tasks , knowledge in specific relevant areas such as finance , controlling or human resources management , leadership and communication skills and networking abilities . priority may be given to the candidate of the under - represented sex if that candidate is at least equally qualified . member states should ensure that companies that do not comply with the directive ' s key objectives disclose additional information on their recruitment , selection and appointment policies , and in particular explain measures they will implement to improve their gender balance in this regard . |
### in line with that case - law , member states should ensure that the selection of the best qualified candidates for non - executive directors is based on a comparative analysis of the qualifications of each candidate on the basis of pre - established , clear , neutrally formulated and unambiguous criteria . examples of types of selection criteria that companies could apply include professional experience in managerial and / or supervisory tasks , knowledge in specific relevant areas such as finance , controlling or human resources management , leadership and communication skills and networking abilities . priority should be given to the candidate of the under - represented sex if that candidate is equally qualified as the candidate of the other sex in terms of suitability , competence and professional performance , and if an objective assessment taking account of all criteria specific to the individual candidates does not tilt the balance in favour of a candidate of the other sex . ### in line with that case - law , listed companies should be encouraged to base the selection of the best qualified candidates for non - executive directors on a comparative analysis of the qualifications of each candidate on the basis of pre - established , clear , neutrally formulated and unambiguous criteria . examples of types of selection criteria that companies could apply include professional experience in managerial and / or supervisory tasks , knowledge in specific relevant areas such as finance , controlling or human resources management , leadership and communication skills and networking abilities . priority may be given to the candidate of the under - represented sex if that candidate is at least equally qualified . member states should ensure that companies that do not comply with the directive ' s key objectives disclose additional information on their recruitment , selection and appointment policies , and in particular explain measures they will implement to improve their gender balance in this regard . |
### member states should require listed companies to provide information on the gender composition of their boards as well as information on how they managed to meet the objectives laid down in this directive , on a yearly basis to the competent national authorities in order to enable them to assess the progress of each listed company towards gender balance among directors . such information should be published and , where the company in question has not met the objective , it should include a description of the measures that it has taken so far and intends to take in the future in order to meet the objective . ### member states should require listed companies to provide information on the gender composition of their boards as well as on the measures taken to meet the objectives laid down in this directive , on a yearly basis to the competent national authorities in order to enable them to assess the progress of each listed company towards gender balance among directors . such information should be published in the annual report and on the company ' s website and , where the company in question has not met the individually set targets , it should include a description of the measures that it has taken so far and intends to take in the future in order to meet those targets . |
### member states should require listed companies to provide information on the gender composition of their boards as well as information on how they managed to meet the objectives laid down in this directive , on a yearly basis to the competent national authorities in order to enable them to assess the progress of each listed company towards gender balance among directors . such information should be published and , where the company in question has not met the objective , it should include a description of the measures that it has taken so far and intends to take in the future in order to meet the objective . ### member states should require listed companies to provide information on the gender composition of their boards as well as on the measures taken to meet the objectives laid down in this directive , on a yearly basis to the competent national authorities in order to enable them to assess the progress of each listed company towards gender balance among directors . such information should be published in the annual report and on the company ' s website and , where the company in question has not met the individually set targets , it should include a description of the measures that it has taken so far and intends to take in the future in order to meet those targets . |
### the proportion of women on company boards is progressing very slowly , with an average annual increase of just 0 . 6 percentage points during the past years . the rate of improvement has differed in individual member states and has led to highly divergent results . much more significant progress was noted in the member states where binding measures have been introduced . growing discrepancies between member states are likely to increase given the very different approaches pursued by individual member states to increase the representation of females on boards that are being pursued by individual member states . ### the proportion of women on company boards is progressing very slowly , with an average annual increase of just 0 . 6 percentage points during the past years . the rate of improvement has differed in individual member states and has led to highly divergent results . much more significant progress was noted in member states such as france , which set 2017 as its target for fulfilment of the objectives contained in the directive , meeting in less than two years the 20% target set for 2014 , or countries such as norway , which met the 40% target in three years . in both cases these results were achieve through binding measures . growing discrepancies between member states are likely to increase given the very different approaches pursued by individual member states to increase the representation of females on boards that are being pursued by individual member states . |
### the proportion of women on company boards is progressing very slowly , with an average annual increase of just 0 . 6 percentage points during the past years . the rate of improvement has differed in individual member states and has led to highly divergent results . much more significant progress was noted in the member states where binding measures have been introduced . growing discrepancies between member states are likely to increase given the very different approaches pursued by individual member states to increase the representation of females on boards that are being pursued by individual member states . ### the proportion of women on company boards is progressing very slowly , with an average annual increase of just 0 . 6 percentage points during the past years . the rate of improvement has differed in individual member states and has led to highly divergent results . much more significant progress was noted in member states such as france , which set 2017 as its target for fulfilment of the objectives contained in the directive , meeting in less than two years the 20% target set for 2014 , or countries such as norway , which met the 40% target in three years . in both cases these results were achieve through binding measures . growing discrepancies between member states are likely to increase given the very different approaches pursued by individual member states to increase the representation of females on boards that are being pursued by individual member states . |
### in several member states , a certain proportion of the non - executive directors can or must be appointed or elected by the company ' s workforce and / or organisations of workers pursuant to national law or practice . the quantitative objectives provided for in this directive should apply to all non - executive directors including employee representatives . however , the practical procedures for ensuring that those objectives are attained , taking into account the fact that some non - executive directors are employee representatives , should be defined by the member states concerned . ### in several member states , a certain proportion of the non - executive directors can or must be appointed or elected by the company ' s workforce and / or organisations of workers pursuant to national law or practice . the union ' s nomination of employee representatives to boards should take due regard to gender balance . however , the practical procedures for employee representatives should be defined by the member states concerned . it is important that employee organisations are involved in the development and implementation of gender policies in the company . employee representation on the boards of listed companies is also a positive way of enhancing diversity by including key perspectives and genuine knowledge of the internal workings of the company . |
### in several member states , a certain proportion of the non - executive directors can or must be appointed or elected by the company ' s workforce and / or organisations of workers pursuant to national law or practice . the quantitative objectives provided for in this directive should apply to all non - executive directors including employee representatives . however , the practical procedures for ensuring that those objectives are attained , taking into account the fact that some non - executive directors are employee representatives , should be defined by the member states concerned . ### in several member states , a certain proportion of the non - executive directors can or must be appointed or elected by the company ' s workforce and / or organisations of workers pursuant to national law or practice . the union ' s nomination of employee representatives to boards should take due regard to gender balance . however , the practical procedures for employee representatives should be defined by the member states concerned . it is important that employee organisations are involved in the development and implementation of gender policies in the company . employee representation on the boards of listed companies is also a positive way of enhancing diversity by including key perspectives and genuine knowledge of the internal workings of the company . |
### in order to attain the objective laid down in paragraph 1 , member states shall ensure that , in the selection of non - executive directors , priority shall be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . ### in order for listed companies to improve their gender balance , priority may be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . |
### in order to attain the objective laid down in paragraph 1 , member states shall ensure that , in the selection of non - executive directors , priority shall be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . ### in order for listed companies to improve their gender balance , priority may be given to the candidate of the under - represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability , competence and professional performance , unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex . |
### in several member states , a certain proportion of the non - executive directors can or must be appointed or elected by the company ' s workforce and / or organisations of workers pursuant to national law or practice . the quantitative objectives provided for in this directive should apply to all non - executive directors including employee representatives . however , the practical procedures for ensuring that those objectives are attained , taking into account the fact that some non - executive directors are employee representatives , should be defined by the member states concerned . ### in several member states , a certain proportion of the non - executive directors can or must be appointed or elected by the company ' s workforce and / or organisations of workers pursuant to national law or practice . the union ' s nomination of employee representatives to boards should take due regard to gender balance . however , the practical procedures for employee representatives should be defined by the member states concerned . it is important that employee organisations are involved in the development and implementation of gender policies in the company . employee representation on the boards of listed companies is also a positive way of enhancing diversity by including key perspectives and genuine knowledge of the internal workings of the company . |
### in several member states , a certain proportion of the non - executive directors can or must be appointed or elected by the company ' s workforce and / or organisations of workers pursuant to national law or practice . the quantitative objectives provided for in this directive should apply to all non - executive directors including employee representatives . however , the practical procedures for ensuring that those objectives are attained , taking into account the fact that some non - executive directors are employee representatives , should be defined by the member states concerned . ### in several member states , a certain proportion of the non - executive directors can or must be appointed or elected by the company ' s workforce and / or organisations of workers pursuant to national law or practice . the union ' s nomination of employee representatives to boards should take due regard to gender balance . however , the practical procedures for employee representatives should be defined by the member states concerned . it is important that employee organisations are involved in the development and implementation of gender policies in the company . employee representation on the boards of listed companies is also a positive way of enhancing diversity by including key perspectives and genuine knowledge of the internal workings of the company . |
### meanwhile , drug and vaccine development processes are becoming more expensive and less effective . persistent health inequalities must be addressed , and access to effective and competent health systems must be ensured for all europeans . ### meanwhile , drug and vaccine development processes are becoming more expensive and less effective , while public health interventions , health promotion , risk factors reduction and prevention strategies proved to be cost - effective in the long term . persistent health inequalities must be addressed , and access to effective and competent health systems must be ensured for all europeans . |
### an increasing disease and disability burden in the context of an aging population places further demands on health and care sectors . if effective health and care is to be maintained for all ages , efforts are required to improve decision making in prevention and treatment provision , to identify and support the dissemination of best practice in the health and care sectors , and to support integrated care and the wide uptake of technological , organisational and social innovations empowering in particular older persons as well as disabled persons to remain active and independent . doing so will contribute to increasing , and lengthening the duration of their physical , social , and mental well - being . ### an increasing disease and disability burden in the context of an aging population places further demands on health and care sectors . if effective health and care is to be maintained for all ages , efforts are required to improve decision making in prevention and treatment provision , to identify and support the dissemination of best practice in the health and care sectors , to empower citizens and patients through health literacy , and to support integrated care and the wide uptake of technological , organisational and social innovations empowering in particular older persons as well as disabled persons to remain active and independent . doing so will contribute to increasing , and lengthening the duration of their physical , social , and mental well - being . |
### the cost of union health and social care systems is rising with care and prevention measures in all ages increasingly expensive , the number of europeans aged over 65 expected to nearly double from 85 million in 2008 to 151 million by 2060 , and those over 80 to rise from 22 to 61 million in the same period . reducing or containing these costs such that they do not become unsustainable depends in part on ensuring the lifelong health and wellbeing of all and therefore on the effective prevention , treatment and management of disease and disability . ### the cost of union health and social care systems is rising with care and prevention measures in all ages increasingly expensive , the number of europeans aged over 65 expected to nearly double from 85 million in 2008 to 151 million by 2060 , and those over 80 to rise from 22 to 61 million in the same period . reducing or containing these costs such that they do not become unsustainable depends in part on ensuring the lifelong mental and physical health and wellbeing of all and therefore on the effective prevention , treatment and management of disease and disability . |
### similarly , the complexity of the challenge and the interdependency of its components demand a european level response . many approaches , tools and technologies have applicability across many of the research and innovation areas of this challenge and are best supported at union level . these include the development of long term cohorts and the conduct of clinical trials , the clinical use of ‘ - omics’ or the development of ict and their applications in healthcare practice , notably e - health . the requirements of specific populations are also best addressed in an integrated manner , for example in the development of stratified and / or personalised medicine , in the treatment of rare diseases , and in providing assisted and independent living solutions . ### similarly , the complexity of the challenge and the interdependency of its components demand a european level response . many approaches , tools and technologies have applicability across many of the research and innovation areas of this challenge and are best supported at union level . these include the support to health promotion and health literacy research , the development of long term cohorts and the conduct of clinical trials , the clinical use of ‘ - omics’ or the development of ict and their applications in healthcare practice , notably e - health . the requirements of specific populations are also best addressed in an integrated manner , for example in the development of stratified and / or personalised medicine , in the treatment of rare diseases , and in providing assisted and independent living solutions . |
### an increasing disease and disability burden in the context of an aging population places further demands on health and care sectors . if effective health and care is to be maintained for all ages , efforts are required to improve decision making in prevention and treatment provision , to identify and support the dissemination of best practice in the health and care sectors , and to support integrated care and the wide uptake of technological , organisational and social innovations empowering in particular older persons as well as disabled persons to remain active and independent . doing so will contribute to increasing , and lengthening the duration of their physical , social , and mental well - being . ### an increasing disease and disability burden in the context of an aging population places further demands on health and care sectors . if effective health and care is to be maintained for all ages , efforts are required to improve decision making in prevention and treatment provision , to identify and support the dissemination of best practice in the health and care sectors , and to support integrated care and the wide uptake of technological , organisational and social innovations empowering in particular older persons , persons with chronic diseases as well as disabled persons to remain active and independent . doing so will contribute to increasing , and lengthening the duration of their physical , social , and mental well - being . |
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