many many atypical forms of notes that the increasing pressures on the media sector to maintain economic viability due to continued digitisation impacts on the type of employment contracts offered in the sector and is likely to aggravate this trend; further notes that women on these forms of contract may be more vulnerable to workplace harassment due to the relative ease with which they can be dismissed from the organisation; 11. Notes, with reference to Eurofound’s forthcoming report on ‘Pay transparency in Europe: First movers’ experiences with gender pay reports and audits’, that only one third of Member States have implemented at least some gender pay transparency measures as per the European Commission Recommendation (C(2014) 1405 final), and some have only recently changed legislation or have mature plans, while more than half of the Member States have not implemented any of the four pay transparency measures to date; 12. Stresses the role of the media as agents of social change and their influence in shaping public opinion, and calls on Member States to promote gender equality content in public media; encourages public and private media to mainstream gender equality in all their content and to use non-sexist language; encourages broadcasting organisations to adopt an equality plan for both their internal structures and content production; 13. Calls on the Member States to implement action programmes which ensure women’s involvement in the design and implementation of effective and efficient gender- sensitive policies and programmes within media organisations; 14. Reiterates the European Parliament’s call on the Commission and Council for the swift adoption and implementation of the Women on Boards Directive which sets up a quota system in both public and private listed media organisations in order to ensure women’s equal representation at decision-making level; reminds the Commission of its responsibility to take any action that could help break the deadlock in the Council as regards the adoption of the Women on Boards Directive; 15. Notes in particular the disturbing scale of harassment suffered by female journalists; notes that, according to a recent IWMF/International News Safety Institute study from 20132, at international level 64.8 % of female media workers have experienced intimidation, threats or abuse in relation to their work and 31.7 % of those said that most of the intimidation and abuse occurred in the workplace and was perpetrated by a male boss, supervisor or co-worker; calls on media organisations to establish internal bodies, where not previously present, to assist victims of harassment throughout the process of speaking out; further calls on these organisations to ensure the existence of clear and specific internal policies, including a process for whistleblowing, that specifically aim to tackle a workplace culture which allows the fostering of gender- based discrimination and harassment; welcomes initiatives such as the #MeToo movement that highlighted the scale of sexual harassment and violence against women; strongly supports all the women and girls who have participated in the campaign,

AD\1143592EN.docx 5/9 PE613.389v02-00

EN