WRITTEN QUESTION E-0794/02

by Stefano Zappalà (PPE-DE)and Antonio Tajani (PPE-DE) to the Commission

(20 March 2002)

Subject: Situation of managerial staff in the European Union

In November 2000 we submitted a question (E-3631/00(1)) in which we pointed out that the Committee on Social Affairs, Employment and Working Conditions had adopted report A3-0196/93 and that the European Parliament had adopted the resolution on the situation of managerial staff in the European Community (A3-0196/93)(2) on 25 June 1993. We asked what action had been taken on Parliament's requests. On 22 December 2000 Mrs Diamantopoulou replied that the Commission was collecting the information it required to answer our question and that it would notify us of the results of its inquiries as soon as possible. 14 months later, we are still awaiting that information.

Will the Commission state what action has been taken in response to the European Parliament resolution, which was adopted fully nine years ago?

(1) OJ C 136 E, 8.5.2001, p. 236.

(2) OJ C 194, 19.7.1993, p. 347.

Answer given by Mr Diamantopoulou on behalf of the Commission

(14 May 2002)

The Commission undertook the following actions which respond to the resolution of the Parliament of 25 June 1993:

1. In 1998 a study on the working time of managerial staff in the Union was launched. It identified an average working time of approximately 45 hours/week for managerial staff and analysed the state of discussion on this issue in the Member States.

2. The report on the representativeness of Eurocadres and the Confédération Européenne des Cadres (CEC) at cross-industry level was completed in 2001 by the Institut des sciences du travail de l'Université Catholique de Louvain-la-Neuve (UCL).

3. Since 1993, the Commission formally consults the European organisations representing the managerial staff (CEC and Eurocadres), according to Article 138.2 of the EC Treaty.

4. Representatives of European managerial staff increasingly participate in the European social dialogue framework at cross-industry level as part of the official European trade union representation (European Trades Union Confederation) as well as in the framework of numerous sectoral social dialogue committees (in particular in service sectors).

5. The European Works Councils (EWC) Directive(1) mentions in a recital the need for Member States to ensure proper representation of all categories of workers in EWCs. Moreover, the recently adopted Directive 2002/14/EC of the Parliament and of the Council of 11 March 2002 establishing a general framework for informing and consulting employees in the Community(2) provides for substantial information and consultation rights for all workers.

6. In addition to mainstreaming gender across the entire European Employment Strategy(3), its 4th pillar is dedicated to equal opportunities. A specific guideline, no 17 (in 2002) is directed at bringing about a balanced representation of women and men in all sectors and occupations and at all levels.

7. The Commission Communication Women and science Mobilising women to enrich European research of 1999(4) set a target of at least 40 % for women's participation on the panels, consultative committees and in fellowship programmes of the fifth Community Framework Programme for Research and Technological Development. In its Decision on gender balance in expert groups and Committees set up by the Commission of May 2000, the Commission states its intention to have a minimum gender representation of 40 % in each of its committees and expert groups. To help meet this target, the Commission requests

Member States to present candidates of both sexes for membership in those bodies. The progress towards this target is monitored in the Gender Scoreboard (produced as part of the Annual Report) and has shown a progression from 13 % to 28 % in 2001.

8. The importance of improving access for women to the labour market, including to positions of responsibility, has been carefully reflected in the recent report (2002) of the High Level Task Force on Skills and Mobility and the Commission's Action Plan for Skills and Mobility(5).

9. As part of the Framework Strategy on Gender Equality(6), the Commission is preparing a call for tender in order to establish a database of regularly updated statistics on women in decision-making positions in the economy and society with data on management, industries' and social partners' organisations as well as major non governmental organisations (NGOs).

The Commission regrets the fact that it has taken 14 months to give a definitive answer to the Honourable Member.

(1) Council Directive 94/45/EC of 22 September 1994 on the establishment of a European Works Council or a procedure in Community-scale undertakings and Community-scale groups of undertakings for the purposes of informing and consulting employees, OJ L 254, 30.9.1994.

(2) OJ L 80, 23.3.2002.

(3) Communication form the Commission to the Council, the Parliament, the Economic and Social Committee and the Committee of the Regions Strengthening the local dimension of the European Employment Strategy COM(2001) 629 final.

(4) COM(1999) 76 final.

(5) COM(2002) 72 final.

(6) Proposal for a Council Decision on the Programme relating to the Community framework strategy on gender equality (2001-2005), OJ C 337 E, 28.11.2000.