WRITTEN QUESTION E-1384/00 by Michl Ebner (PPE-DE) to the Commission. The Swedish example as a model for the equality of women in the public sector.
Date: 2000-05-04
Institutions: European Parliament, Provisional data
Subjects: European social policy, Sweden, equal treatment, gender equality, job access, public sector

C 46 E/184

Official Journal of the European Communities

EN

13.2.2001

As regards its internal reform the Commission has underlined in the white paper of 1 March 2000 (2) (Part
II p. 37) that (cid:145)the principle of (cid:147)mainstreaming(cid:148), that is the systematic consideration of gender issues in all
policies and actions, must be a basic parameter for the reform of the human resources policy(cid:146). The
measures necessary to promote equal opportunities will be taken by creating an environment which is
favourable to the recruitment of women, to their promotion and career development within the institution.
The Commission already decided in December 1999 that (cid:145)in making appointments to senior management
posts, the appointing authority will, in principle, give priority to women where it finds, after conducting
an assessment, that candidates are of equal merit(cid:146). This policy will not be followed automatically, but it will
be one of the important means used by the appointing authority to reach the objective of the Commission
to double the present number of women at director general and director level during its mandate.

In addition, for the last five years, the Commission has adopted annual objectives for recruitment to the
Commission and appointments of women to middle management posts.

(1) COM(2000) 335 final.
(2) COM(2000) 200 final.

(2001/C 46 E/215)

WRITTEN QUESTION E-1384/00

by Michl Ebner (PPE-DE) to the Commission

(4 May 2000)

Subject: The Swedish example as a model for the equality of women in the public sector

During the 1990s exemplary practices in Sweden led to the balanced representation of women in the
public sector. This was achieved by pursuing a training and awareness programme for top management in
all spheres of the public sector: even the prime minister and all members of the cabinet were involved.

Does the Commission intend to adopt measures to ensure that these exemplary practices are extensively
publicised so that the other EU Member states and the candidate countries follow them?

What financial instruments does the European Union have at its disposal to co-finance initiatives of this
kind?

Answer given by Mrs Diamantopoulou on behalf of the Commission

(15 June 2000)

The Commission agrees with the Honourable Member that the Swedish model for the promotion of
women in the public sector has been very successful.

For this reason, it has served as an example in various projects supported under Council Decision 95/593/
EC of 22 December 1995 on a medium-term action programme on equal opportunities for men and
women (1996-2000) (1) which foresees the co-financing of
initiatives to disseminate models of best
practice on the promotion of women,
including in the public sector. Furthermore, the Commission
supported a conference on the promotion of women in the public sector in which the Swedish Ombuds-
man gave an extensive presentation on the Swedish system.

In the new framework programme on gender equality, for the period 2001-2005, the promotion of
women to top management positions will be an important priority (2).

13.2.2001

EN

Official Journal of the European Communities

C 46 E/185

Finally, within the Commission, awareness raising training on gender equality is offered to civil servants to
support the Commission(cid:146)s active gender equality policy in decision-making positions. The Commission will
shortly adopt a decision on gender balance in the committees and expert groups established to advise it.

(1) OJ L 335, 30.12.1995.
(2)

[Due for adoption by the Commission on 30 May].

(2001/C 46 E/216)

WRITTEN QUESTION E-1385/00

by Michl Ebner (PPE-DE) to the Commission

(4 May 2000)

Subject: Education and training as a means of preventing inequality between women and men

The old saying (cid:145)prevention is better than cure(cid:146) has successfully stood the test of time. Since much remains
to be done to bring about the equality of women and men in many working environments, particularly in
management posts, and this is due, according to scientific surveys, primarily to a lack of training among
women, will the Commission state whether, as part of the new EQUAL Programme, it intends to devote
special attention to educational and training measures in favour of women so as to remedy this situation at
the earliest opportunity?

Answer given by Mrs Diamantopoulou on behalf of the Commission

(23 June 2000)

The guidelines for EQUAL have taken into account the training deficit of women,
in particular by
requiring the Member States to include in their programme proposals (cid:145)a description of the actions and
methods planned to implement the gender mainstreaming approach effectively(cid:146) (§ 61) (1).

In addition, the guidelines specify that one of the thematic fields serving as a basis for the first call for
proposals will be (cid:145)promoting lifelong learning and inclusive work practices which encourage the recruit-
ment and retention of those suffering discrimination and inequalities in connection with the labour market(cid:146)
(§ 16).

(1) OJ C 127, 5.5.2000.

(2001/C 46 E/217)

WRITTEN QUESTION E-1386/00

by Michl Ebner (PPE-DE) to the Commission

(4 May 2000)

Subject: Expiry of the NOW Programme

From 1994 to 1999 the NOW Programme was a key instrument for promoting the interests of women in
the employment sector and it basically supported training and labour market integration projects.

The new Structural Fund regulations do not, however, make any provision for an instrument specifically
geared to women; instead, the EQUAL Programme is to be used to reduce all forms of discrimination on
the labour market.