WRITTEN QUESTION E-1733/03 by Jo Leinen (PSE) to the Commission. Linguistic discrimination in EU job vacancy notices.
Date: 2003-05-23
Institutions: European Parliament, Provisional data
Subjects: Cedefop, application of EU law, job access, linguistic discrimination, mother tongue, recruitment

15.1.2004

EN

Official Journal of the European Union

C 11 E/221

The Commission stresses the importance it attaches to the work of all the transatlantic dialogues with
7.
civil society. The Transatlantic Business, Consumer, Environment and Labour Dialogues have all made
equally valuable contributions to the shaping of the transatlantic relationship, its objectives and activities.
The Commission is convinced that the transatlantic dialogues will continue to play a strong and valuable
role in taking the relationship forward in the future.

(1) OJ C 155 E, 3.7.2003, p. 200.
(2) OJ L 145, 31.5.2001.

(2004/C 11 E/247)

WRITTEN QUESTION E-1733/03

by Jo Leinen (PSE) to the Commission

(23 May 2003)

Subject: Linguistic discrimination in EU job vacancy notices

In its answer to Question E-0941/02 (1) the Commission states that the term ‘native speaker’
is not
acceptable, under any circumstances, under Community law. The Commission also states its intention of
continuing to use its powers to fight against any discrimination caused by a requirement for native speaker
knowledge in job advertisements.

A job advertisement published recently by Cedefop (European Centre for the Development of Vocational
Training) in Thessaloniki, on whose governing body the Commission is represented, bore the title ‘English
mother tongue secretary’. However, the list of qualifications referred only to ‘excellent English’.

Does the Commission take the view that the misleading title of this job advertisement discriminates against
all applicants who are not native speakers of English?

What action will the Commission take on this matter?

Will the Commission try to prevent job advertisements such as this from being published in future?

(1) OJ C 229 E, 26.9.2002, p. 161.

Answer given by Mrs Reding on behalf of the Commission

(9 July 2003)

The European Centre for the Development of Vocational Training (Cedefop) is a decentralised body set up
under a specific Regulation (1). It is autonomous as regards its staff policy, over which the Commission has
no control, beyond being represented on its Management Board. Indeed according to its basic Regulation,
it is the Director who is ‘responsible for all staff matters and for engaging and dismissing staff’. The basic
regulation of Cedefop specifies that its language regime is that of the Community.

The Commission considers that the use of the term ‘native speaker’
in a job advertisement breaches
Community rules on free movement of workers and discriminates against applicants who are not native
speakers of English.

The Commission has investigated the matter of the job-offer for an English mother-tongue secretary
published by Cedefop on 7 April 2003. Cedefop has informed the Commission that the use of the term
‘English mother tongue’ in the vacancy notice for a secretary was considered important since the job
involves substantial assistance to non-English native-speaking experts in the Agency who publish 80 % of
their work in English. Part of the role of the secretary will be to assist in ensuring quality of the language
in the Agency’s publications. Cedefop therefore considered that the highest level of English was required
for the post.

C 11 E/222

Official Journal of the European Union

EN

15.1.2004

Due to the information received by the Commission, Cedefop will be republishing the above post without
a requirement for ‘native speaker knowledge’ in the job advertisement.

The Commission will remind the Directors of Community decentralised organisations of this topic and ask
them to inform promptly their services.

(1) Regulation (EEC) No 337/75 of

the Council of 10 February 1975 establishing a European Centre for the

Development of Vocational Training, OJ L 39, 13.2.1975, Article 7, § 4.

(2004/C 11 E/248)

WRITTEN QUESTION E-1742/03

by Roberta Angelilli (UEN) to the Commission

(26 May 2003)

Subject: Programmes for senior citizens

Over the next few years the problem of the progressive ageing of the EU’s population will in particular
affect Italy, which has one of the world’s lowest birth rates and which is also likely to suffer from the
budgetary point of view. It is forecast that, by 2020, 37 % of the EU’s population will be over 60 years of
age.

Specific action therefore needs to be taken in order to integrate older people into society in such a way
that they are able to work beyond the current retirement age, thanks to the availability of training at every
stage of their working lives.

However, although the EU institutions have long been engaged in action to combat discrimination against,
and the marginalisation of, the elderly and the disabled, specific programmes designed to counter such
tendencies have yet to be implemented, despite the fact that Article 25 of the EU Charter of Fundamental
Rights and Articles 13, 136 and 137 of the EC Treaty indicate that priority is to be given to enabling those
categories of people to play a full role in cultural life and in the life of society.

In view of the above, would the Commission answer the following questions:

1. What action is to be taken for the benefit of older people?

2. Are there any examples of good practice on the part of individual EU Member States?

3. Can the Commission provide an overview of the situation?

Answer given by Mrs Diamantopoulou on behalf of the Commission

(10 July 2003)

Member States have committed to collaboration on ageing issues in the context of sound public finances,
employment, social protection and health care while maintaining these as national policies. The Union’s
response to ageing (1) is developed as part of the overall strategy of mutually reinforcing policies launched
at Lisbon and elaborated at subsequent European Council meetings. The Union approach aims at
mobilising the full potential of people of all ages. This results in an orientation towards active ageing
policies. Core active ageing practices include life long learning, working longer, retiring later, being active
after retirement and engaging in capacity enhancing and health sustaining activities. Such practices aim to
raise the average quality of individual lives and at the same time, at societal level, contribute to larger
growth, lower dependency burdens and substantial cost savings in pensions and health.

Extending working life by improving the incentives and opportunities for older workers is a priority in the
European Employment Strategy and the European strategy for adequate and sustainable pensions. Under
the Open Method of Coordination on poverty and social exclusion the position of older people is fully