C 214/132
EN
Official Journal of the European Union
16.6.2023
Thursday 19 January 2023
75.
Is aware that the calls for enhanced transparency cannot lead to reduced protection of the legitimate financial interests of clients and need to fall within the existing legal frameworks and the data protection regime; 76.
Invites the representatives of the bank to increase the level of engagement and interaction with Parliament, especially regarding the control of financial activities; 77.
Is concerned that the targets set in the diversity and inclusion strategy 2018-2021 have not been fully achieved; calls on the EIB to make concrete efforts to improve the gender balance of its staff, in particular at management and senior official levels; 78.
Understands that the reduced recruitment during the COVID-19 pandemic, the specific nature of the profiles sought by the bank (in risk management, compliance and IT roles, recruited in many cases from the banking industry and specialised sectors that are not necessarily diverse themselves) and the competitiveness of the labour market in Luxembourg are examples of the limitations to be taken into consideration in assessing the overall situation; 79.
Acknowledges the long-standing concerns and complaints regarding the vast pay gaps between administrative and professional categories of staff; draws attention to the high costs of living in Luxembourg and notes that the correction coefficient for Luxembourg is fixed at 100 %, although it should be higher; points to the challenges faced by the staff members employed under the administrative category and how these can negatively impact the attractiveness of working at the EIB and the standard of living of its staff; 80.
Encourages the bank to persist in taking action to achieve more discernible gender balance within its organisation;
81.
Welcomes the fact that the EIB is constantly monitoring geographical balance and that the data on this are taken into consideration for ongoing and future recruitment processes; 82.
Reiterates its call on the EIB to ensure proper geographical representation from all Member States in its administration, taking into consideration the competences and merits of the candidates; calls on the bank to publish, annually, a gender and nationality breakdown of middle and senior management positions; 83.
Notes the two proposals for a Framework on the Right to Strike and a Framework on the Recognition of Trade Unions and understands that the Management Committee will adopt these frameworks in a timely manner; 84.
Invites the bank to further report on the implementing measures that have been rolled out on the basis of the 2021 health and wellbeing survey; in particular, invites the bank to report on transparency in internal management and internal recruitment processes and on measures taken to address the outcomes of the ‘staff satisfaction surveys’; Follow-up to Parliament’s recommendations 85.
Calls on the EIB to continue reporting on the state of play and status of the previous recommendations issued by Parliament in its annual resolutions especially as regards: (a) impacts (economic, environmental and social) of its investment strategy and results achieved in contributing to the balanced and steady development of the internal market in the interests of the Union; (b) actions adopted to enhance the countering of misconduct and conflicts of interest, tax avoidance, fraud and corruption; (c) measures to strengthen support for SMEs and eligible economic operators when implementing EU policies and to avoid any new requirements that create more bureaucracy for SMEs; (d) follow-up to the calls and requests made in this resolution; o o
o
86.
Instructs its President to forward this resolution to the Council and the Commission, and calls on the Council and EIB Board of Directors to hold a debate on this resolution.