EU gender equality criteria in decision-making in politics

1. EU gender equality criteria in decision-making in politics Goran Selanec, S.J.D.

2. Relevant Documents • New European Pact for equality between women and men for the period 2011 - 2020 • Strategy for equality between women and men (2010-2015) • Council Recommendation 96/694/EC on the Balanced Participation of Women and Men in the Decision-Making Process

3. Background: National Governments • In May 2013, women accounted for 27% of senior ministers in national governments • 50+% Sweden • 3+2 parity governments (France, Denmark and Finland + Iceland, Norway) • gender balanced government (Austria, Lichenstain) • The men and women nominated for positions in government tend to be allocated different types of portfolio • women account for 19% of ministers with basic portfolios and 23% of those with economic portfolios compared to 45% of those with socio- cultural portfolios • men are more likely to have responsibility for basic functions such as foreign and home affairs, defence and justice (42% of male ministers compared to 26% of female ministers). • women are more likely to be allocated socio-cultural portfolios including health, education, and social affairs (43% compared to 20% of men). • men are slightly more likely to be allocated portfolios with economic functions (26% of men, 20% of women)

4. Background: National Parliaments • the parliament in the 27 EU MSs - 73% men and just 27% women • the share of women representatives has increased by an average of just 0.5 % points per year since 2003 • significant differences between MSs • Sweden, Finland and Spain already at least 40% women in parliament, • Denmark, Belgium, and the Netherlands almost at this level • women account for less than 20% of members of parliament in Cyprus, Romania, Malta, Ireland and Slovakia and less than 10% in Hungary • men accounted for 89% of leaders of major political parties around the EU and women just 11% • in 16 EU MSS not one of the major parties is led by a woman • more women amongst deputy leaders (35%) • in Greece, Italy, Cyprus, Hungary and Malta all deputy leaders are also men

5. Background: Regional Assemblies • women account for 32% of • members of regional assemblies • local (usually municipal) councils • Balanced representation achieved in France, Sweden, Finland Spain at regional level • only in Sweden at local level. • men heavily outnumber women in Hungary (91%), Italy (87%), Romania (85%), Slovakia (84%), Greece (83%) and the Czech Republic (81%)

6. Strategy for equality between women and men 2010-2015 • contribute to improving the place of women in the labour market, in society and in decision-making positions both in the European Union and the world • Equality in decision-making Women are under-represented in the decision-making process, both in parliaments and national governments and on management boards of large companies, despite making up half the workforce and more than half of new university graduates in the EU. The Commission will: • propose targeted initiatives to improve the situation; • monitor progress made towards achieving the 25% target for women in top-level decision-making positions in research; • Support the collection, analysis and dissemination of comparable data on gender balance in decision making at EU level • Database • promote an increase in the number of women in the committees and expert groups established by the Commission, with the aim of achieving at least 40% female membership; • promote greater participation of women in European Parliament elections.

7. Council Recommendation 96/694/EC on the Balanced Participation of Women and Men • acknowledges that equality between women and men is a fundamental value of the European Union • gender equality policies are vital to economic growth, prosperity and competitiveness • Goals and Measures • measures to close gender gaps and combat gender segregation in the labour market: • promote women's empowerment in political and economic life • promote the equal participation of women and men in decision-making at all levels and in all fields, in order to make full use of all talents • promote better work-life balance for women and men throughout the life-course, so as to enhance gender equality • improve the supply of adequate, affordable, high-quality childcare services for children under the mandatory school age (90%) • promote flexible working arrangements and various forms of leave for both women and men

8. Council Recommendation 96/694/EC on the Balanced Participation of Women and Men in the Decision-Making Process Recommendations: • adopt a comprehensive, integrated strategy designed to promote balanced participation of women and men in the decision-making process and develop or introduce the appropriate measures to achieve this, such as, where necessary, legislative and/or regulatory measures and/or incentives; • alert those involved in education and training at all levels, including those responsible for teaching materials, to the importance of: • a realistic and complete image of the roles and abilities of women and men in society, free of prejudice and discriminatory stereotypes, • a more balanced sharing of professional, domestic and social responsibilities between women and men • balanced participation of women and men in the decision-making process at all levels; • promote or improve the collection and publication of statistics to provide a clearer picture of how women and men are represented at all levels of the decision-making process in the political, economic, social and cultural spheres • support, develop and encourage quantitative and qualitative studies on the participation of women and men in the decision-making process • promote balanced participation by women and men at all levels in governmental bodies and committees; • provide for, implement or develop a coherent set of measures encouraging equal opportunities in the public sector and respecting the concept of balanced participation in the decision-making process, and ensure, when recruitment competitions take place, that women and men are, as far as possible, represented equally in the committees responsible for preparing competitions and in the selection boards; • encourage the private sector to increase the presence of women at all levels of decision-making, notably by the adoption of, or within the framework of, equality plans and positive action programmes;

9. Election Positive Measures Considerations • More women candidates usually means more women elected but a man has a better chance • an election with 50% women candidates would result in just 39% women members - there would need to be 63% women candidates before equality was achieved in the final assembly • Positive action in the form of electoral gender quotas can help bring about rapid change but they are not a guarantee of success • Slovenia: the first at national level subject to a gender quota for candidates; all parties respected the quota but despite a third of candidates being women, just 12 women were elected to the 90 member assembly (13%). • The way in which political parties allocate candidates to winnable seats or distribute them on lists has a significant part to play in the limited success to date in electing more women from the available candidates • every single list system • zip system / grouping quota system • some types of electoral system are more open to promoting favoured candidates than others • proportional systems (with large election units) most favorable • French example • The re-election of incumbents severely restricts the rate of member turnover at each election. • on average, around two-thirds of members are reelected on each occasion meaning that there are limited opportunities for new faces and, therefore, for change in the gender balance