Activities of Urszula KRUPA related to 2018/2162(INI)
Plenary speeches (1)
Gender mainstreaming in the European Parliament (A8-0429/2018 - Angelika Mlinar) PL
Amendments (21)
Amendment 5 #
Motion for a resolution
Recital A
Recital A
A. whereas the principle of gender equalityrespect for human rights is a core value of the EU and is enshrined in the EU Treaties and the Charter of Fundamental Rights; whereas Article 8 TFEU states that the European Union shall, through all its activities, aim at eliminating inequalities, promote gender equality and combat discrimination when defining and implementing its policies and activities;
Amendment 6 #
Motion for a resolution
Recital B
Recital B
B. whereas gender equality, in general, is central to the protection of human rights, the functioning of democracy, respect for the rule of law, economic growth, social inclusion andthe protection of human rights, whether of women, men or children, and the fight against social exclusion is one of the fundamental tasks of democratic states and contributes to their sustainability;
Amendment 14 #
Motion for a resolution
Recital C
Recital C
C. whereas the population of the European Union consists approximately half of women and half of men, but the composition of the European Parliament does not mirror this balance as with free elections only 36.1% of MEPs are female; whereas this imbalance is further emphasised by the composition of Parliament’s Bureau, which is made up of 7 women and 20 men; whereas gender balance and diversity in Parliament increase the level of democratic representation of EU citizens and the legitimacy of Parliament's decisions;
Amendment 19 #
Motion for a resolution
Recital D
Recital D
D. whereas Goal Five of the Sustainable Development Goals (SDGs) aspires to 'achieve gender equality and empower all women and girls' by 2030; whereas, however, there is only very slow progress on gender equality and minimal change in many countries worldwide22; _________________ 22 http://reports.weforum.org/global- gender-gap-report-2016/is objective may first and foremost be achieved by ensuring that women and girls have access to education and preventing discrimination in the labour market and by their voluntary participation in the social life of their communities;
Amendment 28 #
Motion for a resolution
Recital F
Recital F
F. whereas according to the latest available data, women constitute 55 % of Parliament staff, but are still under- represented at all ranks of management, although the number of women in middle and senior management roles increased slightly in 2017; whereas the choice of the right person for a given position should always be based on their skills, education and experience, not their gender
Amendment 31 #
Motion for a resolution
Recital G
Recital G
G. whereas the 2017 report on gender equality by Parliament Vice-President Dimitrios Papadimoulis established three targets for women’s representation in middle and senior management, to be achieved by 2019: 30 % at Director- General level, 35 % at Director level and 40 % at Head of Unit level, and whereas the subsequent roadmap outlines how to achieve these targets; whereas, however, the choice of the right person for a given position should always be based firstly on their skills, education and experience, not their gender.
Amendment 35 #
Motion for a resolution
Recital I
Recital I
I. whereas ensuring coherence between their internal human resources policies and their external actions in the field of promotion of gender equality and LGBTIhuman rights is essential to the credibility of the European Parliament and the other EU institutions;
Amendment 40 #
Motion for a resolution
Recital L
Recital L
L. whereas althoughthe European Parliament, attaches increased importance to LGBTI issues, the visibility of LGBTI staff is relatively low; whereas most LGBTI staff still prefer to hide their sexual orientation or gender identits an institution and as a workplace for thousands of people, is not an appropriate place to manifest ones sexual orientation, which should be a private matter and not affect the quality of work in any way;
Amendment 54 #
Motion for a resolution
Paragraph 1
Paragraph 1
1. Reaffirms its strong commitment to gender equalityprotecting the human rights of women, men, children and older people and their equal rights both in the content of EU policies and across the Union's political and administrative levels;
Amendment 58 #
Motion for a resolution
Paragraph 2
Paragraph 2
2. Considers that Parliament should create and foster a culture of diversity and inclusionmutual respect and a safe working environment for everyone, and that cross-cutting measures to ensure the well-being ofgood working conditions for all staff and MEPs should go hand in hand with targeted measures to achieve gender- balanced representation both at administrative and political level;
Amendment 60 #
Motion for a resolution
Paragraph 3
Paragraph 3
Amendment 68 #
Motion for a resolution
Paragraph 4
Paragraph 4
4. Stresses that Parliament’s visual communication should avoid using gender stereotypes as well as stereotypes based on sexual orientation and gender identityuse positive gender patterns;
Amendment 70 #
Motion for a resolution
Paragraph 5
Paragraph 5
5. Stresses that in order to comprehensively assess the state of play of gender mainstreaming in Parliament, not only policy content, but also gender representation in the administration and in decision-making should be taken into account, which should be voluntary and not based on quotas;
Amendment 72 #
Motion for a resolution
Paragraph 6
Paragraph 6
6. Notes that female representation in Parliament’s key decision-making positions at political and administrative levels remains low and that Parliament needs to ensure that the allocation of decision-making positions is, if possible, evenly spread between genders, and the basic criterion for the allocation is the experience and skills of a given person;
Amendment 95 #
Motion for a resolution
Paragraph 12 – introductory part
Paragraph 12 – introductory part
12. Welcomes Parliament’s resolution of 26 October 2017 on combating sexual harassment and abuse in the EU; emphasises that sexual harassment is a serious crime, an extreme form of gender- based discrimination and one of the biggest obstacles to gender equality; welcomes the Bureau decision of 2 July 2018 to revise the functioning of the Advisory Committee dealing with harassment complaints concerning both male and female Members of the European Parliament and its procedures for dealing with complaints, as well as the addition of Article 34a to the Implementing Measures for the Statute for Members of the European Parliament, concerning the financial consequences of a proven case of harassment of an accredited parliamentary assistant; nevertheless strongly regrets the slow and inadequate progress in the implementation of the recommendations of Parliament’s resolution; demands that full and undivided attention be given by Parliament’s president and administration to the full implementation of all requested measures, in particular by means of the 2017-2019 roadmap on 'preventive and early support measures to deal with conflict and harassment between male and female Members and APAs, Trainees or other staff', which should be revised as soon as possible to adequately include at least the following demands of the resolution with a clear timeline for implementation:
Amendment 99 #
Motion for a resolution
Paragraph 12 – point a
Paragraph 12 – point a
a) mandatory training for male and female MEPs and staff;
Amendment 121 #
Motion for a resolution
Paragraph 16
Paragraph 16
16. Recommends that Parliament's political groups for the 2019-2024 parliamentary term put forward both male and female Members as candidates for the positions of President, Vice-President and Bureau Member, and the Chairs of committees, delegations and groups, guided primarily by the principle of fairness, voluntarism and the person’s skills;
Amendment 133 #
Motion for a resolution
Paragraph 18
Paragraph 18
18. Invites the Secretary-General and the Bureau to apply the same principle for the attribution of senior management posts as for the attribution of Head Of Unit posts, i.e. to make it compulsory that shortlists include three suitable candidates with at least one candidate of each gender, while statinga multi-stage recruitment process to select the right person for the position, so that, if all else is equal (e.g. qualifications, experience), at the under-represented gender should be preferred; notes that if these requirements are not fulfilled, the post should be re- advertisedfirst stage, the right and best candidate was selected based on additional criteria in the next stage of recruitment;
Amendment 144 #
Motion for a resolution
Paragraph 21
Paragraph 21
21. Urges the High Level Group on Gender Equality and Diversity to perform a two-yearly structural, point by point assessment of the implementation of the roadmap on gender equality, based on a presentation by DG PERSwith particular emphasis on the principle of selecting an employee for a given position based on his or her knowledge, experience and skills;
Amendment 148 #
Motion for a resolution
Paragraph 22
Paragraph 22
22. Recalls that as regards the use of measures to improve work-life balance, acceptance by managers and, if relevant, equal take-up by both partners should be specifically encouraged; notes that flexible working time arrangements can lead to gender discrimination in practice as these tools are used in the vast majority of cases by women and can impede career progression; also recalls that teleworking might increase flexibility but can also make women stay away from the office where they are visible and can networkmanagers should be made to accept them; notes that flexible working time arrangements are a great opportunity for both women and men to reconcile work and family life;
Amendment 159 #
Motion for a resolution
Paragraph 24
Paragraph 24
24. Stresses that in order to achieve real progress on improving gender equality in the Parliament Secretariat and political groups, a cultural shift is needed to change conceptual and behavioural attitudes, with the further development of a culture of equality in the Secretariatreal protection of human rights, both of women and men, including the right to choose their professional path on a voluntary basis, and equality, must first and foremost be based on the principle of mutual respect and tolerance;