4 Amendments of Licia RONZULLI related to 2012/0299(COD)
Amendment 53 #
Proposal for a directive
Recital 11
Recital 11
(11) The proportion of women on company boards is progressing very slowly, with an average annual increase of just 0.6 percentage points during the past years. The rate of improvement has differed in individual Member States and has led to highly divergent results. Much more significant progress was noted in the Member States where binding measures have been introduced. Growing discrepancies between Member States are likely to increase given the very different approaches pursued by individual Member States to increase the representation of females on boards that are being pursued by individual Member States. Member States should therefore exchange information and good practices designed to achieve better results through the adoption of measures to promote gender equality.
Amendment 54 #
Proposal for a directive
Recital 11 a (new)
Recital 11 a (new)
(11a) Women seeking management posts are continuing to encounter obstacles, first and foremost the lack of facilities for them to achieve a work-life balance. Measures should therefore be taken to assist working mothers, for example the provision of company day care services.
Amendment 56 #
Proposal for a directive
Recital 13
Recital 13
(13) The current lack of transparency of the selection procedures and qualification criteria for board positions in most Member States represents a significant barrier to more gender diversity among board members and negatively affects both the board candidates' careers and freedom of movement, as well as investor decisions. Such lack of transparency prevents potential candidates for board positions from applying to boards where their qualifications would be most required and from challenging gender-biased appointment decisions, thus restricting their freedom of movement within the internal market. On the other hand, investors have different investment strategies that require information linked also to the expertise and competence of the board members. More transparency in the qualification criteria and the selection procedure for board members enables investors to better assess the company's business strategy and to take informed decisions. It is therefore important for board appointment procedures to be clear and transparent and for applicants to be assessed objectively on their individual merits, irrespective of gender.
Amendment 126 #
Proposal for a directive
Article 4 – paragraph 3
Article 4 – paragraph 3
3. In order to attain the objective laid down in paragraph 1, Member States shall ensure that, in the selection of non-executive directors, priority shall be given to the candidate of the under-represented sex if that candidate is equally qualified as a candidate of the other sex in terms of suitability, competence and professional performance, unless an objective assessment taking account of all criteria specific to the individual candidates tilts the balance in favour of the candidate of the other sex. To this end, the selection criteria must above all be clear, transparent and non-discriminatory.