BETA

3 Amendments of Marina YANNAKOUDAKIS related to 2013/0110(COD)

Amendment 24 #
Proposal for a directive
Recital 10 a (new)
(10a) To aid diversity companies and businesses should be encouraged to boost female board and management representation as a means to increase the effectiveness of decision making as a business and economic imperative; Companies and businesses should be encouraged to create a pipeline of board and management-ready women that encourages, supports and develops female talent at all levels and throughout their careers; It would therefore be important that collaborative and constructive efforts are made with all stakeholders, such as recruiters, working groups and Non- Governmental Organisations to harness women's skills in business through voluntary business-led change that encompasses the sharing of best practice within, across and beyond the EU; Companies should be encouraged to help raise awareness, offer mentoring schemes and networking support for women employees on management opportunities within their organisation, with the aim of harnessing the advice and experience of business professionals;
2013/11/06
Committee: FEMM
Amendment 30 #
Proposal for a directive
Recital 17
(17) Since the objective of this Directive, namely to increase the relevance, consistency and comparability of information disclosed by companies across the Union, cannot be sufficiently achieved by the Member States, and can therefore by reason of its effect be better achieved at Union level, the Union may adopt measures in accordance with the principle of subsidiarity as set out in Article 5 of the Treaty on European Union. In accordance with the principle of proportionality, as set out in that Article, this Directive does not go beyond what is necessary to achieve the pursued objective.deleted
2013/11/06
Committee: FEMM
Amendment 41 #
Proposal for a directive
Article 1 – paragraph 1 – point 2 – point a
Directive 78/660/EEC
Article 46 a –paragraph 1 – point g
(g) a description of the large company's diversity policy for its administrative, management and supervisory bodies with regard tocan be provided on a voluntary basis and may be seen as an example of good practice in the business and consumer community. It may include aspects such as age, gender, geographical diversity, educational and professional background, the objectives of this diversity policy, how it has been implemented and the results in the reporting period. If the company has no such policy, the statement shall contain a clear and reasoned explanation as to why this is the case. Under no circumstances shall a large company be subject to administrative and financial sanctions for non-compliance, or be forced to disclose employee wages, or any other sensitive data, as long as it is in compliance with data protection laws.
2013/11/06
Committee: FEMM