BETA


2010/2115(INI) Women and business leadership

Progress: Procedure completed

RoleCommitteeRapporteurShadows
Lead FEMM KRATSA-TSAGAROPOULOU Rodi (icon: PPE PPE) COSTA Silvia (icon: S&D S&D), OVIIR Siiri (icon: ALDE ALDE), CORNELISSEN Marije (icon: Verts/ALE Verts/ALE), ČEŠKOVÁ Andrea (icon: ECR ECR), SVENSSON Eva-Britt (icon: GUE/NGL GUE/NGL), BLOOM Godfrey (icon: EFD EFD)
Lead committee dossier:
Legal Basis:
RoP 052

Events

2011/11/15
   EC - Commission response to text adopted in plenary
Documents
2011/07/06
   EP - Results of vote in Parliament
2011/07/06
   EP - Decision by Parliament, 1st reading/single reading
Details

The European Parliament adopted by 534 votes to 109, with 29 abstentions, a resolution on women and business leadership.

Towards binding legislation: Parliament welcomes the Commission’s intention to propose European legislation in 2012 if companies do not manage to achieve through voluntary measures the targets of 30% women on company boards by 2015 and 40% by 2020.

Noting the clear progress on women's representation in Norway since the adoption in 2003 of legislation requiring a minimum of 40% of both women and men on boards of listed companies with a workforce of more than 500 and making provision for effective sanctions for non-compliance, Parliament calls on the Member States to respect the threshold of 30% of women in decision-making bodies by 2015 and stress the need to fully respect equality of treatment and opportunities between men and women in the work context.

Welcoming the initiatives of Member States (France, the Netherlands and Spain) in setting thresholds, which companies have to achieve, for women’s representation on management bodies, Members note that demonstrating political will is the only way of speeding up the process of getting binding measures adopted to help ensure the balanced representation women and men in corporate management bodies.

Skill-based recruitment : Parliament insists that recruitment to positions in corporate management bodies must be based on the competence required in the form of skills, qualifications and experience and that the principles of transparency, objectiveness, inclusiveness, effectiveness, non-discrimination and gender equality must be observed in corporate recruitment policies. It stresses that public enterprises listed on stock exchanges should set an example in implementing balanced representation of women and men on their boards and in management positions at all levels. Members take the view that consideration should be given to introducing effective rules to prevent people from holding multiple positions on boards of directors, both in order to free up posts for women.

Parliament also calls on the Member States and the Commission to implement new policies to enable more women to become involved in managing companies:

initiating a dialogue, not limited to the issue of quotas , with the boards of large companies and with the social partners about ways of increasing female representation, which could take place annually; supporting initiatives to assess and promote male-female equality on recruitment committees and in other areas, e.g. with regard to wage differentials, job classification, training and career patterns; promoting corporate social responsibility for European companies, with a commitment to ensuring managerial responsibility for women and family-friendly services; supporting cultural measures to orient young women more towards scientific and technological studies; introducing specific measures and arrangements for the provision of high-quality and affordable services, for example childcare and other dependent persons;

developing training on gender equality and non-discrimination; promoting precise and quantifiable commitments on the part of companies ; encouraging all stakeholders to set up initiatives to change the way women are perceived and women’s self-perception in the work field; the development of a positive image of female leadership positively in the European media; identifying ways to increase the representation of women from particularly under-represented groups, such as those from an immigrant or ethnic-minority background.

The issue of salaries : once again, Parliament returns to the issue of disparities in salaries within companies, and most particularly, the differences in salaries of women in management positions and those received by their male counterparts. In this context, the Member States and the Commission are urged to take measures to tackle the lingering pay inequality connected with traditional stereotypes .

They also encourage companies to adopt and implement corporate governance codes as a means of promoting gender equality on company boards, utilising peer pressure to influence organisations from within and implementing the ‘comply or explain’ rule, obliging companies to clarify why there is not at least one woman on the board.

Work-life balance : Parliament also calls on the Member States and the Commission to set up initiatives designed to address the fairer sharing of family care responsibilities not only within the family, but also between the family and society. Measures should be taken to:

address problems in accessing childcare facilities, which should be affordable, accountable and local; introduce flexible work practices to enhance organisational capacity and maximise women’s contribution; encourage senior corporate managers to raise their staffs’ awareness of the career patterns of men and women and to become personally involved in career monitoring and support programmes for female executives in their companies.

Lastly, the Commission is called upon to:

present, as soon as possible, comprehensive current data on female representation within all types of companies in the EU and on the compulsory and non-compulsory measures taken by the business sector as well as those recently adopted by the Member States with a view to increasing such representation ; following this exercise, and if the steps taken by companies and the Member States are found to be inadequate, to propose legislation, including quotas , by 2012 to increase female representation in corporate management bodies to 30% by 2015 and to 40% by 2020, while taking account of the Member States' responsibilities and of their economic, structural (i.e. company-size related), legal and regional specificities;

present a road map setting out specific, measurable and attainable targets for the achievement of balanced representation in enterprises of all sizes; set up a website dedicated to good practice in this area to inform the public and the social partners effectively on this issue.

Documents
2011/07/06
   EP - End of procedure in Parliament
2011/07/05
   EP - Debate in Parliament
2011/06/09
   EP - Committee report tabled for plenary, single reading
Documents
2011/06/09
   EP - Committee report tabled for plenary, single reading
Documents
2011/05/25
   EP - Vote in committee, 1st reading/single reading
Details

The Committee on Women’s Rights and Gender Equality adopted the own-initiative report by Rodi KRATSA-TSAGAROPOULOU (EPP, EL) on women and business leadership. Members welcome the Commission’s intention to propose European legislation in 2012 if companies do not manage to achieve through voluntary measures the targets of 30% women on company boards by 2015 and 40% by 2020 .

Noting the clear progress on women's representation in Norway since the adoption in 2003 of legislation requiring a minimum of 40% of both women and men on boards of listed companies with a workforce of more than 500 and making provision for effective sanctions for non-compliance, Members call on the Member States to respect the threshold of 30% of women in decision-making bodies by 2015 and stress the need to fully respect equality of treatment and opportunities between men and women in the work context.

Welcoming the initiatives of Member States (France, the Netherlands and Spain) in setting thresholds, which companies have to achieve, for women’s representation on management bodies, Members note that demonstrating political will is the only way of speeding up the process of getting binding measures adopted to help ensure the balanced representation women and men in corporate management bodies.

Members insist that recruitment to positions in corporate management bodies must be based on the competence required in the form of skills, qualifications and experience and that the principles of transparency, objectiveness, inclusiveness, effectiveness, non-discrimination and gender equality must be observed in corporate recruitment policies. They stress that public enterprises listed on stock exchanges should set an example in implementing balanced representation of women and men on their boards and in management positions at all levels. They take the view that consideration should be given to introducing effective rules to prevent people from holding multiple positions on boards of directors, both in order to free up posts for women.

Members also call on the Member States and the Commission to implement new policies to enable more women to become involved in managing companies:

initiating a dialogue, not limited to the issue of quotas , with the boards of large companies and with the social partners about ways of increasing female representation, which could take place annually; supporting initiatives to assess and promote male-female equality on recruitment committees and in other areas, e.g. with regard to wage differentials, job classification, training and career patterns; promoting corporate social responsibility for European companies, with a commitment to ensuring managerial responsibility for women and family-friendly services; supporting cultural measures to orient young women more towards scientific and technological studies;

introducing specific measures and arrangements for the provision of high-quality and affordable services, for example childcare and other dependent persons;

developing training on gender equality and non-discrimination; promoting precise and quantifiable commitments on the part of companies ; encouraging all stakeholders to set up initiatives to change the way women are perceived and women’s self-perception in the work field; the development of a positive image of female leadership positively in the European media; identifying ways to increase the representation of women from particularly under-represented groups, such as those from an immigrant or ethnic-minority background.

The issue of salaries : once again, Members return to the issue of disparities in salaries within companies, and most particularly, the differences in salaries of women in management positions and those received by their male counterparts. In this context, the Member States and the Commission are urged to take measures to tackle the lingering pay inequality connected with traditional stereotypes .

They also encourage companies to adopt and implement corporate governance codes as a means of promoting gender equality on company boards, utilising peer pressure to influence organisations from within and implementing the ‘comply or explain’ rule, obliging companies to clarify why there is not at least one woman on the board.

Work-life balance : Members also call on the Member States and the Commission to set up initiatives designed to address the fairer sharing of family care responsibilities not only within the family, but also between the family and society. Measures should be taken to:

address problems in accessing childcare facilities, which should be affordable, accountable and local; introduce flexible work practices to enhance organisational capacity and maximise women’s contribution; encourage senior corporate managers to raise their staffs’ awareness of the career patterns of men and women and to become personally involved in career monitoring and support programmes for female executives in their companies.

Lastly, the Commission is called upon to:

present, as soon as possible, comprehensive current data on female representation within all types of companies in the EU and on the compulsory and non-compulsory measures taken by the business sector as well as those recently adopted by the Member States with a view to increasing such representation ; following this exercise, and if the steps taken by companies and the Member States are found to be inadequate, to propose legislation, including quotas , by 2012 to increase female representation in corporate management bodies to 30% by 2015 and to 40% by 2020, while taking account of the Member States' responsibilities and of their economic, structural (i.e. company-size related), legal and regional specificities; present a road map setting out specific, measurable and attainable targets for the achievement of balanced representation in enterprises of all sizes; set up a website dedicated to good practice in this area to inform the public and the social partners effectively on this issue.

2011/03/28
   EP - Amendments tabled in committee
Documents
2011/02/24
   EP - Committee draft report
Documents
2010/07/08
   EP - Committee referral announced in Parliament, 1st reading/single reading
2009/11/04
   EP - KRATSA-TSAGAROPOULOU Rodi (PPE) appointed as rapporteur in FEMM

Documents

Activities

AmendmentsDossier
105 2010/2115(INI)
2011/03/28 FEMM 105 amendments...
source: PE-460.987

History

(these mark the time of scraping, not the official date of the change)

committees/0
type
Responsible Committee
body
EP
associated
False
committee_full
Women's Rights and Gender Equality
committee
FEMM
rapporteur
name: KRATSA-TSAGAROPOULOU Rodi date: 2009-11-04T00:00:00 group: European People's Party (Christian Democrats) abbr: PPE
shadows
committees/0
type
Responsible Committee
body
EP
associated
False
committee_full
Women's Rights and Gender Equality
committee
FEMM
date
2009-11-04T00:00:00
rapporteur
name: KRATSA-TSAGAROPOULOU Rodi group: European People's Party (Christian Democrats) abbr: PPE
shadows
docs/2/docs/0/url
Old
http://www.europarl.europa.eu/sides/getDoc.do?type=REPORT&mode=XML&reference=A7-2011-210&language=EN
New
http://www.europarl.europa.eu/doceo/document/A-7-2011-0210_EN.html
docs/3/body
EC
events/2/docs/0/url
Old
http://www.europarl.europa.eu/sides/getDoc.do?type=REPORT&mode=XML&reference=A7-2011-210&language=EN
New
http://www.europarl.europa.eu/doceo/document/A-7-2011-0210_EN.html
events/5/docs/0/url
Old
http://www.europarl.europa.eu/sides/getDoc.do?type=TA&language=EN&reference=P7-TA-2011-330
New
http://www.europarl.europa.eu/doceo/document/TA-7-2011-0330_EN.html
activities
  • date: 2010-07-08T00:00:00 body: EP type: Committee referral announced in Parliament, 1st reading/single reading committees: body: EP shadows: group: S&D name: COSTA Silvia group: ALDE name: OVIIR Siiri group: Verts/ALE name: CORNELISSEN Marije group: ECR name: ČEŠKOVÁ Andrea group: GUE/NGL name: SVENSSON Eva-Britt group: EFD name: BLOOM Godfrey responsible: True committee: FEMM date: 2009-11-04T00:00:00 committee_full: Women's Rights and Gender Equality rapporteur: group: PPE name: KRATSA-TSAGAROPOULOU Rodi
  • date: 2011-05-25T00:00:00 body: EP committees: body: EP shadows: group: S&D name: COSTA Silvia group: ALDE name: OVIIR Siiri group: Verts/ALE name: CORNELISSEN Marije group: ECR name: ČEŠKOVÁ Andrea group: GUE/NGL name: SVENSSON Eva-Britt group: EFD name: BLOOM Godfrey responsible: True committee: FEMM date: 2009-11-04T00:00:00 committee_full: Women's Rights and Gender Equality rapporteur: group: PPE name: KRATSA-TSAGAROPOULOU Rodi type: Vote in committee, 1st reading/single reading
  • date: 2011-06-09T00:00:00 docs: url: http://www.europarl.europa.eu/sides/getDoc.do?type=REPORT&mode=XML&reference=A7-2011-210&language=EN type: Committee report tabled for plenary, single reading title: A7-0210/2011 body: EP type: Committee report tabled for plenary, single reading
  • date: 2011-07-05T00:00:00 docs: url: http://www.europarl.europa.eu/sides/getDoc.do?secondRef=TOC&language=EN&reference=20110705&type=CRE type: Debate in Parliament title: Debate in Parliament body: EP type: Debate in Parliament
  • date: 2011-07-06T00:00:00 docs: url: http://www.europarl.europa.eu/oeil/popups/sda.do?id=20181&l=en type: Results of vote in Parliament title: Results of vote in Parliament url: http://www.europarl.europa.eu/sides/getDoc.do?type=TA&language=EN&reference=P7-TA-2011-330 type: Decision by Parliament, 1st reading/single reading title: T7-0330/2011 body: EP type: Results of vote in Parliament
commission
  • body: EC dg: Employment, Social Affairs and Inclusion commissioner: REDING Viviane
committees/0
type
Responsible Committee
body
EP
associated
False
committee_full
Women's Rights and Gender Equality
committee
FEMM
date
2009-11-04T00:00:00
rapporteur
name: KRATSA-TSAGAROPOULOU Rodi group: European People's Party (Christian Democrats) abbr: PPE
shadows
committees/0
body
EP
shadows
responsible
True
committee
FEMM
date
2009-11-04T00:00:00
committee_full
Women's Rights and Gender Equality
rapporteur
group: PPE name: KRATSA-TSAGAROPOULOU Rodi
docs
  • date: 2011-02-24T00:00:00 docs: url: http://www.europarl.europa.eu/sides/getDoc.do?type=COMPARL&mode=XML&language=EN&reference=PE458.776 title: PE458.776 type: Committee draft report body: EP
  • date: 2011-03-28T00:00:00 docs: url: http://www.europarl.europa.eu/sides/getDoc.do?type=COMPARL&mode=XML&language=EN&reference=PE460.987 title: PE460.987 type: Amendments tabled in committee body: EP
  • date: 2011-06-09T00:00:00 docs: url: http://www.europarl.europa.eu/sides/getDoc.do?type=REPORT&mode=XML&reference=A7-2011-210&language=EN title: A7-0210/2011 type: Committee report tabled for plenary, single reading body: EP
  • date: 2011-11-15T00:00:00 docs: url: /oeil/spdoc.do?i=20181&j=0&l=en title: SP(2011)8297 type: Commission response to text adopted in plenary
events
  • date: 2010-07-08T00:00:00 type: Committee referral announced in Parliament, 1st reading/single reading body: EP
  • date: 2011-05-25T00:00:00 type: Vote in committee, 1st reading/single reading body: EP summary: The Committee on Women’s Rights and Gender Equality adopted the own-initiative report by Rodi KRATSA-TSAGAROPOULOU (EPP, EL) on women and business leadership. Members welcome the Commission’s intention to propose European legislation in 2012 if companies do not manage to achieve through voluntary measures the targets of 30% women on company boards by 2015 and 40% by 2020 . Noting the clear progress on women's representation in Norway since the adoption in 2003 of legislation requiring a minimum of 40% of both women and men on boards of listed companies with a workforce of more than 500 and making provision for effective sanctions for non-compliance, Members call on the Member States to respect the threshold of 30% of women in decision-making bodies by 2015 and stress the need to fully respect equality of treatment and opportunities between men and women in the work context. Welcoming the initiatives of Member States (France, the Netherlands and Spain) in setting thresholds, which companies have to achieve, for women’s representation on management bodies, Members note that demonstrating political will is the only way of speeding up the process of getting binding measures adopted to help ensure the balanced representation women and men in corporate management bodies. Members insist that recruitment to positions in corporate management bodies must be based on the competence required in the form of skills, qualifications and experience and that the principles of transparency, objectiveness, inclusiveness, effectiveness, non-discrimination and gender equality must be observed in corporate recruitment policies. They stress that public enterprises listed on stock exchanges should set an example in implementing balanced representation of women and men on their boards and in management positions at all levels. They take the view that consideration should be given to introducing effective rules to prevent people from holding multiple positions on boards of directors, both in order to free up posts for women. Members also call on the Member States and the Commission to implement new policies to enable more women to become involved in managing companies: initiating a dialogue, not limited to the issue of quotas , with the boards of large companies and with the social partners about ways of increasing female representation, which could take place annually; supporting initiatives to assess and promote male-female equality on recruitment committees and in other areas, e.g. with regard to wage differentials, job classification, training and career patterns; promoting corporate social responsibility for European companies, with a commitment to ensuring managerial responsibility for women and family-friendly services; supporting cultural measures to orient young women more towards scientific and technological studies; introducing specific measures and arrangements for the provision of high-quality and affordable services, for example childcare and other dependent persons; developing training on gender equality and non-discrimination; promoting precise and quantifiable commitments on the part of companies ; encouraging all stakeholders to set up initiatives to change the way women are perceived and women’s self-perception in the work field; the development of a positive image of female leadership positively in the European media; identifying ways to increase the representation of women from particularly under-represented groups, such as those from an immigrant or ethnic-minority background. The issue of salaries : once again, Members return to the issue of disparities in salaries within companies, and most particularly, the differences in salaries of women in management positions and those received by their male counterparts. In this context, the Member States and the Commission are urged to take measures to tackle the lingering pay inequality connected with traditional stereotypes . They also encourage companies to adopt and implement corporate governance codes as a means of promoting gender equality on company boards, utilising peer pressure to influence organisations from within and implementing the ‘comply or explain’ rule, obliging companies to clarify why there is not at least one woman on the board. Work-life balance : Members also call on the Member States and the Commission to set up initiatives designed to address the fairer sharing of family care responsibilities not only within the family, but also between the family and society. Measures should be taken to: address problems in accessing childcare facilities, which should be affordable, accountable and local; introduce flexible work practices to enhance organisational capacity and maximise women’s contribution; encourage senior corporate managers to raise their staffs’ awareness of the career patterns of men and women and to become personally involved in career monitoring and support programmes for female executives in their companies. Lastly, the Commission is called upon to: present, as soon as possible, comprehensive current data on female representation within all types of companies in the EU and on the compulsory and non-compulsory measures taken by the business sector as well as those recently adopted by the Member States with a view to increasing such representation ; following this exercise, and if the steps taken by companies and the Member States are found to be inadequate, to propose legislation, including quotas , by 2012 to increase female representation in corporate management bodies to 30% by 2015 and to 40% by 2020, while taking account of the Member States' responsibilities and of their economic, structural (i.e. company-size related), legal and regional specificities; present a road map setting out specific, measurable and attainable targets for the achievement of balanced representation in enterprises of all sizes; set up a website dedicated to good practice in this area to inform the public and the social partners effectively on this issue.
  • date: 2011-06-09T00:00:00 type: Committee report tabled for plenary, single reading body: EP docs: url: http://www.europarl.europa.eu/sides/getDoc.do?type=REPORT&mode=XML&reference=A7-2011-210&language=EN title: A7-0210/2011
  • date: 2011-07-05T00:00:00 type: Debate in Parliament body: EP docs: url: http://www.europarl.europa.eu/sides/getDoc.do?secondRef=TOC&language=EN&reference=20110705&type=CRE title: Debate in Parliament
  • date: 2011-07-06T00:00:00 type: Results of vote in Parliament body: EP docs: url: https://oeil.secure.europarl.europa.eu/oeil/popups/sda.do?id=20181&l=en title: Results of vote in Parliament
  • date: 2011-07-06T00:00:00 type: Decision by Parliament, 1st reading/single reading body: EP docs: url: http://www.europarl.europa.eu/sides/getDoc.do?type=TA&language=EN&reference=P7-TA-2011-330 title: T7-0330/2011 summary: The European Parliament adopted by 534 votes to 109, with 29 abstentions, a resolution on women and business leadership. Towards binding legislation: Parliament welcomes the Commission’s intention to propose European legislation in 2012 if companies do not manage to achieve through voluntary measures the targets of 30% women on company boards by 2015 and 40% by 2020. Noting the clear progress on women's representation in Norway since the adoption in 2003 of legislation requiring a minimum of 40% of both women and men on boards of listed companies with a workforce of more than 500 and making provision for effective sanctions for non-compliance, Parliament calls on the Member States to respect the threshold of 30% of women in decision-making bodies by 2015 and stress the need to fully respect equality of treatment and opportunities between men and women in the work context. Welcoming the initiatives of Member States (France, the Netherlands and Spain) in setting thresholds, which companies have to achieve, for women’s representation on management bodies, Members note that demonstrating political will is the only way of speeding up the process of getting binding measures adopted to help ensure the balanced representation women and men in corporate management bodies. Skill-based recruitment : Parliament insists that recruitment to positions in corporate management bodies must be based on the competence required in the form of skills, qualifications and experience and that the principles of transparency, objectiveness, inclusiveness, effectiveness, non-discrimination and gender equality must be observed in corporate recruitment policies. It stresses that public enterprises listed on stock exchanges should set an example in implementing balanced representation of women and men on their boards and in management positions at all levels. Members take the view that consideration should be given to introducing effective rules to prevent people from holding multiple positions on boards of directors, both in order to free up posts for women. Parliament also calls on the Member States and the Commission to implement new policies to enable more women to become involved in managing companies: initiating a dialogue, not limited to the issue of quotas , with the boards of large companies and with the social partners about ways of increasing female representation, which could take place annually; supporting initiatives to assess and promote male-female equality on recruitment committees and in other areas, e.g. with regard to wage differentials, job classification, training and career patterns; promoting corporate social responsibility for European companies, with a commitment to ensuring managerial responsibility for women and family-friendly services; supporting cultural measures to orient young women more towards scientific and technological studies; introducing specific measures and arrangements for the provision of high-quality and affordable services, for example childcare and other dependent persons; developing training on gender equality and non-discrimination; promoting precise and quantifiable commitments on the part of companies ; encouraging all stakeholders to set up initiatives to change the way women are perceived and women’s self-perception in the work field; the development of a positive image of female leadership positively in the European media; identifying ways to increase the representation of women from particularly under-represented groups, such as those from an immigrant or ethnic-minority background. The issue of salaries : once again, Parliament returns to the issue of disparities in salaries within companies, and most particularly, the differences in salaries of women in management positions and those received by their male counterparts. In this context, the Member States and the Commission are urged to take measures to tackle the lingering pay inequality connected with traditional stereotypes . They also encourage companies to adopt and implement corporate governance codes as a means of promoting gender equality on company boards, utilising peer pressure to influence organisations from within and implementing the ‘comply or explain’ rule, obliging companies to clarify why there is not at least one woman on the board. Work-life balance : Parliament also calls on the Member States and the Commission to set up initiatives designed to address the fairer sharing of family care responsibilities not only within the family, but also between the family and society. Measures should be taken to: address problems in accessing childcare facilities, which should be affordable, accountable and local; introduce flexible work practices to enhance organisational capacity and maximise women’s contribution; encourage senior corporate managers to raise their staffs’ awareness of the career patterns of men and women and to become personally involved in career monitoring and support programmes for female executives in their companies. Lastly, the Commission is called upon to: present, as soon as possible, comprehensive current data on female representation within all types of companies in the EU and on the compulsory and non-compulsory measures taken by the business sector as well as those recently adopted by the Member States with a view to increasing such representation ; following this exercise, and if the steps taken by companies and the Member States are found to be inadequate, to propose legislation, including quotas , by 2012 to increase female representation in corporate management bodies to 30% by 2015 and to 40% by 2020, while taking account of the Member States' responsibilities and of their economic, structural (i.e. company-size related), legal and regional specificities; present a road map setting out specific, measurable and attainable targets for the achievement of balanced representation in enterprises of all sizes; set up a website dedicated to good practice in this area to inform the public and the social partners effectively on this issue.
  • date: 2011-07-06T00:00:00 type: End of procedure in Parliament body: EP
links
other
  • body: EC dg: url: http://ec.europa.eu/social/ title: Employment, Social Affairs and Inclusion commissioner: REDING Viviane
procedure/Modified legal basis
Old
Rules of Procedure of the European Parliament EP 150
New
Rules of Procedure EP 150
procedure/dossier_of_the_committee
Old
FEMM/7/03351
New
  • FEMM/7/03351
procedure/legal_basis/0
Rules of Procedure EP 052
procedure/legal_basis/0
Rules of Procedure of the European Parliament EP 052
procedure/subject
Old
  • 3.45 Enterprise policy, inter-company cooperation
  • 4.10.04 Gender equality
  • 4.10.09 Women condition and rights
New
3.45
Enterprise policy, inter-company cooperation
4.10.04
Gender equality
4.10.09
Women condition and rights
activities
  • date: 2010-07-08T00:00:00 body: EP type: Committee referral announced in Parliament, 1st reading/single reading committees: body: EP shadows: group: S&D name: COSTA Silvia group: ALDE name: OVIIR Siiri group: Verts/ALE name: CORNELISSEN Marije group: ECR name: ČEŠKOVÁ Andrea group: GUE/NGL name: SVENSSON Eva-Britt group: EFD name: BLOOM Godfrey responsible: True committee: FEMM date: 2009-11-04T00:00:00 committee_full: Women's Rights and Gender Equality rapporteur: group: PPE name: KRATSA-TSAGAROPOULOU Rodi
  • date: 2011-05-25T00:00:00 body: EP committees: body: EP shadows: group: S&D name: COSTA Silvia group: ALDE name: OVIIR Siiri group: Verts/ALE name: CORNELISSEN Marije group: ECR name: ČEŠKOVÁ Andrea group: GUE/NGL name: SVENSSON Eva-Britt group: EFD name: BLOOM Godfrey responsible: True committee: FEMM date: 2009-11-04T00:00:00 committee_full: Women's Rights and Gender Equality rapporteur: group: PPE name: KRATSA-TSAGAROPOULOU Rodi type: Vote in committee, 1st reading/single reading
  • date: 2011-06-09T00:00:00 docs: url: http://www.europarl.europa.eu/sides/getDoc.do?type=REPORT&mode=XML&reference=A7-2011-210&language=EN type: Committee report tabled for plenary, single reading title: A7-0210/2011 body: EP type: Committee report tabled for plenary, single reading
  • date: 2011-07-05T00:00:00 docs: url: http://www.europarl.europa.eu/sides/getDoc.do?secondRef=TOC&language=EN&reference=20110705&type=CRE type: Debate in Parliament title: Debate in Parliament body: EP type: Debate in Parliament
  • date: 2011-07-06T00:00:00 docs: url: http://www.europarl.europa.eu/oeil/popups/sda.do?id=20181&l=en type: Results of vote in Parliament title: Results of vote in Parliament url: http://www.europarl.europa.eu/sides/getDoc.do?type=TA&language=EN&reference=P7-TA-2011-330 type: Decision by Parliament, 1st reading/single reading title: T7-0330/2011 body: EP type: Results of vote in Parliament
committees
  • body: EP shadows: group: S&D name: COSTA Silvia group: ALDE name: OVIIR Siiri group: Verts/ALE name: CORNELISSEN Marije group: ECR name: ČEŠKOVÁ Andrea group: GUE/NGL name: SVENSSON Eva-Britt group: EFD name: BLOOM Godfrey responsible: True committee: FEMM date: 2009-11-04T00:00:00 committee_full: Women's Rights and Gender Equality rapporteur: group: PPE name: KRATSA-TSAGAROPOULOU Rodi
links
other
  • body: EC dg: url: http://ec.europa.eu/social/ title: Employment, Social Affairs and Inclusion commissioner: REDING Viviane
procedure
dossier_of_the_committee
FEMM/7/03351
reference
2010/2115(INI)
title
Women and business leadership
legal_basis
Rules of Procedure of the European Parliament EP 052
stage_reached
Procedure completed
subtype
Initiative
Modified legal basis
Rules of Procedure of the European Parliament EP 150
type
INI - Own-initiative procedure
subject