Transcript TITRE DU DOCUMENT LIEU, DATE, NATURE DE L’INTERVENTION

Women on Boards in Europe – From a
Snail’s Pace to a Giant Leap?
EWL report on progress and gaps
Seminar ‘Equal Rights, Equal Voices?
Women in Decision-Making in Cyprus and the EU’
27.06.2012
Susana Pavlou
EWL Executive Member
European Policy Context
 European Strategy for Equality between Women and
Men (2010-2015)
 Commissioner Viviane Reding - Women on the Board
Pledge for Europe
 EP Resolution July 2011 on Women in Business
Leadership and March 2012 on Equality between
Women and Men in the European Union - 2011
 Commitment made by the Commission to explore
policy options if insufficient progress is made
Why Women on Company Boards?
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Improved company performance
Mirroring the Market
Enhanced quality of decision-making
Improved corporate governance and ethics
Better use of talent pool
Macro-economic perspective
Absence of women in senior positions could widen
the gender employment gap and the gender pay gap
Women on Boards – the leaking
pipeline…
 Women represent 45% of people employed in the EU
 Women account for 56% of people in tertiary
education
 60% of university graduates are women
 Women occupy only 13.7% of board seats of the
largest public listed companies in EU MS (do we have a
an 86.3% “male quota”?) (Commission, January 2012)
Achievements in education not translating into
greater economic opportunity for women –
LOSS FOR WOMEN, LOSS FOR THE ECONOMY!
Women on Boards – the leaking
pipeline…
Women on Boards – the leaking
pipeline…
Women on Boards – the leaking
pipeline…
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From 2010 to 2012 proportion of women on corporate boards
increased by 1.9%
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Progress of individual countries varies – 10% in France where a
legal quota was adopted in 2011, 4% or more in Slovenia and
Bulgaria, 3% or more in Germany, Netherlands and Czech Republic
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Decline in Romania, Hungary and Slovakia
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All male boards still far to common – in nearly a third of MS
(including CY), at least half of the largest companies have boards
with no women
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More women as board members but not as Chairs – more than 96%
of company presidents are men – and there is no sign of progress!
Why an EWL Report on Women on
Boards?
 What can we learn from the efforts made at national
level to have more equality in boardroom?
EWL report on Women on Boards
 Covers 10 countries, which have implemented different types
of measures to improve gender balance: Austria, Belgium,
Finland, France, Germany, Italy, the Netherlands, Norway,
Spain and the UK
 Based on broad national level data that does not focus on
large companies like most comparative studies
 Includes an assessment of the national situation by EWL
members
 Rates countries based on the current situation and progress
Overview of measures in place
Overview of measures in place
Legislation:
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Norway the first country in the world, legislation adopted in 2005. Five EU member states
(Spain, France, Italy, Belgium and the Netherlands) – Spain already in 2007, the rest in 2011. In
the broader European region, Iceland adopted legislation in 2010.
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The laws differ in terms of the targets and the deadlines set for reaching them, and in terms of
the sanctions proposed for breaching the law. Some are more effective than others
Self regulation:
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Including clauses on gender balance in corporate governance codes, the most common form of
self-regulation. First introduced in Finland in 2003. All countries with legislation, apart from
Italy, have had corporate governance codes prior to legislation. In addition, we have corporate
governance codes in the UK, Germany, Denmark, Sweden, Poland, Austria, Luxembourg and
Slovenia. Normally, these clauses do not include targets or deadlines.
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In the UK and in Germany also other forms of self-regulation has taken a more precise form. In
the UK, the Government has called on companies to set themselves targets to be reached by
2015. In Germany, companies have set themselves voluntary targets, to be reached by 2020,
but many of these targets are as low as “only” 85% men in 2020 and the fees are often
amounts that are irrelevant for big companies.
Overview of measures in place
Targets for state-owned companies:
• Targets for state owned or partly state owned companies - often goes
together with self-regulation.
• Finland, Denmark and Ireland have introduced these several years back. The
latest country to do this was Austria in 2011. (also in Iceland but now
redundant because of the law). In these countries however, no sanctions
are foreseen. In Finland the target was reached and now there are 45%
women on the boards of state companies. In Ireland the 40% target set has
not been reached.
Current situation and progress in
selected EU Member States
EWL Conclusions 1/2
1. Intervention makes a difference in progressing
towards equality on boards
2. Self regulation builds ground for legislation
3. Quota legislation is most effective when
endorsed by sanctions
4. Effective self-regulation requires targets,
deadlines and state-endorsed monitoring
Conclusions 2/2
5. Mid-term targets help to meet long-term goals
6. Progress towards equal representation of
women and men is slower for executive board
positions
7. Quota legislation does not increase the
number of female CEOs
8. Awareness raising and promoting women help
reaching targets
Thank you for your attention!
For more information :
www.womenlobby.org